Gs 0301 program specialist

Examples of GS-5 level work may include: assisting with collecting and consolidating administrative data; participating in budget formulation activities; and providing assistance to employees relating to personnel, travel, procurement, property, and vehicle management issues. One year of specialized experience in or directly related to this position that equipped the applicant with the knowledge, skills, and abilities to perform successfully the duties of this position.

Examples of GS-7 level work include assisting with: collecting and consolidating administrative data, and identifying any significant trends; participating in the accumulation of expenses and the determination of financial trends; reviewing administrative guidelines and procedures to determine their applicability to straightforward issues at hand; providing assistance to employees relating to personnel issues; and reviewing contract proposals to ensure adherence to guidelines and policy.

Applicants must meet one of the following to qualify for the GS level: One year of specialized experience in or directly related to this position that equipped the applicant with the knowledge, skills, and abilities to perform successfully the duties of this position. Examples of GS-9 level work may include: communicating with a variety of personnel at all levels in administrative management and support; working with staff in interpreting human resources policies and directives; interpreting personnel policies for recruitment actions and appointment authorities; and communicating and providing guidance to staff on issues.

M, if related. Science Explorer. Mission Areas. Unified Interior Regions. Science Centers. Frequently Asked Questions. Educational Resources. Multimedia Gallery. Web Tools. Board on Geographic Names. The National Map. This certification is made with the knowledge that this information is to be used for statutory purposes relating to appointment and payment of public funds, and that false or misleading statements may constitute violations of such statutes or their implementing regulations.

Code in conformance with standard published by the U. Office of Personnel Management or if no published standards apply directly, consistently with the most applicable published standards.

Plan, coordinate and oversee the execution of ceremonies and special events at the garrison. Conducts the coordination meetings towards the execution of the ceremonies and special events. Conducts in-progress reviews IPRs with activities involved. Provides rapid coordination among operational staff elements and other emergency agencies and facilitates staff actions for data collection, situation analysis, and command decisions.

During emergency situations assists in execution of emergency plans, looking towards improvement and identification of deficiencies in emergency operations activities. Advises the IEM of outside notifications and requests for natural and man-made disaster response.

Serves as a storm ready partner with the local community weather watch operations for predicting, monitoring and distributing hurricane warning alert information to all residential housing areas and non critical assets to USAG FB.

Attends and participates in meetings, conferences and workshops on matters pertaining to the formulation of disaster policies and determination of support requirements and services required by the Division. Compiles statistical data for reports, charts, and records. Maintain logs of incidents in order to check prepared submissions and situations reports, for all activities pertaining to natural disaster response, for submission to higher headquarters. Prepares and publish contact lists, and in maintaining accessibility with agencies with which emergency contact is required.

Knowledge of major issues with regional CTO data net calls for updates and coordination, programs goals and objectives, work processes and administrative operations to recommend ways to improve the effectiveness and efficiency of emergency work operations.

Specifically this knowledge is used to modify procedures, guidelines and recommendations for changes to existing policies. Within the parameters of the assignment, the incumbent plans and organizes projects, estimating costs, coordinating with staff and line management personnel, and conducts all phases of the project independently.

Completed projects, evaluations, reports or recommendations are reviewed by the IEM for consistency with policy goals, guidelines and effectiveness in achieving intended objectives. The skills required to perform this work are the same as GS positions see page 3. There is no series that contains or requires the subject matter knowledge, skills, etc. Therefore, the GS is selected as the most appropriate series.

Title: Titles are not prescribed for positions classified to the GS series. Since the primary purpose of the work is associated with the plans and operations the title Project Coordination Specialist is constructed as most descriptive.

Grade: The GS series does not have grading criteria; therefore, a cross-comparison to other standards is made as follows: Reference C. The assigned project or modifications to existing plans and projects meet the GS level which require new or substantially modified work methods, procedures, etc.

These assignments exceed the GS level because GSs adapt study methods, have a greater responsibility for interpreting findings, and persuade management officials to adopt proposals for emerging projects and have a much broader potential impact which describes the work of the position. GSs work independently and refer only unusually difficult problems to supervisors.

The incumbent develops the projects plans, workloads and coordinated various facets of the programs within the assigned project.

Employee analyzes plans and contacts management officials to persuade and ensure required, diverse coordination actions are completed to successfully implement or prepare for possible implementation. The ability to develop plans and implement successfully and timely, directly impact on the overall project completion.

This complexity level far exceeds the GS level where assignments involve generally routine projects, and where work performance does not have any impact past the immediate area. The work does not fully meet the complexity of GS level assignments. Generally, the work performed involves assessing the mission, determining the scope and impact on NG resources and capabilities, and possible contingencies due to emerging projects.

The GS level of responsibility is met by this position. Employee receives general guidance. Work is planned and completed independently and reviewed for overall adequacy, achievement of objectives, adherence to key management principles and soundness of conclusions.

Contacts with management officials are made independently to provide information and recommendations which significantly impact on the state's ability to respond to missions or situations of the project effectively. This level of responsibility significantly exceeds the GS level where work is spot-checked in progress; does not impact past the immediate area; and the scope of recommendations and decisions made are far less.

Deviations from accepted practices occurs only after thorough discussion and subsequent approval by higher level management. Supervisor is available and provides advice to solve unusual problems. Reference C. The assigned project established the plans to meet the GS level nature of assignment which describe plans see pages 13 and These duties do not meet the GS level.

GSs have projects and problems of such size that the projects must be divided into subsections or components so that others can carry portions to completion. The GS level of responsibility is not met because the supervisor determines the execution of the work and resolves novel problems or matters involving serious consequences.

The level of responsibility delegated matches the GS data, analysis of various plans etc. GSs rarely make un-reviewed decision.

The unusual difficulty is referred to supervisor. Work is reviewed for soundness of conclusions which matches the GS level of responsibility depicted in the standard. Skill in representing organization viewpoint in formal meetings - Knowledge, concept and use of automated data processing equipment to perform duties such as using various PC software packages - Knowledge of management principles, organization theory, and techniques of analysis and evaluation, along with knowledge of standardized administrative work processes in the various organizations to identify, analyze and recommend implementation solutions to problems in organizational structure, staffing, administrative procedures, work processes and workload distribution Level is not met.

Level is assigned. Factor 2. Supervisory Controls FL , pts Level is met. The employee and supervisor develop a mutually acceptable work plan that includes identification of the work to be done, the scope of the project and deadlines for its completion. Within the parameters of the approved plan, the employee independently plans, analyzes and recommends actions necessary to accomplish all phases of the assigned project.

The employee keeps the supervisor informed about the progress and potentially controversial matters. Work is evaluated in terms of overall service accomplishment and effectiveness in achieving intended objectives. Level is not met. The employee is not a recognized authority in the assigned project.

The scope of the project is clear and provided, any deviation requires coordination with the supervisor and approval. Factor 3. Guidelines FL , pts Level is met. Guidelines consist of standard reference material, texts, manual, regulations, and message instructions covering the application of analytical methods and techniques statistical, descriptive or evaluative and instructions and manuals covering subjects involved e.

Employee must use initiative, resourcefulness, and judgment in interpreting guidelines, recommending improvements and implementation actions. Analytical methods contained in guidelines are not always directly applicable to the specific work assignment; however, precedent studies subjects are available for reference.

Employee uses judgment in choosing, interpreting, or adapting available guidelines to specific issues or subject studied. The employee analyzes the subject and the current guidelines, which cover it e. In such circumstances the employee uses judgment in researching regulations, and in determining the relationship between guidelines and organizational efficiency, program effectiveness, or employee productivity.

This level involves broad guidance that is not specific or defined, lacks specificity, and is insufficient to accomplish specific objectives. This is not the case for this position. Guidelines are specific or can be adapted to cover situations. Factor 4. Complexity FL , pts Level is met. Work involves gathering information, identifying and analyzing issues, and developing recommendations to improve conditions of a procedural nature and to resolve problems of effectiveness and efficiency of work operations pertinent to the Command.