SUPERVISORY INTELLIGENCE OPERATIONS SPECIALIST

About the role

THIS IS A NATIONAL GUARD TITLE 32 EXCEPTED SERVICE POSITION.

This National Guard position is for a SUPERVISORY INTELLIGENCE OPERATIONS SPECIALIST, Position Description Number PDD1646P01 and is part of the MA ANG 102nd IW, National Guard. This is a Non-Bargaining Unit position. The unit point of contact and contact phone for this position is: Maj Andrew Hiller at ***.

What you will do

• (1) Supervises through subordinate work leaders or supervisors three or more sections of Intelligence Operations Specialists, each sections containing a base level of GS-11.(a) Plans, organizes, and oversees the activities of the subordinate ISR unit crew members.
• Establishes, revises, or reviews policies, procedures, mission objectives, and organization design for the staff, as necessary to eliminate work problems or barriers to mission accomplishment, promotes team building, implements quality improvements, or in response to concerns with regulatory compliance and/or customer requirements.
• Plans work for accomplishment by subordinate sections, sets and adjusts short-term priorities, and prepares schedules based on consideration of difficulty of requirements and assignments such that the experience, training, and abilities of the staff are effectively utilized to meet organization and customer needs.
• Provides subordinate supervisors, work leaders and staff with direction and advice regarding policies, procedures, and guidelines.
• Reviews and structures organization to optimize use of resources and maximize efficiency and effectiveness of the organization.
• Balances workload and provides overall direction and vision to the subordinate section chiefs on a wide range of intelligence, information management and administrative issues.
• Establishes metric and analysis systems for sections managed to assess efficiency, effectiveness, and compliance with regulatory procedures.
• Evaluates requirements for additional resources submitted by subordinate supervisors/work leaders, and balances organization needs with overall mission requirements and resource interests.
• Identifies need for change in organization priorities and takes action to implement such changes.
• Plans and schedules work in such a manner that promotes a smooth flow and even distribution and ensures effective use of organization resources to achieve organization goals and objectives.
• Establishes review systems for the organization that make certain intelligence mission needs are met and validated, and that economy and quality of operations are maintained or improved.
• Accepts, amends, or rejects work of subordinate supervisors/work leaders.
• Reviews work and management techniques of subordinate supervisors/work leaders and is held accountable for actions taken and advice provided by staff of subordinate sections.
• Makes decisions on work problems presented by subordinate supervisors/work leaders.
• Directs self-assessment activities of subordinate supervisors/work leaders.
• Reviews training recommended by subordinate supervisors/work leaders to assure it is proper and promotes effective operation of the organization as a whole.(b) Exercises supervisory personnel management responsibilities.
• Directs, coordinates, and oversees work through subordinate supervisors/work leaders.
• Advises staff regarding policies, procedures, and directives of higher-level management or headquarters.
• Selects candidates for subordinate non-supervisory and supervisory positions taking into consideration skills and qualifications, mission requirements, and EEO and diversity objectives.
• Ensures reasonable equity among sections of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors/work leaders.
• Explains performance expectations to subordinate supervisors/work leaders and employees directly supervised and provides regular feedback on strengths and weaknesses.
• Appraises performance of subordinate supervisors/work leaders and other employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors.
• Approves expenses comparable to within-grade increases, extensive overtime, and employee travel.
• Recommends awards for non-supervisory personnel and changes in position classification to higher-level managers.
• Hears and resolves group grievances and employee complaints referred by subordinate supervisors/work leaders and employees.
• Initiates action to correct performance or conduct problems of employees directly supervised and reviews and/or approves serious disciplinary actions (e.g. suspensions, removals) involving non-supervisory subordinates.
• Ensures documentation prepared to support actions is proper and complete.
• Reviews developmental needs of subordinate supervisors, work leaders and non-supervisory employees and makes decisions on non-routine, costly or controversial training needs and/or requests for unit employees.
• Encourages self-development.
• Approves leave for subordinate supervisors/work leaders and ensures adequate coverage in organization through peak workloads and traditional holiday vacation time.
• Demonstrates sensitivity to ideas of subordinates.
• Performs other duties as assigned.
• The above duty description does not contain all details of the official position description.
• For more details, please contact the POC listed above.

How you will be evaluated

Please follow all instructions carefully. Errors or omissions may affect your eligibility. Once the application process is complete, a review of resume and supporting documentation will be made and compared against your responses to the assessment questionnaire to determine if you are qualified for this job.

If, after reviewing your resume and/or supporting documentation, a determination is made that you have inflated your qualifications and/or experience, you may lose consideration for this position.

Documents you must provide

• Your name and contact information.
• Work Experience section of your resume must include: Name of the organization you worked at.
• Job title you held at the organization.
• Start and end dates for the position (dates must have month and year).
• Bulleted statements regarding duties you performed in the position.
• Be clear and concise in stating your duties, we will not make any assumptions regarding your experience.
• Your bulleted statements should reflect that you have the required specialized experience described in this announcement.
• If your position was in the civil service, include the grade and series for the position.
• If applicable, include TRADITIONAL GUARDSMEN experience.
• Enter your AFSC, bulleted statements of duties, and start and end dates (dates must have month and year).
• Education and certificates if applicable.
• Include name of school, degree, or certificate, start and end dates.
• Part-Time, unpaid, volunteer work if applicable.
• Include duties and responsibilities and start and end dates (dates must have month and year).
• IMPORTANT: Resumes that exceed 2 pages cannot be considered.
• For additional information regarding resume requirements visit: *** Unofficial Transcripts, if used to qualify (An official transcript may be required before being hired.)

What to expect next

Once your online application is submitted you will receive a confirmation notification by email. Your application will be evaluated by the Human Resources Office to determine your eligibility for the position. After the evaluation is complete, you will receive another notification regarding the status of your application.

Additional information

If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency (***).

MILITARY INCENTIVES - BONUSES AND STUDENT LOAN REPAYMENT PROGRAM: If you are selected for this position, you may lose your eligibility for your National Guard Enlistment/Reenlistment Bonus and Student Loan Repayment Program incentives. In order to avoid losing your incentive eligibility, you should check with your incentives manager prior to accepting an offer for the position.

For M-Day/Traditional personnel who are currently receiving incentives to include Bonuses and the Student Loan Repayment Program incentive, the following termination rule applies: Incentive Termination without Recoupment: If you accept an Active Guard Reserve (AGR) position or a Military Technician (Mil Tech) Permanent or Indefinite position after 25 February 2010 where membership in the National Guard is a condition of employment, your bonus will be terminated with no recoupment.

Fair Chance to Compete for Jobs Act of 2019 An employee of an agency may not request, in oral or written form, that an applicant for an appointment to a position in the civil service disclose criminal history record information regarding the applicant before the appointing authority extends a conditional offer to the applicant.

An applicant may submit a complaint, or any other information, to an agency within 30 calendar days of the date of the alleged non-compliance by an employee of an agency. To file a complaint please click this link and scroll to the bottom of the page for more information.