PARALEGAL SPECIALIST

You will research, evaluate and make recommendations in the area of enlisted administrative separations of service members deemed unable to fulfill their enlistment due to a variety of reasons.

You will be the designated PII (Personally Identifiable Information) Manager responsible for conducting spot checks of staff offices, shard drives and common spaces to ensure staff safeguards PII.

You will conduct legal-related research into cases, providing legal advice, administrative support in matters of military justice and assisting with pretrial and post-trial prisoners matters.

You will demonstrate clearly and effectively to present and promote varied ideas and issues to include sensitive or controversial topics before a wide range of audiences.

Your resume must demonstrate at least one year of specialized experience at or equivalent to the GS-09 grade level or pay band in the Federal service or equivalent experience in the private or public sector.

Specialized experience must demonstrate the following: 1) Providing legal advice and administrative support in matters of military justice administration and law; 2) Analyzing and evaluating legal inquires to determine need for additional information, documentary evidence and procedural guidelines; 3) Assisting attorneys in case preparation by assisting in the review of investigations and performing legal research and; and 4) Preparing and presenting briefs, affidavits and specialized legal documents.

Additional qualification information can be found from the following Office of Personnel Management web site: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/#url=List-by-Occupational-Series PREA Standard 115.17; Agency policy prohibits hiring or promoting anyone who may have contact with inmates and prohibits enlisting the services of any contractor who may have contact with inmates who: - Has engaged in sexual abuse in a prison, jail, lockup, community confinement facility, juvenile facility, or other institution (as defined in 42 U.

S.

C 1997); - Has been convicted of engaging or attempting to engage in sexual activity in the community facilitated by force, overt or implied threats of force, or coercion, or if the victim did not consent or was unable to consent or refuse; or - Has been civilly or administratively adjudicated to have engaged in the activity described in paragraph (a)(2) of this section.

Agency policy requires the consideration of any incidents of sexual harassment in determining whether to hire or promote anyone, or to enlist the services of any contractor, who may have contact with inmates.

Agency policy requires that before it hires any new employees who may have contact with inmates, it (a) conducts criminal background record checks, and (b) consistent with federal, state, and local law, makes its best efforts to contact all prior institutional employers for information on substantiated allegations of sexual abuse or any resignation during a pending investigation of an allegation of sexual abuse.

YES OR NO (FROM 115.17(C)-1) in the past 12 months. -The number of persons hired who may have contact with inmates who have had criminal background record checks: (FROM 115.17(c)-2).

The percent of persons hired who may have contact with inmates who have had criminal background record checks: (CALCULATED FROM 115.17(c)-2 AND # OF STAFF WHO HAVE CONTACT WITH INMATES FROM FACILITY CHARACTERISTICS)115,17 (f).

The agency shall ask all applicants and employees who may have contact with inmates directly about previous misconduct described in paragraph (a) of this section in written applications or interviews for hiring or promotions and in any interviews or written self-evaluations conducted as part of reviews of current employees.

The agency shall also impose upon employees a continuing affirmative duty to disclose and such misconduct. Agency policy states that material omissions regarding such misconduct, or the provision of materially false information, shall be grounds for termination.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., professional, philanthropic, religious, spiritual, community, student, social).

Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment.