FFSP Sexual Assault Prevention and Response Victim Advocate (SAPR VA)

About the role

The Fleet and Family Support Centers (FFSC) San Diego are looking for the best and brightest to join our team as a Sexual Assault Prevention and Response (SAPR) Victim Advocate (VA). The SAPR VA works under the program oversight of an installation Sexual Assault Response Coordinator (SARC) for sexual assault cases and is supervised by the Installation Lead SARC.

What you will do

• Victim Advocacy/Support (75%) Serve as a SAPR VA, facilitating care and providing non-clinical support to adult victims of a sexual assault and sexual harassment.
• Serve on the 24/7 SAPR watch bill, providing 24/7 support for victims' immediate needs.
• Inform the victim that speaking with the SAPR VA is voluntary.
• Assess safety concerns, inform victims of available reporting options and resources, encourage self-advocacy, assist with navigating the processes to obtain care and services needed, establish short and long-term goals for sexual assault recovery, and facilitate referrals.
• Assess the safety of sexual harassment complainants who wish to confer with a victim advocate.
• Assist victims reporting sexual harassment to address any immediate safety needs, understand their sexual assault reporting options, and identify any behavioral health or other services that may be helpful.
• Assist victims of sexual harassment in their effort towards the process of recovery, through advocacy and resource information.
• Serve as an advocate for the expressed interests of victims with all intervening agencies to include law enforcement, medical, and legal.
• Explain the restricted and unrestricted reporting options available to a victim, including the exceptions and/or limitations for victims' privileges under Military Rules of Evidence 514, and their rights and responsibilities as a victim.
• Explain all available SAPR services to the victim and conduct a warm hand-off to the equal opportunity office for official reporting of sexual harassment.
• Safeguard documents in their possession and all information pertaining to victims' sexual harassment, always mindful of the victims' right to confidentiality.
• Conduct risk assessments of victims to determine their immediate needs, and evaluate safety concerns and levels of risk.
• Provide crisis intervention in the aftermath of sexual assault and develop and implement an appropriate plan of action based on initial and ongoing risk assessments.
• Provide a wide range of essential support and advocacy services, liaison services, and care to victims of sexual harassment.
• Inform victims of available legal assistance/counsel and, if needed, provide a warm handoff to the appropriate military and civilian legal offices for personal legal advice and information specific to their circumstance or case, including filing civilian or military protective orders.
• Accompany victims to appointments, investigator interviews, and civilian and military court proceedings, as appropriate and when requested by the victim.
• Ensure victims of sexual harassment receive guidance and support during administrative, medical, investigative, and legal procedures and victims understand the processes involved.
• Assist victims in prioritizing actions and establishing short- and long-term goals related to the recovery from sexual harassment.
• Maintain support and follow-up contact with sexual harassment victims throughout the lifecycle of the case.
• Immediately notify the SARC of sexual assault incidents, providing the necessary demographic and/or incident detail for their thorough documentation in the DSAID and to fulfill multiple reporting requirements outlined in policy.
• Notify the SARC of sexual harassment advocacy provided to complainants for the SARC's thorough documentation of the SRI module in DSAID.
• Attend sexual assault CMG meetings for victims to ensure their needs are met.
• Report victim's support services and response information to the SARC and consult with the SARC on an ongoing basis to ensure comprehensive care for victims throughout the reporting process.
• Adhere to the D-SAACP Professional Code of Ethics.
• Program Support/Training (25%) Collaborate with the SARC on interfacing with military and civilian agencies to identify and promote relevant resources and appropriate support services.
• Establish liaisons with local victim support agencies in order to gain support and cooperation in achieving support for victims of sexual harassment and to promote the enhancement of sexual harassment services.
• Maintain a resource binder with current forms, information and referral resource lists.
• Collaborate with the SARC on developing and coordinating SAPR public awareness campaigns and local events, and on implementing primary prevention initiatives to aid in eliminating sexual assault incidents before they occur.
• Verify SAPR program marketing materials with 24/7 contact information is prominently displayed across the installation.
• Assist the installation SARC in the development and delivery of comprehensive sexual harassment training.
• Facilitate or assist in the planning, scheduling, and delivery of sexual harassment response training for all installation personnel, leadership, deploying personnel, and other key functional stakeholders to include annual refresher training.
• Perform other duties as assigned.

Education

Completion of a four-year degree in behavioral health, social science, or criminal justice AND two years of experience that demonstrates acquired knowledge of one or more of the behavioral health or social sciences equivalent to a major in the field OR An appropriate combination of education and experience that demonstrates possession of knowledge and skill equivalent to that gained in the above.

How you will be evaluated

All resumes will be reviewed to determine if they meet the hiring eligibility and qualification requirements listed in this announcement, and will be rated based on the information provided in the resume to determine the level of knowledge, skills and abilities (KSAs) related to the job requirements.

Using the qualifications of the position, a predetermined rating criterion of KSAs will be used for each resume. Best qualified applicants will be referred to the hiring manager. The selecting official may choose to conduct interviews.

Documents you must provide

• official transcripts only if qualifying all or in-part based on education; diplomas and degree audits are not acceptable.
• Failure to provide official transcripts will result in an ineligibility rating.
• Proof of training: licensures and certifications are acceptable, must show your name, licensure/certification type, and expiration date (if applicable) If claiming Department of Defense (DOD) Non-appropriated Fund (NAF) Business Based Action (BBA) priority consideration: provide a copy of the notice of separation If claiming Military Spouse Preference: provide a copy of the sponsor's Permanent Change of Station (PCS) orders and a marriage certificate at the time of application If claiming Veteran's Preference: provide a copy of your DD-214, Member-4 page and any supporting documentation (SF-15, V.A. disability letter, proof of service, etc.) If a current or former Federal Employee: provide a copy of your most recent Personnel Action Report (PAR) or SF-50 Note: When submitting transcripts for an Associate degree or higher, proof of a high school diploma or equivalent is not required.
• All transcripts MUST show student's name, the name of the awarding university or educational institution, degree type, awarded/conferred date, and the field of study (major).
• If your degree has not been awarded and/or you possess certificates of completion for DoD approved competency-based training courses, and/or a valid CDA/MSA credential(s), you MUST also provide a copy of your HS Diploma or equivalent.
• Altered transcripts will not be accepted.
• Transcripts from foreign colleges must be evaluated for U.S. equivalency in order to be considered.
• Applicants are responsible to obtain and submit proof of creditability of education as evaluated by a credentialing agency which is a private U.S. organization.
• Credential evaluations are not free and applicants are responsible for the cost of the selected service.
• Foreign high school transcripts or diplomas do not require credential evaluation but must be in English or a certified translation.

What to expect next

Using the required qualifications of the position, a standardized rating and ranking criteria of knowledge, skills, and abilities will be used to screen and assess each application. If you provided an email address, you will receive an email message acknowledging receipt of your application.

Times may vary during the hiring process, as your application status updates/changes you will be notified with a notification letter via email. Please notify us if your contact information changes after the closing date of the announcement.

Also, note that if you provide an email address that is inaccurate or if your mailbox is full or blocked (e.g., Spam Blocker, etc.), you may not receive important communication that could affect your consideration for this position.

Additional information

Executive Order 12564 requires a Federal workplace free of illegal drugs. According to the Executive Order, all Federal employees are required to remain drug free throughout their employment. Commander, Navy Installations Command is a Drug-Free Federal Workplace.

The use of illegal drugs will not be tolerated, and use of or intoxication by illegal drugs will result in penalties up to and including removal from Federal Service. Non-U.S. citizens with fewer than three years of recent residential history in the U.S. may be determined ineligible for employment. Some positions have special requirements.

Selectee may be required to complete a one (1) year probationary period. Participation in Direct Deposit/Electronic Fund Transfer within the first 30 days of employment is required. We utilize E-Verify to confirm selectee's eligibility to work in the United States.

In accordance with the Real ID Act of 2005, if a candidate or new hire requires access to a military installation and does not have a REAL ID, identity will need to be established. Identity is established by presenting either one (1) Acceptable Credential or by presenting an acceptable combination of Source Identify Documents.

Acceptable Credentials are listed in List A and Acceptable Source Identity Documents are listed in Lists B and C in the link below (page 3).

If using an Acceptable Credential, only one (1) from List A is required and if using Acceptable Source Identity Documents, one (1) from List B and one (1) from List C is required. ***