MANAGEMENT ANALYST

Participates in the management of the manpower requirements determination program. Develops policy, directives, procedures, and instructions for current and long-range program requirements. Develops policy and direction for the entire AF concerning the use of functional account codes (FACs).

Proposes, builds, and edits FACs to facilitate the definition of manpower requirements.

Conducts, advises, evaluates, and promotes DoD, Air Force, and Manpower programs as assigned (e.g., Requirements Determination, UMD Management, Process Improvement, Competitive Sourcing, Grades Allocation, Policy Review, etc.) Carries out all AF-level manpower analyst responsibilities related to assigned projects/programs.

Provides short notice, quick-turn data retrieval, interpretation, synthesis, and recommendations in response to initiatives and inquiries from congressional staffers, OMB, OSD, OSD, JCS, SECAF, CSAF, Air Staff, and the Secretariat in support of manpower policy and planning.

Collects, processes, and formats different combinations of manpower related data. Guides the development of manpower simulation studies and the implementation of results on manpower documents and war deployment packages (UTCs).

Leads the development of detailed LCOM study scenarios that identify all weapon system operational and logistical parameters. Identifies problem areas in use of USAF manpower resources.

Plans and conducts special studies, recommends solutions to manpower utilization problems, and makes presentations to representatives of Air Staff and other officials on analysis and recommendations.

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions.

SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems.

Examples of specialized experience includes? having expert analyst who has mastered the application of a wide range of manpower qualitative and quantitative methods for the assessment and improvement of manpower requirements determination processes and the improvement of complex management processes and systems.

Expert knowledge of DoD/Air Force Budget resource allocation processes and procedures. Expert knowledge of all phases of the management engineering requirements determination process.

Expert ability to interpret defense guidance (i.e., Defense Planning Guidance, Chairman's Program Assessment, Air Force executive guidance, USAF War and Mobilization Plan, etc.) and information from Air Force Corporate Structure (AFCS), CSAF, or SecAF.

Knowledge of the commercial activities program and OMB A-76 policies, cost comparison, small business implications, legislative impediments, reengineering techniques, in-sourcing decisions, and the Air Force Program.

Expert knowledge of analytical models (manual and automated) and decision support tools for assessing the cost effectiveness of Air Force programs. Expert ability to use very complex, sophisticated models to simulate real world environments with many variables.

Expert knowledge of decision support presentation methods and techniques in order to research, develop, compile, and edit briefings to be presented to all levels of leadership.

Expert knowledge of organizational and functional roles and missions to establish and maintain personal contact with personnel on the Air Staff, the Secretariat, and OSD which requires a high level of tact and diplomacy in order to obtain information, coordinate analysis, and present results.

Extensive knowledge of pertinent laws, regulations, policies, and precedents, which affect program parameters and related resources. FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in-grade requirements to be considered eligible.

One year at the GS-12 level is required to meet the time-in-grade requirements for the GS-13 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.

KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: 1. Expert knowledge of organizational principles and procedures. 2. Expert knowledge of manpower functions, theories, techniques, and data taxonomies. 3.

Expert knowledge of manpower programming/allocation/requirements systems. 4. Expert knowledge of regulations/guidelines/policies applicable to manpower. Ability to communicate clearly, concisely, and effectively, both orally and in writing, to gain cooperation from others through tact, courtesy and diplomacy. 5.

Expert knowledge of regulations/guidelines/policies applicable to commercial activities. Ability to gather, assemble, and analyze facts. Knowledge of techniques for data extraction, manipulation, analysis, and presentation. Skilled in the use of software packages that enable such practices.

Ability to draw conclusions and devise solutions to problems. 6. Ability to apply management theories, techniques, methodologies to problem situations. Knowledge of relational databases and query techniques for working with and managing manpower data and to ensure business processes and data structures are congruent.

Ability to conduct requirements analysis to propose updates and modifications to ensure current systems stay responsive to changes in manpower policy, legislation, and technological developments PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work.

You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social).

Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.