HR SPEC (PERFORMANCE MANAGEMENT/LABOR RELATIONS)
What you'd do
This position is for a HR SPEC (PERFORMANCE MANAGEMENT/LABOR RELATIONS), PD#T5021P01, part of the Nevada National Guard. The purpose of this position is to ensure all program activities, policies, instructions, and goals are in compliance with legislation, publications, regulations, and guidance from Office of Personnel Management (OPM), Department of Defense (DoD), National Guard Bureau (NGB), Department of the Army (DA) and Air Force (DAF), and other governing agencies.
Major duties
Provides program management and guidance for the Performance Management Program. Provides advice and assistance to supervisors and managers on preparation of performance standards and appraisals. Reviews performance standards and appraisals for regulatory compliance. Monitors the timely submission of performance standards and appraisals and provides reports. Coordinates between management, and HR Development Specialist in the development of performance improvement plans. Manages the use of the performance management program, Defense Performance Appraisal Program (DPMAP). Troubleshoots and coordinates with the Human Resources Specialist (Information Systems) to submit DPMAP help desk tickets to remove or modify Performance Standards or Appraisals that are no longer valid. Serves as subject matter expert for the employee recognition awards program. Develops and provides managers and supervisors with guidance on recognition awards program procedures. Publishes and updates the incentive awards program. Reviews award nominations requests to assure ratings and justification meet the regulatory requirements. Prepares correspondence relating to the awards program. Publicizes the Suggestion Program and coordinates management of the program with NGB. Analyzes, interprets, and clarifies policies, directives, and other issuance by OPM, DCPAS, NGB, and DoD for statewide application. Develops instructions pertaining to National Guard employee personnel administration matters and makes recommendations to the HRO and all levels of command. Provides services to a complex and geographically separated organization Advises managers about appropriate disciplinary or other corrective techniques responsive to a range of conduct and performance problems. Explains rules and procedures to employees and management to help them understand rights and obligations while maintaining and encouraging objectivity in situations that may be charged with emotion and involve assumptions. Resolves disputed and interpreted facts, events, and/or identifying aggravating or mitigating factors relevant to the case. Conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance while focusing managers and supervisors on all the processes of performance management including planning, monitoring, developing, and rewarding performance as well as the rating process. Develops or assists in developing written policy and guidelines for use by local management in delineating their roles and responsibilities in such matters as developing individual employee appraisal plans, completing appraisal forms, reappraising employees as appropriate, and providing counseling and training as necessary. Advises managers about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems; explain rules and procedures to employees and help them understand their rights and obligations; maintains and encourages objectivity in situations that may be charged with emotion and involve assumptions; resolves disputed facts, including those which require credibility determinations; interprets facts and events, and/or identify aggravating or mitigating factors relevant to the case; and conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance. Provides labor-relations services to a complex organization. Conducts studies relative to the development of management interests and responds to union interests at the bargaining table, which typically have a significant impact on production, involve large numbers of employees, involve several interrelated issues, and are potentially of considerable cost to the state organization if unresolved. Represents management in unfair labor practice and representation hearings before the Federal Labor Relations Authority, and in impasse proceedings before the Federal Services Impasses Panel. Advises negotiating committee members on the proper interpretation and applicability of arbitration decisions and precedent decisions related to local situations. Communicates state-wide labor relations policies and procedures to the management and staff of the organizational units serviced and relates existing precedents to the specific issue in justifying management's views. Serves as the spokesperson of a management negotiating committee involved in contract, midterm, and appropriate arrangement negotiations. Serves as a principal point of contact on labor-management matters of overall concern to established bargaining units at the local level (e.g., grievances, unfair labor practice charges, information sharing, contract interpretation, labor relations training, the preparation and conduct of contract bargaining, etc.). Provides other duties as assigned.
What you need to qualify
In order to qualify for this position, your resume must provide sufficient experience and/or education, knowledge, skills, and abilities, to perform the duties of the specific position for which you are being considered. Education requirement is based upon the qualification standards for the specific position and is stated under the heading "EDUCATION". Your resume is the key means we have for evaluating your skills, knowledge, and abilities, as they relate to this position. Therefore, we encourage you to be clear and specific in describing your experience. EACH APPLICANT MUST FULLY SUBSTANTIATE (IN THEIR OWN WORDS) THAT THEY MEET THE REQUIREMENTS OF THE SPECIALIZED EXPERIENCE LISTED BELOW; OTHERWISE, THE APPLICANT WILL BE CONSIDERED UNQUALIFIED FOR THIS POSITION. DO NOT COPY FROM THE VACANCY ANNOUNCEMENT OR THE POSITION DESCRIPTION OR YOU MAY BE DISQUALIFIED. GENERAL EXPERIENCE: Must have experience performing federal human resources work that includes applying regulations and policies in at least two of the following areas: performance management, employee relations, labor relations, or processing and auditing personnel actions in a complex or geographically dispersed organization. SPECIALIZED EXPERIENCE: Must possess experience managing or administering a performance management program (such as DPMAP), including developing or reviewing performance standards, appraisals, and performance improvement plans for regulatory compliance. Experience advising supervisors on conduct and performance issues, appropriate disciplinary or corrective actions, and explaining employee and management rights and obligations is required. Must also have experience providing labor-relations advice or representation (e.g., grievances, unfair labor practices, or negotiations) and processing or auditing federal personnel actions and eOPFs in accordance with applicable laws and regulations.
Before you apply
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