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May 1, 2015

Peace Corps Watch


peacecorpswatch@gmail.com

RE: FOIA/PA 14-0051


Dear Peace Corps Watch:
This is a response to your Freedom of Information Act (FOIA) and Privacy Act (PA)
request which is dated November 10, 2013. Specifically requesting, All jobs at Peace
Corps domestic and foreign. The job should include: Overview, Duties, Qualifications
& Evaluations, Benefits & other info, How to Apply. In addition, any SOW or other
information
In response to your request we are providing the position descriptions for all current
Peace Corps positions. Attached, please find the Position Descriptions (106 PDFs).
No pages have been withheld. We are providing the documents at no cost to you.
If you are not satisfied with this response, you may administratively appeal within 30
business days of your receipt of this letter. The appeal should be addressed to Garry
W. Stanberry, Deputy Associate Director Management, Peace Corps, 1111 20th
Street NW, Washington, DC 20526. Your appeal must include the FOIA request
number and a statement explaining what you are appealing. It is possible to submit
the appeal by U.S. mail (see above) or fax or email. Note that our fax number is 202692-1385 and our email is FOIA@peacecorps.gov. Also, however you submit the
appeal, Freedom of Information Act Appeal should be clearly marked on the appeal
letter and envelope, or the email subject line, or the fax cover sheet.
If you have questions about this response, you would be welcome to contact me at
202-692-2167 or at FOIA@peacecorps.gov.
Sincerely,
Monique Harris
FOIA/PA Specialist
Attachments

Posit ion Tit le: Security Specialist


Classificat ion: FP-0080-4
This Version: 2.1
Most Recent Version: 2.1
Position Description

Posit ion Number: D09704


Int roduct ory St at ement : This position is located in the Office of Safety and Security, reporting to
the Chief, Volunteer Safety and Overseas Security Division. The incumbent will be placed overseas in
one of the three Regions (Africa, EMA, IAP). The placement of the incumbent will be at the discretion
of the Chief, Volunteer Safety and Overseas Security Division, in consultation with the respective
Regional Directors. The overall role of the Peace Corps Safety and Security Officer is to provide
support to Country Directors in developing and integrating regional safety and security activities,
training, and initiatives into the Volunteer safety support systems that are consistent with the policies
and procedures set forth by the agency; assessing the security environment and identifying risk
management strategies; providing criminal investigative liaison and coordination; and supporting
crisis management preparation and response.
MDAs and Duties for this Position
Securit y T raining Delivery 40%
Delivers non-standard security courses covering advanced subject matter areas
or technical systems. Responsible for overall maintenance of assigned courses.
Determines and initiates changes and updates in course content. Adapts or
revises courses in response to changes in security procedures or student
needs.
Evaluates existing training programs and assists and facilitates the development
of safety and security training guidelines and modules for regions that are
consistent with agency standards. Identifies training needs and develops and
delivers non-standard security courses covering advanced subject matter areas.
Develops and conducts regional training, conferences and workshops on both
general and country-specific safety and security matters, including, but not
limited to information sharing, site selection and development, safety and
security training, incident reporting and response, and Emergency Action Plan
(EAP) planning and testing. Participates in safety and security components of PreService Training and In-Service Training at posts to advance and support the
Country Director's activities. Provides technical oversight, training and
mentoring of safety and security coordinators (SSC) at each post. In conjunction
with country directors, develops performance standards for SSCs and assists in
performance reviews of the SSCs. Plans and conducts workshops, conferences,
and joint training events for multiple sub-regional posts.

Tasks include:
Reviewed contractor performance in providing security services through site
visits and inspections.

Securit y Program Liaison and Coordinat ion 30%


Serves as technical expert in assessing the overall safety and security
environment for Peace Corps Volunteers overseas. Conducts periodic country
wide security risk assessments and provides strategic recommendations to
managers and employees to address changes to the threat environment. Uses
established policies and procedures to assist in the development and
maintenance of relationships with stakeholders in Volunteer safety and security
activities, including all levels of safety and security staff, the State Department,
local officials, and Embassy Regional Security Officers (RSOs). Develops specific
implementation strategies and implements plans designed to promote and
enhance information exchange between and among headquarters and posts on
safety and security issues.
Develops and maintains relationships with all levels of Peace Corps staff
involved in Volunteer safety both in the field and stateside. Acts as a liaison with
the State Department Regional Security Officer (RSO) and communicates on a
regular basis with the staff of the Overseas Operations division at headquarters.
Collaborates with and assists post staff in formulating internal policies and
procedures governing liaison activities.
Analyzes complex problems or interrelated issues and advises and
recommends innovative approaches for mitigating and/or resolving safety and
security problems. Assists in the management of regional safety and security
crisis situations in concert with Country Director and headquarters staff.
Independently plans and carries out a wide variety of tasks in the planning and
execution of safety and security activities.

Tasks include:
Reviewed contractor performance in providing security services through site
visits and inspections.
Law Enf orcement Liaison Act ivit ies 15%
Following established policies and procedures, performs a variety of liaison
activities in order to develop and maintain relationships within the agency. For
example, transmits inquiries or complaints, tracks the progress of the
investigation, and provides copies of the case report to all parties involved.
Coordinates with post, headquarters and appropriate Embassy staff on incident
follow-up related to crimes against Volunteers. Liaises with the Embassy
Regional Security Officer (RSO) and host country law enforcement on the
coordination of criminal investigations surrounding Volunteer crime incidents.
Works closely with the country director to develop reporting and follow-up
procedures for incidents reported by Volunteers.
Establishes and maintains effective working relationships with regional program
staff, headquarters, state, and local officials. Follows guidelines and procedures
to develop communication plans in support of an agency program; reviews
program for impact and effectiveness; plans and conducts public meetings,
briefings, and other activities in support of the program. Coordinates the
development and release of key information pieces such as press releases, fact
sheets, newsletters, or other briefing materials.

Tasks include:

Conducted law enforcement investigations involving subjects/persons that were


sufficiently prominent to create the potential for local publicity.
Securit y Policy Int erpret at ion, Research, and Development 15%
Collaborates with organization managers and other specialists to develop,
review, and analyze a wide range of modified, new, or proposed security
policies, instructions, guidelines, opinions, and decisions. Assesses and
documents the projected impact of changes, such as a revised procedure for
managing safety risks, on the organization's practices and operations.
Regularly conducts a complete review of post's safety and security systems and
advises post about changes that are necessary to ensure that post is in
compliance with all agency security policy and procedures.
Develops, collects, and disseminates post and sub-regional safety and security
resources and best practices, ensuring that they are consistent with agency
policy and thoroughly vetted.
Provides guidance to address problems and concerns within the organization,
and develops recommendations and alternative solutions to minimize and
resolve disputes while maintaining or promoting the efficiency of the
organization.

Tasks include:
Reviewed contractor performance in providing security services through site
visits and inspections.

Collateral Duties

Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge of a wide range of security concepts,
principles, and practices to analyze and resolve difficult and complex security
problems; personnel control systems such as various visual and electronic
badging systems; and other approaches that are designed for or applied to
protecting personnel, equipment, facilities, processes, or signals; ability to plan
program activities and apply policy direction to specific operating requirements;
skill in developing guidance for applying security policy, procedures,
techniques, equipment, and methods to a variety of work situations and various
degrees or levels of security controls; ability to respond to problems or
questions involving implementation of security guidelines at lower levels and to
inspect operating security programs for adequacy, efficiency, and need for
improvement; knowledge of security programs of organizations supported by
the local security office and skill in interpreting policy that originated from higher
organizational levels (or national policy), and in developing local policy and
implementing instructions.
Fact or 2-4 Supervisory Cont rols
The supervisor sets the overall objectives and resources available. The
incumbent and supervisor, in consultation, develop the deadlines, projects, and

work to be done. The incumbent, having developed expertise in the particular


security area, is responsible for planning and carrying out the assignment;
resolving most of the conflicts which arise; coordinating the work with others as
necessary; and interpreting policy in terms of established objectives. In some
assignments, the incumbent also determines the approach to be taken and the
methodology to be used. The incumbent keeps the supervisor informed of
progress and potentially controversial matters. Completed work is reviewed
only from an overall standpoint in terms of feasibility, compatibility with other
work, or effectiveness in meeting requirements or expected results.
Fact or 3-3 Guidelines
Guidelines are available in the form of agency policies and implementing
directives, manuals, handbooks, and locally developed supplements to such
guides, such as building plans, survey schedules, detailed work procedures,
and directives that supplement agency directions. They relate to the
assignments but are not completely applicable, or have gaps in specificity. The
employee independently resolves gaps in specificity or conflicts in guidelines,
consistent with stated security program objectives. The employee analyzes the
applicability of guidelines to specific circumstances and proposes regulatory or
procedural changes designed to improve the effectiveness of efficiency of
security controls within the intent of directions concerning the level of security
required.
Fact or 4-4 Complexit y
The work typically includes varied duties requiring many different and unrelated
processes and methods such as those relating to well-established aspects of
security planning and administration. Typically, such assignments concern
several broad security program areas or, in a specialty area, require analysis
and testing of a variety of established techniques and methods to evaluate
alternatives and arrive at decisions, conclusions, or recommendations.
Programs and projects may be funded by, or under the cognizance of, different
organizations with differing security requirements or variations in ability to fund
system implementation. The implementation of established security policies,
practices, procedures, and techniques may have to be varied for a number of
locations or situations which differ in kind and level of security, complexity, and
local conditions or circumstances requiring adjustment or modification in
established approaches. Implementation of the results of analysis may have to
be coordinated with other organizations and security systems to assure
compatibility with existing systems and demands on available resources.
The incumbent assesses situations complicated by conflicting or insufficient
data, evidence, or testimony which must be analyzed to determine the
applicability of established methods, the need to digress from normal methods
and techniques, the need to waive security and investigative standards, or
whether specific kinds of waivers can be justified. The chosen course of action
may have to be modified during the course of the work as additional
circumstances or conditions appear. Employees make many decisions involving
the interpretation of considerable data; application of established security
methods, equipment, techniques, and objectives to a variety of situations with
variations in the level of security required; and ability to meet or exceed minimal
acceptable levels. The employee plans the work, develops recommendations,
and refines the methods and techniques to be used.
Fact or 5-3 Scope and Ef f ect
The purpose of the position is to resolve a variety of conventional security

problems, questions, or situations, such as those where responsibility has been


assigned for monitoring established security systems and programs or
performing independent reviews and recommending actions involving wellestablished criteria, methods, techniques, and procedures. The employee's
work products, advice and assistance affect the effectiveness and efficiency of
established security programs and contribute to the security effectiveness of
newly introduced programs and facilities requiring such protective services.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals or groups from outside the agency in a
moderately unstructured setting (e.g., the contacts are not established on a
routine basis; the purpose and extent of each contact is different and the role
and authority of each party is identified and developed during the course of the
contact). The incumbent may also have contacts with high level management
officials on an ad hoc or other irregular basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence, motivate, solicit information, or manage
persons or groups. At this level, the persons contacted may be skeptical or
uncooperative. The incumbent must be skillful in approaching the individual or
group in order to obtain the desired effect, such as gaining compliance with
established policies and regulations by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work requires frequent travel and involves the risks associated with
frequent travel in developing countries. There may be some short periods of
walking, standing, bending, carrying light items such as papers, books, small
parts, driving an automobile, etc. No special physical demands are required to
perform the work.
Fact or 9-1 Work Environment
The work environment involves risks or discomforts associated with frequent
travel which require specialized safety precautions typical of such work. The
work area may not be adequately lighted, heated, and ventilated.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or
T it les:

Equivalent Milit ary T it les:

Patrol O fficer
Police O fficer
Public Safety O fficer
Security Agent
Police C hief
Security O fficer
Security Specialist
Safety and Security O fficer
C ampus Security O fficer
Hotel Security O fficer
Loss Prevention O fficer
Private Investigator
Trooper
Security Guard
Security Manager

Security Forces (3P071)


C ID Special Agent (31D)
Security Assistance (4P)
Military Investigator (MA 2002)
Public Safety O fficer (6H)
Marine Security Guard (MSG) (8156)
Security Forces (3P011)
Port Security Specialist (PS)
Security Forces (3P031)
Security Forces (3P091)
Guard (8151)
Marine C orps Security Force (MC SF) C lose Q uarters Battle (C Q B) Team
Member (8154)
Marine C orps Security Force (MC SF) Guard (8152)
Security Forces (3P051)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Director of Programming and Training(Overseas)


Classificat ion: FP-0301-3
This Version: 1.0
Most Recent Version: 1.0
Position Description

Posit ion Number: D10789


Int roduct ory St at ement : This position is located in the Peace Corps office in Apia, Samoa. The
Director of Programming and Training provides assistance to the Peace Corps Country Director in the
administration of the Peace Corps program providing oversight, supervision, and support to Peace
Corps staff and Volunteers in the development, management, and evaluation of projects and training .
The incumbent is responsible for ensuring the maintenance of quality programming and training
consistent with the interests of the host country government and Peace Corps policies and priorities;
and providing administrative and technical assistance for the Volunteers and serving as primary
contact for programming and training requirements and procedures. The incumbent evaluates overall
organizational effectiveness and develops strategies and action plans to meet training, programming,
and Volunteer support needs as appropriate. The Director of Programming and Training may be
designated Acting Country Director in the absence of the Peace Corps Country Director. The DPT will
also act as the country representative and, as such, will manage all aspects of the Peace Corps
program in Samoa, including serving as the official representative for Peace Corps at designated
functions. The DPT will report to, and be supervised by, a Country Director based in Suva, Fiji. Travel
within Samoa is expected 15-20% of the time to support effective programming, training, staff
development, and volunteer support. Competitive applicants will have experience living and/or
working in the Pacific Islands.
MDAs and Duties for this Position
Management and Supervision 30%
The Director of Programming and Training works with the Country Director and
Director of Management and Operations to determine programming and training
staff needs. The DPT then leads the recruitment, interviewing, selection and
training process of programming and training new hires.
The DPT supervises a multi cultural staff, which may include host country
nationals, third country nationals and Americans, including a training manager,
program/project managers, as well as trainers, specialists and assistants who
support programming and training. Supervision and management include
establishing work plans, and evaluating the performance of programming and
training staff. The DPT also designs and coordinates the delivery of training and
professional development opportunities to meet assessed needs of
programming and training staff.
The DPT guides the programming and training staff in the monitoring and
evaluation of projects and training and in demonstrating impact in status reports.
The DPT also leads the programming and training staff in developing, maintaining
and implementing site development and selection processes to address
project-specific, medical, safety and security, infrastructure and other relevant

criteria.
The DPT ensures effective communication and coordination between
programming and training staff and administrative, medical and safety and
security staff.
The DPT drafts the budget for programming and training activities and monitors
these expenditures throughout the fiscal year.
The DPT ensures programming and training staff adherence to federal equal
opportunity objectives and nondiscriminatory practices in regard to race, color,
religion, national origin, marital status, political affiliation, age, sex, sexual
orientation, handicapping condition, membership in an employee organization,
or any other non merit factors.

Tasks include:
Performed long-range planning and/or management of new substantive agency
programs
Devised new analytical techniques to evaluate complex program issues.
Performed long-range planning and/or management of new substantive agency
programs
T raining Program Development and Management 20%
The Director of Programming and Training leads and manages training staff to
ensure quality design, implementation and evaluation of all Volunteer training
programs and alignment with Peace Corps guidance.
Ensures that language, cultural, security and technical learning objectives are
linked to project goals and meet the needs of Volunteers and the expectations
of host country counterparts.
Ensures that training is planned and delivered over the 27-month continuum of
service of a Peace Corps Trainee/ Volunteer.
Orients training staff to adult learning principles and effective participatory
methods for training Americans and creates a culture of continuous improvement
in training methods and techniques.
Facilitates or co-facilitates sessions in pre-service and in-service training.
Liaises with Peace Corps Washington on training matters

Tasks include:
Planned and prepared reports or other working documents related to complex
program issues for major organizational programs.
Program Management 20%
The Director of Programming and Training leads and manages the programming
staff to ensure quality project design, implementation and evaluation across all
sectors and alignment with Peace Corps guidance.
Assists and guides program/project managers to focus on capacity building and

sustainability in community based development.


Fosters partnerships with host country ministries, U.S. government agencies,
international organizations and nongovernmental organizations to enhance
programming and training efforts to meet host country development goals.
Liaises with Peace Corps Washington on programming matters.

Tasks include:
Analyze interrelated program and training issues of effectiveness, efficiency,
and productivity of substantive mission-oriented programs.
Policy Advice and Guidance 10%
The Director of Programming and Training ensures that post's program
strategies are consistent with Peace Corps and US Government policies.
Explains and builds post staff support for Agency initiatives.
Collaborates with post staff to develop, review, revise and enforce post policies
such as site development, Volunteer Action Committee (VAC) support and
Emergency Action Plan.

Tasks include:
Provided authoritative direction and interpretation of issues that involved major
areas of uncertainty in approach or methodology.
Represent at ion 10%
The Director of Programming and Training supports the Country Director in
representing and promoting Peace Corps relationships with host country
government officials and local authorities, representatives of non-governmental
organizations and other persons of influence in country's development efforts.
Helps the Country Director foster cooperative relationships with U.S. mission
personnel at post to further Peace Corps goals and ensure the safety of
Volunteers.

Tasks include:
Built and maintained partnerships with a variety of individuals, such as
government officials, local authorities, and other persons of influence to
enhance and promote volunteer programs.
Volunt eer Support 10%
The Director of Programming and Training works with Country Director (CD) and
Safety and Security Coordinator (SSC) and other staff to establish programming
and training systems that maximize the safety and security of Volunteers in
accordance with agency policies and guidelines.
In collaboration with SSC and other staff, develops policies and procedures
addressing safety and security issues related to site preparation, host family
and counterpart selection and orientation and training site management.

Ensures that established procedures are followed and criteria are met. Assists
CD, SSC and others to prepare for and respond to incidents and crises
impacting V/Ts and Peace Corps operations.
Acts as duty officer, as needed. Must be knowledgeable and supportive of
Peace Corps safety and security policies and procedures, including the timely
reporting of incidents involving V/Ts and any other safety and security incident,
including suspicious persons or situations.
Coaches and mentors programming and training staff in their support,
management and evaluation of Volunteers including issues of diversity, gender
and culture.
Provides support to Volunteers.

Tasks include:
Planned volunteer training, and established policies, and operational objectives
as a principal advisor to a complex international volunteer program.

Collateral Duties

Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
Mastery of a wide range of methods for the assessment and improvement of
complex programs, processes and systems; Skill to plan, organize, and
implement programs, plans, and proposals involving substantial agency
resources, or that require extensive changes in established procedures.

Mastery in the design, management and evaluation of development projects.

Mastery of training design and evaluation as well as the integration of training
into programming and staff development.

High level skill in community based project development, management and
evaluation in an overseas or multi-cultural environment.

Mastery of oral and written communications.

High level managerial and supervisory skills, including in-depth experience to
lead/motivate a multidisciplinary team under changeable and complex
circumstances. Extensive experience with cross-cultural team-building and
conflict resolution. Skill in implementing and monitoring a performance
management system.
Fact or 2-4 Supervisory Cont rols
The employee develops mutually acceptable program plans with the supervisor
which typically includes identification of the work to be done, the scope of the
program, and goals to be completed. The employee is responsible for planning
and organizing the work, coordinating with staff and management personnel, and
conducting all phases of the work. The employee informs the supervisor of

potentially controversial findings, issues, or problems with widespread impact.


Completed projects, evaluations, reports, or recommendations are reviewed by
the supervisor for compatibility with organizational goals, guidelines, and
effectiveness in achieving intended objectives.
Fact or 3-4 Guidelines
Guidelines consist of general policies, and program, management, and
organizational guidelines and practices which require considerable adaptation
and/or interpretation for application to issues and problems encountered.
Policies and precedents provide a basic outline of results desired, but do not go
into detail as to the methods used to accomplish program objectives. Within the
context of broad policy guidelines, the employee refines or develops more
specific implementing policies or methods and procedures.
Fact or 4-5 Complexit y
The incumbent analyzes interrelated issues of effectiveness, efficiency, and
productivity of substantive programs at an overseas Peace Corps Post.
Develops detailed plans, goals, and objectives for the long-range
implementation and administration of assigned programs, and/or develops
criteria for evaluating the effectiveness of the program. Studies are complicated
by such elements as conflicting program goals and objectives; the need to deal
with subjective concepts such as value judgments; and findings and conclusions
that are highly subjective and not susceptible to verification through replication
of study methods.
Fact or 5-5 Scope and Ef f ect
The purpose of the work is to analyze and evaluate major aspects of substantive
Peace Corps programs at an overseas Post. The incumbent develops long-range
program plans, goals, objectives, and milestones, and/or evaluates the
effectiveness of programs. The incumbent develops guidelines for the conduct
of program operations, or new criteria for measuring program accomplishments.
Reports contain findings and recommendations of major significance to the
Peace Corps Country Director and senior level officials at Headquarters, and
often serve as the basis for new programs.
Fact or 6-3 Personal Cont act s
The incumbent develops and maintains positive professional relations with host
country partners such as ministry officials; local school officials, principals and
teachers; and host country families. The incumbent's contacts also include
embassy officials and representatives of NGOs and foreign aid agencies such as
USAID and UNDP.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to: ensure host country involvement in the
development, monitoring and revision of Post project plans; monitor and
coordinate Volunteer projects and activities; implement findings and
recommendations on program effectiveness issues; and to collaborate, reduce
project duplication, offer volunteer services for projects and/or seek funding
opportunities.
Fact or 8-1 Physical Demands
The work requires extensive travel throughout the Post country sometimes
under physically challenging conditions, by multiple modes of transportation.

Fact or 9-1 Work Environment


The work environment involves regular and recurring exposure to moderate
risks and discomforts typical of such places as remote overseas locations and
settings that require special safety and security precautions. Work is often
carried out under difficult conditions including resource scarcity.
Other Significant Facts:

Equivalent Titles:
There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Director of Programming and Training(Overseas)


Classificat ion: FP-0301-4
This Version: 1.0
Most Recent Version: 1.0
Position Description

Posit ion Number: D10789


Int roduct ory St at ement : This position is located in the Peace Corps office in Apia, Samoa. The
Director of Programming and Training provides assistance to the Peace Corps Country Director in the
administration of the Peace Corps program providing oversight, supervision, and support to Peace
Corps staff and Volunteers in the development, management, and evaluation of projects and training .
The incumbent is responsible for ensuring the maintenance of quality programming and training
consistent with the interests of the host country government and Peace Corps policies and priorities;
and providing administrative and technical assistance for the Volunteers and serving as primary
contact for programming and training requirements and procedures. The incumbent evaluates overall
organizational effectiveness and develops strategies and action plans to meet training, programming,
and Volunteer support needs as appropriate. The Director of Programming and Training may be
designated Acting Country Director in the absence of the Peace Corps Country Director. The DPT will
also act as the country representative and, as such, will manage all aspects of the Peace Corps
program in Samoa, including serving as the official representative for Peace Corps at designated
functions. The DPT will report to, and be supervised by, a Country Director based in Suva, Fiji. Travel
within Samoa is expected 15-20% of the time to support effective programming, training, staff
development, and volunteer support. Competitive applicants will have experience living and/or
working in the Pacific Islands.
MDAs and Duties for this Position
T raining Program Development and Management 20%
The Director of Programming and Training leads and manages training staff to
ensure quality design, implementation and evaluation of all Volunteer training
programs and alignment with Peace Corps guidance.
Ensures that language, cultural, security and technical learning objectives are
linked to project goals and meet the needs of Volunteers and the expectations
of host country counterparts.
Ensures that training is planned and delivered over the 27-month continuum of
service of a Peace Corps Trainee/ Volunteer.
Orients training staff to adult learning principles and effective participatory
methods for training Americans and creates a culture of continuous improvement
in training methods and techniques.
Facilitates or co-facilitates sessions in pre-service and in-service training.
Liaises with Peace Corps Washington on training matters

Tasks include:
Independently researched and wrote material that contributed to larger
documents.
Management and Supervision 30%
The Director of Programming and Training works with the Country Director and
Director of Management and Operations to determine programming and training
staff needs. The DPT then leads the recruitment, interviewing, selection and
training process of programming and training new hires.
The DPT supervises a multi cultural staff, which may include host country
nationals, third country nationals and Americans, including a training manager,
program/project managers, as well as trainers, specialists and assistants who
support programming and training. Supervision and management include
establishing work plans, and evaluating the performance of programming and
training staff. The DPT also designs and coordinates the delivery of training and
professional development opportunities to meet assessed needs of
programming and training staff.
The DPT guides the programming and training staff in the monitoring and
evaluation of projects and training and in demonstrating impact in status reports.
The DPT also leads the programming and training staff in developing, maintaining
and implementing site development and selection processes to address
project-specific, medical, safety and security, infrastructure and other relevant
criteria.
The DPT ensures effective communication and coordination between
programming and training staff and administrative, medical and safety and
security staff.
The DPT drafts the budget for programming and training activities and monitors
these expenditures throughout the fiscal year.
The DPT ensures programming and training staff adherence to federal equal
opportunity objectives and nondiscriminatory practices in regard to race, color,
religion, national origin, marital status, political affiliation, age, sex, sexual
orientation, handicapping condition, membership in an employee organization,
or any other non merit factors.

Tasks include:
Established and/or maintained a records management program for a singlemission program with interrelated functions.
Program Management 20%
The Director of Programming and Training leads and manages the programming
staff to ensure quality project design, implementation and evaluation across all
sectors and alignment with Peace Corps guidance.
Assists and guides program/project managers to focus on capacity building and
sustainability in community based development.
Fosters partnerships with host country ministries, U.S. government agencies,
international organizations and nongovernmental organizations to enhance
programming and training efforts to meet host country development goals.

Liaises with Peace Corps Washington on programming matters.

Tasks include:
Administered a complex program for a major agency component, such as a
regional office, center, or major field installation.
Volunt eer Support 10%
The Director of Programming and Training works with Country Director (CD) and
Safety and Security Coordinator (SSC) and other staff to establish programming
and training systems that maximize the safety and security of Volunteers in
accordance with agency policies and guidelines.
In collaboration with SSC and other staff, develops policies and procedures
addressing safety and security issues related to site preparation, host family
and counterpart selection and orientation and training site management.
Ensures that established procedures are followed and criteria are met. Assists
CD, SSC and others to prepare for and respond to incidents and crises
impacting V/Ts and Peace Corps operations.
Acts as duty officer, as needed. Must be knowledgeable and supportive of
Peace Corps safety and security policies and procedures, including the timely
reporting of incidents involving V/Ts and any other safety and security incident,
including suspicious persons or situations.
Coaches and mentors programming and training staff in their support,
management and evaluation of Volunteers including issues of diversity, gender
and culture.
Provides support to Volunteers.
Responds as part of Country Director's team to Volunteer problems and
emergencies.

Tasks include:
Managed a specific organizational project and/or program at the field office or
comparable level.
Represent at ion 10%
The Director of Programming and Training supports the Country Director in
representing and promoting Peace Corps relationships with host country
government officials and local authorities, representatives of non-governmental
organizations and other persons of influence in countrys development
efforts.
Helps the Country Director foster cooperative relationships with U.S. mission
personnel at post to further Peace Corps goals and ensure the safety of
Volunteers.

Tasks include:
Analyzed issues concerning administrative policies and/or management theories

that required adaptation for application to internal program issues and problems.
Policy Advice and Guidance 10%
The Director of Programming and Training ensures that posts program strategies
are consistent with Peace Corps and US Government policies.
Explains and builds post staff support for Agency initiatives.
Collaborates with post staff to develop, review, revise and enforce post policies
such as site development, Volunteer Action Committee (VAC) support and the
Emergency Action Plan.

Tasks include:
Managed a specific organizational project and/or program at the field office or
comparable level.

Collateral Duties

Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires: (1) Knowledge and skill in applying analytical and
evaluative methods and techniques to issues or studies concerning the
efficiency and effectiveness of program operations; (2) Knowledge of pertinent
laws, regulations, policies and precedents which affect the use of program and
related support resources in the area studied; (3) Knowledge of the major
issues, program goals and objectives, work processes, and administrative
operations of the organization; (4) Knowledge and skill in adapting analytical
techniques and evaluation criteria to the measurement and improvement of
program effectiveness and/or organizational productivity; (5) Skill in conducting
detailed analyses of complex functions and work processes; and (6)
Interpersonal skills in presenting staffing recommendations and negotiating
solutions to disputed recommendations.
Fact or 2-4 Supervisory Cont rols
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project,
and deadlines for its completion. Within the parameters of the approved project
plan, the employee is responsible for planning and organizing the study,
estimating costs, coordinating with staff and line management personnel, and
conducting all phases of the project. The employee informs the supervisor of
potentially controversial findings, issues, or problems with widespread impact.
Completed projects, evaluations, reports, or recommendations are reviewed by
the supervisor for compatibility with organizational goals, guidelines, and
effectiveness in achieving intended objectives.
Fact or 3-3 Guidelines
Guidelines consist of procedures, policies, and manuals covering the application
of analytical methods and techniques, and reference material, instructions, and

regulations covering the subjects involved. The guidelines are not completely
applicable to the work or have gaps in specificity, requiring the employee to use
judgment in choosing, interpreting, and adapting guidelines to specific issues or
subjects studied.
Fact or 4-4 Complexit y
The work involves gathering information, identifying and analyzing issues, and
developing recommendations to resolve substantive problems of effectiveness
and efficiency of work operations in a program or program support setting.
Issues, problems, or concepts are not always susceptible to direct observation
and analysis. Difficulty is encountered in measuring effectiveness and
productivity due to variations in the nature of administrative processes.
Information about the study subject matter area is often conflicting or
incomplete, cannot readily be obtained by direct means, or is otherwise difficult
to document. Originality is required in refining existing work methods and
techniques for application to the analysis of specific program issues or
resolution of program problems.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to identify, analyze, and make recommendations to
resolve conventional program or organizational issues, problems, or situations.
The employee is assigned portions of broader studies, or participates in the
evaluation of program effectiveness at the operating or local level. Completed
reports and recommendations influence decisions by higher-grade specialists
or managers concerning administrative or program operations.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals outside the agency and may include
consultants, contractors, or business executives in a moderately unstructured
setting. Contacts may also include the head of the employing agency or
program officials several managerial levels above the employee when such
contacts occur on an ad-hoc basis.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to provide advice to managers on non-controversial
organization or program related issues and concerns. Contacts typically involve
such matters as identification of decision-making alternatives; appraisals of
success in meeting goals; or recommendations for resolving administrative
problems.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of
light items may be involved.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require
normal safety precautions typical of such places as offices, meeting rooms,
training rooms, etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Milit ary T it les:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) O fficer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Supervisory Budget Analyst


Classificat ion: FP-0560-2
This Version: 1.0
Most Recent Version: 1.1
Position Description

Posit ion Number: D09687


Int roduct ory St at ement : This position is located in the Peace Corps, Office of the Chief Financial
Officer, Budget and Analysis. The office is responsible for managing and administering the planning
and budget processes of the United States Peace Corps. The incumbent performs duties covering
centralized planning and budget activities. These duties include budget analysis, budget formulation
and related external presentation, process improvement, and consolidation of Agency-wide budget.
MDAs and Duties for this Position
Budget Approval Process Management 25%
Reviews and evaluates information and data concerning the budget for a
significant organizational component or a program with national impact, and
prepares the budget presentation for top management officials. Develops
effective strategies for soliciting funding for subordinate organizations, and
compiles the data and materials to present budget strategies. Reviews and
evaluates the budget presentation data and materials to ensure that PC priorities
and objectives have been addressed. Presents budget proposals to top
officials for approval of requested funding levels.

Tasks include:
Evaluated data affiliated with the budget for a program with national impacts, and
prepared presentation materials for top management officials.
Developed strategies for soliciting funding for subordinate organizations, and
presented budget strategy materials to top management.
Budget Execut ion Oversight 25%
Performs budget execution work involving the most difficult fund control
activities including adapting budgetary policies, analytical methods, and
regulatory procedures for use by subordinate echelons, and their centralized or
consolidated equivalent. Projects and analyzes the potential effects of
budgetary actions on program viability and attainment of program objectives.
Evaluates the reactions of fund granting and approving officials to budget
proposals.
Monitors and reports on the rate of expenditures of funds. Notifies management
officials of trends toward over- and under- obligation of funds. Recommends
approval or disapproval of requests for allotments and other similar funding
requests. Considers financial and workload relationship that involve several

matters such as the cost of supporting the needs of the changing PC mission
and programs; the timing of obligations and expenditures in relations to the
budget cycle and availability of funds; and the cost effectiveness of leasing or
buying.

Tasks include:
Recommended approval/disapproval of requests for allotments in a budget for a
program with national impacts.
Coordinated difficult fund control activities including adapting budgetary policies,
analytical methods, and regulatory procedures for use by subordinate echelons.
Budget Formulat ion Oversight 25%
Administers the formulation and justification of the budget for an entire agency
or major component. Serves as the technical authority on budget formulation for
a significant organizational component or a program with national impact.
Oversees the formulation of budget estimates and justifications for conflicting
program and budgetary requirements, such as reduction in budget authority
coupled with expansion of services to the public. Interprets and assesses the
impact of new and revised Congressional legislation on the formulation of
budgets. Develops new methods and techniques of budgeting for the
forecasting of long-range funding needs.
Reviews, analyzes, revises, and recommends approval, disapproval, or
modification of budget requests and justifications. Receives requests from
budget analysts/officers at subordinate components of the PC, and/or the same
echelon. Analyzes, combines, and consolidates budget estimates into a budget
document that reflects the balanced, multi-year funding needs of the agency or
organization. Services PC managers and managers of the organization's major
program areas as an authoritative source of advice on formulation of budget
estimates and guidance.

Tasks include:
Oversaw the formulation of budget justifications for conflicting program and
budgetary requirements, such as reduction in budget authority, for a program
with national impacts.
Served as the technical authority on budget formulation for a program with
national impacts.
Supervisory and/or Managerial Responsibilit ies 25%
Supervises a group of employees performing work at the FP-3 level. Provides
administrative and technical supervision necessary for accomplishing the work
of the unit.
Performs the administrative and human resource management functions relative
to the staff supervised. Establishes guidelines and performance expectations for
staff members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance;
demonstrates and conducts work performance critiques. Provides informal
feedback and periodically evaluates employee performance. Resolves informal
complaints and grievances. Develops work improvement plans, recommending
personnel actions as necessary. Provides advice and counsel to workers related
to work and administrative matters. Effects disciplinary measures as appropriate

to the authority delegated in this area. Reviews and approves or disapproves


leave requests. Assures that subordinates are trained and fully comply with the
provisions of the safety regulations.
Furnishes employee assignments and a place of employment which is free from
recognized hazards that are likely to cause death or serious physical harm;
refers matters that exceed the incumbents authority to higher levels of
management for decision. Complies with occupational safety and health
standards applicable to PC and with all rules, regulations, and orders issued by
PC with respect to the occupational safety and health program.
Ensures a continuing affirmative application of PC policies concerning equal
opportunity. Ensures that personnel management within the organizational entity
under supervision is accomplished without regard to race, color, religion, sex,
age, handicap, or national origin. Is responsible for keeping abreast of
developments, policy issuances, and other similar material in the equal
opportunity field, and for fully supporting PC Equal Opportunity Program.
Specifically, incumbent initiates nondiscriminatory practices and affirmative
action for the area under his/her supervision in the following: (1) merit promotion
of employees and recruitment and hiring of applicants; (2) fair treatment of all
employees; (3) encouragement and recognition of employee achievements; (4)
career development of employees; and (5) full utilization of their skills.

Tasks include:
Analyzed issues related to the establishment of program goals and objectives
for major agency program areas supervised. Provided recommendations on the
development of program implementation, operation, and evaluation
strategies/methodologies.
Wrote reports in the specialization or subject matter area of the position, some
of which have been recognized by others as having an important influence in the
program area.
Had delegated authority to establish annual, multi-year, or similar long-range
plans and schedules covering the work of an organizational unit, plan for longrange staffing needs, and implement (through subordinate organizational units or
others) the goals and objectives for an assigned program.
Coordinated the work of a wide variety of participants when there were
significant or major advancements or issues in the program area or subject
matter field related to the program area supervised.
Justified, defended, negotiated, or settled matters involving significant or
controversial issues. Participated in conferences, meetings, or presentations
involving problems or issues of considerable consequence or importance to the
work of an agency.

Collateral Duties

Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of the concepts, principles, practices, laws and
regulations which apply to budgeting for substantive national programs and

services including expert knowledge of OMB and congressional laws,


regulations, policies and directives; comprehensive and detailed knowledge of
the process and procedures in which budgets are developed, transmitted,
presented, examined by OMB, and reviewed by Congress; and detailed
knowledge of the financial management and program objectives of the
organization's director, OMB, and Congress.
Fact or 2-5 Supervisory Cont rols
The supervisor provides administrative and policy direction in terms of broadly
defined missions or functions of the organization. The employee is responsible
for a significant program or function; and defines objectives and interprets
policy promulgated by authorities senior to the immediate supervisor, and
determines their effect on program needs. Independently plans, designs, and
carries out the work to be done. The employee is considered to be a technical
authority. The supervisor reviews the work to determine such matters as
fulfillment of program objectives and the effect of advice, influence, or decisions
on the overall program. The employee's recommendations are evaluated for
new systems, methods, projects, or program emphasis in light of the availability
of funds, personnel, equipment capabilities, priorities, and available resources.
Significant changes are rarely made to the employee's work.
Fact or 3-5 Guidelines
Uses guidelines that consist of such items as broad policy statements, basic
legislation, laws, tax regulations, and agency goals. Often the guidelines
originate with more than one Federal department or agency. They may require
extensive interpretation to effect agency-specific policy statements, regulations,
and instructions that are free of ambiguous and conflicting or incompatible goals
and objectives. These interpretations generally take the form of policy
statements, regulations, and instructions. Uses judgment and ingenuity and
exercises broad latitude in interpreting the intent of applicable guidelines. Often
has peer recognition as a technical authority in a financial/budgetary field with
responsibility for developing policy, standards, and guidelines for use by others
within agencies or within functional areas that cross agency lines.
Fact or 4-5 Complexit y
The work requires the selection and use of many different and unrelated
analytical techniques and methods in the budget administration work performed
to support substantive agency programs with widely varying needs, goals,
objectives, work processes and timetables. The employee makes
recommendations concerning changes in funding and budget plans which
require corresponding changes in substantive programs.
Fact or 5-5 Scope and Ef f ect
The purpose of the work is to analyze, advise on, and recommend solutions to
budgetary problems in all phases of budget administration which budget officers
and budget analysts at subordinate echelons and components within the
employing agency have either been unable to resolve or lack delegated
authority to act on. Problems involve conflicts between established budgetary
policies or regulations and substantive missions and programs, Federal or State
laws, Congressional intent, or national economic and social policies. Work often
involves the interpretation and adaptation of new or revised methods of
budgeting to substantive appropriated fund programs. Work affects the
acquisition, amount, distribution, and sequence of funds for important,
substantive national programs on a long-term basis. Recommendations made by

the incumbent affect the funds available to carry out agency programs, the
allotment of funds to agency components and subcomponents, and the rate of
obligation and expenditure of funds by the employing agency, which impacts
upon the budgets and programs of other Federal agencies, State agencies,
national industries, or foreign trade.
Fact or 6-3 Personal Cont act s
Contacts are with individuals from outside agencies who represent the budget
and program interest of other agencies, contractors, and private business, etc.
Contacts normally take place at formal budget briefings, conferences, hearings,
or negotiations which are arranged well in advance.
Fact or 7-3 Purpose of Cont act s
The purpose of the contacts is to persuade program managers and other
officials in positions of decision-making authority with widely differing goals and
interests to follow a recommended course of action consistent with established
budget policies, objectives, and regulations. Persuasion and negotiation are
necessary due to the presence of conflicting budgetary and program objectives
which must be resolved.
Fact or 8-1 Physical Demands
The work is sedentary. Work may also require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. May carry light items or drive a motor vehicle. The work
does not require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions.
Supervisory Factor Statements
Fact or 1-4 Program Scope and Ef f ect
Directs a segment of a professional, highly technical, or complex administrative
program which involves the development of major aspects of key agency
scientific, medical, legal, administrative, regulatory, policy development or
comparable, highly technical programs; or that includes major, highly technical
operations at the Government's largest most complex industrial installations.
Impacts an agency's headquarters operations, several bureau-wide programs,
or most of an agency's entire field establishment; or facilitates the agency's
accomplishment of its primary mission or programs of national significance; or
impacts large segments of the Nation's population or segments of one or a few
large industries; or receives frequent or continuing congressional or media
attention.
Fact or 2-2 Organizat ional Set t ing
The position is accountable to a position that is one reporting level below the
first SES, or equivalent or higher level position in the direct supervisory chain.
Fact or 3-2 Supervisory/Managerial Aut horit y Exercised

In addition to elementary supervisory authorities and responsibilities, this


position plans and schedules ongoing production-oriented work on quarterly
and annual basis, or direct assignments of similar duration. Adjusts staffing
levels or work procedures within the organizational unit(s) to accommodate
resource allocation decisions made at higher echelons. Justifies the purchase of
new equipment. Improves work methods and procedures used to produce
work products. Oversees the development of technical data, estimates,
statistics, suggestions, and other information useful to higher level managers in
determining which goals and objectives to emphasize. Decides the
methodologies to use in achieving work goals and objectives, and in
determining other management strategies.

OR

Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:

- Analyze benefits and cost of accomplishing work in-house versus contracting;


recommend whether or not to contract;

- Provide technical requirements and descriptions of the work to be


accomplished;

- Plan and establish the work schedules, deadlines, and standards for
acceptable work; coordinate and integrate contractor work schedules and
processes with work of subordinates or others;

- Track progress and quality of performance; arrange for subordinates to


conduct any required inspections;

- Decide on the acceptability, rejection, or correction of work products or


services, and similar matters that may affect payment to the contractor.

OR

Carries out at least three of the first four, and a total of six or more of the

following ten supervisory authorities and responsibilities:

- Plans work to be accomplished by subordinates, set and adjust short-term


priorities, and prepare schedules for completion of work;

- Assigns work to subordinates based on priorities, selective consideration of


the difficulty and requirements of assignments, and the capabilities of
employees;

- Evaluates work performance of subordinates;

- Gives advice, counsel, or instruction to employees on both work and


administrative matters.

- Interviews candidates for positions in the unit; recommends appointment,


promotion, or reassignments to such positions;

- Hears and resolves complaints from employees, referring group grievances


and more serious unresolved complaints to a higher level supervisor or
manager;

- Effects minor disciplinary measures, such as warnings and reprimands,


recommending other actions in more serious cases;

- Identifies developmental and training needs of employees, providing for and


arranging for needed development and training;

- Finds ways to improve production or increase the quality of work directed;

- Develops performance standards.


Fact or 4A-3 Nat ure of Cont act s
Contacts include those that take place in meetings and conferences and
unplanned contacts for which the employee is designated as a contact point by
higher management. They often require extensive preparation of briefing
materials or up-to-date technical familiarity with complex subject matter.
Frequent contacts are comparable to any of the following:
- High ranking military or civilian managers, supervisors, and technical staff at
bureau and major organization levels of the agency; with agency headquarters
administrative support staff; or with comparable personnel in other Federal
agencies;
- Key staff of public interest groups (usually in formal briefings) with significant
political influence or media coverage;
- Journalists representing influential city or county newspapers or comparable
radio or television coverage;
- Congressional committee and subcommittee staff assistants below staff
director or chief counsel levels;

- Contracting officials and high level technical staff of large industrial firms;
- Local officers of regional or national trade associations, public action groups,
or professional organizations; and/or State and local government managers
doing business with the agency.
Fact or 4B-3 Purpose of Cont act s
The purpose of contacts is to justify, defend, or negotiate in representing the
project, program segment(s), or organizational unit(s) directed, in obtaining or
committing resources, and in gaining compliance with established policies,
regulations, or contracts. Contacts at this level usually involve active
participation in conferences, meetings, hearings, or presentations involving
problems or issues of considerable consequence or importance to the program
or program segment(s) managed.
Fact or 5-8 Dif f icult y of T ypical Work Direct ed
The highest graded non-supervisory work directed, which requires at least 25%
of this position's duty time, is GS-13 or higher, or equivalent.
Fact or 6-5 Ot her Condit ions
Supervision and oversight involve significant and extensive coordination and
integration of a number of important projects or program segments of
professional, scientific, technical, and managerial or administrative work
comparable in difficulty to the GS-12 level. Supervision also involves major
recommendations that have a direct and substantial effect on the organization
and projects managed.

OR

Supervision involves directing a highly technical, professional, administrative or


comparable work at GS-13 or above which involves extreme urgency, unusual
controversy, or other, comparable demands due to research, development, test
and evaluation, design, policy analysis, public safety, public health, medical,
regulatory, or comparable implications.

OR

This position manages work through subordinate supervisors and/or contractors


who each direct substantial workloads comparable to the GS-11 level.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les: Equivalent Milit ary T it les:

Budget Analyst
Budget Manager
Finance Manager

Budget O fficer (1025)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Supervisory Budget Analyst


Classification: FP-0560-3
This Version: 1.0
Most Recent Version: 1.1
Position Description

Position Number: D09687


Introductory Statement: This position is located in the Peace Corps, Office of the Chief Financial Officer,
Budget and Analysis. The office is responsible for managing and administering the planning and budget
processes of the United States Peace Corps. The incumbent performs duties covering centralized
planning and budget activities. These duties include budget analysis, budget formulation and related
external presentation, process improvement, and consolidation of Agency-wide budget.
MDAs and Duties for this Position
Budget Approval Process Management 50%
Consolidates and validates input from subordinate levels for the presentation of the
budget. Oversees the compilation of budget presentation information and materials.
Plans and coordinates the presentation of annual and long-range budgets for the
substantive and supporting programs administered by the organization. Reviews
and evaluates the materials and addresses PC priorities and objectives in the
budget documentation. Presents budget proposals to top officials for approval of
requested funding levels.

Tasks include:
Presented proposals to management for approval of requested funding levels for
substantive/support programs administered by an organization.
Coordinated the presentation of annual and long-range budgets for
substantive/support programs administered by an organization.
Supervisory and/or Managerial Responsibilities 50%
Supervises a group of employees performing work at the GS-12 level. Provides
administrative and technical supervision necessary for accomplishing the work of
the unit.
Performs the administrative and human resource management functions relative to
the staff supervised. Establishes guidelines and performance expectations for staff
members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance; demonstrates
and conducts work performance critiques. Provides informal feedback and
periodically evaluates employee performance. Resolves informal complaints and
grievances. Develops work improvement plans, recommending personnel actions as
necessary. Provides advice and counsel to workers related to work and
administrative matters. Effects disciplinary measures as appropriate to the authority

delegated in this area. Reviews and approves or disapproves leave requests.


Assures that subordinates are trained and fully comply with the provisions of the
safety regulations.
Furnishes employee assignments and a place of employment which is free from
recognized hazards that are likely to cause death or serious physical harm; refers
matters that exceed the incumbents authority to higher levels of management for
decision. Complies with occupational safety and health standards applicable to PC
and with all rules, regulations, and orders issued by PC with respect to the
occupational safety and health program.
Ensures a continuing affirmative application of PC policies concerning equal
opportunity. Ensures that personnel management within the organizational entity
under supervision is accomplished without regard to race, color, religion, sex, age,
handicap, or national origin. Is responsible for keeping abreast of developments,
policy issuances, and other similar material in the equal opportunity field, and for
fully supporting PC Equal Opportunity Program. Specifically, incumbent initiates
nondiscriminatory practices and affirmative action for the area under his/her
supervision in the following: (1) merit promotion of employees and recruitment and
hiring of applicants; (2) fair treatment of all employees; (3) encouragement and
recognition of employee achievements; (4) career development of employees; and
(5) full utilization of their skills.

Tasks include:
Produced written options for agency decision memoranda and/or new guidelines
resulting from legislation, court decisions, or other program changes, requiring
mastery of the laws, regulations, and systems involved in administration of agency
programs.
Communicated with senior management, OMB, Congress, and/or other individuals at
all levels in the public and/or private sectors to justify, negotiate, convey, or resolve
complex legislation, policies, regulations, and/or procedures.
Analyzed and evaluated organizational regulations, policies, and procedures.
Performed a key role in resolving issues that significantly affected the administration
or implementation of key agency programs.
As a technical authority in a program area, summarized, interpreted, and provided
guidance to subordinates on difficult or misunderstood policy questions.
Performed all or nearly all of the following supervisory functions: coordinated with
and advised other supervisory officials, reviewed and approved serious disciplinary
actions, planned/assigned work priorities, evaluated performance, interviewed
candidates for positions, and recommended organizational structure improvements.

Collateral Duties

Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of the concepts, principles, practices, laws and
regulations which apply to budgeting for substantive national programs and services
including expert knowledge of OMB and congressional laws, regulations, policies
and directives; comprehensive and detailed knowledge of the process and

procedures in which budgets are developed, transmitted, presented, examined by


OMB, and reviewed by Congress; and detailed knowledge of the financial
management and program objectives of the organization's director, OMB, and
Congress.
Factor 2-4 Supervisory Controls
Work is assigned in terms of responsibility for specific areas of the budget and/or
major components of the agency and financial objectives to be met. The employee
keeps the supervisor informed of budget and program actions in assigned area of
responsibility which have substantial impact upon other work areas and segments of
the agency's operating budget. Completed work is reviewed for effectiveness in
meeting budgetary goals and objectives and adequacy of recommendations made to
management.
Factor 3-4 Guidelines
The employee uses discretion and judgment in interpreting and applying existing
guidance in budgeting for assigned activities of the agency. Initiative and originality
are required in interpreting existing guidelines and developing guidelines,
supplements, and procedures for use by program manager.
Factor 4-5 Complexity
The work requires the selection and use of many different and unrelated analytical
techniques and methods in the budget administration work performed to support
substantive agency programs with widely varying needs, goals, objectives, work
processes and timetables. The employee makes recommendations concerning
changes in funding and budget plans which require corresponding changes in
substantive programs.
Factor 5-4 Scope and Effect
The purpose of the work is to formulate and/or monitor the execution of long-range
detailed budget forecasts and plans to fund the implementation of substantive
programs and projects. The work results in savings and effective accomplishment
of mission and program objectives.
Factor 6-3 Personal Contacts
Contacts are with individuals from outside agencies who represent the budget and
program interest of other agencies, contractors, and private business, etc. Contacts
normally take place at formal budget briefings, conferences, hearings, or
negotiations which are arranged well in advance.
Factor 7-3 Purpose of Contacts
The purpose of the contacts is to persuade program managers and other officials in
positions of decision-making authority with widely differing goals and interests to
follow a recommended course of action consistent with established budget policies,
objectives, and regulations. Persuasion and negotiation are necessary due to the
presence of conflicting budgetary and program objectives which must be resolved.
Factor 8-1 Physical Demands
The work is sedentary. Work may also require walking and standing in conjunction
with travel to and attendance at meetings and conferences away from the work site.
May carry light items or drive a motor vehicle. The work does not require any
special physical effort.

Factor 9-1 Work Environment


The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Supervisory Factor Statements
Factor 1-3 Program Scope and Effect
Directs a program segment that performs technical, administrative, protective,
investigative, or professional work. The program segment and work directed
typically have coverage which encompasses a major metropolitan area, a State, or a
small region of several States; or when most of an area's taxpayers or businesses
are covered, coverage comparable to a small city. Providing complex administrative
or technical or professional services directly affecting a large or complex multimission military installation also falls at this level. Activities, functions, or services
accomplished directly and significantly impact a wide range of agency activities, the
work of other agencies, or the operations of outside interests (e.g., a segment of a
regulated industry), or the general public. At the field activity level (involving large,
complex, multi-mission organizations and/or very large serviced populations) the
work directly involves or substantially impacts the provision of essential support
operations to numerous, varied, and complex technical, professional, and
administrative functions.
Factor 2-1 Organizational Setting
The position is accountable to a position that is two levels below the first (i.e.,
lowest level in the chain of command) SES, or equivalent, or higher level position in
the direct supervisory chain.
Factor 3-2 Supervisory/Managerial Authority Exercised
In addition to elementary supervisory authorities and responsibilities, this position
plans and schedules ongoing production-oriented work on quarterly and annual
basis, or direct assignments of similar duration. Adjusts staffing levels or work
procedures within the organizational unit(s) to accommodate resource allocation
decisions made at higher echelons. Justifies the purchase of new equipment.
Improves work methods and procedures used to produce work products. Oversees
the development of technical data, estimates, statistics, suggestions, and other
information useful to higher level managers in determining which goals and
objectives to emphasize. Decides the methodologies to use in achieving work goals
and objectives, and in determining other management strategies.

OR

Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:

- Analyze benefits and cost of accomplishing work in-house versus contracting;


recommend whether or not to contract;

- Provide technical requirements and descriptions of the work to be accomplished;

- Plan and establish the work schedules, deadlines, and standards for acceptable
work; coordinate and integrate contractor work schedules and processes with work
of subordinates or others;

- Track progress and quality of performance; arrange for subordinates to conduct


any required inspections;

- Decide on the acceptability, rejection, or correction of work products or services,


and similar matters that may affect payment to the contractor.

OR

Carries out at least three of the first four, and a total of six or more of the following
ten supervisory authorities and responsibilities:

- Plans work to be accomplished by subordinates, set and adjust short-term


priorities, and prepare schedules for completion of work;

- Assigns work to subordinates based on priorities, selective consideration of the


difficulty and requirements of assignments, and the capabilities of employees;

- Evaluates work performance of subordinates;

- Gives advice, counsel, or instruction to employees on both work and administrative


matters.

- Interviews candidates for positions in the unit; recommends appointment,


promotion, or reassignments to such positions;

- Hears and resolves complaints from employees, referring group grievances and
more serious unresolved complaints to a higher level supervisor or manager;

- Effects minor disciplinary measures, such as warnings and reprimands,


recommending other actions in more serious cases;

- Identifies developmental and training needs of employees, providing for and


arranging for needed development and training;

- Finds ways to improve production or increase the quality of work directed;

- Develops performance standards.


Factor 4A-3 Nature of Contacts
Contacts include those that take place in meetings and conferences and unplanned
contacts for which the employee is designated as a contact point by higher
management. They often require extensive preparation of briefing materials or up-todate technical familiarity with complex subject matter. Frequent contacts are
comparable to any of the following:
- High ranking military or civilian managers, supervisors, and technical staff at
bureau and major organization levels of the agency; with agency headquarters
administrative support staff; or with comparable personnel in other Federal agencies;
- Key staff of public interest groups (usually in formal briefings) with significant
political influence or media coverage;
- Journalists representing influential city or county newspapers or comparable radio
or television coverage;
- Congressional committee and subcommittee staff assistants below staff director or
chief counsel levels;
- Contracting officials and high level technical staff of large industrial firms;
- Local officers of regional or national trade associations, public action groups, or
professional organizations; and/or State and local government managers doing
business with the agency.
Factor 4B-3 Purpose of Contacts
The purpose of contacts is to justify, defend, or negotiate in representing the project,
program segment(s), or organizational unit(s) directed, in obtaining or committing
resources, and in gaining compliance with established policies, regulations, or
contracts. Contacts at this level usually involve active participation in conferences,
meetings, hearings, or presentations involving problems or issues of considerable
consequence or importance to the program or program segment(s) managed.
Factor 5-7 Difficulty of Typical Work Directed
The highest graded non-supervisory work directed, which requires at least 25% of
this position's duty time, is GS-12 or equivalent.
Factor 6-5 Other Conditions
Supervision and oversight involve significant and extensive coordination and
integration of a number of important projects or program segments of professional,
scientific, technical, and managerial or administrative work comparable in difficulty
to the GS-12 level. Supervision also involves major recommendations that have a
direct and substantial effect on the organization and projects managed.

OR

Supervision involves directing a highly technical, professional, administrative or


comparable work at GS-13 or above which involves extreme urgency, unusual
controversy, or other, comparable demands due to research, development, test and
evaluation, design, policy analysis, public safety, public health, medical, regulatory,
or comparable implications.

OR

This position manages work through subordinate supervisors and/or contractors who
each direct substantial workloads comparable to the GS-11 level.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles: Equivalent Military Titles:
Budget Analyst
Budget Manager
Finance Manager

Budget Officer (1025)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Survey Specialist


Classificat ion: FP-0301-3
This Version: 5.1
Most Recent Version: 5.1
Position Description

Posit ion Number: D10748


Int roduct ory St at ement : This position is located in the Office of Safety and Security and reports
to the Supervisory Security Specialist. The purpose of this position is to create and administer an
annual, anonymous crime victimization survey for the purpose of gathering and analyzing information
specific to the occurrence of crime, reporting of crime, staff response, effectiveness of training and
suggestions for improvement.
MDAs and Duties for this Position
Research and Analysis Work 25%
Provides expert analysis and advice on complex program issues associated with
the crime victimization survey. Identifies relevant issues and trends based on
victimization survey results and analysis. Coordinates with relevant offices to
analyze survey results and share best practices and information that may impact
agency programs or functions. Devises new analytical techniques to evaluate
findings and makes authoritative recommendations to senior management.
Prepares both written and oral reports, summarizing and defending survey
findings and recommendations.

Tasks include:
Identifies relevant issues and trends based on survey results and proposes
recommendations for program improvement to senior management. Conducst
ad-hoc analyses, prepares reports, and compiles information summarizing
survey results and findings.
Serves as the organizational expert for the crime victimization survey,
responding to inquiries and requests related to findings and/or data collection
techniques.
Organizat ional Analysis St udies 25%
Designs and plans an anonymous Volunteer crime victimization survey using a
variety of data collection tools and statistical methods to analyze the occurrence
of crime, reporting of crime, actions of staff both at post and headquarters and
the effectiveness of training. Serves as an organizational expert in reviewing
and interpreting new and established directives, instructions, and regulations to
determine their impact on complex or new programs.
Prepares guidelines, standards, training manuals, and quality assurance plans
related to the collection and analysis of data associated with the crime

victimization survey. Coordinates with CSA and OSIRP to share best practices
and relevant information.

Tasks include:
Develops long-range plans for the implementation and administration of a crime
victimization survey utilizing a variety of data collection tools and statistical
methods.
Prepares guidelines, standards, training manuals, and quality assurance plans
related to the collection and analysis of data.
Manages an organizational analysis program for administrative functions
performed within a major agency component.
St at ist ical Dat a Collect ion and Analysis 50%
Responsible for the impelmentation and management of an anonymous
Volunteer crime victimization survey. Design and field a victimization survey
based on best practices. Plans and conducts various and extensive methods of
data collection using a variety of data collection tools and statistical methods to
analyze the occurrence of crime, reporting of crime, actions of staff both at post
and headquarters and effectiveness of training. Collects complex data, using
advanced sampling techniques , identifies gaps in the methodology and
recommends changes

Assists internal and external customers with inquiries, providing both written and
oral responses. Colloborates with other groups and agencies to resolve
questions and issues surrounding the implementation and management of the
crime victimization survey
Prepares guidelines, standards, training manuals, and quality assurance plans
related to the collection and analysis of data.
Collects complex data, using advanced sampling techniques, identifies gaps in
the methodology and recommends changes.

Tasks include:
Collects data using advanced sampling techniques, identifying gaps int eh
methodology, and implementing changes where necessary to ensure quality
control. Responsible for implementation and management of the anonymous
Volunteer crime victimization survey. Provides guidance and technical direction
to survey users who may experience difficulties utilizing the survey. Collaboraes
with other groups and agencies to resolve issues surrounding the
implementation and management of the survey. Design and field anonymous
Volunteer crime victimization survey. Apply best practices in victimization
surveys.

Collateral Duties

Factor Statements

Fact or 1-8 Knowledge Required by t he Posit ion


The position requires: (1) Mastery of the laws, policies, and regulations of an
administrative field sufficient to apply new theories and developments to
problems not susceptible to treatment by accepted methods, and make
decisions or recommendations that significantly change, interpret, or develop
major public policies or programs; (2) Mastery of a wide range of methods for
the assessment and improvement of complex programs, processes and
systems; (3) Skill to plan, organize, and implement programs, plans, and
proposals involving substantial agency resources, or that require extensive
changes in established procedures.
Fact or 2-4 Supervisory Cont rols
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project,
and deadlines for its completion. Within the parameters of the approved project
plan, the employee is responsible for planning and organizing the study,
estimating costs, coordinating with staff and line management personnel, and
conducting all phases of the project. The employee informs the supervisor of
potentially controversial findings, issues, or problems with widespread impact.
Completed projects, evaluations, reports, or recommendations are reviewed by
the supervisor for compatibility with organizational goals, guidelines, and
effectiveness in achieving intended objectives.
Fact or 3-4 Guidelines
Guidelines consist of general administrative policies, and program,
management, and organizational theories which require considerable adaptation
and/or interpretation for application to issues and problems studied. Policies
and precedent studies provide a basic outline of results desired, but do not go
into detail as to the methods used to accomplish the project. Program
guidelines cover program goals and objectives of the employing organization.
Within the context of broad regulatory guidelines the employee refines or
develops more specific guidelines, such as implementing regulations or
methods and procedures.
Fact or 4-5 Complexit y
The employee analyzes interrelated issues of effectiveness, efficiency, and
productivity of substantive mission-oriented programs. Develops detailed
plans, goals, and objectives for the long-range implementation and
administration of programs, and/or develops criteria for evaluating the
effectiveness of the program. Decisions concerning planning, organizing, and
conducting studies are complicated by conditions, such as conflicting program
goals and objectives. Assignments are complicated by the need to deal with
subjective concepts, the quality and quantity of actions are measurable primarily
in predictive terms, and/or findings and conclusions are highly subjective and
not readily susceptible to verification through replication of study methods or
reevaluation of results. Options, recommendations, and conclusions take into
account and give appropriate weight to uncertainties about the data and other
variables which affect long-range program performance.
Fact or 5-5 Scope and Ef f ect
The purpose of the work is to analyze and evaluate major aspects of
substantive, mission-oriented programs. The employee develops long-range
program plans, goals, objectives, and milestones, or evaluates the

effectiveness of programs conducted throughout an agency, or for a significant


organizational segment of an agency, such as a regional office, Center, or major
field installation. The employee resolves problems or copes with issues which
directly affect the accomplishment of principal agency program goals and
objectives. The employee develops regulations or guidelines for the conduct of
program operations, or new criteria for measuring program accomplishments.
Study reports contain findings and recommendations of major significance to top
management of the agency, and often serve as the basis for new administrative
systems, legislative initiatives, regulations, or programs.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals outside the agency and may include
consultants, contractors, or business executives in a moderately unstructured
setting. Contacts may also include the head of the employing agency or
program officials several managerial levels above the employee when such
contacts occur on an ad-hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence managers or other officials to accept and
implement findings and recommendations on organizational improvement or
program effectiveness issues. The employee may encounter resistance due to
such issues as organizational conflict, competing objectives, or resource
problems.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of
light items may be involved.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require
normal safety precautions typical of such places as offices, meeting rooms,
training rooms, etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Performs other duties as assigned.

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Milit ary T it les:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) O fficer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Survey Specialist


Classification: FP-0301-4
This Version: 5.1
Most Recent Version: 5.1
Position Description

Position Number: D10748


Introductory Statement: This position is located in the Office of Safaety and Security and reports to the
Supervisory Security Specialist. The purpose of this position is to assist in the creation and administration
of an annual anonymous crime victimization survey to gather information about the occurrence of crime,
reporting of crime, staff response, effectiveness of training and suggestions for improvement.
MDAs and Duties for this Position
Research and Analysis Work 25%
Assists in the analysis and summarization of data collected from the crime
victimization survey in order to identify trends and patterns that might lead to
improved program management. Researches and/or analyzes unstable or
uncommon administrative and/or program issues by colloborating with other staff
and/or offices as necessary to cross-reference data and support findings and
recommendtaions.
Reviews information, reconciles conflicting data, and assists in devising new or
modified methods to analyze findings. Assists in the development of written reports,
presentations, graphical displays as well as recommendations and proposals for
review by senior management.
Researches and/or analyzes unstable or complex program issues.

Tasks include:
Assists in the review of data collected through the crime victimization survey,
identifying trends or common themes. Summarizes findings in reports and/or
presentations to senior management. Assists in the development of proposals to
senior management that might lead to improved program performance. Applies
knowledge of survey response coding and quality control checks to ensure
consistency and accuracy.
Analyzes issues concerning administrative policies and/or management theories
that required adaptation for application to internal program issues and problems.
Organizational Analysis Studies 25%
Assists in the development and conducts well-precedented organizational analyses
to evaluate the organization's ability to achieve planned goals and objectives related
to victim support services, training and response procedures. Assists in the
development and planning of the crime victimization survey. Prepares guidelines,

standards, training manuals, and quality assurance plans related to the collection
and analysis of data associated with the crime victimization sruvey.

Tasks include:
Assists in the development and conducts well-precedented organizational analyses
to evaluate the organization's ability to achieve planned goals and objectives related
to victim support services, training and response procedures. Assists in the
development and planning of the crime victimization survey. Prepares guidelines,
standards, training manuals, and quality assurance plans related to the collections
and analysis of data associated with the crime victimization survey.
Statistical Data Collection and Analysis 50%
Assists in the impelmentation and management of a confidential Volunteer
victimization survey. Plans and conducts various and extensive methods of data
collection using a variety of data collection tools and statistical methods to analyze
the occurrence of crime, reporting of crime, actions of staff both at post and
headquarters and effectiveness of training. Assists internal and external customers
with inquiries, providing both written and oral responses. Colloborates with other
groups and agencies to resolve questions and issues surrounding the
implementation and management of the crime victimization survey.

Tasks include:
Adapts methods for gathering data affiliated with ongoing statistical studies. Assists
in database management, from survey software to analytic software, including data
quality checks. Utilizes software such as SPSS and Excel to organize, analyze, and
compare survey results.

Collateral Duties

Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires: (1) Knowledge and skill in applying analytical and evaluative
methods and techniques to issues or studies concerning the efficiency and
effectiveness of program operations; (2) Knowledge of pertinent laws, regulations,
policies and precedents which affect the use of program and related support
resources in the area studied; (3) Knowledge of the major issues, program goals and
objectives, work processes, and administrative operations of the organization; (4)
Knowledge and skill in adapting analytical techniques and evaluation criteria to the
measurement and improvement of program effectiveness and/or organizational
productivity; (5) Skill in conducting detailed analyses of complex functions and work
processes; and (6) Interpersonal skills in presenting staffing recommendations and
negotiating solutions to disputed recommendations.
Factor 2-4 Supervisory Controls
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project, and
deadlines for its completion. Within the parameters of the approved project plan, the

employee is responsible for planning and organizing the study, estimating costs,
coordinating with staff and line management personnel, and conducting all phases of
the project. The employee informs the supervisor of potentially controversial
findings, issues, or problems with widespread impact. Completed projects,
evaluations, reports, or recommendations are reviewed by the supervisor for
compatibility with organizational goals, guidelines, and effectiveness in achieving
intended objectives.
Factor 3-4 Guidelines
Guidelines consist of general administrative policies, and program, management,
and organizational theories which require considerable adaptation and/or
interpretation for application to issues and problems studied. Policies and precedent
studies provide a basic outline of results desired, but do not go into detail as to the
methods used to accomplish the project. Program guidelines cover program goals
and objectives of the employing organization. Within the context of broad regulatory
guidelines the employee refines or develops more specific guidelines, such as
implementing regulations or methods and procedures.
Factor 4-5 Complexity
The employee analyzes interrelated issues of effectiveness, efficiency, and
productivity of substantive mission-oriented programs. Develops detailed plans,
goals, and objectives for the long-range implementation and administration of
programs, and/or develops criteria for evaluating the effectiveness of the program.
Decisions concerning planning, organizing, and conducting studies are complicated
by conditions, such as conflicting program goals and objectives. Assignments are
complicated by the need to deal with subjective concepts, the quality and quantity of
actions are measurable primarily in predictive terms, and/or findings and conclusions
are highly subjective and not readily susceptible to verification through replication of
study methods or reevaluation of results. Options, recommendations, and
conclusions take into account and give appropriate weight to uncertainties about the
data and other variables which affect long-range program performance.
Factor 5-4 Scope and Effect
The purpose of the work is to assess the productivity, effectiveness, and efficiency
of program operations and/or to analyze and resolve a variety of unusual conditions,
problems, or questions. The employee establishes criteria to measure and/or predict
the attainment of program or organizational goals and objectives; and/or improves
the productivity, effectiveness, and efficiency in program operations and/or
administrative support activities at different echelons and/or geographical locations
within an agency, or in other agencies. The work products affect the plans, goals,
and effectiveness of substantial agency mission areas and programs.
Factor 6-3 Personal Contacts
Personal contacts are with individuals outside the agency and may include
consultants, contractors, or business executives in a moderately unstructured
setting. Contacts may also include the head of the employing agency or program
officials several managerial levels above the employee when such contacts occur
on an ad-hoc basis.
Factor 7-3 Purpose of Contacts
The purpose of contacts is to influence managers or other officials to accept and
implement findings and recommendations on organizational improvement or program
effectiveness issues. The employee may encounter resistance due to such issues
as organizational conflict, competing objectives, or resource problems.

Factor 8-1 Physical Demands


The work is primarily sedentary, although some walking, bending, or carrying of light
items may be involved.
Factor 9-1 Work Environment
The work environment involves everyday risks or discomforts that require normal
safety precautions typical of such places as offices, meeting rooms, training rooms,
etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Performs other duties as assigned.

Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Military Titles:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) Officer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Director of Office of Global Health and HIV


Classification: FE-0301
This Version: 1.0
Most Recent Version: 1.0
Position Description

Position Number: D09981


Introductory Statement: Located in the Office of Global Operations, the Director of the Office of Global
Health and HIV/AIDS provides direction for the Peace Corps Office of Global Health and HIV/AIDS and
oversees all related programs and initiatives for the agency. This position reports to the Associate Director
for Global Operations and advises the agency Director and senior staff on all aspects of the agency's
involvement in Global Health and its response to the HIV/AIDS pandemic. The Director is accountable for
overall program direction in Global Health and HIV/AIDS as well as the agencys relationship with the
State Department Office of the Global AIDS Coordinator (OGAC). This position is also responsible for
policy formulation on all matters related to the President's Emergency Plan for AIDS Relief (PEPFAR).
MDAs and Duties for this Position
Policy Development and Agency Representation 33%
Provides policy direction for the global health program and coordinates with the
Africa Region, Europe, Mediterranean & Asia Region, Inter America & the Pacific
Region, Overseas Programming and Training Support, Office of the Chief Financial
Officer, Office of Acquisitions and Contracts Management, General Counsel,
Congressional Relations, and Communications.
Formulates and proposes policies for the agency's response to global health and
HIV/AIDS, including the development and periodic review of an agency-wide global
health and HIV/AIDS strategy and program guidance.
Recognized as the agency authority in formulating new policies and program
objectives that have a broad or long-range impact on global health and HIV/AIDS
programs of the agency. The incumbent plans, and implements policies and
guidelines affecting broad, emerging, and/or critical agency programs. Conceives,
develops, and issues policies and guidance on implementation of global health and
HIV/AIDS related programs in accordance with agency and PEPFAR policies.
Represents the agency to external partners to advocate for and promote Peace
Corps' comparative advantage as a partner in the response to the HIV/AIDS
pandemic. Represents Peace Corps to OGAC and manages the partnership by
serving as a Deputy Principal. Represents Peace Corps' HIV/AIDS program to the
Global Health Initiative (GHI).
Establishes working relationships on matters relating to global health and HIV/AIDS
policy, programs and operations with other Peace Corps offices, other U.S.
government agencies, the Department of State (especially the Office of the Global
AIDS Coordinator), the Department of Health and Human Services (including the
Center for Disease Control and the Health Resources and Services Administration),

the United States Agency for International Development, the Department of Labor,
the Department of Agriculture, and other agencies. This includes relationships with
UNAIDS, WHO, the Global Fund, the World Bank and other international
organizations that are involved in the response to the HIV/AIDS pandemic.
Manages the participation of Peace Corps staff on country support teams and
technical working groups established by OGAC. Reviews country operational plans
and strategies presented by U.S. government teams in the field for PEPFAR
funding.

Tasks include:
Provided management and consulting services to top agency executives on change
management and internal business process improvements.
Developed, planned, and implemented policies and guidelines affecting broad,
emerging, or critical agency programs.
Program and Administrative Management and Oversight 33%
Has overall responsibility, as well as delegated authority, for the oversight and
administration of broad, emerging, and/or critical agency programs. Responsible for
the direction and management of large-scale agency programs and operations to
efficiently achieve specified goals and objectives. Tracks broad trends, activities
undertaken by other government agencies to recommend, plan and initiate
improvements, enhancements and expansions of the agency's HIV/AIDS strategies,
programs and activities.
Serves as consultant and advisor to the agency Director and senior staff
coordinating with offices throughout the agency to develop, direct and supervise a
comprehensive, effective, innovative, and sustainable global health strategy and
programming that is in line with Peace Corps' mission and responsive to host
country needs.
Provides overall executive direction and coordination of the Office of Global Health
and HIV/AIDS. Manages and supervises the activities of its staff, including the
setting of performance goals and objectives, workload determinations, and priorities
for strategic planning and budgeting. Ensures management and policies are based
on sound organization, position, management and federal employment practices
including EEO.
Reviews existing and proposed legislation and regulations relating to programs and
operations of the Peace Corps and advises on the impact on global health efforts.
Develops opportunities to speak to groups within and outside of the broader Peace
Corps network.
Ensures program efficacy and accountability to the agency and OGAC through
sound financial management, policies, procedures and guidance. Seeks
management efficiencies and streamlines structures to optimize human, financial
and material resources.

Tasks include:
Have had overall responsibility, as well as delegated authority, for the oversight and
administration of broad, emerging, and/or critical agency programs or operations.

Supervisory Authorities 33%


Supervises a group of employees performing work at the FP-2 level. Provides
administrative and technical supervision necessary for accomplishing the work of
the unit.
Performs the administrative and human resource management functions relative to
the staff supervised. Establishes guidelines and performance expectations for the
staff, which are clearly communicated through the formal employee performance
management system. Observes workers' performance; demonstrates and conducts
work performance critiques. Provides informal feedback and periodically evaluates
employee performance. Resolves informal complaints and grievances. Develops
work improvement plans, recommending personnel actions as necessary. Provides
advice and counsel to workers related to work and administrative matters. Effects
disciplinary measures as appropriate to the authority delegated in this area.
Reviews and approves or disapproves leave requests. Assures that subordinates
are trained and fully comply with the provisions of the safety regulations.
The incumbent is responsible for furthering the goals of equal employment
opportunity (EEO) by taking positive steps to assure the accomplishment of
affirmative action objectives and by adhering to nondiscriminatory employment
practices in regard to race, color, religion, sex, national origin, age, or handicap.
Specifically, incumbent initiates nondiscriminatory practices and affirmative action
for the area under his/her supervision in the following: (1) merit promotion of
employees and recruitment and hiring of applicants; (2) fair treatment of all
employees; (3) encouragement and recognition of employee achievements; (4)
career development of employees; and (5) full utilization of their skills. Keeps
informed of, supports, and communicates to employees EEO policies, plans, and
programs.

Tasks include:
Completed work assignments that required decision-making based on judgment and
skill obtained in successfully completing the work of the trade.

Collateral Duties

Factor Statements
Program Scope and Effect
Directs a program for which the scope of the program directed are one or more of the
following: nationwide, agency-wide, industry-wide, Government-wide; directly
involves the national interest or the agency's national mission; is subject to
continual or intense congressional and media scrutiny or controversy or have
pervasive impact on the general public; or directs critical program segments, major
scientific projects, or key high level organizations with comparable scope and
impact. The impact of the program or organization directed is one or more of the
following: nationwide, agency-wide, industry-wide, Government-wide; directly
involve the national interest or the agency's national mission; are subject to
continual or intense congressional and media scrutiny or controversy; or have a
pervasive impact on the general public.
Organizational Setting

The position is accountable to a position that is at the senior level, or equivalent or


higher level; or to a position which directs a substantial GS-15 or equivalent level
workload; or to a position which directs work through GS-15 or equivalent
subordinate supervisors, officers, contractors, or others.
Supervisory/Managerial Authority Exercised
Exercises delegated authority to oversee the overall planning, direction, and timely
execution of a program, several program segments (each of which is managed
through separate subordinate organizational units), or comparable staff functions,
including development, assignment, and higher level clearance of goals and
objectives for supervisors or managers of subordinate organizational units or lower
organizational levels. Approves multi-year and longer range work plans developed
by the supervisors or managers of subordinate organizational units and
subsequently manages the overall work to enhance achievement of the goals and
objectives. Oversees the revision of long range plans, goals, and objectives for the
work directed. Manages the development of policy changes in response to changes
in levels of appropriations or other legislative changes. Manages organizational
changes to the organization directed, or major changes to the structure and content
of the program or program segments directed. Exercises discretionary authority to
approve the allocation and distribution of funds in the organization's budget.
OR
Exercises final authority for the full range of personnel actions and organizational
design proposals recommended by subordinate supervisors, although it is possible
formal clearance may be required for a few actions, such as removals and incentive
awards above set dollar levels.
Nature of Contacts
Contacts may take place in meetings, conferences, briefings, speeches,
presentations, or oversight hearings and may require extemporaneous response to
unexpected or hostile questioning. Preparation for these meetings typically includes
using briefing packages or similar presentation materials that requires extensive
analytical input by the employee and subordinates, and/or involves the assistance of
a support staff.
Frequent contacts are comparable to any of the following:
- Influential individuals or organized groups from outside the employing agency, such
as top- and mid-level corporate executives or national officers of employee
organizations;
- Regional or national officers or comparable representatives of trade associations,
public action groups, or professional organizations of national stature;
- Key staff of congressional committees, and principal assistant to senators and
representatives;
- Elected or appointed representatives of State and local governments;
- Nationally recognized journalists of major metropolitan, regional, or national
newspapers, magazines, television, or radio media;
- Senior level or executive level heads of bureaus and higher level organizations in
other Federal agencies.
Purpose of Contacts
The purpose is to influence, motivate, or persuade persons or groups to accept
opinions or take actions related to advancing the fundamental goals and objectives
of the program or segments directed. Contacts may involve the commitment or
distribution of major resources, competing objectives, resource limitations or

reductions, or comparable issues. Person contacted come from a variety of


backgrounds and have different perspectives. The exchange of information will
require highly developed communication skills, negotiation, conflict resolution,
leadership, and similar skills in order to obtain the desired results.
Difficulty of Typical Work Directed
The highest graded non-supervisory work directed, which requires at least 25% of
this position's duty time, is GS-13 or higher level, or equivalent.
Other Conditions
Supervision and oversight involves exceptional coordination and integration of a
number of very important and complex program segments or programs of
professional, scientific, technical, managerial, or administrative work comparable in
difficulty to GS-14 or higher level, or equivalent. Supervision and resource
management involves major decisions and actions that have a direct and substantial
effect on the organizations and programs managed.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Military Titles:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) Officer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Support Services Technician


Classificat ion: FP-0303-7
This Version: 9.0
Most Recent Version: 9.2
Position Description

Posit ion Number: D10415


Int roduct ory St at ement : This position is located in the Facilities Management Division, Office of
Administrative Services at Peace Corps Headquarters. The incumbent is responsible for procuring
supplies, equipment, furnishings and other services for the entire agency. This individual also assists
other Facilities Management Division personnel in accomplishing facilities work requests, systems
furniture reconfiguration, and other similar support functions. This position also serves as the Primary
Driver for the Peace Corps Director.
MDAs and Duties for this Position
Provides Procurement /Purchasing Support 25%
Provides expertise for procurement of goods, supplies, equipment, and
services. Applies conventional practices to solve a variety of problems in
procurement transactions, such as a need for more efficient processing
procedures, requests to expedite urgently needed items, or a contractor's
inability to meet delivery schedules. Reviews and reconciles various documents
and records and resolves a variety of problems through coordination with
vendors and personnel in receiving, supply, and buying offices. Coordinates
product returns processing ensuring vendor requirements are met and required
financial management documentation is executed.
Responsible for the collection and compilation of data and the preparation of all
recurring and special purchasing reports. Provides technical assistance to
procurement specialists in preparing solicitations, evaluating offers, preparing
documentation, obtaining data for pre-award surveys, and managing special
projects. Resolves discrepancies with contractors. Coordinates procurements
and maintains budgetary and usage data on supplies, furnishings, tools, and
equipment used throughout the Agency.

Tasks include:
Addressed procurement problems, such as requests to expedite urgently
needed items, or a contractor's inability to meet delivery schedules.
Cust omer Services and T ransact ional Problem Resolut ion 25%
Determines the scope and nature of actions required to resolve customer
service problems and process transactions, based on experience and past
practice.
Parking Program:

Performs long-range planning and management of new substantive agency


programs where precedents are scarce or nonexistent. Works with top
management to develop long-range management plans for efficient and
effective program implementation and administration. Applies a wide range of
qualitative and/or quantitative methods for the assessment and improvement of
complex short and long-range goals of the organization, developing detailed
plans for implementing them, and overseeing implementation of the goals in
subordinate organizations. Recommends changes in objectives or emphasis in
functions under the organization's purview. Makes the best use of present
resources, assisting in planning for future resource needs, estimating short- and
long-range personnel, budgetary, space, and equipment needs, and
implementing new resources.
Assists in determining the need for written policies and procedures, overseeing
the development of policies and procedures, and reviewing and recommending
approval upon completion.
Reviews productivity in all areas, monitors problem areas, and oversees
implementation of solutions to problems. Conducts periodic and comprehensive
evaluations of ongoing functions to ensure that the organization meets its stated
goals, and identifies areas where operational efficiency can be enhanced.
Recommends actions necessary to maintain or improve the quality and quantity
of operational services, introducing or refining automation, reorganizing
operating units, reassigning personnel, and proposing the increase of
organization resources. Directs the capture, reporting, and analysis of statistical
data relating to the organization's operations and directs or personally performs
special studies regarding this data.

Tasks include:
Performed long-range planning and/or management of new substantive agency
programs. Devised new analytical techniques to evaluate complex program
issues. Performed long-range planning and/or management of new substantive
agency programs.
Of f ice Act ivit ies Coordinat ion 25%
Manages office operations for an organization with a mission that affects a wide
range of operations in other agencies, a large segment of the public, or the
business community. Briefs key individuals within or outside the organization to
ensure that they are prepared to participate in meetings such as educational
forums, regulatory hearings, or environmental seminars.
Serves as Primary Driver for the Peace Corps Director during office and evening
hours, and occasionally during the weekend. Duties may require unusual hours
or overtime as needed. Driver must have knowledge of the Washington, DC
metropolitan area and alternative routes and traffic conditions. Duties may
include driving the Agency van to transport people and/or supplies throughout
the Washington, DC metropolitan area.
Coordinates Audio/Visual Services:
Works directly with contractors who provide routine services or products in the
areas of video production, audio/visual support, and related planning and
consulting. Shares basic knowledge of the agency subject matter as well as
standards and requirements. Makes decisions about conventional aesthetic or

technical details, referring questions of greater consequence to the supervisor.


Responsible for the set-up, operation, and maintenance of a wide range of
audiovisual equipment, lighting, teleconference, and control systems. This
includes computers, video and audio equipment, slide projectors, microphones,
and spotlights. Coordinates audiovisual needs with customers prior to an event
to best determine the most suitable equipment available for the room.
Tasks include:
Worked directly with contractors who provided routine services or products in
the areas of video production, audio/visual support, and related planning and
consulting
Manages office operations for an organization with a mission that affects a wide
range of agency activities. Maintains the supervisor's calendar and
independently schedules appointments, training sessions, and conferences.
Coordinates with subordinate supervisors to ensure that key staff members are
present at meetings, and briefs the participants before meetings occur.
Researches and provides background on the subject matter of meetings and
conferences. Attends the meetings, prepares minutes, and follows up on action
items with appropriate staff members.
Independently carries out administrative and clerical support functions,
coordinating with subordinate units to implement office procedures throughout
the organization. Uses knowledge of assigned programs, priorities, goals, and
objectives to identify workflow problems or other situations that have a negative
impact on organizational efficiency. Recommends changes to rectify the
problems. Serves as liaison between the supervisor and subordinate units,
answering questions concerning procedures related to procuring supplies and
office services.
Screens all telephone calls and visitor requests, answering many procedural
questions with personal knowledge of program activities. Coordinates with
subordinate supervisors to determine the appropriate staff members for
handling technical inquiries. Maintains awareness of the substantive programs of
the office and provides information to authorized individuals. Coordinates the
work of the office with officials in any of the following: other offices, foreign
country offices, other Federal Departments, etc.

Tasks include:
Work directly with contractors who provided routine services or products in the
areas of video production, audio/visual support, and related planning and
consulting.
Facilit y Maint enance Coordinat ion 25%
Assists with coordinating the utilization of buildings, utilities, storage operations,
location of furniture, equipment, materials, chemical solvents, and flammable
materials. Assists with preparing building layouts to accommodate mission
needs that include specifications for specialized equipment. Coordinates with
and assists engineers to ensure adequate maintenance or restoration of
buildings and grounds, with minimum disruption. Assists engineers in
developing a general cleanliness program.
Participates with surveys and inspection of facilities to evaluate use patterns and
identify maintenance or restoration requirements. Prepares inspection
summaries and narrative assessments of facility conditions.

As an advanced trainee, increases knowledge, skills, and abilities in facilities


operations. Researches regulations and other pertinent directives for answers
to questions prior to consulting with the supervisor or a higher-grade employee.
Successfully completes required formal and on-the-job training, and
demonstrates a progressive ability to independently accomplish assignments.
Assignments are varied in nature, yet limited in complexity. Increases networks
and contacts beneficial to the successful performance of assignments. Supports
projects/work assignments of higher-graded specialists.
Performs work involving the planning and coordination of facilities operations
and services. Determines facility, grounds, or equipment overhaul, maintenance
restoration, or repair needs. Plans the workload, sets work priorities and
deadlines, and coordinates the work operations among units to complete
operations or provide services to assigned facilities.

Tasks include:
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources

Collateral Duties

Factor Statements
Fact or 1-4 Knowledge Required by t he Posit ion
The position requires practical knowledge of standard procedures in an
administrative or technical field, requiring extended training or experience;
knowledge to accomplish specialized office support duties, and the ability to
extract information from various sources when this requires considering the
applicability of information and the characteristics and quality of the sources.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by defining objectives, priorities, and
deadlines and assists the employee with unusual situations which do not have
clear precedents. The employee plans and carries out the successive steps and
handles problems and deviations in the work assignment in accordance with
instructions, policies, previous training, or accepted practices in the occupation.
Fact or 3-3 Guidelines
Guidelines are available but are not completely applicable to the work or have
gaps in specificity. The employee uses judgment in interpreting and adapting
guidelines such as agency policies, regulations, precedents, and work
directions for application to specific cases or problems. The employee analyzes
results and recommended changes.
Fact or 4-3 Complexit y
The work includes various duties involving different and unrelated processes
and methods. The decision regarding what needs to be done depends upon the
analysis of the subject, phase, or issues involved in each assignment, and the
chosen course of action may have to be selected from many alternatives. The

work involves conditions and elements that must be identified and analyzed to
discern interrelationships.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to resolve a variety of conventional problems,
questions, or situations in conformance with established criteria. The work
product or service affects the design or operation of systems, programs, or
equipment; the adequacy of such activities as field investigations, testing
operations, or research conclusions; or the social, physical, and economic well
being of a variety of individuals.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees in the same agency but outside the
immediate organization. People contacted generally are engaged in different
functions, missions, and kinds of work, e.g., representatives from various levels
within the agency such as headquarters, regional, district, or field offices, or
other operating offices in the immediate installation.
Fact or 7-2 Purpose of Cont act s
The purpose of the contacts is to plan, coordinate, or advise on work efforts or
to resolve operating problems by influencing or motivating individuals or groups
who are working toward mutual goals and who have basically cooperative
attitudes.
Fact or 8-1 Physical Demands
The work is sedentary. Typically, the employee sits comfortably to do the work.
However, there may be some walking; standing; bending; carrying of light items
such as papers, books, small parts; or driving an automobile, etc. No special
physical demands are required to perform the work.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts which require
normal safety precautions typical of such places as offices, meeting and training
rooms, or libraries. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
The position requires that the incumbent must possess and maintain a valid state driver's license.
Performs other duties as assigned.

Equivalent Titles:
There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Information Technology Specialist


Classificat ion: FP-2210-3
This Version: 1.0
Most Recent Version: 1.0
Position Description

Posit ion Number: D10378


Int roduct ory St at ement : This position is in the Operations group within the Office of the Chief
Information Officer of the Peace Corps. Our Domestic Infrastructure systems are located in the
Agency's onsite data center, and are the hub of the network which connects all our sites -- providing
core infrastructure services such as network authentication, email, mobile device support, storage,
web services, and a wide range of enterprise databases and applications. The IT Specialist role
entails providing on-site business-day support and operation of the Peace Corps Domestic and
International desktop and server patching utilizing Microsoft System Center. Other key duties include
desktop application software testing, documentation, and deployment and building specific desktop
and laptop system images. This position also provides tier-one troubleshooting and incident
escalation, and providing additional as-needed support to the Infrastruture.
MDAs and Duties for this Position
IT Research and Analysis Work 25%
Provides expert analysis on complex project or program-related information
technology issues or problems where new analytical techniques must be
developed to evaluate findings, such as resolving critical issues affecting
configuration changes to an agencys information technology infrastructure.
Based on operations and changing project requirements, identifies pertinent
issues. Collects relevant information from many varied sources, some of which
are difficult to identify or access, and makes authoritative recommendations for
project and/or program updates to prevent future problems of a similar nature.

Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Managed special projects that had a significant impact on the delivery of
customer support services. For example, planned and coordinated actions with
interagency infrastructure protection groups to ensure an integrated response
to problems of a potentially extensive nature.

Managed IT projects involving interrelated disciplines and multiple stages of the


system development lifecycle.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
to business processes, and optimization of existing architecture.
IT Project Planning and Management 20%
Plans and manages IT projects involving interrelated technology specialty areas
and multiple stages of the systems development lifecycle. For example,
manages IT projects requiring integration of systems analysis, software
development, database administration, and customer support specialty areas.
Identifies customer information systems requirements, and develops project
estimates, schedules, and contingency plans. Recommends the overall project
plan, budget, tasks descriptions, work breakdown schedules, and deliverables.
Maintains liaison with customers on technical, management, and budgetary
matters concerning specific aspects of the project.
Analyzes information systems requirements, and integrates subsystems.
Participates in change management by reviewing configuration change requests.
Develops testing strategies, plans, or scenarios. Participates in milestone
project reviews, and monitors project activities/resources to mitigate risk.

Tasks include:
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Managed special projects that had a significant impact on the delivery of
customer support services. For example, planned and coordinated actions with
interagency infrastructure protection groups to ensure an integrated response
to problems of a potentially extensive nature.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
to business processes, and optimization of existing architecture.
Managed IT projects involving interrelated disciplines and multiple stages of the
system development lifecycle.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Syst em Administ rat ion 40%
Ensures the rigorous application of information security/information assurance
policies, principles, and practices in the delivery of systems administration

services for the Agency. Resolves hardware/software interface and


interoperability problems.
Ensures the integration of IT programs and services, and develops solutions to
integration/interoperability issues.
Manages network rights, and agency-wide access to systems and equipment.
Manages and implements system maintenance procedures. Troubleshoots and
resolves issues affecting system availaility, performance, and security
Implements security procedures and tools, and develops and documents
systems administration standard operating procedures for the Peace Corps.

Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
to business processes, and optimization of existing architecture.
Resolved hardware/software interface and interoperability problems.
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Syst ems T est ing and Evaluat ion 15%
Serves as a computer science expert in the design, development, test,
checkout, and readiness of systems or equipment that involve new concepts
and new and varied requirement problems. Acts as a technical specialist on the
procedures, methods, and techniques used for checkout, acceptance testing,
and preparation of software, systems, or hardware. Serves as an advisor to
manufacturers, computer engineers, management, related organizations, or
contractor personnel, giving authoritative advice relative to testing and
evaluation. Performs additional data systems and analysis work.

Tasks include:
Conducted experimental studies that result in new design guidelines.
Designed and/or directed the development of controversial or leading-edge
computer science technology, equipment, systems, mathematical algorithms,
and/or computer software to meet specific mission or program requirements.

Collateral Duties

Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish
assignments such as: develop and interpret policies, procedures, and
strategies governing the planning and delivery of services throughout the
agency; provide expert technical advice, guidance, and recommendations to
management and other technical specialists on critical IT issues; apply new
developments to previously unsolvable problems; and make decisions or
recommendations that significantly influence important agency IT policies or
programs. Mastery of, and skill in applying, most of the following:
interrelationships of multiple IT specialties; the agency's IT architecture; new IT
developments and applications; emerging technologies and their applications to
business processes; IT security concepts, standards, and methods; project
management principles, methods, and practices including developing plans and
schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems
that meet current and future business requirements and apply and extend,
enhance, or optimize the existing architecture. Manages assigned projects.
Communicates complex technical requirements to non-technical personnel.
Prepares and presents briefings to senior management officials on
complex/controversial issues.
Fact or 2-4 Supervisory Cont rols
The supervisor outlines overall objectives and available resources. The
employee and supervisor, in consultation, discuss timeframes, scope of the
assignment including possible stages, and possible approaches. The employee
determines the most appropriate principles, practices, and methods to apply in
all phases of assignments, including the approach to be taken, degree of
intensity, and depth of research in management advisories; frequently interprets
regulations on his/her own initiative, applies new methods to resolve complex
and/or intricate, controversial, or unprecedented issues and problems, and
resolves most of the conflicts that arise; and keeps the supervisor informed of
progress and of potentially controversial matters. The supervisor reviews
completed work for soundness of overall approach, effectiveness in meeting
requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Fact or 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments
are often scarce, inapplicable or have gaps in specificity that require
considerable interpretation and/or adaptation for application to issues and
problems. The employee uses judgment, initiative, and resourcefulness in
deviating from established methods to modify, adapt, and/or refine broader
guidelines to resolve specific complex and/or intricate issues and problems;
treat specific issues or problems; research trends and patterns; develop new
methods and criteria; and/or propose new policies and practices.

Fact or 4-5 Complexit y


Work consists of a variety of duties requiring the application of many different
and unrelated processes and methods to a broad range of IT activities or to the
in-depth analysis of IT issues. The employee makes decisions that involve major
uncertainties with regard to the most effective approach or methodology to be
applied. These changes typically result from continuing changes in customer
business requirements; or rapidly evolving technology in the specialty areas.
The employee develops new standards, methods, and techniques; evaluates
the impact of technological change; and/or conceives of solutions to highly
complex technical issues. The work frequently involves integrating the activities
of multiple specialty areas.
Fact or 5-4 Scope and Ef f ect
The purpose of the position is to manage IT projects for major organizations or
programs of broad impact. The employee undertakes or participates in special
projects, ongoing analyses, investigations and initiatives that have high priority
for high-level management, such as, producing complex written reports;
organizing special committees, workshops, or other gatherings; initiating
program reviews; or developing or fostering cross-agency activities. The work
influences new initiatives and projects to improve, facilitate, and integrate IT
programs.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals or groups from outside the agency,
including consultants, contractors, vendors, or representatives of professional
associations, the media, or public interest groups, in moderately unstructured
settings. Contacts are related to technological information and developments
applicable to assigned IT projects. Contacts may also include agency officials
who are several managerial levels removed from the employee when such
contacts occur on an ad hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence and persuade employees and managers
to accept and implement findings, advice, guidance, and recommendations in
the technology specialty area(s) of the position. May encounter resistance as a
result of issues such as organizational conflict, competing objectives, or
resource problems. Must be skillful in approaching contacts to obtain the
desired effect; e.g., gaining compliance with established policies and regulations
by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.

Other Significant Facts:


Actively promotes and practices Information Technology (IT) security program functions including: ensuring
appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT
Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall
Agency IT security goals are achieved.

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Applications Analyst
C ommunications C enter O perator
C omputer Specialist
Desktop Support Technician
Electrical Engineering Teacher
IT Manager
IT Security Manager
Project Planner
C omputer Systems C onsultant
Engineer
Help Desk Analyst C omputer Technician
IT Project Planner
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
C ommunications Equipment O perator
C omputer Technician
IT Data Manager
IT Systems Analyst
Information Technology Analyst
Information Technology Project Manager
Instructor
Intelligence O fficer
Professor
Project Manager
Supervisor, Network C ontrol O perators
Systems Specialist
C omputer Analyst
C omputer O perator
C omputer Technician
Electrical Engineer
IT Project Manager
Information O peration Analyst
Information Technology Security Manager
Information Technology Specialist (IT
Specialist)
O perations and Maintenance Technician
System Engineer
System Programmer
C omputer Assistant
C omputer C onsole O perator
C omputer Programmer
IT Database Administrator
Information Systems O perations Manager
Programmer Analyst
Systems O perator
Data C ommunications Manager
Information Technology Specialist
O ffice Systems C oordinator
Systems Administrator
Business Systems Analyst
C omputer Science Teacher
C omputer Support Specialist
Information Technology Security

Equivalent Milit ary T it les:

C lassic Wizard O perations O fficer (9845)


Designated Systems Automation (53X)
High Frequency Direction Finding Analysis O fficer (9835)
Radio C ommunications Systems (3C 131)
Tactical Data Network Gateway Systems Administrator (0658)
C ommunication Security O fficer (9517)
Management Information Systems O fficer (2612)
Shipboard Nontactical Automatic Data Processing System
C oordinator (9755)
Telecommunications C omputer O perator-Maintainer (74G)
USMA, Professor O f Electrical Engineering And C omputer Sciences
(47D)
ADP System Director (9705)
C ombat Systems O fficer (9261)
C ommunications-C omputer Systems O perations (3C 031)
C ommunications-C omputer Systems Programming (3C 052)
C ommunications-C omputer Systems Programming (3C 072)
Defense Message System (DMS) Specialist (0653)
Electronic System Security Assessment (1N611)
Network O perations and Systems O fficer (II/III) (0650)
ADP Plans O fficer (9720)
ADP Production O fficer (9715)
ADP Systems Maintenance O fficer (9745)
Automatic Data Processing Intelligence O fficer (9651)
C ombat Systems Superintendent (7998)
C ommunications-C omputer Systems O perations (3C 011)
C omputer Systems Analyst (9735)
Data Network Specialist (0651)
Digital C omputer System Programmer (9740)
Electronic System Security Assessment (1N691)
Image Forming Systems Maintenance O fficer (8815)
Information Management O fficer (8055)
Manpower Information Systems (MIS) Analyst (0171)
Radio C ommunications Systems (3C 191)
Small C omputer System Specialist (IT 2750)
C ommunications-C omputer Systems Programming (3C 012)
Electronic System Security Assessment (1N631)
Geospatial Information And Services (GI&S) O fficer (2310)
Ground Radio C ommunications (2E153)
Information Technology Specialist (25B)
Tactical Network Specialist (0656)
ADP Programs O fficer (9710)
ADP Systems Security O fficer (9781)
C ommunications and Intelligence Specialists (DG 9720)
C ommunications-C omputer Systems Programming (3C 032)
Electronic System Security Assessment (1N651)
Ground Radio C ommunications (2E133)
Ground Radio C ommunications (2E173)
High Frequency Direction Finding Net C ontrol O fficer (9830)
Information C omputer Security Specialist (O fficer) (9975)
Information Processing And Reporting O fficer, Naval Security Group
(9825)
Information Systems O fficer (9582)

Specialist
Network Systems Engineer
Program Manager
Telecommunications Manager
Test Engineer
Software Engineer
Systems Analyst
C omputer Scientist
C omputer Systems Analyst
C omputer and Information Systems
Managers
IT Security Specialist
IT Systems Administrator
Information O peration Planner
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist
Project Engineer

C ommunications-C omputer Systems (3C 090)


C ommunications-C omputer Systems O perations (3C 051)
Electronic System Security Assessment (1N671)
Information O perations Specialist (0551)
Information O perations Staff O fficer (0510)
Management Information C enter O fficer (2614)
Radio C ommunications Systems (3C 111)
Radio C ommunications Systems (3C 151)
Radio C ommunications Systems (3C 171)
Artificial Intelligence (4K)
Automated Message Processing Exchange O fficer (9512)
C ommunications-C omputer Systems O perations (3C 071)
Data C hief (0659)
Ground Radio C ommunications (2E113)
Information O perations O fficer (8834)
Information Systems Management (53A)
Management, Data Systems O fficer (8848)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Regional Recruiter


Classificat ion: FP-0301-7
This Version: 1.1
Most Recent Version: 1.4
Position Description

Posit ion Number: D09692


Int roduct ory St at ement : This position is located in a Regional Office under the jurisdiction of the
Office of Volunteer Recruitment and Selection, Peace Corps. The incumbent serves as a Volunteer
Recruiter under the general supervision of the Regional Manager. The purpose of the position is to
recruit qualified applicants and screen those candidates for volunteer service in the Peace Corps and
to build awareness of all Peace Corps programs.
MDAs and Duties for this Position
Candidat e Screening and Applicat ion Processing 40%
Encourages qualified individuals to submit applications to the Peace Corps and
tactfully discourages those people with non-competitive skills or low motivation
from applying. Counsels non-competitive applicants in ways to enhance skins to
improve future placement possibilities. Assesses candidates' skill, suitability,
and legal status to determine appropriate processing, i.e., nomination,
disqualification, or future review. Matches applicants' qualifications against
available programs.
Enters and retrieves information relevant to recruitment via agency information
management systems. As necessary, contacts applicants by telephone, e-mail
and/or regular mail to obtain additional information/clarification regarding skills
and experience, and other relevant data. Maintains application filing system in
accordance with Regional Office procedures and Privacy Act regulations. Ensures
that all application information is current and that final action taken on
applications is appropriate and timely. Records tracking information and
maintains tracking system. Ensures that applications are complete.
Evaluates and nominates qualified and competitive applicants to Peace Corps
positions.
The incumbent independently reviews the applications of persons who have
applied for volunteer service to assess their suitability and for their best
possible placement in specific skill areas based on assessment criteria and
guidelines established by the Peace Corps Act and subsequent Peace Corps
policy. Evaluates the nature, level, and quality of nominees' skills and
experience, as reflected in their applications, references, communication
observed in interviews. Follows standard operating procedures established by
the Office of Recruitment.
Independently responds to in-depth requests for information from potential and
current Peace Corps volunteer applicants. Establishes rapport with applicants via

telephone and other communication methods to resolve questions of skill


competencies or suitability raised in the evaluation process. Conducts personal
and telephone interviews to determine candidates' suitability, competitiveness,
and professional qualifications and/or skills for Peace Corps service. Provides
applicants with specific and directly applicable information on the organization's
recruitment procedures, practices, policies, and guidelines.
Works accurately in a database to maintain current information and status of
applicants in agency-wide database.
Writes evaluations of applicants using evidence from the interview, personal
judgment, and information contained in the application. Evaluations are based on
standard Peace Corps assessment dimensions, and weigh heavily in final
decisions made by other VRS personnel in selecting or rejecting applicants.

Tasks include:
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources.
Public Out reach and Educat ion 30%
Campaign Activities
Serves as a team member for campus and community based recruitment.
Assumes responsibility for planning, coordinating, and monitoring all aspects of
campaigns. Reviews information pertinent to planned campaigns and develops
recruitment/awareness plans that effectively utilize staff and other resources to
reach targeted markets (scarce skills, seniors, and diverse populations). Assists
Public Affairs Specialist in planning campaign publicity and secures local media
support. Contacts community, professional, and academic resource people and
organizations, enlisting their support of local recruitment efforts.
Ensures that appropriate printed materials are prepared and necessary
equipment is secured for campaigns. Arranges public speaking engagements
and audio-visual presentations. Makes travel accomodations and logistical
arrangements related to campaigns. Travels to campaign sites to conduct onsite awareness activities and interviews. Prepares written reports highlighting
relevant campaign plans, activities, and results.
Prepares and presents information and educational programs, training sessions,
informational meetings, and orientation of campus representatives and other
university staff, campus and professional organizations, and community groups
that promote Peace Corps and highlight recruitment needs.

Tasks include:
Coordinated publication printing and distribution, including assisting in producing
text and designs for maps, brochures, guides, and pamphlets.
Assisted in the planning and coordination of information program activities, such
as promotional events.
Resolved program operation problems that developed in areas such as visitor
facilities, personnel, equipment, or sales.
Maintained a web site for an organization, including developing graphic design
of electronic documents, inputting web page information, and maintaining the

web site infrastructure.


Communicat ion and Inf ormat ion Disseminat ion 30%
Seeks opportunities to present the Peace Corps recruitment message through
public forums and the media, utilizing available technology including the Internet.
Participates in interviews with print and electronic media. Responds to general
inquiries about the Peace Corps by explaining terms and conditions of volunteer
service, application and selection procedures, etc., and provides other relevant
programmatic information. Provides written materials and applications to
interested individuals.
Increases networks and contacts beneficial to the successful performance of
assignments. Interactions with colleagues and supervisors are conducted in a
courteous and professional manner, demonstrating the ability to work
cooperatively with other persons. Contacts extend beyond the immediate work
area, and the work requires effective coordination and solicitation of
cooperative efforts from other administrative or support staff. The incumbent
must establish a basic occupational credibility to be effective.
The employee demonstrates the ability to communicate clearly when speaking
and presents facts, issues, and positions that convey the intended information
with the appropriate diplomacy and emphasis. The incumbent is given speaking
assignments that are performed without supervision. Assignments are varied in
nature, yet limited in complexity.

Tasks include:
Wrote news releases on routine matters, provided factual information to the
public on agency programs, and/or wrote assigned articles or stories for
internal agency dissemination.
Assisted in the preparation of program publicity and marketing for print and
electronic distribution.

Collateral Duties

Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of the principles, concepts, and
methodologies pertinent to an administrative occupation; skill in applying
analytical and evaluative techniques to the identification, consideration, and
resolution of issues or problems of a procedural or factual nature; knowledge of
the theory and principles of management and organization; ability to use
qualitative and quantitative analytical techniques; and communication skills to
obtain information and discuss issues and operations with supervisors and
employees.
Fact or 2-2 Supervisory Cont rols
The supervisor provides assignments by indicating generally what is to be done,
limitations, quality and quantity expected, deadlines, and priority of assignments.
The supervisor provides additional, specific instructions for new, difficult, or

unusual assignments including suggested work methods or advice on source


material available. The employee uses initiative in carrying out recurring
assignments independently without specific instructions, but refers deviations,
problems, and unfamiliar situations not covered by instructions to the supervisor
for decision or help. The supervisor assures that finished work and methods
used are technically accurate and in compliance with instructions or established
procedures. However, review of the work increases if the employee has not
previously performed similar assignments.
Fact or 3-2 Guidelines
Established guidelines are provided in the form of standard instructions,
literature, precedents, and practices concerned with the assigned function.
Judgment is required in locating and selecting the most appropriate guidelines
and references, selecting among alternative guidelines, and making minor
deviations where needed to adapt guidelines to specific cases. Situations in
which existing guidelines are inapplicable, or situations requiring significant
deviations from established guidelines are referred to the supervisor.
Fact or 4-2 Complexit y
The work consists of specific, well-defined assignments which are designed to
orient the employee in the administrative policies and regulations, operating
procedures, and specialized areas of the organization or assigned technical
program(s). The differences among assignments are easily recognized and are
of a factual nature, such as a specific analysis, action, or procedure to carry out
or implement. The work is routine and includes completion of common
qualitative and quantitative analyses; implementation of routine programs; and/or
preparation of guides, draft decisions, or tentative opinions.
Fact or 5-2 Scope and Ef f ect
The purpose of the work is to carry out routine or well-established procedures
that comprise a complete segment of an assignment or project of broader
scope. The work affects the accuracy and reliability of projects being
performed by other employees in a variety of administrative areas.
Fact or 6-2 Personal Cont act s
Personal contacts are with a number of individuals in the employee's
organization or setting, but outside the immediate work unit. Contacts typically
include customers seeking assistance, information, or services from the
employee.
Fact or 7-1 Purpose of Cont act s
The purpose of contacts is to obtain, clarify, or give facts or information. The
information ranges from easily understood to highly technical.
Fact or 8-1 Physical Demands
Work is primarily sedentary, although some walking or bending may be involved
in coordinating services.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require
normal safety precautions typical of such places as offices, meeting rooms,
training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Other Significant Facts:


The position requires that the incumbent must possess and maintain a valid state driver's license.

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Milit ary T it les:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) O fficer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Information Technology Specialist (Systems Administration)


Classification: FP-2210-3
This Version: 1.1
Most Recent Version: 1.1
Position Description

Position Number: D10604


Introductory Statement: This position is in the Operations group within the Office of the Chief Information
Officer of the Peace Corps. Our Domestic Infrastructure systems are located in the Agency's onsite data
center, and are the hub of the network which connects all our sites -- providing core infrastructure services
such as network authentication, email, mobile device support, storage, web services, and a wide range of
enterprise databases and applications. The IT Specialist role entails providing on-site business-day
support of the Peace Corps HQ windows and Linux Systems including, System Administration, patching,
performing backups, and disaster recovery operations. Other duties include monitoring of server uptime,
performance of routine operational maintenance procedures, completion of daily operational checklists,
tier-one troubleshooting and incident escalation, and providing additional as-needed support to the
Infrastructure Operations, Engineering, and Deskside Support teams.
MDAs and Duties for this Position
Administration of Information Technology Systems 25%
Ensures the rigorous application of information security/information assurance
policies, principles, and practices in the delivery of systems administration services
for a major segment of an agency, such as a region or multi-state area. Resolves
hardware/software interface and interoperability problems.

Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Managed special projects that had a significant impact on the delivery of customer
support services. For example, planned and coordinated actions with interagency
infrastructure protection groups to ensure an integrated response to problems of a
potentially extensive nature.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Resolved hardware/software interface and interoperability problems.

Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise servers and systems.
Coordinates System Operation/Maintenance 25%
Works with all broadcast system elements to coordinate the objectives and plans of
many specialized communications programs to allow for conflicting program
requirements. Makes recommendations for enhancing the efficiency of the systems
through modification and application of evolving technology.

Tasks include:
Coordinated broadcast system testing and restoration efforts.
Computer Operation 25%
Resolves problems involving a variety of applications programs, system software,
and interlocking equipment systems. Analyzes problems, develops
recommendations, and restores operations in extreme circumstances. Runs and
interprets results of hardware and reliability tests on hardware to prevent
malfunctions. Makes unusual interconnections and rarely used equipment and
channel configurations to direct processing through or around problems in
applications and operating systems, equipment, circuits, and/or channels.

Tasks include:
Administered system improvements, scheduling, and/or quality control functions for
a specialized automated system.
Maintenance of Computer Documentation 25%
Makes log entries, and completes basic forms, listings, or other records in order to
control the computer workflow.

Tasks include:
Made log entries, and completed basic forms, listings, or other records to control
computer workflow.

Collateral Duties

Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish assignments
such as: develop and interpret policies, procedures, and strategies governing the
planning and delivery of services throughout the agency; provide expert technical
advice, guidance, and recommendations to management and other technical
specialists on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence

important agency IT policies or programs. Mastery of, and skill in applying, most of
the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and their
applications to business processes; IT security concepts, standards, and methods;
project management principles, methods, and practices including developing plans
and schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems that
meet current and future business requirements and apply and extend, enhance, or
optimize the existing architecture. Manages assigned projects. Communicates
complex technical requirements to non-technical personnel. Prepares and presents
briefings to senior management officials on complex/controversial issues.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment
including possible stages, and possible approaches. The employee determines the
most appropriate principles, practices, and methods to apply in all phases of
assignments, including the approach to be taken, degree of intensity, and depth of
research in management advisories; frequently interprets regulations on his/her own
initiative, applies new methods to resolve complex and/or intricate, controversial, or
unprecedented issues and problems, and resolves most of the conflicts that arise;
and keeps the supervisor informed of progress and of potentially controversial
matters. The supervisor reviews completed work for soundness of overall approach,
effectiveness in meeting requirements or producing expected results, the feasibility
of recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Factor 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments are
often scarce, inapplicable or have gaps in specificity that require considerable
interpretation and/or adaptation for application to issues and problems. The
employee uses judgment, initiative, and resourcefulness in deviating from
established methods to modify, adapt, and/or refine broader guidelines to resolve
specific complex and/or intricate issues and problems; treat specific issues or
problems; research trends and patterns; develop new methods and criteria; and/or
propose new policies and practices.
Factor 4-5 Complexity
Work consists of a variety of duties requiring the application of many different and
unrelated processes and methods to a broad range of IT activities or to the in-depth
analysis of IT issues. The employee makes decisions that involve major
uncertainties with regard to the most effective approach or methodology to be
applied. These changes typically result from continuing changes in customer
business requirements; or rapidly evolving technology in the specialty areas. The
employee develops new standards, methods, and techniques; evaluates the impact
of technological change; and/or conceives of solutions to highly complex technical
issues. The work frequently involves integrating the activities of multiple specialty
areas.
Factor 5-4 Scope and Effect

The purpose of the position is to manage IT projects for major organizations or


programs of broad impact. The employee undertakes or participates in special
projects, ongoing analyses, investigations and initiatives that have high priority for
high-level management, such as, producing complex written reports; organizing
special committees, workshops, or other gatherings; initiating program reviews; or
developing or fostering cross-agency activities. The work influences new initiatives
and projects to improve, facilitate, and integrate IT programs.
Factor 6-3 Personal Contacts
Personal contacts are with individuals or groups from outside the agency, including
consultants, contractors, vendors, or representatives of professional associations,
the media, or public interest groups, in moderately unstructured settings. Contacts
are related to technological information and developments applicable to assigned IT
projects. Contacts may also include agency officials who are several managerial
levels removed from the employee when such contacts occur on an ad hoc basis.
Factor 7-3 Purpose of Contacts
The purpose of contacts is to influence and persuade employees and managers to
accept and implement findings, advice, guidance, and recommendations in the
technology specialty area(s) of the position. May encounter resistance as a result
of issues such as organizational conflict, competing objectives, or resource
problems. Must be skillful in approaching contacts to obtain the desired effect; e.g.,
gaining compliance with established policies and regulations by persuasion or
negotiation.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in conjunction
with travel to and attendance at meetings and conferences away from the work site.
Some employees may carry light items such as papers, books, or small parts, or
drive a motor vehicle. The work does not require any special physical effort.
Factor 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Some employees may occasionally be exposed to uncomfortable conditions in such
places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:
Applications Analyst
Communications Center Operator
Computer Specialist
Desktop Support Technician
Electrical Engineering Teacher
IT Manager
IT Security Manager
Project Planner
Computer Systems Consultant

Equivalent Military Titles:


Classic Wizard Operations Officer (9845)
Designated Systems Automation (53X)
High Frequency Direction Finding Analysis Officer (9835)
Radio Communications Systems (3C131)
Tactical Data Network Gateway Systems Administrator (0658)
Communication Security Officer (9517)
Management Information Systems Officer (2612)
Shipboard Nontactical Automatic Data Processing System Coordinator

Engineer
Help Desk Analyst Computer Technician
IT Project Planner
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
Communications Equipment Operator
Computer Technician
IT Data Manager
IT Systems Analyst
Information Technology Analyst
Information Technology Project Manager
Instructor
Intelligence Officer
Professor
Project Manager
Supervisor, Network Control Operators
Systems Specialist
Computer Analyst
Computer Operator
Computer Technician
Electrical Engineer
IT Project Manager
Information Operation Analyst
Information Technology Security Manager
Information Technology Specialist (IT
Specialist)
Operations and Maintenance Technician
System Engineer
System Programmer
Computer Assistant
Computer Console Operator
Computer Programmer
IT Database Administrator
Information Systems Operations Manager
Programmer Analyst
Systems Operator
Data Communications Manager
Information Technology Specialist
Office Systems Coordinator
Systems Administrator
Business Systems Analyst
Computer Science Teacher
Computer Support Specialist
Information Technology Security Specialist
Network Systems Engineer
Program Manager
Telecommunications Manager
Test Engineer
Software Engineer
Systems Analyst
Computer Scientist
Computer Systems Analyst
Computer and Information Systems Managers
IT Security Specialist
IT Systems Administrator
Information Operation Planner
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist
Project Engineer

(9755)
Telecommunications Computer Operator-Maintainer (74G)
USMA, Professor Of Electrical Engineering And Computer Sciences (47D)
ADP System Director (9705)
Combat Systems Officer (9261)
Communications-Computer Systems Operations (3C031)
Communications-Computer Systems Programming (3C052)
Communications-Computer Systems Programming (3C072)
Defense Message System (DMS) Specialist (0653)
Electronic System Security Assessment (1N611)
Network Operations and Systems Officer (II/III) (0650)
ADP Plans Officer (9720)
ADP Production Officer (9715)
ADP Systems Maintenance Officer (9745)
Automatic Data Processing Intelligence Officer (9651)
Combat Systems Superintendent (7998)
Communications-Computer Systems Operations (3C011)
Computer Systems Analyst (9735)
Data Network Specialist (0651)
Digital Computer System Programmer (9740)
Electronic System Security Assessment (1N691)
Image Forming Systems Maintenance Officer (8815)
Information Management Officer (8055)
Manpower Information Systems (MIS) Analyst (0171)
Radio Communications Systems (3C191)
Small Computer System Specialist (IT 2750)
Communications-Computer Systems Programming (3C012)
Electronic System Security Assessment (1N631)
Geospatial Information And Services (GI&S) Officer (2310)
Ground Radio Communications (2E153)
Information Technology Specialist (25B)
Tactical Network Specialist (0656)
ADP Programs Officer (9710)
ADP Systems Security Officer (9781)
Communications and Intelligence Specialists (DG 9720)
Communications-Computer Systems Programming (3C032)
Electronic System Security Assessment (1N651)
Ground Radio Communications (2E133)
Ground Radio Communications (2E173)
High Frequency Direction Finding Net Control Officer (9830)
Information Computer Security Specialist (Officer) (9975)
Information Processing And Reporting Officer, Naval Security Group
(9825)
Information Systems Officer (9582)
Certification Authority Workstation (CAW) Operator (0652)
Communications-Computer Systems (3C090)
Communications-Computer Systems Operations (3C051)
Electronic System Security Assessment (1N671)
Information Operations Specialist (0551)
Information Operations Staff Officer (0510)
Management Information Center Officer (2614)
Radio Communications Systems (3C111)
Radio Communications Systems (3C151)
Radio Communications Systems (3C171)
Artificial Intelligence (4K)
Automated Message Processing Exchange Officer (9512)
Communications-Computer Systems Operations (3C071)
Data Chief (0659)
Ground Radio Communications (2E113)
Information Operations Officer (8834)
Information Systems Management (53A)
Management, Data Systems Officer (8848)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Information Technology Specialist (Systems Administration)


Classificat ion: FP-2210-5
This Version: 1.1
Most Recent Version: 1.1
Position Description

Posit ion Number: 10604


Int roduct ory St at ement : This position is in the Operations group within the Office of the Chief
Information Officer of the Peace Corps. Our Domestic Infrastructure systems are located in the
Agencys onsite data center, and are the hub of the network which connects all our sites -providing core infrastructure services such as network authentication, email, mobile device support,
storage, web services, and a wide range of enterprise databases and applications. The IT Specialist
role entails providing on-site business-day support of the Peace Corps HQ Linux Systems including,
Linux Administration, patching, performing backups, and disaster recovery operations on Linux
Systems. Other duties include monitoring of server uptime, performance of routine operational
maintenance procedures, completion of daily operational checklists, tier-one troubleshooting and
incident escalation, and providing additional as-needed support to the Infrastructure Operations,
Engineering, and Deskside Support teams.
MDAs and Duties for this Position
Comput er Operat ion 25%
Resolves problems involving a variety of applications programs, system
software, and interlocking equipment systems. Analyzes problems, develops
recommendations, and restores operations. Runs and interprets results of
hardware and reliability tests on hardware to prevent malfunctions.

Tasks include:
Administered system improvements, scheduling, and/or quality control functions
for a specialized automated system.
Maint enance of Comput er Document at ion 25%
Prepares technical training materials for complex systems. Reviews
documentation for clarity, accuracy, and thoroughness. Makes updates to
materials accordingly. Reformats output reports. Evaluates system
documentation and similar programming-related products and activities.

Tasks include:
Administered system improvements, scheduling, and/or quality control functions
for a specialized automated system.
Administ rat ion of Inf ormat ion T echnology Syst ems 25%

Performs work involved in maintaining the functionality and availability of the


system, such as maintaining, optimizing, and troubleshooting server hardware
and software. Reviews server loads and recommends load balancing. Assists
with server installations. Monitors systems performance using performancemonitoring tools. Identifies and corrects common problems and refers higherlevel problems to a more experienced specialist. Schedules, monitors, and
verifies system back-ups and restores files.
Works closely with customers to determine when service activities will be least
disruptive. Provides customers with information and instructions concerning
maintenance and servicing of the system.
Assists with the configuration, upgrade, and maintenance of hardware,
peripherals, and software applications to ensure optimal system performance.
Identifies and specifies business requirements for new or upgraded computer
hardware and peripheral equipment. Evaluates options for hardware within predetermined specifications for capacity, unit number, and compatibility
requirements.

Tasks include:
Independently analyzed and troubleshot common problems, such as monitored
systems performance. Collected background information from a variety of
sources, and applied standard analytical techniques in reviewing data and
investigating specific technology problems. For example, resolved
administrative or program-related IT issues where multiple variables and
stakeholders interests were factored into recommendations.
Assisted with the configuration, upgrade, and/or maintenance of hardware,
peripherals, and/or software applications.
Received, responded to, and ensured the complete resolution of a variety of
customer requests for IT assistance, including examining malfunctioning
hardware, carrying out actions for immediate remedy, or recommending costeffective solutions. For example, responded to all types of help desk calls.
Presented technical facts in a persuasive manner, such as presenting formal and
informal training and assistance to customers. Initiated contacts with
management officials, staff, and employees to help further understanding of the
organization's policies and programs. For example, explained the benefits of
enhancing IT services, systems, and applications to potential customers or
internal management officials.
Selected the best approach to accomplish specific IT tasks. For example,
followed sequential steps to complete small applications development, limited
LAN administration processes, or server operations on stand-alone networks or
special data servers.
Assisted with server installations.
Coordinat es Syst em Operat ion/Maint enance 25%
Follows up with contacts reporting on system operation irregularities. Provides
support to other OCIO teams as requested.

Tasks include:
Tested and restored broadcast services.

Collateral Duties

Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, most of the following:
IT principles, methods, and practices in the assigned specialty area; IT systems
development life cycle management concepts; performance monitoring
principles and methods; quality assurance principles; technical documentation
methods and procedures; systems security methods and procedures; analytical
methods; and oral and written communication techniques. Performs routine and
recurring assignments in the specialty area(s). Identifies and resolves issues
and problems. Prepares and updates manuals, instructions, and operating
procedures, and provides information and assistance to customers. Evaluates
established methods and procedures and prepares recommendations for
changes in methods and practices where appropriate. Ensures the application
of appropriate security measures to the assignment.
Fact or 2-3 Supervisory Cont rols
The supervisor outlines or discusses possible problem areas and defines
objectives, plans, priorities, and deadlines. Assignments have clear precedents
requiring successive steps in planning and execution. The employee
independently plans and carries out the assignments in conformance with
accepted policies and practices; adheres to instructions, policies, and
guidelines in exercising judgment to resolve commonly encountered work
problems and deviations; and brings controversial information or findings to the
supervisor's attention for direction. The supervisor provides assistance on
controversial or unusual situations that do not have clear precedents; reviews
completed work for conformity with policy, the effectiveness of the employees
approach to the problem, technical soundness, and adherence to deadlines; and
does not usually review in detail the methods used to complete the assignment.
Fact or 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals;
however, they are not always directly applicable to issues and problems or
have gaps in specificity. Precedents are available outlining the preferred
approach to more general problems or issues. The employee uses judgment in
researching, choosing, interpreting, modifying, and applying available guidelines
for adaptation to specific problems or issues.
Fact or 4-3 Complexit y
Work consists of various duties that involve applying a series of different and
unrelated processes and methods. The employee decides what needs to be
done based on analyses of the subjects and issues related to the assignment;
and selects appropriate courses of action from many acceptable alternatives.
The employee identifies and analyzes important factors and conditions in order
to recognize and apply an understanding of interrelationships among different IT
functions and activities.
Fact or 5-3 Scope and Ef f ect

The purpose of the position is to resolve a variety of common problems,


questions, or situations that are dealt with in accordance with established
criteria. The work affects the design, testing, implementation, operation, or
support of IT systems or the quality and reliability of IT services provided.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees and managers in the agency, both inside
and outside the immediate office or related units, as well as employees,
representatives of private concerns, and/or the general public, in moderately
structured settings. Contacts are related to technological information and
developments applicable to assigned projects. Contacts with employees and
managers may be from various levels in the agency, such as headquarters,
regions, field offices, or other operating offices at the same location.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to plan, coordinate, or advise on developments and
issues in the technology specialty area(s) of the position, and/or to resolve
issues or operating problems by influencing or persuading people who are
working toward mutual goals and have basically cooperative attitudes. Contacts
typically involve identifying options for resolving problems.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:

Equivalent Milit ary T it les:

Project Planner
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
IT Systems Analyst
Information Technology Analyst
Project Manager
Supervisor, Network C ontrol O perators
Systems Specialist
System Programmer
Information Technology Specialist
Systems Administrator
Program Manager
Telecommunications Manager
Systems Analyst
C omputer and Information Systems Managers
Network Analyst
Network Specialist

Network O perations and Systems O fficer (II/III) (0650)


C omputer Systems Analyst (9735)
Information Assurance Technician (0689)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Information Technology Specialist (Systems Administration)


Classificat ion: FP-2210-4
This Version: 1.1
Most Recent Version: 1.1
Position Description

Posit ion Number: 10604


Int roduct ory St at ement : This position is in the Operations group within the Office of the Chief
Information Officer of the Peace Corps. Our Domestic Infrastructure systems are located in the
Agencys onsite data center, and are the hub of the network which connects all our sites -providing core infrastructure services such as network authentication, email, mobile device support,
storage, web services, and a wide range of enterprise databases and applications. The IT Specialist
role entails providing on-site business-day support of the Peace Corps HQ Linux Systems including,
Linux Administration, patching, performing backups, and disaster recovery operations on Linux
Systems. Other duties include monitoring of server uptime, performance of routine operational
maintenance procedures, completion of daily operational checklists, tier-one troubleshooting and
incident escalation, and providing additional as-needed support to the Infrastructure Operations,
Engineering, and Deskside Support teams.
MDAs and Duties for this Position
Administ rat ion of Inf ormat ion T echnology Syst ems 25%
Performs work involved in maintaining the functionality and availability of the
system, such as maintaining, optimizing, and troubleshooting server hardware
and software. Reviews server loads and recommends load balancing. Assists
with server installations. Monitors systems performance using performancemonitoring tools. Identifies and corrects common problems and refers higherlevel problems to a more experienced specialist. Schedules, monitors, and
verifies system back-ups and restores files.

Works closely with customers to determine when service activities will be least
disruptive. Provides customers with information and instructions concerning
maintenance and servicing of the system.

Assists with the configuration, upgrade, and maintenance of hardware,
peripherals, and software applications to ensure optimal system performance.
Identifies and specifies business requirements for new or upgraded computer
hardware and peripheral equipment. Evaluates options for hardware within predetermined specifications for capacity, unit number, and compatibility
requirements.
Performs work involving planning and coordinating the maintenance, upgrade,
and support of servers. Schedules maintenance activities during off-peak-usage
periods. Resolves problems, such as defective hardware components or
corrupted software. Runs tests to verify operability and functionality, and
implements systems security plans/policies and preventive maintenance
schedules. Identifies and recommends potential areas for enhancing systems
reliability and functionality.


Plans and coordinates the installation of new equipment, and resolves installation
problems. Optimizes the functionality of networks and systems, and reallocates
system resources. Diagnoses and recovers failed systems.

Upgrades and maintains hardware, peripherals, and software applications to
ensure optimal system performance. Plans, installs, and maintains system
software and hardware, keeping up-to-date with current versions and new
release software. Controls current versions and future releases of applications
software, and documents the physical configuration of the system.

Tasks include:
Developed plans and schedules and determined the approach to achieve
objectives in complex technology systems involving the integration of multiple
services or product offerings. For example, worked with multiple applications
running in distributed and mainframe environments.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Planned, installed, and/or maintained current versions and releases of system
software and hardware.
Explained cross-functional IT products and strategies, risk assessments, and
requirements for IT initiatives. Interacted with organizational leaders and
functional end-users across an organization, discussing information technologyrelated topics, such as resolving application issues or coordinating services. For
example, educated others on custom developed or third-party applications
within an organization or client infrastructure.
Researched and analyzed complex issues or problems where the success of
the program was dependent on the technology solution. Identified complex
technology problems, determined the data required for a solution, reviewed
information from several sources, and reconciled conflicting data to recommend
alternative solutions. For example, evaluated new approaches to delivering eCommerce or e-Government products and services to internal and external
audiences.
Resolved system problems, such as defective hardware components or
corrupted software.
Diagnosed and solved complex systems problems.
Analyzed and resolved the most difficult customer support requests involving
integration or configuration related issues. For example, collected, evaluated,
and summarized capacity, performance, problem, resource, and workload data
to recommend configuration changes for maximizing the effectiveness and
efficiency of installed technology.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.

Based on an understanding of program and overall priorities, independently


identified objectives of IT work processes. Determined specific steps and inputs
required for complex IT system processes and functions, including identification
of schedules and milestones and estimates of resources required. For example,
participated in the design, development, and implementation of e-Learning
applications and courseware.
Coordinat es Syst em Operat ion/Maint enance 25%
Inspects system operation for adequacy and makes recommendations on
identified requirements for improvement.

Tasks include:
Developed new approaches to restoring satellite, microwave, telephone and/or
fiber feedline services.
Tested and restored broadcast services.
Comput er Operat ion 25%
Resolves problems involving a variety of applications programs, system
software, and interlocking equipment systems. Analyzes problems, develops
recommendations, and restores operations. Runs and interprets results of
hardware and reliability tests on hardware to prevent malfunctions.

Tasks include:
Administered system improvements, scheduling, and/or quality control functions
for a specialized automated system.
Maint enance of Comput er Document at ion 25%
Prepares technical training materials for complex systems. Reviews
documentation for clarity, accuracy, and thoroughness. Makes updates to
materials accordingly. Reformats output reports. Evaluates system
documentation and similar programming-related products and activities.

Tasks include:
Administered system improvements, scheduling, and/or quality control functions
for a specialized automated system.

Collateral Duties

Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, most of the following:
IT concepts, principles, methods, and practices; the mission and programs of
customer organizations; the organization's IT infrastructure; performance
management/measurement methods, tools, and techniques; systems testing and

evaluation principles, methods, and tools; IT security principles and methods;


requirement analysis principles and methods; COTS products and components;
Internet technologies to analyze the Internet potential of systems, networks, and
data; new and emerging information technologies and/or industry trends;
acquisition management policies and procedures; cost-benefit analysis
principles and methods; analytical methods and practices; project management
principles and methods; and oral and written communication techniques. Plans
and carries out difficult and complex assignments and develops new methods,
approaches, and procedures, and provides advice and guidance on a wide
range and variety of IT issues. Interprets IT policies, standards, and guidelines.
Conducts analyses and recommends resolutions of complex issues affecting the
specialty area.
Fact or 2-4 Supervisory Cont rols
The supervisor outlines overall objectives and available resources. The
employee and supervisor, in consultation, discuss timeframes, scope of the
assignment including possible stages, and possible approaches. The employee
determines the most appropriate principles, practices, and methods to apply in
all phases of assignments, including the approach to be taken, degree of
intensity, and depth of research in management advisories; frequently interprets
regulations on his/her own initiative, applies new methods to resolve complex
and/or intricate, controversial, or unprecedented issues and problems, and
resolves most of the conflicts that arise; and keeps the supervisor informed of
progress and of potentially controversial matters. The supervisor reviews
completed work for soundness of overall approach, effectiveness in meeting
requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Fact or 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments
are often scarce, inapplicable or have gaps in specificity that require
considerable interpretation and/or adaptation for application to issues and
problems. The employee uses judgment, initiative, and resourcefulness in
deviating from established methods to modify, adapt, and/or refine broader
guidelines to resolve specific complex and/or intricate issues and problems;
treat specific issues or problems; research trends and patterns; develop new
methods and criteria; and/or propose new policies and practices.
Fact or 4-4 Complexit y
Work consists of a variety of duties that involve many different and unrelated
processes and methods pertinent to the IT field. The employee decides what
needs to be done by evaluating unusual circumstances; considering different
approaches; and dealing with incomplete and conflicting data. The employee
uses judgment and originality by interpreting data; planning the work; and
refining the methods and techniques being used.
Fact or 5-4 Scope and Ef f ect
The purpose of the position is to manage IT projects for major organizations or
programs of broad impact. The employee undertakes or participates in special
projects, ongoing analyses, investigations and initiatives that have high priority
for high-level management, such as, producing complex written reports;
organizing special committees, workshops, or other gatherings; initiating

program reviews; or developing or fostering cross-agency activities. The work


influences new initiatives and projects to improve, facilitate, and integrate IT
programs.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals or groups from outside the agency,
including consultants, contractors, vendors, or representatives of professional
associations, the media, or public interest groups, in moderately unstructured
settings. Contacts are related to technological information and developments
applicable to assigned IT projects. Contacts may also include agency officials
who are several managerial levels removed from the employee when such
contacts occur on an ad hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence and persuade employees and managers
to accept and implement findings, advice, guidance, and recommendations in
the technology specialty area(s) of the position. May encounter resistance as a
result of issues such as organizational conflict, competing objectives, or
resource problems. Must be skillful in approaching contacts to obtain the
desired effect; e.g., gaining compliance with established policies and regulations
by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Applications Analyst
C ommunications C enter O perator
C omputer Specialist
Desktop Support Technician
Electrical Engineering Teacher
IT Manager
IT Security Manager
Project Planner
C omputer Systems C onsultant
Engineer
Help Desk Analyst C omputer Technician
IT Project Planner
Information Technology Manager

Equivalent Milit ary T it les:

C lassic Wizard O perations O fficer (9845)


Designated Systems Automation (53X)
High Frequency Direction Finding Analysis O fficer (9835)
Radio C ommunications Systems (3C 131)
Tactical Data Network Gateway Systems Administrator (0658)
C ommunication Security O fficer (9517)
Management Information Systems O fficer (2612)
Shipboard Nontactical Automatic Data Processing System
C oordinator (9755)
Telecommunications C omputer O perator-Maintainer (74G)
USMA, Professor O f Electrical Engineering And C omputer Sciences
(47D)

Network Engineer
Network Technician
Systems Engineer
C ommunications Equipment O perator
C omputer Technician
IT Data Manager
IT Systems Analyst
Information Technology Analyst
Information Technology Project Manager
Instructor
Intelligence O fficer
Professor
Project Manager
Supervisor, Network C ontrol O perators
Systems Specialist
C omputer Analyst
C omputer O perator
C omputer Technician
Electrical Engineer
IT Project Manager
Information O peration Analyst
Information Technology Security Manager
Information Technology Specialist (IT
Specialist)
O perations and Maintenance Technician
System Engineer
System Programmer
C omputer Assistant
C omputer C onsole O perator
C omputer Programmer
IT Database Administrator
Information Systems O perations Manager
Programmer Analyst
Systems O perator
Data C ommunications Manager
Information Technology Specialist
O ffice Systems C oordinator
Systems Administrator
Business Systems Analyst
C omputer Science Teacher
C omputer Support Specialist
Information Technology Security
Specialist
Network Systems Engineer
Program Manager
Telecommunications Manager
Test Engineer
Software Engineer
Systems Analyst
C omputer Scientist
C omputer Systems Analyst
C omputer and Information Systems
Managers
IT Security Specialist
IT Systems Administrator
Information O peration Planner
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist
Project Engineer

ADP System Director (9705)


C ombat Systems O fficer (9261)
C ommunications-C omputer Systems O perations (3C 031)
C ommunications-C omputer Systems Programming (3C 052)
C ommunications-C omputer Systems Programming (3C 072)
Defense Message System (DMS) Specialist (0653)
Electronic System Security Assessment (1N611)
Network O perations and Systems O fficer (II/III) (0650)
ADP Plans O fficer (9720)
ADP Production O fficer (9715)
ADP Systems Maintenance O fficer (9745)
Automatic Data Processing Intelligence O fficer (9651)
C ombat Systems Superintendent (7998)
C ommunications-C omputer Systems O perations (3C 011)
C omputer Systems Analyst (9735)
Data Network Specialist (0651)
Digital C omputer System Programmer (9740)
Electronic System Security Assessment (1N691)
Image Forming Systems Maintenance O fficer (8815)
Information Management O fficer (8055)
Manpower Information Systems (MIS) Analyst (0171)
Radio C ommunications Systems (3C 191)
Small C omputer System Specialist (IT 2750)
C ommunications-C omputer Systems Programming (3C 012)
Electronic System Security Assessment (1N631)
Geospatial Information And Services (GI&S) O fficer (2310)
Ground Radio C ommunications (2E153)
Information Technology Specialist (25B)
Tactical Network Specialist (0656)
ADP Programs O fficer (9710)
ADP Systems Security O fficer (9781)
C ommunications and Intelligence Specialists (DG 9720)
C ommunications-C omputer Systems Programming (3C 032)
Electronic System Security Assessment (1N651)
Ground Radio C ommunications (2E133)
Ground Radio C ommunications (2E173)
High Frequency Direction Finding Net C ontrol O fficer (9830)
Information C omputer Security Specialist (O fficer) (9975)
Information Processing And Reporting O fficer, Naval Security Group
(9825)
Information Systems O fficer (9582)
C ertification Authority Workstation (C AW) O perator (0652)
C ommunications-C omputer Systems (3C 090)
C ommunications-C omputer Systems O perations (3C 051)
Electronic System Security Assessment (1N671)
Information O perations Specialist (0551)
Information O perations Staff O fficer (0510)
Management Information C enter O fficer (2614)
Radio C ommunications Systems (3C 111)
Radio C ommunications Systems (3C 151)
Radio C ommunications Systems (3C 171)
Artificial Intelligence (4K)
Automated Message Processing Exchange O fficer (9512)
C ommunications-C omputer Systems O perations (3C 071)
Data C hief (0659)
Ground Radio C ommunications (2E113)
Information O perations O fficer (8834)
Information Systems Management (53A)
Management, Data Systems O fficer (8848)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: APCD Training


Classificat ion: FP-0301-4
This Version: 2.0
Most Recent Version: 2.2
Position Description

Posit ion Number: D10571


Int roduct ory St at ement : This position is located in a Peace Corps country office ("post")
overseas. The purpose of this position is to plan, develop, and oversee the continuum of training for
Peace Corps Trainees and Volunteers in order to help them meet the identified competencies and
become effective Volunteers.
MDAs and Duties for this Position
T raining Program Management 40%
Provides leadership in the planning, design and evaluation of training programs
for post's Trainees (PCTs), Volunteers (PCVs), staff and counterparts.
Oversees development of a 27-month training continuum for PCT/PCVs that
incorporates fundamental components related to technical training, language
acquisition, cross-cultural issues, health, safety and security, diversity, etc. This
includes planning and scheduling of Pre-Service Trainings (PSTs), In-Service
Trainings (ISTs), Mid-Service Trainings (MSTs), Continuation of Service (COS) and
other Volunteer training/program activities. Presents PST and In-Service Training
(IST) technical sessions.
Ensures current and innovative processes are used in developing training
competencies, learning objectives, and evaluation techniques; leads training
staff in determining the scope, objectives, and the methods of training; and
leads planning sessions to identify competencies and ensure integration of
appropriate technical information into project training sessions, objectives,
evaluation techniques, as well as the overall training calendar.
Monitors the implementation of training to ensure that the specific learning
needs of PCVs are met.

Tasks include:
Adapted courses in response to changes in subject matter or student needs.
Conducted or participated in meetings to develop or evaluate programs or
specific training based on needs and available resources.
Conducted validity and reliability studies to analyze such things as test items
prepared by instructors.
Adapted courses in response to changes in subject matter or student needs.
Assisted in the negotiation and preparation of cooperative agreements and

memorandums of understanding with outside sources in the development of


alternative training materials and programs.
General Management and Administ rat ion 25%
Supervises Training Center staff including orientation, job assignments, staff
development and performance review. Leads review and selection of Training
Center staff.
As a senior staff member at post, provides input and works on tasks effecting
overall post management and the success of the Peace Corps program and
training. Performs long-range planning and management where precedents are
available.
Assists the CD in establishing an overall vision and mission for the country
program and training. Identifies objectives based on an analysis of interrelated
issues of effectiveness, efficiency, and productivity of substantive missionoriented programs at Post. Determines approach to achieve objectives,
identifies specific steps, and decides on meetings, information, and other input.
Provides input into the creation of the Posts strategic and operational plans.
Works with other staff members to create uniform and complementary
programming, training, and administrative systems.
Resolves unusual problems in performing a variety of duties.
Fulfills fiscal responsibilities, including budget preparation, budget reporting, and
maintenance of fiscal controls. Assists in completing monthly, quarterly, and
annual reports as needed.
Supports the Country Director in representing the Peace Corps to the U.S.
Embassy, USAID, other development agencies, host country government, and
non-governmental organizations as requested
Contributes post documentation dealing with the recruitment, selection,
placement, training, and support of PCVs.
Participates in the design and implementation of the Emergency Action Plan and
may coordinate emergency plan meetings, resources, and contacts for
assigned Trainees and/or Volunteers.
May be asked to serve as 'Acting Country Director' in the CD's absence.

Tasks include:
Administered a complex program for a major agency component, such as a
regional office, center, or major field installation.
Peace Corps T rainee/Volunt eer Support 35%
Oversees system for selection, training, and support of PST host families to
ensure safety, security, cultural integration and effectiveness of relationships
and to foster host families' active participation in supporting Trainees' adaptation
process to local culture and work conditions.
Takes appropriate measures in PST design, training preparation, Trainee
placement, host family and staff training, and Trainee support to ensure high
levels of Trainee health, safety, and security.

Counsels Trainees/Volunteers on their cross-cultural adaptation and


professional development. Detects in a timely manner issues that affect a
Trainee's ability to serve effectively and counsels Trainee as needed to clarify
service expectations. Keeps Country Director (CD), Director of Programming &
Training (DPT) and Project Managers (PMs) informed of any concerns. Informs PC
Medical Officers (PCMOs) of any medically-related concerns. Assists CD, Safety
& Security Coordinator (SSC) and others to anticipate, prevent, and manage
crisis situations.
Periodically serves as post duty officer responsible for weekend and after-hour
emergencies.

Tasks include:
Coordinated with international representatives; anticipating, preventing, and
managing crises in order to ensure the safety and security of future international
volunteers.

Collateral Duties

Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires: (1) Knowledge and skill in applying analytical and
evaluative methods and techniques to issues or studies concerning the
efficiency and effectiveness of program operations; (2) Knowledge of pertinent
laws, regulations, policies and precedents which affect the use of program and
related support resources in the area studied; (3) Knowledge of the major
issues, program goals and objectives, work processes, and administrative
operations of the organization; (4) Knowledge and skill in adapting analytical
techniques and evaluation criteria to the measurement and improvement of
program effectiveness and/or organizational productivity; (5) Skill in conducting
detailed analyses of complex functions and work processes; and (6)
Interpersonal skills in presenting staffing recommendations and negotiating
solutions to disputed recommendations.
Fact or 2-4 Supervisory Cont rols
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project,
and deadlines for its completion. Within the parameters of the approved project
plan, the employee is responsible for planning and organizing the study,
estimating costs, coordinating with staff and line management personnel, and
conducting all phases of the project. The employee informs the supervisor of
potentially controversial findings, issues, or problems with widespread impact.
Completed projects, evaluations, reports, or recommendations are reviewed by
the supervisor for compatibility with organizational goals, guidelines, and
effectiveness in achieving intended objectives.
Fact or 3-3 Guidelines
Guidelines consist of procedures, policies, and manuals covering the application

of analytical methods and techniques, and reference material, instructions, and


regulations covering the subjects involved. The guidelines are not completely
applicable to the work or have gaps in specificity, requiring the employee to use
judgment in choosing, interpreting, and adapting guidelines to specific issues or
subjects studied.
Fact or 4-4 Complexit y
The work involves gathering information, identifying and analyzing issues, and
developing recommendations to resolve substantive problems of effectiveness
and efficiency of work operations in a program or program support setting.
Issues, problems, or concepts are not always susceptible to direct observation
and analysis. Difficulty is encountered in measuring effectiveness and
productivity due to variations in the nature of administrative processes.
Information about the study subject matter area is often conflicting or
incomplete, cannot readily be obtained by direct means, or is otherwise difficult
to document. Originality is required in refining existing work methods and
techniques for application to the analysis of specific program issues or
resolution of program problems.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to identify, analyze, and make recommendations to
resolve conventional program or organizational issues, problems, or situations.
The employee is assigned portions of broader studies, or participates in the
evaluation of program effectiveness at the operating or local level. Completed
reports and recommendations influence decisions by higher-grade specialists
or managers concerning administrative or program operations.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals outside the agency and may include
consultants, contractors, or business executives in a moderately unstructured
setting. Contacts may also include the head of the employing agency or
program officials several managerial levels above the employee when such
contacts occur on an ad-hoc basis.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to provide advice to managers on non-controversial
organization or program related issues and concerns. Contacts typically involve
such matters as identification of decision-making alternatives; appraisals of
success in meeting goals; or recommendations for resolving administrative
problems.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of
light items may be involved.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require
normal safety precautions typical of such places as offices, meeting rooms,
training rooms, etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:

Proficiency in Spanish required.


Performs other duties as assigned.

Equivalent Titles:
There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: APCD Training


Classificat ion: FP-0301-5
This Version: 2.0
Most Recent Version: 2.2
Position Description

Posit ion Number: D10571


Int roduct ory St at ement : This position is located in a Peace Corps country office (post) overseas
and may locally be referred to as the Training Manager. The purpose of this position is to plan,
develop, and oversee the continuum of training for Peace Corps Trainees and Volunteers in order to
help them meet the identified competencies and become effective Volunteers.
MDAs and Duties for this Position
Peace Corps T rainee/Volunt eer Support 35%
Oversees system for selection, training, and support of PST host families to
ensure safety, security, cultural integration and effectiveness of relationships
and to foster host families' active participation in supporting Trainees' adaptation
process to local culture and work conditions.
Takes appropriate measures in PST design, training preparation, Trainee
placement, host family and staff training, and Trainee support to ensure high
levels of Trainee health, safety, and security.
Counsels Trainees/Volunteers on their cross-cultural adaptation and professional
development. Detects in a timely manner issues that affect a Trainee's ability to
serve effectively and counsels Trainee as needed to clarify service
expectations. Keeps Country Director (CD), Director of Programming & Training
(DPT) and Project Managers (PMs) informed of any concerns. Informs PC Medical
Officers (PCMOs) of any medically-related concerns. Assists CD, Safety &
Security Coordinator (SSC) and others to anticipate, prevent, and manage crisis
situations.
Periodically serves as post duty officer responsible for weekend and after-hour
emergencies.

Tasks include:
Resolved well-precedented program and/or administrative issues.
Arranged for instruction, prepared reports, and helped facilitate courses for an
organization having a fairly well-defined and readily understood mission.
Managed projects involving administrative or program-related issues.
T raining Program Management 40%
Provides leadership in the planning, design and evaluation of training programs

for post's Trainees (PCTs), Volunteers (PCVs), staff and counterparts.


Oversees development of a 27-month training continuum for PCT/PCVs that
incorporates fundamental components related to technical training, language
acquisition, cross-cultural issues, health, safety and security, diversity, etc. This
includes planning and scheduling of Pre-Service Trainings (PSTs), In-Service
Trainings (ISTs), Mid-Service Trainings (MSTs), Continuation of Service (COS) and
other Volunteer training/program activities. Presents PST and In-Service Training
(IST) technical sessions.
Monitors the implementation of training to ensure that the specific learning
needs of PCVs are met.
Ensures current and innovative processes are used in developing training
competencies, learning objectives, and evaluation techniques; leads training
staff in determining the scope, objectives, and the methods of training; and
leads planning sessions to identify competencies and ensure integration of
appropriate technical information into project training sessions, objectives,
evaluation techniques, as well as the overall training calendar.
Oversees creation of PST training goals and objectives, the design/delivery of
pre-Training of Trainers (TOT), and the implementation and evaluation of PST.
Ensures appropriateness of the Calendar of Training Events (COTE) and session
plans to achieve goals and objectives and the delivery of quality PCT/PCV
training. Ensures PST staff work with program staff to develop activities that
address training competencies called for in project plans. Ensures that the PST
COTE is developed in a timely and collaborative manner, and incorporates the
appropriate balance and sequencing of language, culture, technical, health,
safety and security sessions. Establishes/manages trainee qualification process
and coordinates swearing-in events.

Tasks include:
Assisted senior specialists in evaluating courses.
Maintained liaison with instructors to obtain information for training program
projects and activities.
Provided instruction in well-established areas of a subject-matter field, i.e.,
courses were usually well structured and had ample training materials.
Provided instruction in well-established areas of a subject-matter field.
General Management and Administ rat ion 25%
Supervises Training Center staff, including orientation, job assignments, staff
development, and performance review. Involved in the screening and selection
of Training Center staff.
Provides input and works on tasks affecting overall post management and the
success of the Peace Corps program and training. Provides advice and guidance
information of a factual nature regarding well-precedented issues.
Assists the CD in establishing an overall vision and mission for the country
program and training. Provides input into the creation of the Post's strategic and
operational plans.
Works with other staff members to create uniform and complementary
programming, training, and administrative systems.

Fulfills fiscal responsibilities, including budget preparation, budget reporting, and


maintenance of fiscal controls. Assists in completing monthly, quarterly, and
annual reports, as needed.
May assist the Country Director in representing the Peace Corps to the U.S.
Embassy, other development agencies, host country government, and nongovernmental organizations.
Contributes to post documentation dealing with the recruitment, selection,
placement, training, and support of PCVs.
Participates in the design and implementation of the Emergency Action Plan and
may coordinate emergency plan meetings, resources, and contacts for
assigned Trainees and/or Volunteers.
May be asked to serve as 'Acting Country Director' in the CDs absence.

Tasks include:
Resolved program support issues and problems, e.g., developed new or
revised methods and procedures for office control and administrative support
systems, such as correspondence control systems.

Collateral Duties

Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires skill in applying analytical and evaluative techniques to the
identification, consideration, and resolution of issues or problems of a
procedural or factual nature; knowledge of the theory and principles of
management and organization; ability to use qualitative and quantitative analytical
techniques; and communication skills to obtain information and discuss issues
and operations with supervisors and employees.
Fact or 2-3 Supervisory Cont rols
The supervisor assigns specific projects in terms of issues, organizations,
functions, or work processes to be studied and sets deadlines for completing
the work. The supervisor or higher-grade analyst provides assistance/guidance
on controversial issues or assignments for which precedent studies are not
available. The employee plans, coordinates, and carries out the successive
steps in fact-finding and analysis of issues in accordance with accepted office
policies, applicable precedents, organizational concepts, management theory,
and occupational training. Work is reviewed for conformance with overall
requirements, contribution to the study objectives, consistency of facts and
figures, choice of analytical methods, and practicality of recommendations.
Fact or 3-3 Guidelines
Guidelines consist of procedures, policies, and manuals covering the application
of analytical methods and techniques, and reference material, instructions, and

regulations covering the subjects involved. The guidelines are not completely
applicable to the work or have gaps in specificity, requiring the employee to use
judgment in choosing, interpreting, and adapting guidelines to specific issues or
subjects studied.
Fact or 4-3 Complexit y
The work principally involves dealing with problems and relationships of a
procedural nature. Projects usually take place within organizations with related
functions and objectives, although organization and work procedures differ from
one assignment to the next. Findings and recommendations are based upon
analysis of work observations, review of production records or similar
documentation, research of precedent studies, and application of standard
administrative guidelines.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to identify, analyze, and make recommendations to
resolve conventional program or organizational issues, problems, or situations.
The employee is assigned portions of broader studies, or participates in the
evaluation of program effectiveness at the operating or local level. Completed
reports and recommendations influence decisions by higher-grade specialists
or managers concerning administrative or program operations.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees, supervisors, and managers of the same
agency, but outside of the immediate office, or employees and representatives
of private concerns in a moderately structured setting.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to provide advice and assistance to managers on
non-controversial organization or program-related issues and concerns.
Contacts typically involve such matters as identification of options and
alternatives; evaluation of progress in meeting program or organizational goals;
or recommendations for resolving administrative problems.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of
light items may be involved.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require
normal safety precautions typical of such places as offices, meeting rooms,
training rooms, etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Proficiency in Spanish required.
Performs other duties as assigned.

Equivalent Titles:

There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Human Resources Assistant (Employee Benefits)


Classificat ion: FP-0203-6
This Version: 1.0
Most Recent Version: 1.0
Position Description

Posit ion Number: D10009


Int roduct ory St at ement : This position is located in the Office of Human Resources. This
employee will assist in providing information and guidance in the areas of employee benefits,
retirement, and work/life programs. The employee will also assist in tracking usage of agency
programs and process benefits actions for agency employees.
MDAs and Duties for this Position
Employee Benef it s Program Support 100%
Applies a comprehensive body of Human Resources rules, procedures, and
technical methods necessary for employee benefits administration.
Provides advice and assistance to employees regarding benefit problems and
issues. Researches, identifies, and explains complicated, in-depth employee
benefit-related issues, such as health benefits conversion, complicated
retirement calculations, or continuing benefits administered after separation.
Provides individual counseling to managers, employees, and family members on
legality, timeliness, appropriateness, requirements, options, and potential
problems of various benefit options. Arranges for and provides information on
Open Season periods for all benefit programs.
Applies an extensive body of Human Resources rules, procedures, and
operatations concerning employee benefits sufficient to research benefitrelated problems where an analysis of individual circumstances is required.
Researches problems by obtaining relevant facts about the problems, evaluating
the adequacy of these facts in light of established precedents, and explaining
options available to employees based upon analysis of individual circumstances,
etc.
Employee Benefits Advice and Guidance
Under the guidance of senior specialists, assists in providing routine advice,
guidance, and information to groups and individual employees on employee
benefits, such as the retirement, Federal Employees Health Benefits (FEHB) and
Federal Employees Group Life Insurance (FEGLI) Programs. Provides brochures,
pamphlets, comparison charts, and cost information as supplied by the
programs and carriers. Assists employees with new enrollment, change, and
cancellation requests, and other options such as paying FEHB premiums with
pre-tax dollars.

Assists in developing and presenting training and orientation briefings for


employees on the available programs, their general coverage and benefits, and
the costs of the specific plans and programs.

Administration of Employee Work/Life Programs
Under the general guidance of senior specialists, assists in providing routine
information, advice, and guidance to employees regarding the provisions of
miscellaneous and supplemental work/life programs, such as the Long Term
Care Insurance program or the organization's blood, plasma, organ, and bone
marrow donor programs.

Works with managers, supervisors, individual employees, and employee
organizations to establish, promote, and support quality of work and life
activities such as lunch-hour workshops and fitness programs.

Works with senior specialists, employees, supervisors, and managers on
interrelated programs that require balancing of conflicting employee needs and
the organization's demands, such as when reviewing and scheduling time off
under the Family Medical Leave Act (FMLA).

Tasks include:
Explained complicated benefit-related issues, such as health benefits
conversion, problematic retirement/annuity calculations, and/or continuing
benefits administered after separation.

Collateral Duties

Factor Statements
Fact or 1-5 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, a comprehensive body
of HR rules, procedures, and technical methods sufficient to: 1) Carry out limited
technical projects; 2) Analyze a variety of routine facts; 3) Research minor
complaints or problems that are not readily understood; and 4) Summarize HR
facts and issues.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by outlining or discussing issues and
defining objectives, priorities, and deadlines. The supervisor provides
assistance in unusual assignments that do not have clear precedents. The
employee: independently plans work; resolves problems; carries out
successive steps of assignments; makes adjustments using established
practices and procedures; recommends alternative actions to the supervisor;
handles problems and/or deviations that arise in accordance with instructions,
policies, and guidelines; and refers new or controversial issues to the
supervisor for direction. The supervisor reviews work products for technical
soundness, appropriateness, and conformity to policies and requirements.
Fact or 3-3 Guidelines

The employee uses guidelines that have gaps in specificity and are not
applicable to all work situations. Guidelines often lack specificity or are not
completely applicable to the work requirements or circumstances. The
employee selects the most appropriate guideline and decides how to complete
the various transactions. For example, this includes using judgment to: devise
more efficient methods for procedural processing; gather and organize
information for inquiries; and/or resolve problems referred by others. In some
situations, guidelines do not apply directly to assignments and require the
employee to make adaptations to cover new and unusual work situations.
Fact or 4-3 Complexit y
The work consists of different and unrelated steps in accomplishing HR
assignments and processes. The employee analyzes factual data, identifying
the scope and nature or problems or issues. The employee also determines
the appropriate action from among many alternatives. The employee identifies
and analyzes HR issues and/or problems to determine their interrelationships
and to determine the appropriate methods and techniques needed to resolve
them.
Fact or 5-3 Scope and Ef f ect
The purpose of the position is to resolve a variety of routine problems,
questions, or situations within the HR office operation. The work has a direct
effect on the quality and adequacy of employee records, program operations,
and services provided by the HR office. The work also affects the social and
economic well being of persons serviced by the HR office.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees and managers in the agency, both inside
and outside the immediate office or related units, as well as applicants, retirees,
beneficiaries, and/or the general public, in moderately structured settings.
Contact with employees and managers may be from various levels within the
agency, such as: headquarters, regions, districts, field offices, or other
operating offices at the same location.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to plan, coordinate, or advise on work efforts, or to
resolve issues or operating problems by influencing or persuading people who
are working toward mutual goals and have basically cooperative attitudes.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require periods of standing at a
counter. Employees frequently carry light items such as employee files or
pamphlets. The work does not require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions.
Other Significant Facts:

Performs other duties as assigned.

Equivalent Titles:
Equivalent Privat e Sect or T it les: Equivalent Milit ary T it les:
Personnel C lerk
Human Resources Assistant
Personnel Assistant
Human Resources C lerk
Benefits C lerk
Human Resources Manager

Personnel (3S031)
Personnel (3S071)
Personnel (3S011)
Personnel (3S091)
Personnel (3S051)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Human Resources Assistant (Employee Benefits)


Classification: FP-0203-7
This Version: 1.0
Most Recent Version: 1.0
Position Description

Position Number: D10009


Introductory Statement: This position is located in the Office of Human Resources. This employee will
assist in providing information and guidance in the areas of employee benefits, retirement, and work/life
programs. The employee will also assist in tracking usage of agency programs and process benefits
actions for agency employees.
MDAs and Duties for this Position
Employee Benefits Program Support 100%
Provides the full range of benefits services for employees covering benefits
including all types of retirement coverage (CSRS, CSRS-offset, FERS, FICA);
disability benefits; death benefits; health insurance; life insurance; leave benefits,
Social Security; and the Thrift Savings Plan.
Provides individual counseling to managers, employees, and family members on the
legality, timeliness, appropriateness, requirements, options, and potential problems
of various benefit options. Arranges for and provides information on Open Season
periods for all benefit programs.
Applies an extensive body of Human Resources rules, procedures, and operations
concerning employee benefits sufficient to research benefit-related problems where
an analysis of individual circumstances is required. Researches problems by
obtaining relevant facts about the problems, evaluating the adequacy of these facts
in light of established precedents, and explaining options available to employees
based upon analysis of individual circumstances, etc.

Tasks include:
Explained complicated benefit-related issues, such as health benefits conversion,
problematic retirement/annuity calculations, and/or continuing benefits administered
after separation.

Collateral Duties

Factor Statements
Factor 1-4 Knowledge Required by the Position

The position requires knowledge of, and skill in applying, an extensive body of HR
rules, procedures, and operations sufficient to: 1) Perform a wide variety of
interrelated and/or non-standard HR support work; 2) Plan, coordinate, develop facts
and/or resolve support problems in one or more HR specialties; 3) Use personal
computers with office applications to perform operations or to prepare complex
documents containing tables or graphs; and 4) Use online HR resources to obtain
information accessible over the Internet.
Factor 2-3 Supervisory Controls
The supervisor makes assignments by outlining or discussing issues and defining
objectives, priorities, and deadlines. The supervisor provides assistance in unusual
assignments that do not have clear precedents. The employee: independently plans
work; resolves problems; carries out successive steps of assignments; makes
adjustments using established practices and procedures; recommends alternative
actions to the supervisor; handles problems and/or deviations that arise in
accordance with instructions, policies, and guidelines; and refers new or
controversial issues to the supervisor for direction. The supervisor reviews work
products for technical soundness, appropriateness, and conformity to policies and
requirements.
Factor 3-3 Guidelines
The employee uses guidelines that have gaps in specificity and are not applicable to
all work situations. Guidelines often lack specificity or are not completely applicable
to the work requirements or circumstances. The employee selects the most
appropriate guideline and decides how to complete the various transactions. For
example, this includes using judgment to: devise more efficient methods for
procedural processing; gather and organize information for inquiries; and/or resolve
problems referred by others. In some situations, guidelines do not apply directly to
assignments and require the employee to make adaptations to cover new and
unusual work situations.
Factor 4-3 Complexity
The work consists of different and unrelated steps in accomplishing HR
assignments and processes. The employee analyzes factual data, identifying the
scope and nature or problems or issues. The employee also determines the
appropriate action from among many alternatives. The employee identifies and
analyzes HR issues and/or problems to determine their interrelationships and to
determine the appropriate methods and techniques needed to resolve them.
Factor 5-3 Scope and Effect
The purpose of the position is to resolve a variety of routine problems, questions, or
situations within the HR office operation. The work has a direct effect on the quality
and adequacy of employee records, program operations, and services provided by
the HR office. The work also affects the social and economic well being of persons
serviced by the HR office.
Factor 6-2 Personal Contacts
Personal contacts are with employees and managers in the agency, both inside and
outside the immediate office or related units, as well as applicants, retirees,
beneficiaries, and/or the general public, in moderately structured settings. Contact
with employees and managers may be from various levels within the agency, such
as: headquarters, regions, districts, field offices, or other operating offices at the
same location.

Factor 7-2 Purpose of Contacts


The purpose of contacts is to plan, coordinate, or advise on work efforts, or to
resolve issues or operating problems by influencing or persuading people who are
working toward mutual goals and have basically cooperative attitudes.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require periods of standing at a counter.
Employees frequently carry light items such as employee files or pamphlets. The
work does not require any special physical effort.
Factor 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Other Significant Facts:
Performs other duties as assigned.

Equivalent Titles:
Equivalent Private Sector Titles: Equivalent Military Titles:
Personnel Clerk
Human Resources Assistant
Personnel Assistant
Human Resources Clerk
Benefits Clerk
Human Resources Manager

Personnel (3S031)
Personnel (3S071)
Personnel (3S011)
Personnel (3S091)
Personnel (3S051)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Criminal Investigator


Classificat ion: FP-1811-2
This Version: 3.3
Most Recent Version: 3.3
Position Description

Posit ion Number: D09699


Int roduct ory St at ement : The Office of Inspector General (OIG) is an independent entity within the
Peace Corps and has the broad responsibility established by the Inspector General Act of 1978, as
amended, (the Act) to: (1) Promote economy, efficiency, and effectiveness in the agency programs,
operations, and management; (2) Prevent and detect fraud, waste, and abuse; (3) Conduct and
supervise audits and investigations relating to programs, management, and operations of the
agency; and (4) Keep the Director and Congress fully and currently informed about
problems/deficiencies relating to the administration of such programs and operations and the
necessity for, and progress of, corrective actions. Works as a Senior Special Criminal Investigator
assigned to the Assistant Inspector General for Investigation (AIG/I) and performs the following
duties:
MDAs and Duties for this Position
Invest igat ive Program Liaison Act ivit ies 20%
Responsible to plan and execute liaison operations for novel, critical, or
precedent-setting programs, with national or international implications.
Coordinates the conduct of liaison activities and applies authoritative judgment in
developing and maintaining relationships with foreign governments, Federal,
State, and local government agencies and other law enforcement agencies. For
example, develops policy and reviews liaison activities for agency-wide
programs.
Inform stakeholders of changes in agency programs and operations, conducting
briefings on major program changes. Establishes and fosters effective working
relationships and information networks with business and industry associations,
domestic and foreign universities, and stakeholders in all levels of government,
i.e., local, state, and federal government including Congress. Advises and
recommends innovative approaches for avoiding and/or resolving problems and
reducing conflicts.

Tasks include:
Directed law enforcement investigation programs that had national impact.
Developed policies and procedures for specialized fields of law enforcement
investigation.
Planned liaison operations for critical law enforcement investigation programs
with national or international implications.

Invest igat ive Program Advice and Guidance 10%


Serves as an authoritative expert and provides advice and guidance in areas
that require extensive interpretation for many different and unrelated program
processes and methods. For example, provides advice on developing new
procedures to coordinate, detect, and eliminate the threat of terrorism.
Advises management of significant new changes and development in the broad
areas of criminal investigations and law enforcement, and makes
recommendations to modify existing policies and procedures as they relate to
and impact criminal investigations.
Consults with all levels of management and headquarters personnel; foreign
governments; Federal, State, and local government agencies; and other law
enforcement agencies. Works with program directors to ensure that concerns
such as proper requirements definition and adequate funding are met.

Tasks include:
Developed policies and procedures for specialized fields of law enforcement
investigation.
Planned liaison operations for critical law enforcement investigation programs
with national or international implications.
Invest igat ive Int elligence Collect ion Act ivit ies 10%
Plans and directs the development, coordination, and evaluation of the
investigative intelligence program. Revises and evaluates investigative
intelligence reports to establish areas of vulnerability, such as identifying groups
providing support to drug trafficking.
Coordinates the gathering of investigative intelligence information to identify
conspiratorial relationships and to identify and develop mid and high-level
informants to ensure the availability of current and accurate information.
Plans and coordinates the collection, processing, and dissemination of data and
information on the strategic aspects of the investigative intelligence program.
Continuously reviews and evaluates information availability in conjunction with
collection requirements. Develops or alters collection efforts to improve or
meet changing requirements.

Tasks include:
Coordinated with other U.S. Government agencies on intelligence projects.
Planned and coordinated special intelligence programs or operations.
Furnished information, guidance, and assistance to Congressional
representatives, department heads, attorneys, diplomatic officials, and other
individuals and organizations on policy matters or highly visible cases.
Criminal Invest igat ion Policy Analysis and Development 10%
Develops policies for collecting, controlling, and disseminating criminal
investigation information. Analyzes and develops policies, procedures, and
guidelines applicable to specialized segments of criminal investigation
programs. Based on an awareness of current operational needs and problems,

identifies the need for revisions, changes, or deletions of current policies,


procedures, or practices. Performs research and analysis; drafts necessary
written documentation; obtains input, review, and concurrence of affected
parties; and coordinates the implementation of revised policies.
Serves as a senior-level troubleshooter on controversial issues or problems
related to program activities with significant impact on policies and activities.
Reviews situations or problems, performs research, obtains input from
specialists/professionals, and provides authoritative responses in accordance
with knowledge of policy.
Makes field inspections to ensure compliance with policies and procedures.
Provides leadership and guidance to field officers, and resolves problems
requiring the interpretation and application of policy and complex phases of the
law. Prepares instructions to field offices, ensuring that staff officers are kept
informed of changes in policies and procedures. Provides advice on conditions
or situations that might affect operations in jurisdictional areas.

Tasks include:
Directed law enforcement investigation programs that had national impact.
Developed policies and procedures for specialized fields of law enforcement
investigation.
Planned liaison operations for critical law enforcement investigation programs
with national or international implications.
Criminal Invest igat ive Case Work 45%
Conducts investigations that require an expert level of planning and coordination
for very complex investigations in terms of structure and coordination
requirements. For example, investigations that have a number of primary and
secondary activities involving jurisdictional overlapping with other Federal, state,
and local law enforcement agencies; or involve key individuals, employers, or
cases of national notoriety, such as several principals of organized crime or
subversive groups that are officially recognized in law enforcement as national
threats to the peace and stability of the nation. Analyzes, plans, and evaluates
national programs that impact multiple organizations, are of significant interest to
the public, and/or affect large numbers of people on a long-term, continuing
basis, such as immigration and customs program policies during times of
heightened security.
Serves as an investigator performing a variety of investigative assignments
including surveillance, radio transmittals, etc. Develops breakthrough techniques
and policies. Devises methods, techniques, and approaches that often set
patterns for subsequent investigations in similar areas and often are adopted for
use by investigators in lower grades.
Performs undercover work over extended periods of time. Discovery while on
undercover assignment could result in injury or death; cut off information linking
the evidence together; and jeopardize or destroy a critical case that the Federal
Government has been developing for months or years.
Prepares investigative reports, with responsibility for presenting necessary
aspects of investigation in sufficient detail and accuracy to aid in supporting
possible prosecution and/or administrative action.

Coordinates investigations or surveys that have been requested by Members of


Congress, congressional committees, or other Executive Committee members.
Plans, organizes, and conducts comprehensive investigations or surveys
involving highly delicate matters, issues, and investigative problems for which
there are few, if any, established criteria, in the shortest time frame possible.
Conducts forfeiture operations involving large scale, nationwide, or multi-country
assets, which are characterized by the extreme difficulty in determining the full
extent of operation involving subsidiaries and holding companies. Reviews
documentary evidence to identify other members of the national or international
criminal organization, potential witnesses, or assets that meet forfeiture/seizure
guidelines.

Tasks include:
Conducted law enforcement investigations involving high profile, high impact
cases.
Conducted law enforcement investigations involving one or more overseas base
of operations with many principals.
Report s of Invest igat ive Findings 5%
Prepares or directs the preparation of written materials concerning the most
controversial investigations, due to the extreme sensitivity of matters being
investigated or an exceptional difficulty encountered in establishing
interrelationships of facts or evidence.
Oversees the production of written materials such as letters, opinions, reports,
and recommendations on highly substantive investigative issues and findings.
Researches, analyzes, and develops synopses of extremely sensitive
investigations; and refers the documents to appropriate entities for
administrative action.

Tasks include:
Directed the preparation of written materials concerning the most controversial
of investigations, such as select federally regulated programs or areas.

Collateral Duties

Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires a mastery of organization/agency main mission laws,
regulations, precedents, court decisions, and current instructions concerning
major mission objectives. Skill in consolidating ostensibly disparate facts,
events, and other types of intelligence material and developing information,
guidelines, and techniques for application in the detection, apprehension and
prosecution of criminal activity. Skill in coordinating intelligence gathering
operations on a sector-wide basis and developing specific cases or complaints.
Skill in developing continuing sources of information. Information may relate to
variety of criminal activity such as means of travel/transportation of illegal item

or person, area political conditions, economic pressures, population changes,


availability and sources of fraudulent documents, and other factors which may
have an effect on illegal activity.
Fact or 2-5 Supervisory Cont rols
The supervisor provides instructions and guidance that are confined to broad
objectives and the ultimate goal to be accomplished. The majority of tasks are
accomplished with minimum direction, demanding independent judgment and
decision. The incumbent independently initiates new projects or activities,
formulates and executes new programs, approves technical deviations,
enforces policies and standards, and develops policies and regulations to meet
the needs of the intelligence organization. Decisions and recommendations
vitally affect work operations, are accepted as technically sound, and form the
basis for important actions, including obligating funds and approving or
disapproving projects, plans, and technical specifications. Work is reviewed for
compliance with national requirements and conformance to policy.
Fact or 3-5 Guidelines
Guidelines are broadly stated agency regulations, policy statements, and federal
requirements. Many of the problems encountered are highly unusual, subject to
intense controversy as to approach to be taken, or there is scant definitive and
authoritative information available. The incumbent exercises a high degree of
originality and creativity in developing new methods and techniques which
create precedents in investigative work and which frequently influence regional
and national agency standards and methodology.
Fact or 4-5 Complexit y
The work consists of investigations which require analysis of interrelated issues
involving complex planning and coordination. Decisions on how to proceed are
affected by difficult jurisdictional issues requiring sensitivity in handling the
number of variations in and level of spin-off investigations, the uncertainties
involving the outcome of the investigations, the individuals/organizations
affected, or the impact of the investigative activity and the political, social,
economic results of exposure, apprehension, and/or imprisonment of prominent
persons. The investigations have inter-regional/nationwide ties and require the
anticipation and/or influencing of events to reach successful conclusion.
Fact or 5-5 Scope and Ef f ect
Work involves such things as: isolating and defining issues or conditions where
a number of project efforts or studies must be coordinated and integrated,
resolving critical problems in agency-wide systems, or developing new
approaches and techniques for use by others. Recognized as authorities
throughout the intelligence community, with the authority and responsibility for
instituting new projects or for redirecting already established projects in the
program area for which they are responsible. The employee's advice,
guidance, or results affect development of major aspects of intelligence
program definition and administration throughout the agency. Such work
significantly affects the work methods to be applied by other intelligence
specialists throughout the agency and often in other agencies.
Fact or 6-3 Personal Cont act s
Personal contacts are with high-ranking agency, departmental, or congressional
officials and other key officials in federal, state, county, and local government
and investigative, enforcement, and intelligence agencies. During security,

criminal, and counter-intelligence investigations, personal contacts may be with


individuals involved in criminal and security incidents.
Fact or 7-4 Purpose of Cont act s
The purpose of contacts is to influence, motivate, interrogate, or control
individuals and groups. Contacts involve coordinating investigative efforts, and
influencing and motivating individuals and groups to adopt a particular course of
action or to change direction. During investigations, contacts are established to
detain, control, or interrogate apparent violators of the laws. Persons contacted
are frequently uncooperative, uncommunicative, hostile, afraid, evasive, or
dangerous. These conditions require skill in approaching individuals and groups
and the ability to apply appropriate methods and techniques to collect and
evaluate information and interrogate suspects.
Fact or 8-2 Physical Demands
The work requires frequent and recurring surveillance in which there is a
considerable amount of walking, stooping, bending and climbing. The
investigator also may be required to occasionally lift and carry moderately
heavy objects.
Fact or 9-2 Work Environment
The work environment involves frequent exposure to moderate risk situations,
some discomforts, unpleasant working conditions, and adverse weather
conditions, such as hot, cold, dry and wet conditions. Safety or security
precautions sometimes are necessary and the investigator may have to use
special clothing or gear. May be required to work long and irregular hours, on
weekends and at night and change shifts and duty stations.
Other Significant Facts:
This position is subject to a medical monitoring program.
Required overnight travel may be as high as 20% of the time.
Relocation expenses are not authorized.
This position has been approved for special retirement coverage by the designated official for this agency.
As a condition of employment, all male applicants born after December 31, 1959, must have registered for the
selective service. If selected for this position, the applicant must sign a statement certifying his registration, or
the applicant must demonstrate exempt status under the Selective Service Law.
DIRECT DEPOSIT: All Federal employees are required to have Federal salary payments made by direct deposit to
a financial institution of their choosing.
Applicants must be U.S. citizens or nationals.
This position requires that the incumbent meet initial and continuing qualifications in the use of firearms.
Under Title 18 USC, Section 922(g)(9), anyone who has been convicted of a misdemeanor crime of domestic
violence is automatically disqualified from being appointed to a position requiring the possession of a firearm
or ammunition.
Entrance on duty is contingent upon completion of a pre-employment security investigation.
Applicants must meet all conditions of employment, which include an integrity interview, background
investigation, and physical examination.

LAW ENFORCEMENT AGE REQUIREMENT: In accordance with Public Law 100-238, this position is covered
under law enforcement retirement provisions; therefore, candidates must be appointed before reaching their
37th birthday unless they presently serve or have previously served in a Federal civilian law enforcement
retirement-covered position or are a veteran preference eligible.

Equivalent Titles:
Equivalent Privat e Sect or T it les:
C orrections O fficer
Law Enforcement O fficer
Debriefer
Detective
Police O fficer
Prison Warden
Police C hief
Security Specialist
C riminal Investigator
Interviewer
Investigator
Human Intelligence Specialist
Intelligence Specialist
Jail Warden
Private Detective
Private Investigator
Security Guard
Security Manager

Equivalent Milit ary T it les:


Brig O fficer (3412)
Special Investigations (7S071)
Special Investigator (71S3)
C ID Special Agent (31D)
Special Investigations (7S031)
C orrections O fficer (III) (5804)
C riminal Investigation O fficer (III) (5805)
Military Investigator (MA 2002)
Law Enforcement And Security O fficer, Afloat (2771)
Special Investigations (7S011)
Military Police (31A)
Special Investigator (71S1)
Law Enforcement And Security O fficer, Shore Activity (2775)
Law Enforcement And Security O fficer, Staff (2750)
Special Investigations (7S091)
Special Investigator (71S4)
Human Intelligence C ollector (35M)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Criminal Investigator


Classification: FP-1811-5
This Version: 3.3
Most Recent Version: 3.3
Position Description

Position Number: D09699


Introductory Statement: The Office of Inspector General (OIG) is an independent entity within the Peace
Corps and has the broad responsibility established by the Inspector General Act of 1978, as amended,
(the Act) to: (1) Promote economy, efficiency, and effectiveness in the agency programs, operations, and
management; (2) Prevent and detect fraud, waste, and abuse; (3) Conduct and supervise audits and
investigations relating to programs, management, and operations of the agency; and (4) Keep the Director
and Congress fully and currently informed about problems/deficiencies relating to the administration of
such programs and operations and the necessity for, and progress of, corrective actions. Works as a
Criminal Investigator assigned to the Assistant Inspector General for Investigation (AIG/I) and performs
the following duties:
MDAs and Duties for this Position
Investigative Program Liaison Activities 5%
Serves as liaison within the agency and performs routine and non-complex tasks,
such as disseminates routine information about a specific agency program.
Coordinates assigned activities in support of the program. Develops written
materials to transmit information concerning the nature and purpose of the program.
Participates in public meetings to provide program-related data.

Tasks include:
Conducted law enforcement investigations involving straightforward issues or
persons that were not controversial.
Investigative Intelligence Collection Activities 20%
Receives or gathers investigative intelligence reports and data in support of
investigations. Contributes information on limited aspects of domestic political,
social, or economic trends or situations, such as the common methods used to
smuggle narcotics into the country. Studies limited, interrelated elements of current
policies, regulations and procedures, court decisions, special intelligence, and
technological changes that could affect operations.
Uses one or two national and international information systems and databases, such
as Lexis/Nexis and INTERPOL, in a limited capacity to enforce laws.

Tasks include:

Conducted law enforcement investigations involving straightforward issues or


persons that were not controversial.
Gathered intelligence reports and data affecting adjudicated benefit cases.
Processed intelligence information in support of an agency's objectives.
Criminal Investigative Case Work 70%
Performs the full range of investigative functions on simple and routine cases where
there are clearly defined methods, practices, and policies, to include planning, factfinding, and reporting results on cases that are straightforward and not controversial.
For example, interviewing or interrogating suspects and witnesses; searching for
physical or documentary evidence or clues; using cameras and photostatic
machines to record evidence and documents; and using various electronic and
infrared detection devices.
Performs undercover and/or surveillance work, which is limited to a few hours, under
close supervision, and involve some risk of discovery or danger, such as posing
briefly as a doorman or elevator operator in a hotel or as a taxi driver.
Assists in preparing investigative reports, with responsibility for presenting
necessary aspects of investigation in sufficient detail and accuracy to aid in
supporting possible prosecution and/or administrative action.
Assists in the seizure and selling operation of court authorized seized assets, such
as assets of large businesses or major illegal operations or other extensive property
holdings.
Serves as a basic trainee and receives formal training as a criminal investigator.
For example, receives training on the laws and regulations enforced or applied by
the agency; the use of investigative techniques available; the rules of evidence that
are applicable in criminal and noncriminal court cases; and precedent-setting court
decisions.
Works with more experienced investigators as an observer and after initial training,
performs selected basic investigative duties under immediate supervision, such as
contacting Federal, state, or local agencies to obtain facts, signed statements, or
other case related information.

Tasks include:
Conducted law enforcement investigations involving straightforward issues or
persons that were not controversial.
Received training on criminal laws and regulations; the use of investigative
techniques; ; the rules of evidence that are applicable in criminal and noncriminal
court cases; and precedent-setting court decisions.
Reports of Investigative Findings 5%
Performs a range of investigative functions on an assigned case or portions of
cases. Gathers background data, interviews the subject, and drafts a report of
findings for investigative cases that involve straightforward issues and noncontroversial persons.
In accordance with established procedures, drafts a variety of investigative
materials including status reports and memoranda affiliated with assigned cases.
Participates in routine exchanges of factual information with other agencies.

Tasks include:
Followed established procedures in drafting a variety of investigative materials
including status reports and memoranda.

Collateral Duties

Factor Statements
Factor 1-6 Knowledge Required by the Position
The position requires an intensive practical knowledge of the laws, concepts,
operational practices and law enforcement methods and techniques sufficient to
enable the investigator to perform independently the full range of duties typically
encountered in the enforcement of agency mission laws and apprehend violators of
these laws and related criminal statutes. Sound practical knowledge of legal
precedents and court decisions and agency instructions and regulations concerning
major mission objectives such as the prevention of alien smuggling, illegal entry,
fraud and conspiracy, rights of individuals and the protection and recording of
evidence.
Factor 2-3 Supervisory Controls
Receives available information concerning the nature of assignment from the
supervisor or an investigator of higher-grade, e.g., information on anticipated
activities, crossings, vehicles involved, tips, leads, etc. Uses initiative and
judgment in differentiating between obvious individual violations that may be
disposed of immediately and those that have implications beyond the immediate
violation and require coordination with the operations and activities of others.
Completed work is reviewed through reports, infrequent discussions of actions taken
and assignments completed.
Factor 3-3 Guidelines
Basic and general information is provided in the various laws, regulations and
interpretations that pertain to the work performed by the incumbent including
handbooks, manuals, instructions and orders, precedent court decisions, appeals
board rulings, rules of evidence and court procedures. The investigator exercises
considerable ingenuity in making judgments, applying various techniques and
procedures and using discretion in the application of available guidelines to the wide
variety of individual cases and situations encountered. While guidelines are always
available, the investigator frequently must apply standard practices and techniques
to new situations, relate new situations to old precedents and adapt and modify
guidelines whenever it becomes necessary, e.g., application of instructions and
procedures to situations involving re-entry, voluntary deportations, assisting in entry,
etc.
Factor 4-3 Complexity
Assignments involve the application of law enforcement procedures, quickly and
accurately interrogating suspects, taking sworn statements, evaluating information,
and deciding on the best course of action as each situation develops. Assignments
are complicated by factors such as nature of illegal activity, variety of methods used
by lawbreakers, difficulty in establishing facts, e.g., some criminals use different

names and addresses each time they are arrested, court decisions affecting
operations, and protection of the suspect's civil rights. Court rulings may alter
established operating procedures or challenge the major mission Act of the
organization/agency.
Factor 5-3 Scope and Effect
The criminal investigator's actions prevent unauthorized or criminal activities in such
areas as the deterrence of smuggling of narcotics or aliens, contraband goods,
weapons, or government sensitive information and equipment, fraudulent or illegal
schemes, terrorist activities, or other law enforcement related areas of concern
involving criminal activity against the government or individuals. The criminal
investigator promotes the detection and prevention of crime, and affects the
apprehension and/or expulsion of criminals or criminal activities. Effective
accomplishment of assigned duties has considerable impact on the overall
intervention, prevention, and reduction of criminal and unlawful activities.
Factor 6-2 Personal Contacts
Personal contacts are with others within the agency and organization, and the
general public, including officials of other federal agencies, representatives of state
and local governments, and/or personnel from other law enforcement agencies.
These contacts are generally established on a routine basis to interview employees,
witnesses, officials in and out of Government, and others to verify facts and obtain
specific pieces of information; to secure signed statements, affidavits, and
documentary evidence to be included in reports or case records; to prepare cases
for presentation in court; and to discuss progress and activities of investigations.
Factor 7-2 Purpose of Contacts
The purpose of contacts is to plan, coordinate, or advise on work efforts or to
resolve operating problems by influencing or motivating individuals or groups who
are working toward mutual goals and who have basically cooperative attitudes.
Factor 8-2 Physical Demands
The work requires frequent and recurring surveillance in which there is a
considerable amount of walking, stooping, bending and climbing. The investigator
also may be required to occasionally lift and carry moderately heavy objects.
Factor 9-2 Work Environment
The work environment involves frequent exposure to moderate risk situations, some
discomforts, unpleasant working conditions, and adverse weather conditions, such
as hot, cold, dry and wet conditions. Safety or security precautions sometimes are
necessary and the investigator may have to use special clothing or gear. May be
required to work long and irregular hours, on weekends and at night and change
shifts and duty stations.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:

Equivalent Military Titles:

Corrections Officer
Law Enforcement Officer
Debriefer
Detective
Police Officer
Prison Warden
Police Chief
Security Specialist
Criminal Investigator
Interviewer
Investigator
Human Intelligence Specialist
Intelligence Specialist
Jail Warden
Private Detective
Private Investigator
Security Guard
Security Manager

Brig Officer (3412)


Special Investigations (7S071)
Special Investigator (71S3)
CID Special Agent (31D)
Special Investigations (7S031)
Corrections Officer (III) (5804)
Criminal Investigation Officer (III) (5805)
Military Investigator (MA 2002)
Law Enforcement And Security Officer, Afloat (2771)
Special Investigations (7S011)
Military Police (31A)
Special Investigator (71S1)
Law Enforcement And Security Officer, Shore Activity (2775)
Law Enforcement And Security Officer, Staff (2750)
Special Investigations (7S091)
Special Investigator (71S4)
Human Intelligence Collector (35M)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Criminal Investigator


Classificat ion: FP-1811-4
This Version: 3.3
Most Recent Version: 3.3
Position Description

Posit ion Number: D09699


Int roduct ory St at ement : The Office of Inspector General (OIG) is an independent entity within the
Peace Corps and has the broad responsibility established by the Inspector General Act of 1978, as
amended, (the Act) to: (1) Promote economy, efficiency, and effectiveness in the agency programs,
operations, and management; (2) Prevent and detect fraud, waste, and abuse; (3) Conduct and
supervise audits and investigations relating to programs, management, and operations of the
agency; and (4) Keep the Director and Congress fully and currently informed about
problems/deficiencies relating to the administration of such programs and operations and the
necessity for, and progress of, corrective actions. Works as a Senior Special Criminal Investigator
assigned to the Assistant Inspector General for Investigation (AIG/I) and performs the following
duties:
MDAs and Duties for this Position
Invest igat ive Program Liaison Act ivit ies 10%
Following established policies and procedures, performs a variety of liaison
activities in order to develop and maintain relationships within the agency. For
example, transmits inquiries or complaints, tracks the progress of the
investigation, and provides copies of the case report to all parties involved.
Establishes and maintains effective working relationships with regional program
staff, headquarters, state, and local officials. Follows guidelines and procedures
to develop communication plans in support of an agency program; reviews
program for impact and effectiveness; plans and conducts public meetings,
briefings, and other activities in support of the program. Coordinates the
development and release of key information pieces such as press releases, fact
sheets, newsletters, or other briefing materials.

Tasks include:
Conducted law enforcement investigations involving subjects/persons that were
sufficiently prominent to create the potential for local publicity.
Invest igat ive Int elligence Collect ion Act ivit ies 15%
Assembles, collates, and provides analysis of intelligence reports, trends, or
conditions affecting cases, such as providing data on the price, purity, and
geographic source of illicit drugs being sold at the retail or street level.
Analyzes domestic political, social, or economic trends or situations that have
potentially significant repercussions to the agency.

Applies and disseminates information regarding "targeted profiles," for use in


identifying, excluding, and possibly arresting criminals or potential terrorists.
Uses a limited range of national and international information systems and
databases, such as Lexis/Nexis, NLETS, and INTERPOL. Assists other agencies in
the performance of counter intelligence work.

Tasks include:
Conducted law enforcement investigations involving subjects/persons that were
sufficiently prominent to create the potential for local publicity.
Analyzed trends or conditions affecting immigration and naturalization
adjudication issues.
Criminal Invest igat ive Case Work 70%
Collaborates with supervisor and based on general instructions, establishes an
investigative plan. Conducts difficult, complex, and sensitive investigations that
require development of new or substantially modified methods in order to
resolve anticipated problems. Analyzes obscure leads, few visible records,
conflicting evidence, and other barriers that complicate the case.
Establishes the interrelationship of facts and evidences. For example, an
investigation beginning with the pusher or passer of stolen or illegal goods and
proceeds through the intermediate distributor, and eventually involves the
manufacturer, backer, organizer, and importer.
Receives or generates case assignments, plans cases independently,
coordinates resources through supervisor, and receives policy guidance on the
investigation from supervisor. For example, receives information that this is one
of the first of a particular type of case since a new court decision, or
authorization to follow a case into another district or region. Completed work is
reviewed for accomplishment of overall objectives and adherence to policy.
Conducts undercover assignments that are much riskier and more difficult and
involve a more elaborate cover story. For example, posing as a member of a
skilled trade with a false name, complete identification papers such as social
security card and union membership, and a carefully worked out personal
history that withstands investigation by a closely-knit, highly suspicious group.
Plans and directs surveillance work that involves several investigators in
separate places engaged in round-the-clock observation of various groups of
suspects, all of whom are thought to be involved in related illegal activities.
Prepares investigative reports, with responsibility for presenting necessary
aspects of investigation in sufficient detail and accuracy to aid in supporting
possible prosecution and/or administrative action.
Plans and develops complex asset forfeiture operations where persons or
property named in seizure are difficult to determine. Uses investigative skills
and techniques in locating sizable assets of a person or company, identifying
persons or property named in the process, and determining the most
appropriate course of action to take to satisfy the court order.
Conducts complex investigations based on modifications to established criteria
for case planning and conduct. Performs analysis of the facts or evidence to
establish interrelationship; resolves conflicts in the evidence by uncovering the
facts or reconstructing information in order to develop the case more

thoroughly; substantiates findings or conclusions; examines records to detect


links in a chain of evidence or information; and develops and uses informants to
get leads on information. For example, investigations that involve fraudulent
entitlement application, small-time counterfeiters, fraudulent document vendors,
marriage frauds, incarcerated criminal aliens, fugitives from criminal and
administrative proceedings, and other violators of laws and regulations.
Identifies potential investigations, gains authorization from supervisor, and
receives general guidance on how to plan and develop the case. In addition,
develops and follows leads and coordinates any additional resources needed
through the supervisor.
Performs undercover operations that require establishing a cover story and
acquiring enough skill to pass as a person trained in a particular occupation,
such as posing as a truck driver without extensive identification papers, false
name and history in order to penetrate a loosely-knit group.
Conducts surveillance work that requires observing the characteristics, habits,
and movements of more than one suspect over a period of time and at a
number of locations in order to link all persons involved in a suspected illegal
activity.
Prepares investigative reports, with responsibility for presenting necessary
aspects of investigation in sufficient detail and accuracy to aid in supporting
possible prosecution and/or administrative action.
Assists in complex, difficult, or sensitive seizures. Uses extensive knowledge of
investigative skills and techniques in locating and identifying persons or
property. Coordinates the seizure of large businesses or major illegal
operations when several law enforcement agencies are involved.

Tasks include:
Conducted law enforcement investigations involving subjects/persons that were
of interest to major news media.
Conducted law enforcement investigations involving subjects/persons that were
sufficiently prominent to create the potential for local publicity.
Conducted investigations involving activities concerning several local, county,
state, and federal agencies.
Report s of Invest igat ive Findings 5%
Performs duties for all phases of standard non-criminal investigations, from
planning the investigation to preparing reports of findings that address the
difficulty of resolving conflicts in facts or evidence.
Conducts extensive record searches, performs interviews that might involve
uncooperative subjects, and prepares complete reports that detail investigative
findings including a summary of all relevant information with supporting
documentation for later administrative action.
Prepares a wide variety of complex documents that include formal analyses and
findings for resolving highly difficult investigative cases.
Conducts investigations and documents the results to determine if a particular
case is supported by sufficient evidence to provide a basis for administrative
sanctions. Prepares memoranda and reports summarizing the allegations,

evidence, investigative results, and recommendations for disposition of each


case.
Reports of findings may address sensitive issues affiliated with prominent target
subjects.

Tasks include:
Prepared reports of extensive investigative findings that addressed the difficulty
of resolving conflicts in facts or evidence in areas, such as employment
suitability, Federal loans, etc.
Prepared a wide variety of complex documents that included formal analyses
and findings for resolving highly difficult investigative cases, such as
investigating Federal employees for misconduct or fraud, waste, and abuse.

Collateral Duties

Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires an extensive knowledge of laws, regulations, precedents,
court decisions, and current instructions concerning major agency mission. Skill
in consolidating ostensibly disparate facts, events, and other types of
intelligence material and developing information, guidelines, and techniques for
application in the detection, apprehension and prosecution of persons
attempting to violate laws. Skill in coordinating intelligence gathering operations
on a sector-wide basis and developing specific cases or complaints. Skill in
developing continuing sources of information. Information may relate to a
variety of conditions affecting criminal activities, such as routes and means of
transportation, area political conditions, economic pressures, population
changes, availability and sources of fraudulent documents, and other factors
which may have an effect on illegal activity.
Fact or 2-4 Supervisory Cont rols
The supervisor assigns work to the investigator in a specific specialized area,
e.g., anti-smuggling or intelligence functions for a particular geographic area.
The investigator typically has a continuing responsibility in this area of work.
Investigators plan and carry out their work independently, establishing priorities,
setting deadlines, determining the scope and intensity of their efforts based on
the needs and objectives of the Service, the limitations imposed by statute and
precedent, the resources available and the constraints imposed by time,
geographical area to be covered and alien activity. Investigators typically
develop considerable expertise in the work and their decisions and
recommendations typically are accepted as authoritative statements of fact. In
most instances, the work of the investigator is performed at locations or in
situations that do not lend themselves to supervisory oversight; consequently
they must resolve problems, even those that involve deviations from
established procedures or instructions, unfamiliar situations or unusual
requirements, on their own initiative. Completed work products, usually
technical reports, digests of situations encountered, and informative abstracts
or letters are accepted as technically sound. Unusual or controversial findings

are reviewed primarily to ascertain if they are a potential basis for modifications
of operating instructions, procedures, or program emphases.
Fact or 3-3 Guidelines
Basic and general information is provided in the various laws, regulations and
interpretations that pertain to the work performed by the incumbent including
handbooks, manuals, instructions and orders, precedent court decisions,
appeals board rulings, rules of evidence and court procedures. The investigator
exercises considerable ingenuity in making judgments, applying various
techniques and procedures and using discretion in the application of available
guidelines to the wide variety of individual cases and situations encountered.
While guidelines are always available, the investigator frequently must apply
standard practices and techniques to new situations, relate new situations to old
precedents and adapt and modify guidelines whenever it becomes necessary,
e.g., application of instructions and procedures to situations involving re-entry,
voluntary deportations, assisting in entry, etc.
Fact or 4-4 Complexit y
The investigator's principal and continuing assignments involve the collection
and evaluation of intelligence information for its immediate or operational
importance and for its planning or strategic value. The investigator must
recognize, isolate, and be prepared to make decisions, recommendations, and
critical judgments based on evaluations of the operational intelligence
information as well as strategic informational considerations.
Fact or 5-3 Scope and Ef f ect
The criminal investigator's actions prevent unauthorized or criminal activities in
such areas as the deterrence of smuggling of narcotics or aliens, contraband
goods, weapons, or government sensitive information and equipment,
fraudulent or illegal schemes, terrorist activities, or other law enforcement
related areas of concern involving criminal activity against the government or
individuals. The criminal investigator promotes the detection and prevention of
crime, and affects the apprehension and/or expulsion of criminals or criminal
activities. Effective accomplishment of assigned duties has considerable impact
on the overall intervention, prevention, and reduction of criminal and unlawful
activities.
Fact or 6-3 Personal Cont act s
Personal contacts are with the general public, criminal elements, U.S. citizens at
all social and professional levels, officers of other law enforcement agencies,
foreign officials, and attorneys.
Fact or 7-3 Purpose of Cont act s
Contacts are established to detain, control, or interrogate apparent violators of
the laws. Persons contacted are frequently uncooperative, uncommunicative,
hostile, afraid, evasive, or dangerous. These conditions require the investigator
to be extremely skillful in how they approach individuals and groups and very
selective in the methods and techniques used to collect and evaluate
information and interrogate suspects.
Fact or 8-2 Physical Demands
The work requires frequent and recurring surveillance in which there is a
considerable amount of walking, stooping, bending and climbing. The

investigator also may be required to occasionally lift and carry moderately


heavy objects.
Fact or 9-2 Work Environment
The work environment involves frequent exposure to moderate risk situations,
some discomforts, unpleasant working conditions, and adverse weather
conditions, such as hot, cold, dry and wet conditions. Safety or security
precautions sometimes are necessary and the investigator may have to use
special clothing or gear. May be required to work long and irregular hours, on
weekends and at night and change shifts and duty stations.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:
C orrections O fficer
Law Enforcement O fficer
Debriefer
Detective
Police O fficer
Prison Warden
Police C hief
Security Specialist
C riminal Investigator
Interviewer
Investigator
Human Intelligence Specialist
Intelligence Specialist
Jail Warden
Private Detective
Private Investigator
Security Guard
Security Manager

Equivalent Milit ary T it les:


Brig O fficer (3412)
Special Investigations (7S071)
Special Investigator (71S3)
C ID Special Agent (31D)
Special Investigations (7S031)
C orrections O fficer (III) (5804)
C riminal Investigation O fficer (III) (5805)
Military Investigator (MA 2002)
Law Enforcement And Security O fficer, Afloat (2771)
Special Investigations (7S011)
Military Police (31A)
Special Investigator (71S1)
Law Enforcement And Security O fficer, Shore Activity (2775)
Law Enforcement And Security O fficer, Staff (2750)
Special Investigations (7S091)
Special Investigator (71S4)
Human Intelligence C ollector (35M)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Criminal Investigator


Classificat ion: FP-1811-3
This Version: 3.3
Most Recent Version: 3.3
Position Description

Posit ion Number: D09699


Int roduct ory St at ement : The Office of Inspector General (OIG) is an independent entity within the
Peace Corps and has the broad responsibility established by the Inspector General Act of 1978, as
amended, (the Act) to: (1) Promote economy, efficiency, and effectiveness in the agency programs,
operations, and management; (2) Prevent and detect fraud, waste, and abuse; (3) Conduct and
supervise audits and investigations relating to programs, management, and operations of the
agency; and (4) Keep the Director and Congress fully and currently informed about
problems/deficiencies relating to the administration of such programs and operations and the
necessity for, and progress of, corrective actions. Works as a Senior Special Criminal Investigator
assigned to the Assistant Inspector General for Investigation (AIG/I) and performs the following
duties:
MDAs and Duties for this Position
Invest igat ive Program Liaison Act ivit ies 15%
Serves as technical expert and exercises independent judgment to conceive,
develop, and implement new outreach strategies designed to reach and engage
a variety of stakeholders. Creates processes to enable the agency to pursue
collaborative arrangements and relationships with Federal, State, and local
government agencies and other law enforcement agencies. For example,
develops Memorandums of Understanding/Agreements that outline the
relationship between agencies.
Plans, organizes, and coordinates briefings and information exchange
opportunities. Serves as agency spokesperson at public meetings, formal and
informal briefings, workshops, and press conferences on extremely technical
and complex program activities. Establishes and maintains effective working
relationships and information networks with state, local entities, and industries
affected by agency programs to gain a better understanding of their interests
and to facilitate their participation and understanding. Advises and recommends
innovative approaches for avoiding and/or resolving problems and reducing
conflicts.

Tasks include:
Developed new outreach strategies and collaborative arrangements to reach
and engage Federal, State, and local law enforcement agencies in investigative
activities.
Developed and/or implemented short- and long-range plans for law
enforcement investigation and/or operational activities.

Conducted law enforcement investigations involving high profile, high impact


cases.
Conducted law enforcement investigations involving large-scale raids and
seizures throughout several states.
Evaluated new concepts in the law enforcement investigation field for
incorporation in program policies and procedures.
Conducted law enforcement investigations involving one or more overseas base
of operations with many principals.
Conducted investigations with indications of potential threats to national security
or welfare.
Invest igat ive Program Advice and Guidance 5%
Serves as an expert source of consultation and provides advice on policies or
decisions where new techniques or information must be developed. For
example, provides advice during the development of broad-scope initiatives
designed to identify, remove, and prosecute unscrupulous participants in
organized fraudulent enterprises, involving federal employees and prominent
businessmen. Consults with management and planning personnel in preparing
requirements and criteria for complex or high value projects or programs.
Provides guidance and technical advice to specialists within the organization in
the performance of related assignments and is available to those employees for
consultation on assigned projects. Advises top agency managers in refining
missions, developing key result areas, and measuring vital signs of programs.
Translates new legislation into program goals, actions, and services, such as
interpreting the impact of project management certification requirements on
agency programs.

Tasks include:
Evaluated new concepts in the law enforcement investigation field for
incorporation in program policies and procedures.
Developed new outreach strategies and collaborative arrangements to reach
and engage Federal, State, and local law enforcement agencies in investigative
activities.
Developed and/or implemented short- and long-range plans for law
enforcement investigation and/or operational activities.
Invest igat ive Int elligence Collect ion Act ivit ies 10%
Determines and defines essential elements of information required and the most
effective method for carrying out data collection efforts. Plans, coordinates,
and/or conducts the collection and analysis of strategic and tactical investigative
intelligence in support of criminal investigative activities, such as directing the
intelligence collection efforts involving high echelon traffickers, major national
violators and complex international conspiracy operations.
Plans and establishes short and long-range collection requirements and initiates
new administrative procedures in intelligence collection. Assesses unforeseen
developments, new phenomena and difficulties encountered, and recommends
changes in direction and approach.
Analyzes intelligence reports and data to make decisions or recommendations.
Develops strategies for major areas of uncertainty in domestic and international

political, social, or economic policies, trends, or situations.

Tasks include:
Conducted investigations with indications of potential threats to national security
or welfare.
Analyzed intelligence reports and data to make decisions or recommendations
shaping agency programs.
Conducted law enforcement investigations involving large-scale raids and
seizures throughout several states.
Developed strategies for major areas of uncertainty in domestic and
international political, social, or economic policies, trends, or situations that had
potentially significant repercussions to the agency, to the United States, or
internationally.
Conducted law enforcement investigations involving one or more overseas base
of operations with many principals.
Conducted law enforcement investigations involving high profile, high impact
cases.
Criminal Invest igat ion Policy Analysis and Development 5%
Serves as an expert in the collection, control, and dissemination of investigation
information. Reviews and evaluates new concepts in the field of white collar,
regulatory, internal, and/or criminal investigation. Makes recommendations to
management on implementing new requirements when implementation affects
significant dollar or personnel resources. Serves as representative at a variety
of high-level national meetings on program issues.Serves as a technical
specialist responsible for problem assessment. Coordinates and performs
studies and investigations to develop policies, criteria, methods, and techniques
for the resolution of advanced program problems. Addresses problems where
experience, data, and guidelines are very limited or point in conflicting
directions; or where problem solutions are of special urgency or likely to be
particularly controversial.Assists in determining the need for written policies and
procedures. Provides in-depth justifications for new or modified procedures.
Oversees the development of policies and procedures, reviews them, and
recommends approval upon their completion.

Tasks include:
Evaluated new concepts in the law enforcement investigation field for
incorporation in program policies and procedures.
Developed new outreach strategies and collaborative arrangements to reach
and engage Federal, State, and local law enforcement agencies in investigative
activities.
Developed and/or implemented short- and long-range plans for law
enforcement investigation and/or operational activities.
Criminal Invest igat ive Case Work 60%
Conducts investigations that require an expert level of planning and coordination
for very complex investigations in terms of structure and coordination
requirements. For example, investigations that have a number of primary and
secondary activities involving jurisdictional overlapping with other Federal, state,

and local law enforcement agencies; or involve key individuals, employers, or


cases of national notoriety, such as several principals of organized crime or
subversive groups that are officially recognized in law enforcement as national
threats to the peace and stability of the nation. Analyzes, plans, and evaluates
national programs that impact multiple organizations, are of significant interest to
the public, and/or affect large numbers of people on a long-term, continuing
basis, such as immigration and customs program policies during times of
heightened security.
Serves as an investigator performing a variety of investigative assignments
including surveillance, radio transmittals, etc. Develops breakthrough techniques
and policies. Devises methods, techniques, and approaches that often set
patterns for subsequent investigations in similar areas and often are adopted for
use by investigators in lower grades.
Performs undercover work over extended periods of time. Discovery while on
undercover assignment could result in injury or death; cut off information linking
the evidence together; and jeopardize or destroy a critical case that the Federal
Government has been developing for months or years.
Prepares investigative reports, with responsibility for presenting necessary
aspects of investigation in sufficient detail and accuracy to aid in supporting
possible prosecution and/or administrative action.
Coordinates investigations or surveys that have been requested by Members of
Congress, congressional committees, or other Executive Committee members.
Plans, organizes, and conducts comprehensive investigations or surveys
involving highly delicate matters, issues, and investigative problems for which
there are few, if any, established criteria, in the shortest time frame possible.
Conducts forfeiture operations involving large scale, nationwide, or multi-country
assets, which are characterized by the extreme difficulty in determining the full
extent of operation involving subsidiaries and holding companies. Reviews
documentary evidence to identify other members of the national or international
criminal organization, potential witnesses, or assets that meet forfeiture/seizure
guidelines.

Tasks include:
Conducted law enforcement investigations involving high profile, high impact
cases.
Conducted law enforcement investigations involving one or more overseas base
of operations with many principals.
Report s of Invest igat ive Findings 5%
Prepares or directs the preparation of written materials concerning the most
controversial investigations, due to the extreme sensitivity of matters being
investigated or an exceptional difficulty encountered in establishing
interrelationships of facts or evidence.
Oversees the production of written materials such as letters, opinions, reports,
and recommendations on highly substantive investigative issues and findings.
Researches, analyzes, and develops synopses of extremely sensitive
investigations; and refers the documents to appropriate entities for
administrative action.

Tasks include:
Directed the preparation of written materials concerning the most controversial
of investigations, such as select federally regulated programs or areas.

Collateral Duties

Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires a mastery of organization/agency main mission laws,
regulations, precedents, court decisions, and current instructions concerning
major mission objectives. Skill in consolidating ostensibly disparate facts,
events, and other types of intelligence material and developing information,
guidelines, and techniques for application in the detection, apprehension and
prosecution of criminal activity. Skill in coordinating intelligence gathering
operations on a sector-wide basis and developing specific cases or complaints.
Skill in developing continuing sources of information. Information may relate to
variety of criminal activity such as means of travel/transportation of illegal item
or person, area political conditions, economic pressures, population changes,
availability and sources of fraudulent documents, and other factors which may
have an effect on illegal activity.
Fact or 2-4 Supervisory Cont rols
The supervisor assigns work to the investigator in a specific specialized area,
e.g., anti-smuggling or intelligence functions for a particular geographic area.
The investigator typically has a continuing responsibility in this area of work.
Investigators plan and carry out their work independently, establishing priorities,
setting deadlines, determining the scope and intensity of their efforts based on
the needs and objectives of the Service, the limitations imposed by statute and
precedent, the resources available and the constraints imposed by time,
geographical area to be covered and alien activity. Investigators typically
develop considerable expertise in the work and their decisions and
recommendations typically are accepted as authoritative statements of fact. In
most instances, the work of the investigator is performed at locations or in
situations that do not lend themselves to supervisory oversight; consequently
they must resolve problems, even those that involve deviations from
established procedures or instructions, unfamiliar situations or unusual
requirements, on their own initiative. Completed work products, usually
technical reports, digests of situations encountered, and informative abstracts
or letters are accepted as technically sound. Unusual or controversial findings
are reviewed primarily to ascertain if they are a potential basis for modifications
of operating instructions, procedures, or program emphases.
Fact or 3-4 Guidelines
Guidelines consist of general policies which require considerable adaptation
and/or interpretation for application to issues and problems. General policies
and precedents provide a basic outline of results desired, but do not go into
detail as to the methods used to accomplish the projects or assignments. Within
the context of broad regulatory guidelines, the employee refines or develops
investigational breakthroughs within legal parameters.

Fact or 4-5 Complexit y


The work consists of investigations which require analysis of interrelated issues
involving complex planning and coordination. Decisions on how to proceed are
affected by difficult jurisdictional issues requiring sensitivity in handling the
number of variations in and level of spin-off investigations, the uncertainties
involving the outcome of the investigations, the individuals/organizations
affected, or the impact of the investigative activity and the political, social,
economic results of exposure, apprehension, and/or imprisonment of prominent
persons. The investigations have inter-regional/nationwide ties and require the
anticipation and/or influencing of events to reach successful conclusion.
Fact or 5-4 Scope and Ef f ect
The work involves uncovering suspected conspiracies and attempted violations
of law before they actually occur, developing appropriate responses which
eliminate or minimize these activities, collecting advance information on these
attempted violations, and the collection and refinement of information in
cooperation with officials of other nations, locating and securing information from
foreign countries. Information developed by the investigator is used as a basis
for planning work, revising operations and methods, shifting areas of
surveillance, altering sector or unit complements, and preparing for anticipated
activities.
Fact or 6-3 Personal Cont act s
Personal contacts are with high ranking officials from outside the agency
including key officials and top law enforcement personnel from other
Departments and agencies, representatives of foreign governments,
congresspersons, top officials from state and local governments and leaders
from the law enforcement, criminal justice, and legal communities.
Fact or 7-3 Purpose of Cont act s
Contacts are established to detain, control, or interrogate apparent violators of
the laws. Persons contacted are frequently uncooperative, uncommunicative,
hostile, afraid, evasive, or dangerous. These conditions require the investigator
to be extremely skillful in how they approach individuals and groups and very
selective in the methods and techniques used to collect and evaluate
information and interrogate suspects.
Fact or 8-2 Physical Demands
The work requires frequent and recurring surveillance in which there is a
considerable amount of walking, stooping, bending and climbing. The
investigator also may be required to occasionally lift and carry moderately
heavy objects.
Fact or 9-2 Work Environment
The work environment involves frequent exposure to moderate risk situations,
some discomforts, unpleasant working conditions, and adverse weather
conditions, such as hot, cold, dry and wet conditions. Safety or security
precautions sometimes are necessary and the investigator may have to use
special clothing or gear. May be required to work long and irregular hours, on
weekends and at night and change shifts and duty stations.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:
C orrections O fficer
Law Enforcement O fficer
Debriefer
Detective
Police O fficer
Prison Warden
Police C hief
Security Specialist
C riminal Investigator
Interviewer
Investigator
Human Intelligence Specialist
Intelligence Specialist
Jail Warden
Private Detective
Private Investigator
Security Guard
Security Manager

Equivalent Milit ary T it les:


Brig O fficer (3412)
Special Investigations (7S071)
Special Investigator (71S3)
C ID Special Agent (31D)
Special Investigations (7S031)
C orrections O fficer (III) (5804)
C riminal Investigation O fficer (III) (5805)
Military Investigator (MA 2002)
Law Enforcement And Security O fficer, Afloat (2771)
Special Investigations (7S011)
Military Police (31A)
Special Investigator (71S1)
Law Enforcement And Security O fficer, Shore Activity (2775)
Law Enforcement And Security O fficer, Staff (2750)
Special Investigations (7S091)
Special Investigator (71S4)
Human Intelligence C ollector (35M)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Facilities Management Specialist


Classification: FP-1640-3
This Version: 2.0
Most Recent Version: 2.0
Position Description

Position Number: D10621


Introductory Statement: The incumbent reports to the Chief, Facilities Management Division. The
Facilities Management Division is responsible for providing facilities management logistical support
activities, including facilities and space management, physical security coordination and management of
eight domestic regional recruiting offices. Manages administrative requirements for the organization's
facilities, property, and supplies. Key aspects of facilities management include facilities security, safety
management and mishap investigation, facility operational activities, and telecommunications and
audiovisual support for the organization. Manages administrative aspects of office supplies, office
property, and office moves in support of organizational program, projects, and/or missions. Follows
applicable laws and regulations in performing space planning and design layout. Performs functions such
as gathering data, inspecting allotted locations, developing layout plans, and coordinating the
implementation of layout work. Analyzes requirements to maintain and operate various kinds of facilities
and equipment. Reviews construction project plans for practicability, availability of materials, and
suitability of specifications. Works with contractors to ensure adherence to construction specifications and
administrative requirements, and to negotiate pricing changes.
MDAs and Duties for this Position
Facility Services, Property, and Supply Administration 40%
Identifies and addresses long-range needs, unusual problems, or unusual questions
affecting facility maintenance, such as a requirement for maintaining a high state of
readiness in case of disasters affecting the national interest.
Conducts surveys and inspects facilities to evaluate use patterns and identify
maintenance or restoration requirements. Prepares inspection summaries and
narrative assessments of facility conditions.
Develops annual and long-range studies to determine present and future needs for
physical improvement of facilities. Plans and determines priorities of administrative
improvements, construction, and maintenance.
Makes arrangements for new construction. Prepares work packages that include
drawings of the existing areas involved, changes required, and detailed descriptions
of the work and equipment involved. Ensures that installations are completed in
strict adherence with approved drawings. Arranges for and meets with stakeholders
in order to successfully resolve issues, problems, and complexities of the
installations.
Plans and coordinates administrative aspects of office moves, office construction,
and other facility improvements that require extensive coordination of property,
services, and facilities such as furniture, equipment, telephones, and short-term

storage.
Exercises direct and indirect interactions with engineers and contractor maintenance
which consists of a wide range of skilled trades and technical support including
mechanical, electrical, and electronic skills. Determines Quality Assurance
necessary to fulfill contractor obligations. Recommends repair project
approval/disapproval and funding for repair contracts. Reviews work of contractors to
ensure that applicable codes and regulatory standards are met.
Evaluates facilities safety requirements for the agency in accordance with ADA,
EPA, OSHA and AHJ regulations. Conducts periodic inspections for safety
concerns and evaluates safety and mishap incident reports. Ensures corrective
actions are taken to correct facilities safety deficiencies.
Manages the operation and maintenance of audiovisual equipment including AMX
media controllers, language interpretation equipment, multi-channel digital and
analog mixers and wireless transmitters and receivers. Knowledge of FCC
regulations and policy concerning VHF, UHF, and MHZ wireless transmissions is
required.
Manages the operation of audiovisual to overflow rooms via HDMI-over-IP
technologies. Coordinates with OCIO in properly maintaining the IP multicast
network on a dedicated VLAN.
Manages all audiovisual equipment in 25 multimedia conference rooms.
Takes periodic inventory of all equipment and property, resolving discrepancies on
inventory lists with actual inventory. Prepares necessary documents for the
accession and de-accession of equipment and property. Conducts periodic surveys
of equipment and property use, recommending action as necessary to ensure
economical and efficient use of equipment and property.

Tasks include:
Developed operational and maintenance procedures for equipment and/or services
for a major agency organization, such as a center or regional office.
Contractor Oversight 25%
Manages and technically directs contract administration activities for long-term,
extensive technical service contracts, such as monitoring the status of contract
performance and approval of progress payments, providing recommendations on
contractor proposals resulting from change orders, scheduling, problems that have
arisen and proposed solutions, verification of deliveries, and similar activities.
Assists civil, architect, mechanical, or electrical engineers in checking drawings and
certifications of materials submitted by the contractor. Plans for and inspects
construction operations and makes determinations and decisions in connection with
the work. Knowledge of AutoCad is required.
Serves as Contract Officers Representative (COR) by monitoring contractor work
performance, and ensuring contract compliance by examining goods or services
provided and certifying prior to payment. Initiates corrective actions, as required.
Develops performance work statements and cost estimates for contracted
operations as needed. Prepares cost and manpower estimates and coordinated the
planning, scheduling, and timing of assigned construction operations. Apply

appropriate sampling surveillance techniques and procedures to insure that all


special clauses and contractual specifications are compiled with. Identifies potential
slippages in contract schedules. Inspects operations under contract to determine
contractor's performance; monitors contractor's quality control system; documents
instances of unacceptable contractor performance through on-site evaluation and the
contractor's failure to comply with contractual provisions. Ensures adequacy and
progress of work; and that the role of the government is not jeopardized in day-today relations with the contractor and that the government's best interests are
represented.
Determines need, initiates, and monitors purchase contracts (both POs and BPAs)
for facility management services to include disposal, documents destruction,
furniture acquisition and installation, Agency vehicles, custodial services, network
A/V system, utilities and maintenance, laundry services, and equipment
maintenance.
The incumbent has the authority to obtain purchases in response to emergency
situations up to a limit imposed by the Chief Acquisition Officer; also has the
authority to obligate the Government for purchase of supplies and services.

Tasks include:
Developed operational and maintenance procedures for equipment and/or services
for a major agency organization, such as a center or regional office.
Performs Space Analysis, Planning and Designs Layout For Facilities. 15%
Serves as a Project Manager, responsible for the delivery of programs to federal
clients. Plans, manages, oversees, coordinates, and ensures all phases of major
prospectus projects for the interior construction, renovation, and/or new construction
of sites/facilities for federal customer clients. Identifies project requirements,
determines priorities, develops initial evaluation, tactical plans and programming,
establishes required schedules, and develops budgets for all aspects of the project.
Develops and executes procedures to improve program execution and
coordination/integration necessary with other PC components. Develops modules
for project cost and materials estimating. Assures attainment of established project
goals within specified time frames and cost projections. Reviews and evaluates
project results in relation to planned objectives. Evaluates effectiveness of projects
through personal reviews and analyses of project information/data.
Serves as a Project Manager, responsible for the delivery of programs to Federal
clients.
Oversee the coordination, monitoring and planning for all issues related to
administrative space planning. Specifically, oversee coordination of space, space
assignments and agreements for staff.
Plans, coordinates, and ensures all phases of programs for the interior construction,
renovation, and/or new construction of sites/facilities is completed. Investigates
procedures to improve program execution and coordination/integration with other the
agency components. Reviews and evaluates program results in relation to planned
objectives. Evaluates effectiveness of programs through reviews and analyses of
program data.
Develops data and information relative to space-use analysis. Collects and
compiles workload statistics for use by higher-grade specialists. Assists highergraded specialists in making initial space utilization surveys. Maintains accurate
records so agencies are billed correctly. Reviews, complies and maintains: project

layout drawings for all space change projects, records of all in-house and contracted
surveys, portfolio file on design consultants, hardware/workstation
components/office furnishings files, and interior construction materials files.
Performs the full range of space planning work, following a multitude of steps in
order to make a positive recommendation on space. Makes an inspection of
present or proposed space to observe working conditions. Interviews each
supervisor to become familiar with the essential space requirements of all segments
of the office. After this inspection, arranges a conference with the head of the office
to discuss observations and/or findings, and clarifies and evaluates the general
information developed as to the flow of work.

Tasks include:
Served as primary contact, advising client agencies and contractors on
policies/regulations for construction and renovation projects.
Parking Program Management 20%
Performs long-range planning and management of new substantive agency programs
where precedents are scarce or nonexistent. Works with top management to
develop long-range management plans for efficient and effective program
implementation and administration. Applies a wide range of qualitative and/or
quantitative methods for the assessment and improvement of complex short and
long-range goals of the organization, developing detailed plans for implementing
them, and overseeing implementation of the goals in subordinate organizations.
Recommends changes in objectives or emphasis in functions under the
organization's purview. Makes the best use of present resources, assisting in
planning for future resource needs, estimating short- and long-range personnel,
budgetary, space, and equipment needs, and implementing new resources.
Assists in determining the need for written policies and procedures, overseeing the
development of policies and procedures, and reviewing and recommending approval
upon completion.
Reviews productivity in all areas, monitors problem areas, and oversees
implementation of solutions to problems. Conducts periodic and comprehensive
evaluations of ongoing functions to ensure that the organization meets its stated
goals, and identifies areas where operational efficiency can be enhanced.
Recommends actions necessary to maintain or improve the quality and quantity of
operational services, introducing or refining automation, reorganizing operating units,
reassigning personnel, and proposing the increase of organization resources.
Directs the capture, reporting, and analysis of statistical data relating to the
organization's operations and directs or personally performs special studies
regarding this data.

Tasks include:
Performed long-range planning and/or management of new substantive agency
programs
Performed long-range planning and/or management of new substantive agency
programs
Devised new analytical techniques to evaluate complex program issues.

Collateral Duties

Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires knowledge of a comprehensive range of principles, concepts,
and practices concerning facility administration sufficient to evaluate, adapt, or
modify procedures and practices concerning property facilities, utility systems,
buildings, equipment, plans, and grounds; determine deficiencies and prepare
packages for unusual or new construction and repair; prepare initial project scopes,
descriptions, and justifications for facility modifications when infrastructure
capabilities cannot support mission requirements; and prepare work packages that
include drawings and detailed descriptions of the work and equipment involved.. The
position also requires the ability to coordinate with other organizations to change
plans, methods, and procedures to prevent problems, and/or to determine
appropriate facility maintenance procedures based on the structural soundness of
buildings or building materials. The position requires a technical understanding of
mechanical, electrical, and structural engineering fields in order to maintain the
structural and mechanical operation and efficiency of facilities. Knowledge of
estimating and contracting procedures, and an ability to interpret and apply contract
and engineering specifications. Knowledge of the requirements and operating
principles of various utilities systems (electrical, air conditioning, plumbing); and of
the capabilities of various trades and crafts occupations. The position also requires
broad knowledge of material standards and specifications, general economics,
construction law, building codes and Americans with Disabilities Act (ADA)
guidelines.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The supervisor
discusses timeframes, scope of the assignment including possible stages, and
possible approaches with the employee. The employee determines the most
appropriate principles, practices, and methods to apply to all phases of the
assignments, while using initiative to interpret regulations. The employee applies
new methods to resolve complex and/or intricate controversial, or unprecedented
issues and problems, independently resolving most of the conflicts that arise and
keeping the supervisor informed of progress and of potentially controversial matters.
The completed work is reviewed for soundness of overall approach effectiveness in
meeting requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements.
Factor 3-4 Guidelines
Guidelines include policies and precedents that are very general in nature. Policies
specific to assignments are often scarce or of limited use. The employee uses
judgment, initiative, and resourcefulness in deviating from established methods or
researching trends and patterns to develop new methods and criteria; to propose
new policies and practices; and/or significantly modify existing equipment.
Factor 4-5 Complexity
The work consists of a variety of duties requiring many different and unrelated
processes and methods involving equipment, facilities, and/or services, such as
assuring that facility maintenance is effective and determining the appropriate
maintenance schedule for aging systems. The employee is required to assess
unusual conditions, use various approaches to assignments, and decide how to

perform assignments based on incomplete or conflicting data, such as conducting


ongoing research and surveillance of building and grounds, and varying the approach
to maintenance and repair processes and procedures due to aging facilities and
systems or change in usage. The employee applies seasoned judgment to interpret
considerable data, plan work, or modify methods and techniques used to perform
assignments such as scheduling repair or replacement of equipment, supplies or
parts of facilities.
Factor 5-4 Scope and Effect
The purpose of the position is to analyze long-range needs, unusual problems, or
unusual questions; and to administer entire programs and operations, or phases of
large and complex programs and operations. The work affects a wide range of
agency concerns or the operation of other agencies.
Factor 6-3 Personal Contacts
Contacts are with individuals or groups from outside the agency, including
consultants, contractors, vendors, or representatives of professional associations,
the media, or public interest groups in moderately unstructured settings. Contacts
may also include agency officials who are several managerial levels removed from
the employee when such contacts occur on an ad hoc basis. Individuals must
recognize or learn the role and authority of each party during the course of the
meeting.
Factor 7-3 Purpose of Contacts
The purpose of contacts is to influence and persuade persons or groups to accept
and implement findings and recommendations. Resistance may be encountered as a
result of issues such as organizational conflict, competing objectives, or resource
problems. The employee must be skillful in approaching contacts to obtain the
desired effect; e.g., gaining compliance with established policies and regulations by
persuasion or negotiation.
Factor 8-1 Physical Demands
The work is mainly sedentary, but may require some walking in offices, production
areas, utility plants, food service facilities, laboratories, and work areas. Some
employees may carry light items such as briefcases, notebooks, work papers, and
test equipment or drive a motor vehicle. The work does not required special physical
effort or ability.
Factor 9-1 Work Environment
The work is usually in an office setting that is adequately lighted, heated, and
ventilated. The work environment involves everyday risks or discomforts that require
normal safety precautions. Some employees may occasionally be exposed to
uncomfortable conditions in facilities such as production facilities and utility plants.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:

Equivalent Military Titles:

Construction Manager
Construction Representative
Engineering Manager
Engineer
Facilities Manager
Professional Engineer
Property Manager
Facility Operations Manager
Support Services Manager
Support Services Specialist
Civil Engineer
Facilities Management Specialist
Structural Engineer
Architect
Design Engineer
Test Engineer
Construction Inspector
Project Engineer

Facilities Planning and Programming Officer (4215)


Public Facilities Officer (6G)
Facilities Management Officer (1330)
Management Engineer (FCCME) (21D)
Facilities Construction/Facilities Services Officer (4230)
Facilities Design Officer (4220)
Facilities Manager (9442)
Installation Management (6Y)
Facilities Research Officer (4225)
Facilities Engineering Officer (4205)
Staff Facilities Engineer (4210)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Facilities Management Specialist


Classificat ion: FP-1640-4
This Version: 2.0
Most Recent Version: 2.0
Position Description

Posit ion Number: D10621


Int roduct ory St at ement : The incumbent reports to the Chief, Facilities Management Division. The
Facilities Management Division is responsible for providing facilities management logistical support
activities, including facilities and space management, physical security coordination and management
of eight domestic regional recruiting offices. Manages administrative requirements for the
organization's facilities, property, and supplies. Key aspects of facilities management include facilities
security, safety management and mishap investigation, facility operational activities, and
telecommunications and audiovisual support for the organization. Manages administrative aspects of
office supplies, office property, and office moves in support of organizational program, projects,
and/or missions. Follows applicable laws and regulations in performing space planning and design
layout. Performs functions such as gathering data, inspecting allotted locations, developing layout
plans, and coordinating the implementation of layout work. Analyzes requirements to maintain and
operate various kinds of facilities and equipment. Reviews construction project plans for
practicability, availability of materials, and suitability of specifications. Works with contractors to
ensure adherence to construction specifications and administrative requirements, and to negotiate
pricing changes.
MDAs and Duties for this Position
Facilit y Services, Propert y, and Supply Administ rat ion 30%
Analyzes and develops new repair and modification techniques, criteria, and
information required for changes in programs, technological developments, and
events that cannot be predicted, or have conflicting requirements, such as
planning maintenance operations for aeronautical launch sites.
Addresses new or unusual technical problems, such as disaster plans, egress to
relocation sites, and the development of relocation sites. Arranges and attends
meetings and conferences with representatives of those occupying space or
with supplies of space, services, equipment, or material.
Determines courses of action to be taken to address changes in programs,
technological developments, and events that cannot be predicted, or conflicting
requirements. Coordinates construction and rehabilitation projects that may be
required on short notice.
Prepares comprehensive reports on both the technical and administrative
aspects of the program for the information of higher management levels.

Tasks include:
Analyzed damage caused by natural disasters to assess needed repairs,

construction, or rehabilitation projects.


Addressed complex technical issues, such as disaster plans, egress to
relocation sites, and the development of relocation sites.
Cont ract or Oversight 25%
Analyzes and assesses contractor effectiveness for long-term, extensive
technical service contracts and/or cost type contracts, such as monitoring the
status of contract performance and approval of progress payments, reviewing
and providing recommendations on contractor proposals resulting from change
orders, scheduling, problems that have arisen and proposed solutions,
verification of deliveries, and similar activities.
Evaluates and provides assessment of the contractor's performance in meeting
operational requirements, contract requirements, and core processes.
Performs or directs surveys and investigations to establish baseline data
necessary to initiate requirements review. Aids in the evaluation of contractor
studies and provides technical assistance for the design, development,
integration, and evaluation of various systems for an assigned project.

Tasks include:
Analyzed damage caused by natural disasters to assess needed repairs,
construction, or rehabilitation projects.
Addressed complex technical issues, such as disaster plans, egress to
relocation sites, and the development of relocation sites.
Perf orms Space Analysis, Planning and Designs Layout For Facilit ies. 10%
Performs the full range of space planning work, following a multitude of steps in
order to make a positive recommendation on space. Makes an inspection of
present or proposed space to observe working conditions. Interviews each
supervisor to become familiar with the essential space requirements of all
segments of the office. After this inspection, arranges a conference with the
head of the office to discuss observations and/or findings, and clarifies and
evaluates the general information developed as to the flow of work.

Tasks include:
Served as a liaison for general inquiries regarding design projects for an
organization within an agency.
Special Event s Planning and Coordinat ion 20%
Schedules, designs, plans, and makes arrangements for unique events, such as
special VIP events or exhibit openings of significant size or complexity.
Ensures that all aspects of assigned events are coordinated, monitored and
controlled, and that Facilities support is provided in accordance with current
Shriver Hall policies.
Identifies and prioritizes multiple events between Shriver Hall and the 25 HQ
conference rooms.
Performs long-range planning and develops a comprehensive event schedule
and calendar with program of action and milestones, as well as an event support

plan.
Responsible for handling and processing requests to reserve Shriver Hall from
external groups.
Determines the scope and nature of actions required to resolve customer
service problems and process transactions, based on experience and past
practice.

Tasks include:
Scheduled, designed, planned, and made arrangements for unique events, such
as special VIP events or exhibit openings of significant size or complexity.
Parking Program Management 15%
Directly support the Chief of Administrative Services and the Associate Director
of the office of Management with the implementation of program requirements
mandated by U.S. code and Agency policy.
Manages the daily operations for employee parking, visitor parking and
carpooling.
Enforces Federal regulations and coordinates the policing of parking facilities,
which include: (a) The issuance of parking placards and temporary passes; (b)
The installation of signs and markings for traffic control; and (c) The issuance of
citations for parking violations
Coordinates with Administrative Services to review the transit benefits database
to ensure that benefits are properly accounted for and safeguarded against
fraud, waste, and abuse.
Analyzes and evaluates policies, practices and standard operating procedures
to determine their effectiveness and impact on the efficiency of the program.

Tasks include:
Administered a complex program for a major agency component, such as a
regional office, center, or major field installation.
Administered a complex program for a major agency component, such as a
regional office, center, or major field installation.
Analyzed issues concerning administrative policies and/or management theories
that required adaptation for application to internal program issues and problems.

Collateral Duties

Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge and skill in applying analytical and evaluative
methods and techniques to issues or studies concerning the efficiency and

effectiveness of program operations carried out by administrative or


professional personnel, or substantive program management support functions
(i.e., internal activities or functions such as supply, budget, procurement, or
human resources which serve to facilitate line or program operations). Includes
knowledge of pertinent laws, regulations, policies and precedents which affect
the use of program and related support resources (people, money, or
equipment) in the area studied. Projects and studies typically require
knowledge of the major issues, program goals and objectives, work processes,
and administrative operations of the organization.
Knowledge is used to plan, schedule, and conduct projects and studies to
evaluate and recommend ways to improve the effectiveness and efficiency of
work operations in a program setting. The assignments require knowledge and
skill in adapting analytical techniques and evaluation criteria to the measurement
and improvement of program effectiveness and/or organizational productivity.
Knowledge is applied in developing new or modified work methods,
organizational structures, records and files, management processes, staffing
patterns, procedures for administering program services, guidelines and
procedures, and automating work processes for the conduct of program
management support functions or program operations. Knowledge may also be
applied in analyzing and making recommendations concerning the centralization
or decentralization of operations.
Fact or 2-4 Supervisory Cont rols
The supervisor sets the overall objectives and, in consultation with the
employee, determines timeframes and possible shifts in staff or other
resources required. The employee, having developed expertise in a program
management specialty area, is responsible for planning and carrying out the
work, resolving most of the conflicts that arise, integrating and coordinating the
work of others as necessary, and interpreting policy on own initiative in terms of
established objectives. The supervisor is kept informed of progress, potentially
controversial matters, or unusual conditions with far-reaching implications.
Completed work is reviewed from an overall standpoint in terms of feasibility,
compatibility with other work, or effectiveness in meeting requirements or
achieving expected results.
Fact or 3-3 Guidelines
Guidelines available and regularly used in the work are in the form of agency
policies and implementing directives, manuals, handbooks, and directives that
supplement agency directions. The guidelines are not always applicable to
specific conditions, or there are gaps in specificity in application to specific
telecommunications requirements. The employee must interpret and apply a
number of subject-matter policies and regulations to work situations. The
employee uses judgment in interpreting, adapting, and applying guidelines and
independently resolves gaps or conflicts in guidelines according to program
requirements.
Fact or 4-4 Complexit y
The work involves gathering information, identifying and analyzing issues, and
developing recommendations to resolve substantive problems of effectiveness
and efficiency of work operations in a program setting. Work requires the
application of qualitative and quantitative analytical techniques that frequently
require modification to fit a wider range of variables.
Programs assigned consist of issues, problems, or concepts that are not always

susceptible to direct observation and analysis. Difficulty is encountered in


measuring effectiveness and productivity due to variations in the nature of
program management processes studied. Information about the subject is often
conflicting or incomplete, cannot readily be obtained by direct means, or is
otherwise difficult to document.
Program management requires originality in refining existing work methods and
techniques for application to the analysis of specific issues or resolution of
problems. For example, the employee may revise methods for collecting data
on workload, adopt new measures of productivity, or develop new approaches
to related productivity measurements to a performance appraisal system.
Fact or 5-3 Scope and Ef f ect
The purpose of the position is to plan and manage programs to improve the
efficiency and productivity of line organizations. Identifies, analyzes, and makes
recommendations to resolve conventional problems and situations in workflow,
work distribution, staffing, performance appraisal, organizational structure,
and/or administration. Program management work also involves developing
detailed procedures and guidelines to supplement established program
management regulations or program guidance.
Completed reports and recommendations influence decisions by managers
concerning the internal program management operations of the organizations
and activities studied. The work involves identifying problems, studying,
analyzing, and making recommendations concerning the efficiency and
productivity of program management operations in different components of an
organization.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals and groups both inside and outside the
immediate organization. People contacted are generally engaged in different
functions, missions, and kinds of work; e.g., representatives from various levels
within the agency such as headquarters, regional, district, or field offices, or
other operating offices in the immediate installation. Person-to-person contacts
are an important part of this position; and the incumbent must be well informed
and exercise tact in dealing with professional staff and other personnel.
Fact or 7-2 Purpose of Cont act s
The purpose of the contacts is to plan, coordinate work, or advise on efforts
and resolve operating problems by influencing or motivating individuals or
groups who are working toward mutual goals and who have basically
cooperative attitudes. Contacts with staff are to exchange information, give
clinical and administrative direction, and coordinate services to be provided
patients
Fact or 8-1 Physical Demands
The work requires no special physical demands. It is sedentary, performed in a
comfortable posture. It may involve some walking, standing, bending, or
carrying of light items.
Fact or 9-1 Work Environment
Work is performed in an office or similar setting involving everyday risks or
discomforts which require normal safety precautions. The work area is
adequately lighted, heated, and ventilated.

Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:
C onstruction Manager
C onstruction Representative
Engineering Manager
Engineer
Facilities Manager
Professional Engineer
Property Manager
Facility O perations Manager
Support Services Manager
Support Services Specialist
C ivil Engineer
Facilities Management Specialist
Structural Engineer
Architect
Design Engineer
Test Engineer
C onstruction Inspector
Project Engineer

Equivalent Milit ary T it les:

Facilities Planning and Programming O fficer (4215)


Public Facilities O fficer (6G)
Facilities Management O fficer (1330)
Management Engineer (FC C ME) (21D)
Facilities C onstruction/Facilities Services O fficer (4230)
Facilities Design O fficer (4220)
Facilities Manager (9442)
Installation Management (6Y)
Facilities Research O fficer (4225)
Facilities Engineering O fficer (4205)
Staff Facilities Engineer (4210)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Human Resources Specialist (H.R.I.S)


Classificat ion: FP-0201-2
This Version: 1.0
Most Recent Version: 1.2
Position Description

Posit ion Number: D10800


Int roduct ory St at ement : The incumbent is responsible for applying human resources principles,
concepts, methods, and practices to plan and deliver Human Resource Information Services (HRIS).
Serves as a key member in developing, testing, and implementing the HRIS systems and related
processes. Translates HR business practices into information system requirements; applies
information technology practices to HR business processes; identifies, maintains and enhances data
needs; and provides HR reports to users based on needs. Identifies and resolves issues arising from
the HRIS services and transactions. Provides quality control and testing functions in coordination with
team, investigates specific problems and errors to identify source of errors, and determines cause,
and seeks resolution.
MDAs and Duties for this Position
Human Resources Inf ormat ion Syst ems Project s 30%
Manages Human Resources Information Systems projects for the HR department.
Uses automated HR data processing and networking system solutions which
provide decision-making information support related to HR management
programs. Provides technical expertise and support through the development,
implementation, and support of automated systems. Analyzes, develops,
evaluates, advises on, and improves HR work methods and procedures through
automation. Determines actions required to resolve current or potential
problems in the areas of systems operation and report generation, and initiates
corrective action with appropriate staff. Recommends and implements new
initiatives and projects to strengthen, facilitate, and integrate programs.
Undertakes or participates in special projects, ongoing analyses, and initiatives
that have high priority for HR and high-level management. Produces analyses and
written reports, performs program reviews; and develops or fosters crossagency activities. Produces recurring and ad hoc reports and statistical
information for personnel, payroll, manpower, budget, and accounting purposes.

Tasks include:
Develop strategic plans for the development, enhancement, maintenance, and
future development of Human Resources Information Systems used agencywide.
Management and Implement at ion 10%
Collaborates and consults with key management officials to build consensus for
resolving issues that involve major precedent-setting cases or Human
Resources program changes that significantly affect how the agency does

business, such as the implementation of automated classification and staffing


systems. Employs change management process concepts and techniques, such
as those involved with strategic planning and workforce development initiatives,
by assessing organizational readiness for change, marketing organizational
awareness, and leading change initiatives. Takes actions necessary to maintain
or improve the quality and quantity of services that involve the introduction or
refinement of automation, development proposals to increase the organization's
resources, or other actions. Manages the capture, reporting and analysis of
statistical data relating to the organization's operations and directs or personally
performs special studies or projects. Prepares and contributes to reports and
other presentations on program planning and evaluation. Designs and conducts
a wide variety of comprehensive studies and detailed analyses of complex
functions and processes related to program planning and management.
Identifies and proposes solutions to management problems that are of major
importance to planning program direction.

Tasks include:
Evaluate interrelated HRIS management program operations and/or policies for
use by the gency.
Client Support Program Execut ion 10%
Provides expert technical advice and guidance to senior management officials in
client agencies and organizations in the appropriate application of technology to
HR's mission and programs including providing advice regarding emerging IT
issues and the impact of emerging issues on PC business requirements. Work
enhances client organization's ability to make informed decisions on the focus
and direction of HRIS planning and investment. Accountable for efficiently and
effectively managing HRIS program costs, timely delivery of products and
services, task order performance, and system supportability requirements.
Develops goals and objectives that integrate IT Solutions business, acquisition,
and fiscal objectives. Establishes metric and analysis systems for units
managed to assess efficiency, effectiveness, and responsiveness to customer
requirements and concerns. Ensures effective use of organization resources to
achieve organization goals and objectives as well as fulfill serviced customer's
needs. Collaborates, negotiates, and coordinates with external Office of IT
Solutions programs and initiatives to ensure effective management of customer
requirements (i.e., CAT Teams, Regional Partnerships, Integrated Solutions, etc.).

Tasks include:
Provide authoritative analysis and guidance in developing solutions for problems
associated with HRIS programs. Analyze and reconcile conflicts between agency
objectives and technology requirements. Solve difficult and unique problems
requiring novel approaches and implemented problem-solving strategies. For
example, initiated design specifications, modular top-down designs, step-wise
refinement, or algorithm development for major technical initiatives.
Program Planning and Management 30%
Coordinates the accomplishment of HRIS functions comprising the assigned
mission, encompassing difficult and diverse functions or issues that affect critical
aspects of the major programs of HRM. Establishes short- and long-range goals
for HRIS function, develops detailed plans for implementing them, and oversees
implementation of the goals. Determines if adjustments or changes in objectives

or emphasis are needed Recommends and/or puts into action project or


process changes. Creates HRIS policies and procedures, conducts periodic and
comprehensive evaluations of ongoing projects to ensure that the organization
meets its stated goals, and identifies areas where operational efficiency can be
enhanced. Takes actions necessary to maintain or improve the quality and
quantity of services that involve the introduction or refinement of automation,
development of proposals to increase the organization's resources, or other
actions. Manages the capture, reporting, and analysis of statistical data relating
to the organization's operations and directs or personally performs special
studies or projects. Prepares and contributes to reports and other
presentations on program planning and evaluation. Designs and conducts a
wide variety of comprehensive studies and detailed analyses of complex
functions and processes related to program planning and management.
Identifies and proposes solutions to management problems that are of major
importance to planning program direction.

Tasks include:
Develop plans for implementing short- and long-range program goals for HRIS
projects.
Project Planning and Management 20%
Coordinates and integrates the planning, programming, development, oversight,
scheduling, and overall management of resources for major multi-phase
projects. Manages significant elements or phases of projects related to major
organizational functions, programs, or operations. Overcomes and resolves
difficult and complex technical, project management, and organizational
problems using innovative and original approaches. Plans, guides, coordinates,
and manages the work of subordinate, secondary, and/or matrixed resources.
Reviews productivity in all project areas and phases, monitors problem areas,
and oversees implementation of solutions to project issues. Conducts periodic
and comprehensive evaluations of ongoing project functions to work toward
ensuring project goals are met. Recommends actions necessary to maintain or
improve the quality and quantity of project operations and services, introducing
or refining automated systems, operational reorganizations, and/or proposals to
increase project resources, etc. Prepares correspondence, technical reports,
estimates, fact sheets, status reports, and schedules to complete project
assignments, and keeps interested parties informed of progress on project
goals.

Tasks include:
Integrate the planning, programming, development, oversight, scheduling, and
overall management of resources for major multi-phase projects.

Collateral Duties

Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of advanced of Human Resource principles,

concepts, regulations, and practices of any applicable specialty, as well as


analytical methods and techniques, and seasoned consultative skill sufficient to
resolve HRM problems not susceptible to treatment by standard methods.
Mastery of the relationships between subordinates and senior levels of HR
management within the employing entity and/or between the organization and
programs of other Federal departments, or equivalent organizations; and a
wide range of qualitative and/or quantitative methods sufficient to: 1) Design and
conduct comprehensive HR studies characterized by boundaries that are
extremely broad and difficult to determine in advance; 2) Identify and propose
solutions to HRM problems and issues that are characterized by their breath,
importance and severity and for which previous studies and established
techniques are frequently inadequate; 3) Collaborate with HR management in
employing change process concepts and techniques by assessing
organizational readiness for change ,marketing organizational awareness and
leading change initiatives; 4) Evaluate and make recommendations concerning
overall plans and proposals for complex HRIS projects; 5) Develop, interpret,
and analyze data extracts and reports from automated HR databases and/or
develop the most efficient and effective automated systems approaches for
presenting HR reports and graphics for management; 6) Provide authoritative
advisory service and/or develop authoritative policy interpretations; 7) Plan,
organize and conduct research of complex legal problems that involve major
areas of uncertainty in approach, methodology, or interpretation to identify
appropriate courses of action; 8) Resolve problems characterized by their
breadth , importance, and severity for which previous studies and techniques
have proven to be inadequate.
Fact or 2-5 Supervisory Cont rols
The supervisor provides administrative and policy direction in terms of broadly
defined missions or functions of the agency. The employee is responsible for a
significant agency or equivalent level IT program or function; defines objectives;
interprets policies promulgated by authorities senior to the immediate
supervisor and determines their effect on program needs; independently plans,
designs, and carries out the work to be done; and is a technical authority. The
supervisor reviews work for potential impact on broad agency policy objectives
and program goals; normally accepts work as being technically authoritative;
and normally accepts work without significant change.
Fact or 3-5 Guidelines
The employee uses guidelines that are often ambiguous and express conflicting
or incompatible goals and objectives, requiring extensive interpretation. The
employee uses judgment and ingenuity and exercises broad latitude to:
determine the intent of applicable guidelines; develop policy and guidelines for
specific areas of work; and formulate interpretations that may take the form of
policy statements and guidelines. Top agency management officials and senior
staff recognize the employee as a technical expert.
Fact or 4-5 Complexit y
Work consists of a variety of duties requiring the application of many different
and unrelated processes and methods to a broad range of IT activities or to the
in-depth analysis of IT issues. The employee makes decisions that involve major
uncertainties with regard to the most effective approach or methodology to be
applied. These changes typically result from continuing changes in customer
business requirements; or rapidly evolving technology in the specialty areas.
The employee develops new standards, methods, and techniques; evaluates
the impact of technological change; and/or conceives of solutions to highly

complex technical issues. The work frequently involves integrating the activities
of multiple specialty areas.
Fact or 5-5 Scope and Ef f ect
The purpose of the position is to define unprecedented conditions, resolve
critical problems, and/or develop, test, and implement new technologies. The
work affects the work of other technical experts or the development of major
aspects of agency-wide IT programs.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals or groups from outside the agency,
including consultants, contractors, vendors, or representatives of professional
associations, the media, or public interest groups, in moderately unstructured
settings. Contacts are related to technological information and developments
applicable to assigned IT projects. Contacts may also include agency officials
who are several managerial levels removed from the employee when such
contacts occur on an ad hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence and persuade employees and managers
to accept and implement findings, advice, guidance, and recommendations in
the technology specialty area(s) of the position. May encounter resistance as a
result of issues such as organizational conflict, competing objectives, or
resource problems. Must be skillful in approaching contacts to obtain the
desired effect; e.g., gaining compliance with established policies and regulations
by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Administrative Assistant


Classificat ion: GS-0303-07
This Version: 20.0
Most Recent Version: 20.0
Position Description

Posit ion Number: D10564


Int roduct ory St at ement : This position is located in the Peace Corps, Office of the Director, and
works under the supervision of the Peace Corps Global AIDS Coordinator. The incumbent provides
administrative guidance and support within the Office of AIDS Relief. This role includes the
involvement of the Peace Corps in the President's Emergency Plan for AIDS Relief (PEPFAR). Under the
guidance of the Administrative Officer, the incumbent works in close collaboration with both PEPFAR
and non PEPFAR posts.
MDAs and Duties for this Position
Perf orms T rainee Work 75%
As an advanced trainee, increases knowledge, skills, and abilities in the
occupation. Researches regulations and other pertinent directives for answers
to questions prior to consulting with the supervisor or a higher-grade employee.
Successfully completes required formal and on-the-job training, and
demonstrates a progressive ability to independently accomplish assignments.
Assignments are varied in nature, yet limited in complexity. They are structured
to provide a means by which the incumbent can display and validate a working
knowledge of regulations, policies, and analytical procedures and apply an
increasingly full-range of the principles, concepts, and work processes common
to the occupation. Makes acceptable recommendations with respect to policies
and procedures.
Increases networks and contacts beneficial to the successful performance of
assignments. Conducts regular interactions with colleagues and supervisors in
order to complete work assignments. Contacts extend beyond the immediate
work area and the work requires effective coordination and solicitation of
cooperative efforts from other administrative or support staff.
Interprets and applies pertinent regulations and style manuals governing written
communications in order to prepare written materials which communicate the
intended information. Researches and analyzes data, issues, and information that
support project recommendations or the work assignments of higher-grade
specialists. Prepares well-researched and logically organized presentations
related to work assignments. Presents facts, issues, and positions that convey
the intended information with the appropriate diplomacy and emphasis.
Assignments are varied in nature, yet limited in complexity. They are structured
to provide a means by which the incumbent can display and validate a working
knowledge of regulations, policies, and analytical procedures and apply an
increasingly full-range of the principles, concepts, and work processes common
to the occupation. Makes acceptable recommendations with respect to policies
and procedures.

Increases networks and contacts beneficial to the successful performance of


assignments. Conducts regular interactions with colleagues and supervisors in
order to complete work assignments. Contacts extend beyond the immediate
work area and the work requires effective coordination and solicitation of
cooperative efforts from other administrative or support staff.
Interprets and applies pertinent regulations and style manuals governing written
communications in order to prepare written materials which communicate the
intended information. Researches and analyzes data, issues, and information that
support project recommendations or the work assignments of higher-grade
specialists. Prepares well-researched and logically organized presentations
related to work assignments. Presents facts, issues, and positions that convey
the intended information with the appropriate diplomacy and emphasis.

Program Services and Support 25%


Independently completes special research requests. Exchanges and develops
information, resolves discrepancies, and makes recommendations about
conflicting program-related materials. Collects program information from
technical specialists, enters it into a variety of electronic information systems,
searches for related information, and retrieves all relevant data. Consolidates
the information into presentation format. Incumbent makes recommendations
about conflicting program-related materials.

Tasks include:
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources.

Collateral Duties

Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The work requires a basic foundation of the concepts and principles of the
conventional methodology required within the occupation. The knowledge
would typically be gained through extensive practical experience and formal
training in the occupation or a bachelor's degree program in the occupation and
additional experience/internship in the field. Additionally, a general familiarity
with the Agency's practices, policies, and procedures is required for the
advanced trainee to perform assignments independently.
Fact or 2-2 Supervisory Cont rols
The supervisor provides continuing or individual assignments by indicating
generally what is to be done, limitations, quality and quantity expected,
deadlines, and priority of assignments. The supervisor provides additional,
specific instructions for new, difficult, or unusual assignments including
suggested work methods or advice on source material available.

Uses initiative in carrying out recurring assignments independently without


specific instructions, but refers deviations, problems, and unfamiliar situations
not covered by instructions to the supervisor for decision or help. The
supervisor assures that finished work and methods used are technically
accurate and in compliance with instructions or established procedures.
However, review of the work increases if the employee has not previously
performed similar assignments.
Fact or 3-2 Guidelines
Uses established guidelines in the form of standard instructions, literature,
precedents and practices concerned with the assigned function. Judgment is
required in locating and selecting the most appropriate guidelines and
references. This may include exercising discretion, such as selecting among
alternatives and making minor deviations occasionally to adapt guidelines to
specific cases. Situations to which existing guidelines are inapplicable or those
requiring significant deviations are referred to the supervisor.
Fact or 4-2 Complexit y
Assignments consist of specific, well defined tasks which typically are designed
to orient the employee in the administrative policies and regulations, technical
programs, organization operating procedures, and the specialty area with which
the organization is concerned. The differences among assignments are easily
recognized and are of a factual nature such as a specified analysis, action, or
procedure to carry out. Typically, work is routine and includes carrying out
common qualitative and quantitative analyses; implementing routine programs;
and/or preparing guides, draft decisions, or tentative opinion.
Fact or 5-2 Scope and Ef f ect
Work involves routine or well-established procedures that comprise a complete
segment of an assignment or project of broader scope. Work efforts affect the
accuracy and reliability of the work being performed by other administrative
employees.
Fact or 6-2 Personal Cont act s
Contacts are with a number of individuals in the employee's organization or
setting, but outside the employees immediate work unit. Contacts typically
include customers seeking assistance or services from the employee.
Fact or 7-1 Purpose of Cont act s
Contacts are for the purpose of exchanging factual information.
Fact or 8-1 Physical Demands
Work is primarily sedentary, although some walking or bending may be involved
in coordinating services.
Fact or 9-1 Work Environment
Work is usually conducted in offices and office areas where there may be
occasional exposure to unsafe practices or conditions associated with office
operations that require normal safety precautions.

Other Significant Facts:

Performs other duties as assigned.

Equivalent Titles:
There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Programming and Training Specialist


Classificat ion: FP-0301-3
This Version: 1.0
Most Recent Version: 1.0
Position Description

Posit ion Number: D09778


Int roduct ory St at ement : This position is located in the Programming and Training Unit of the
Africa Region (AFR) Headquarters, Office of the Peace Corps. The purpose of this position is to
provide professional, technical and logistical support to programming and training within the AFR
Region. The Programming & Training Specialist works with field and headquarters staff to ensure
implementation of solid and effective field program and training strategies and activities that build
capacity and strengthen performance in the field. When necessary, this position includes the duties
of a roving Country Desk Officer.
MDAs and Duties for this Position
Part icipat es in Career and Leadership Development T raining Act ivit ies 20%
Independently establishes priorities and attends and participates in a series of
career developmental seminars, workshops and training courses relating to
leadership and managerial development. These sessions may include but are
not limited to: decision making, financial planning, contract administration,
leadership, conflict resolution, change management, leading a diverse work
group, team building, employee motivation, labor management relations, human
relations management, and information resources management.

Tasks include:
Devised new analytical techniques to evaluate complex program issues.
Performed long-range planning and/or management of new substantive agency
programs
Performed long-range planning and/or management of new substantive agency
programs
Program Planning and Management Work 50%
Serves as an expert analyst in the assessment and improvement of program
effectiveness or the improvement of complex management processes and
systems. Performs long-range planning and analysis of new substantive agency
programs where precedents are scarce or nonexistent. Works with top
management to develop long-range management plans for efficient and
effective program implementation and administration. Applies a wide range of
qualitative and/or quantitative methods for the assessment and improvement of
complex short and long-range goals of the organization, developing detailed
plans for implementing them, and overseeing implementation of the goals in
subordinate organizations. Recommends changes in objectives or emphasis in

functions under the organization's purview. Makes the best use of present
resources, assisting in planning for future resource needs, estimating short- and
long-range personnel, budgetary, space, and equipment needs, and
implementing new resources.
Assists in determining the need for written policies and procedures, overseeing
the development of policies and procedures, and reviewing and recommending
approval upon completion.
Reviews productivity in all areas, monitors problem areas, and oversees
implementation of solutions to problems. Conducts periodic and comprehensive
evaluations of ongoing functions to ensure that the organization meets its stated
goals, and identifies areas where operational efficiency can be enhanced.
Recommends actions necessary to maintain or improve the quality and quantity
of operational services, introducing or refining automation, reorganizing
operating units, reassigning personnel, and proposing the increase of
organization resources. Directs the capture, reporting, and analysis of statistical
data relating to the organization's operations and directs or personally performs
special studies regarding this data.

Tasks include:
Performed long-range planning and/or management of new substantive agency
programs
Devised new analytical techniques to evaluate complex program issues.
Performed long-range planning and/or management of new substantive agency
programs
Program/Project Development and/or Management Work 30%
Plans and designs centralized and mission-specific formal and non-formal
projects under established and/or proposed program objectives. Identifies and
implements necessary actions related to implementation, monitoring, and
evaluation of community education development and projects. Designs and/or
manages the Designs and/or manages the development of Bureau and/or
Mission-specific Strategic Objectives (SOs), within the development education
area, identifying actions related to program/project implementation, monitoring,
and evaluating activities under established and/or proposed SOs.
Exercises independent judgment and applies broad technical knowledge of
formal and non-formal education development conditions and trends in
preparing or assuring preparation of implementation documents, concept and
decision papers, briefing memoranda, authorizations, and Congressional
notifications. Assists the Bureau and Missions in advancing the state-of-the-art
of the formal and non-formal education development discipline, and in improving
approaches in activity management.
Designs and participates in broad development education assessments, and
participates in results framework development and review. Presents and
defends positions, as required, before annual strategy/R4 and closeout plan
reviews. Provides guidance to Program Objective Teams, SO Teams, and/or
other groups. Coordinates information and builds consensus from various
organizations involved in the preparation and approval of various documents.

Tasks include:

Developed indicators that were applied worldwide to measure the probable


successes, inadequacies, or failures of programs and projects.
Analyzed the effectiveness of major policy reform and assistance interventions
related to foreign educational development projects.
Led project assessment teams to define strategic plans and design specific
programs and projects.
Recommended expansion or continuation of education programs and projects,
and modifications in program/project content, direction, funding, and staffing.
Carried out extensive policy research projects and analyses involving a number
of integrated policy matters and variables, having a significant impact on agency
positions and policies.
Served as project manager or assistant project manager for centrally managed
projects, grants, or contracts within the education area.

Collateral Duties

Other Significant Facts:


Performs other duties as assigned.

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Milit ary T it les:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) O fficer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Programming and Training Specialist


Classificat ion: FP-0301-4
This Version: 1.0
Most Recent Version: 1.0
Position Description

Posit ion Number: D09778


Int roduct ory St at ement : This position is located in the Programming and Training Unit of the
African Region (AFR) Headquarters, Office of the Peace Corps. The purpose of this position is to
provide professional, technical and logistical support to programming and training within the AFR
Region. The Programming & Training Specialist works with field and headquarters staff to ensure
implementation of solid and effective field program and training strategies and activities that build
capacity and strengthen performance in the field. This position involves half-time (50%) support to
the Program and Training Advisor and half time (50%) duties as roving Country Desk Officer.
MDAs and Duties for this Position
Part icipat es in Career and Leadership Development T raining Act ivit ies 20%
Under the structured guidance of an assigned mentor, attends and participates
in a series of career developmental seminars, workshops, and training courses
relating to leadership and managerial development. These sessions may
include but are not limited to: decision making, financial planning, contract
administration, conflict resolution, change management, leading a diverse work
group, team building, employee motivation, labor management relations, human
relations management, and information resources management.

Tasks include:
Managed a specific organizational project and/or program at the field office or
comparable level.
Resolved problems of a common or immediate nature.
Managed a specific organizational project and/or program at the field office or
comparable level.
Program/Project Development and/or Management Work 30%
Independently designs, implements, and/or evaluates portions of programs,
projects, etc., related to development education. Plans and designs centralized
and mission-specific formal and non-formal projects under established and/or
proposed program objectives. Identifies and implements necessary actions
related to implementation, monitoring, and evaluation of community education
development and projects. Designs and/or manages the Designs and/or
manages the development of Bureau and/or Mission-specific Strategic
Objectives (SOs), within the development education area, identifying actions
related to program/project implementation, monitoring, and evaluating activities
under established and/or proposed SOs.

Exercises independent judgment and applies broad technical knowledge of


formal and non-formal education development conditions and trends in
preparing or assuring preparation of implementation documents, concept and
decision papers, briefing memoranda, authorizations, and Congressional
notifications. Assists the Bureau and Missions in advancing the state-of-the-art
of the formal and non-formal education development discipline, and in improving
approaches in activity management.
Designs and participates in broad development education assessments, and
participates in results framework development and review. Presents and
defends positions, as required, before annual strategy/R4 and closeout plan
reviews. Provides guidance to Program Objective Teams, SO Teams, and/or
other groups. Coordinates information and builds consensus from various
organizations involved in the preparation and approval of various documents.

Tasks include:
Developed policy recommendations on foreign policy issues based on current
and future trends analyses.
Completed project planning documentation for baseline information purposes.
Implemented centrally managed projects, grants, or contracts for education
programs and projects.
Assisted in program/project design activities, such as drafting education
initiative strategies and suggesting resolution to implementation problems.
Project Planning and Management Work 50%
Prepares and coordinates project plans, and/or manages projects with
conventional project scheduling, computing, and/or budgeting requirements.
Serves as an analyst in the assessment and improvement of program
effectiveness or the improvement of complex management processes and
systems. Performs long-range planning and analysis of new substantive agency
programs where precedents are scarce or nonexistent. Works with top
management to develop long-range management plans for efficient and
effective program implementation and administration. Applies a wide range of
qualitative and/or quantitative methods for the assessment and improvement of
complex short and long-range goals of the organization, developing detailed
plans for implementing them, and overseeing implementation of the goals in
subordinate organizations. Recommends changes in objectives or emphasis in
functions under the organization's purview. Makes the best use of present
resources, assisting in planning for future resource needs, estimating short- and
long-range personnel, budgetary, space, and equipment needs, and
implementing new resources.
Assists in determining the need for written policies and procedures, overseeing
the development of policies and procedures, and reviewing and recommending
approval upon completion.
Reviews productivity in all areas, monitors problem areas, and oversees
implementation of solutions to problems. Conducts periodic and comprehensive
evaluations of ongoing functions to ensure that the organization meets its stated
goals, and identifies areas where operational efficiency can be enhanced.
Recommends actions necessary to maintain or improve the quality and quantity
of operational services, introducing or refining automation, reorganizing
operating units, reassigning personnel, and proposing the increase of

organization resources. Directs the capture, reporting, and analysis of statistical


data relating to the organization's operations and directs or personally performs
special studies regarding this data.

Tasks include:
Coordinated project plans, and/or managed projects with conventional project
scheduling, computing, and/or budgeting requirements.

Collateral Duties

Other Significant Facts:


Performs other duties as assigned.

Equivalent Titles:
Equivalent Privat e Sect or T it les:

Equivalent Milit ary T it les:

Training Program Manager


Human Resources Program Manager
Instructor
Training and Development C oordinator
Leadership Development Specialist
Training and Development Specialist
Educational Program Manager
Human Resources Specialist
Human Resources Manager
Personnel Manager
Program Manager
Training and Development Manager
Leadership Development Manager
Personnel Specialist
Trainer

Leadership/Management Training Program O fficer (3220)


Human Resource Management O fficer (3320)
Training Development (7Q )
Afloat Training O fficer (3292)
Training Publications And C urriculum O fficer (3298)
Leadership Development Specialist (8803)
Training Device Program C oordinator (5761)
Training O fficer (3290)
Training Planning And Program O fficer (Aviation, Flight) (3217)
Training Planning And Program O fficer (Aviation, Ground) (3219)
Simulations O perations O fficer (57A)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Supervisory H R Specialist (Employee Development)


Classification: FP-0201-2
This Version: 1.0
Most Recent Version: 1.1
Position Description

Position Number: D10799


Introductory Statement: This position is located in the Office of Human Resources Management (HRM)
providing technical support and guidance in the development and implementation of training and
development programs. Serves as a policy advisor and technical authority on workforce development
programs.
MDAs and Duties for this Position
Training and Development Advisory Services 20%
Provides management with advice and guidance on Training/Employee Development
policy and procedures when the training and development practices are new, highly
controversial, precedent setting, and involve more than one area of Human
Resources policy. Serves as a technical expert on employee training and
development programs, policies, or practices at the national level. As the training
program advisor, responds to questions situations where there is the potential for
serious impact on the agencys mission. Develops solutions to extremely
complicated problems with potential to impact all employees or the entire Human
Resources program for the organization, such as those situations involving labor
agreements, succession development, or issues subject to court orders or consent
decrees.

Tasks include:
Oversee Peace Corps Employee Training Development program.
Training and Human Resources Development Policy Development and Review 20%
Reviews and develops new or proposed employee training and development policies,
procedures, and guidelines for agency-wide use. Develops policies and guidelines
that impact practices due to the visibility, sensitivity, and controversy of the issues
involved. Serves as the technical authority with respect to policy and regulatory
impact upon training programs. Aligns human resource development decisions with
the strategic plan, mission, goals, and objectives. Identifies key policy issues and
priorities, evaluates strategies, and makes recommendations to senior agency
management officials on new ways to utilize human resource development policies
and activities to address challenges. Assesses the potential impact and precedent
setting implications of pending disputes, such as claims, grievances, complaints,
suits, or issues that are part of multi-faceted suits, claims, or other actions that
involve the availability of training, retraining, development, supervisory preparation,
succession grooming, etc. Works with managers to develop strategies and

contingency plans to accommodate changes in training and development program


guidance resulting from rulings or decisions involving the assignment and availability
of training resources within the organization or similar issues.

Tasks include:
Develop new or proposed agency-wide employee training and development policies,
procedures, and guidelines.
Training Program Management 20%
Oversees, coordinates, and evaluates overall educational program activities and the
implementation of basic national guidelines, for a significant organizational segment
of an agency. Provide leadership, advice, and guidance for a complex multi-mission
organization that impacts training programs throughout the agency. Anticipates
changes or new developments in the technology or training and development field
affecting a specific specialty area and program operations. Develops advance plans
to ensure timely introduction of new or revised procedures, techniques, or
operational concepts into the training program. Conceives, develops, and introduces
new program objectives, goals, systems and concepts.

Tasks include:
Oversee, coordinate, and evaluate overall training program activities and the
implementation of basic national guidelines, for a significant organizational segment
of an agency.
Agency-Wide Training and Development Resource 20%
As an expert advisor and technical authority on complex and precedent-setting
policy and program issues, develops policies, strategies, and plans for development
training programs/projects for agency-wide application. Provides specialized
expertise in designing and monitoring policies, strategies, and programs in the
training and development area. Advises on the most effective approaches to
sectoral problems in a region or country, and articulates the benefits of interventions
to effectively reach specific target audiences. Provides technical advice, guidance,
and support on technical issues regarding the design, implementation, management,
and evaluation of training and development programs. Coordinates incorporation of
research findings into implementable interventions. Maintains knowledge of current
literature and research on legislative mandate to facilitate and coordinate activities in
the employee development and training area. Attends conferences and meetings, for
the purpose of professional and scientific interchange, and establishes and
maintains effective working relationships with professional colleagues and
institutions.

Tasks include:
Develop policies, strategies, and plans for programs/projects in education for
agency-wide application.
Supervisory and/or Managerial Responsibilities 20%
Supervises a group of employees performing work at the FP-6 through FP-3 level.
Provides administrative and technical supervision necessary for accomplishing the
work of the unit. Performs the administrative and human resource management
functions relative to the staff supervised. Establishes guidelines and performance

expectations for staff members, which are clearly communicated through the formal
employee performance management system. Observes workers' performance;
demonstrates and conducts employee work performance evaluations and provide
feedback. . Resolves informal complaints and grievances. Develops work
improvement plans, recommending personnel actions as necessary. Provides
advice and counsel to workers related to work and administrative matters. Effects
disciplinary measures as appropriate to the authority delegated in this area. Reviews
and approves or disapproves leave requests. Assures that subordinates are trained
and fully comply with the provisions of the safety regulations. Furnishes employee
assignments and a place of employment which is free from recognized hazards that
are likely to cause death or serious physical harm; refers matters that exceed the
incumbents authority to higher levels of management for decision. Complies with
occupational safety and health standards applicable to PC and with all rules,
regulations, and orders issued by PC with respect to the occupational safety and
health program. Ensures a continuing affirmative application of PC policies
concerning equal opportunity. Ensures that personnel management within the
organizational entity under supervision is accomplished without regard to race, color,
religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of
developments, policy issuances, and other similar material in the equal opportunity
field, and for fully supporting PC Equal Opportunity Program. Specifically,
incumbent initiates nondiscriminatory practices and affirmative action for the area
under his/her supervision in the following: (1) merit promotion of employees and
recruitment and hiring of applicants; (2) fair treatment of all employees; (3)
encouragement and recognition of employee achievements; (4) career development
of employees; and (5) full utilization of their skills.

Tasks include:
Analyze issues related to the establishment of program goals and objectives for
major agency program areas supervised. Provide recommendations on the
development of program implementation, operation, and evaluation
strategies/methodologies.
Coordinate the work of a wide variety of participants when there were significant or
major advancements or issues in the program area or subject matter field related to
the program area supervised.
Write reports in the specialization or subject matter area of the position, some of
which have been recognized by others as having an important influence in the
program area.
Justify, defend, negotiate, or settle matters involving significant or controversial
issues. Participate in conferences, meetings, or presentations involving problems or
issues of considerable consequence or importance to the work of an agency.

Collateral Duties

Factor Statements
Factor 1-8 Knowledge Required by the Position
Mastery of a broad functional or specialized area of training and development
programs, skill, and experienced judgment in applying and developing criteria or
requirements for testing and evaluating new approaches and concepts for training
and develoment problems. Recognized in the training and development community

as an expert in the broad area of training and development to which assigned. In


this capacity, adapts and extends established concepts and methods, and
assesses proposals for innovative alternative approaches from the standpoint of
training and development soundness, likelihood of success, feasibility, cost, priority,
and consistency with overall program objectives of the agency.
Factor 2-4 Supervisory Controls
Employee has responsibility for independently planning, designing, and overseeing
the carrying out of programs, projects, studies, or other major activities in the broad
area of training and development programs. Results of the work are considered to
be professionally authoritative, and are normally accepted without significant
change. If the work should be reviewed, the review concerns such matters as
fulfillment of program objectives, effect of advice and influence on the overall
program, or the contribution to the advancement of training and development
technology and practice. Recommendations for new projects and alterations of
objectives are usually evaluated for such overall considerations as availability of
funds and other resources, broad program goals, or national priorities.
Factor 3-4 Guidelines
Only very broad and general policy statements, regulations, laws, traing and
development theories, and procedures underlying accepted training standards are
available as guidelines. As a recognized authority in training and development
programs or functional area, the employee, through development of new approaches
and strategies, often determines the guidelines that will be used by others within and
outside the agency. These guidelines, which influence and often control program
direction, include major substantive policies, as well as nationwide standards,
procedures, and instructions. Training and development program advisors follow
professional standards, but also the recommended policies and guidelines that
advance or significantly influence standards within a broad area of the field of
training and development.
Factor 4-5 Complexity
The work involves identifying and defining complex issues in a broad area of
specialization. Problems encountered are of unusual difficulty and scope, and often
the subject of considerable controversy and political sensitivity. Demands of the
work require the employee to devise new methods and criteria for approaching
training and deveopment problems that have persisted in the agency.
Factor 5-5 Scope and Effect
As a Program Manager in the area of training and development, resolves critical
problems and provides guidance on new approaches and methods that have a
substantial impact on the work of other agency specialists, contractors, grantees,
and the training and development community. The employee's judgments and
actions directly affect agency prospects for success, e.g., achieving equal training
and development opportunities for all employees.
Factor 6-3 Personal Contacts
Contacts are generally with managers, subject matter specialists, and other officials
outside the federal government, e.g., state and local school systems, postsecondary institutions, research organizations, and public interest groups. In many
positions, individuals involved have grants or contracts on education problems and
issues, or are associated with organizations and institutions that have such grants
or contracts. These contacts are generally not established on routine basis, and
occur in a variety of places, inside and outside the agency.

Factor 7-3 Purpose of Contacts


Purpose is to motivate, influence, and persuade individuals and groups who are
suspicious, fearful, or otherwise not inclined to be cooperative to accept changes in
training and development methods, practices, or programs, or to adopt new
approaches. The employee must be skillful in dealing with those persons and
groups to achieve agreement on changes that will be in harmony with agency
objectives and policies, or to gain compliance with applicable regulations and other
legal requirements.
Factor 8-1 Physical Demands
No special physical demands such as above average ability, dexterity, or strength
are required to perform the work. Work is sedentary and the employee may sit
comfortably. There may be some walking, standing, bending, carrying of light items.
Factor 9-1 Work Environment
The work is performed in offices, meeting rooms, schools, or similar settings
involving everyday risks or discomforts which require normal safety precautions.
The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:

Equivalent Military Titles:

Recruiting and Placement Manager


Recruiter
Recruiting Manager
Benefits Specialist
Human Resources Specialist
Human Resources Manager
Personnel Manager
Personnel Specialist

Mobilization And Selection Officer (3015)


Personnel Plans And Policy Chief (3980)
Personnel Plans And Policy Director (3981)
Transient Personnel Unit Officer (3910)
Personnel Officer (III) (0170)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Human Resources Specialist (Recruitment & Placement)
Classificat ion: FP-0201-3
This Version: 1.0
Most Recent Version: 1.2
Position Description

Posit ion Number: D09618


Int roduct ory St at ement : This position is located in the office of Human Resources Management.
The incumbent performs a variety of human resources functions with an emphasis on staffing,
recruitment, classifications and position management. The incumbent serves under the immediate
supervision of the Supervisory Human Resources Specialist.
MDAs and Duties for this Position
Human Resources Advisory Services 30%
Provides expert advisory, consultative, and technical services to agency
program and line managers on a broad range of Human Resources issues that
involve complex and controversial issues. Conducts training to new Staffing
Analysts and Managers as needed. Services include solving sensitive and
complex issues; advising supervisors in developing accurate position
descriptions and assuming responsibility for their technical adequacy for
classification purposes; consulting with management on proposed
reorganizations and advising on potential effects on positions, career
progression, and maximum utilization of skills. Other services include advising
and counseling management on agency recruitment and placement plans and
ensuring that management and employees are kept informed of new changes in
Human Resources policies, procedures, and programs. Responds to Human
Resources program questions and issues where there is the potential for
serious impact on the agency's mission, such as hiring practices that overlap the
EEO or Labor Relations areas, or involve the transition to new practices and
technologies.

Tasks include:
Provide advice to managers on complex and controversial HR issues, such as
consulting on proposed reorganizations, and advising on potential effects on
positions, career progression, and maximum utilization of skills.
Posit ion Classif icat ion Work 25%
Uses an automated recruitment system to classify jobs and prepare necessary
documentation for positions covered by the Foreign Service (FS) and/or General
Schedule (GS) classification and job grading systems. Provides expert and
authoritative advice on complex classification issues and problems with agencywide impact. Collaborates with senior specialists to ensure that the application
of position classification standards is accurate and consistent. Compares
positions to other like positions and to classification standards to ensure

consistency in establishing compensation levels across a variety of employment


programs. Shares analyses and determinations with peers; incorporates best
practices and lessons learned into the standard work practices of the
classification program. Advises on the accepted principles and rules to be
applied in analyzing complex individual position and organizational structure
issues, such as resolving borderline pay category issues affecting large
numbers of positions; applying broadly written guides to rapidly evolving
professional occupations; or resolving highly contentious mixed series/mixed
grade, interdisciplinary, or impact-of-the-person-on-the-position classification
issues that have widespread internal and potentially external impact. Prepares
narrative evaluation statements for positions that entail precedent-setting
classification decisions. These decisions may become the accepted guideline
and standard for other specialists within the organization.

Tasks include:
Classify positions with classification issues affecting large numbers of positions,
and/or highly contentious mixed series/mixed grade, interdisciplinary, or impactof-the-person-on-the-position issues.
Use an automated recruitment system to establish and classify positions.
Recruit ment and Placement 45%
Processes a full range of recruitment and placement actions to include
developing and issuing vacancy announcements, determining qualifications,
identifying critical skill requirements, processing personnel actions, and
processing noncompetitive actions in accordance with applicable rules and
regulations. Ensures compliance with all internal processing requirements to
maintain data integrity of an automated classification and recruiting system.
Consults with and advises senior Human Resources and organization managers
on recruitment, examination, and selection processes, regulations, and
requirements. Coordinates and advises on the implementation and utilization of
automated classification and recruiting systems, tools, and processes.
Researches, defines, and documents the best practices regarding external
recruitment techniques in both the Federal and private sectors; assesses their
applicability to the organization's short and long-term strategic goals; adopts
and implements practices where allowed; and makes recommendations to
senior management on policy and regulatory revisions where needed. Proposes
and develops new or revised external recruitment policies, practices, or
programs to deal with workforce expansion, downsizing, and reshaping.

Tasks include:
Advise management on recruitment, examination, and selection processes,
regulations, and/or alternatives.
Develop new or revised recruitment policies, practices, or programs to deal
with workforce expansion, downsizing, and/or restructuring.

Collateral Duties

Factor Statements

Fact or 1-8 Knowledge Required by t he Posit ion


The position requires mastery of advanced HRM principles, concepts,
regulations, and practices of any applicable speciality, as well as analytical
methods and techniques, and seasoned consultative skill sufficient to resolve
HRM problems not susceptible to treatment by standard methods. Mastery of
the relationships between subordinate and senior levels of HR management
within the employing entity and/or between the organization and programs of
other Federal departments, bureaus, or equivalent organizations; and a wide
range of qualitative and/or quantitative methods sufficient to: 1) Design and
conduct comprehensive HR studies characterized by boundaries that are
extremely broad and difficult to determine in advance; 2) Identify and propose
solutions to HRM problems and issues that are characterized by their breadth,
importance, and severity and for which previous studies and established
techniques are frequently inadequate; 3) Collaborate with and/or lead
management in employing change process concepts and techniques by
assessing organizational readiness for change, marketing organizational
awareness, and leading change initiatives; 4) Develop recommendations for
legislation that would modify the way agencies conduct programs, evaluate new
or modified legislation for projected impact upon existing agency programs, or
translate complex legislation to meet agency needs; 5) Plan, organize, and/or
direct team efforts to persuade management officials to accept and implement
recommendations, where the proposals involve substantial agency resources or
require extensive changes in established procedures and methods; 6) Evaluate
and make recommendations concerning overall plans and proposals for
complex agency projects; 7) Develop, interpret, and analyze data extracts and
reports from automated HR databases and/or develop the most efficient and
effective automated systems approaches for presenting HR reports and
graphics for management; 8) Provide authoritative advisory service and/or
develop authoritative policy interpretations; 9) Plan, organize, and conduct
research of complex legal problems that involve major areas of uncertainty in
approach, methodology, or interpretation to identify appropriate courses of
action; 10) Resolve problems characterized by their breadth, importance, and
severity for which previous studies and techniques have proven to be
inadequate; 11) Prepare recommendations to significantly change or modify one
or more major programs, evaluate the content of new legislation for impact on
agency programs and/or to translate legislation into program goals and
objectives.
Fact or 2-4 Supervisory Cont rols
The supervisor outlines the overall objectives and available resources. The
employee and supervisor, in consultation, discuss timeframes, scope of the
assignment including possible stages, and possible approaches. The employee
determines the most appropriate principles, practices, and methods to apply in
all phases of assignments, including the approach to be taken, methodologies to
be used, and the depth of research needed in providing advisory information to
managers. The employee keeps the supervisor informed of progress and of
potentially controversial matters. The supervisor reviews completed work for
soundness of overall approach, effectiveness in meeting requirements or
producing expected results, the feasibility of the recommendations provided,
and adherence to requirements.
Fact or 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments
are often scarce, inapplicable, or have gaps in specificity that require

considerable interpretation and/or adaptation for application to issues and


problems. The employee uses judgment, initiative, and resourcefulness in
deviating from established methods to: modify, adapt, and/or refine broader
guidelines to resolve specific complex and/or intricate issues and problems;
treat specific issues or problems; research trends and patterns; develop new
methods and criteria; and/or propose new policies and practices.
Fact or 4-5 Complexit y
The work consists of addressing issues that significantly affect long-range
implementation of substantive operational and/or policy program(s) throughout
an agency, bureau, service, or major military command with numerous
subordinate HR offices. The employee understands and interprets interrelated
program issues that affect long-range program planning, design, and execution.
Integrates the work of a team into authoritative report(s) outlining options,
recommendations, and conclusions reached. Researches statutory, regulatory,
court and/or administrative precedents, and other legal opinions or documentary
material. Interprets and evaluates questionable or discrepant information and
synthesizes intricate information to arrive at legally supportable conclusions.
The employee develops new HR techniques and/or establishes new criteria or
approaches and methods for program implementation and evaluation requiring a
substantial depth of research and analysis which serve as precedents for
others. Performs analyses that are complicated by major areas of uncertainty in
the appropriate approach, methodology, or interpretation because of continuing
program changes, technological developments, or conflicting requirements.
Works on cases that: involve matters that are contentious and/or susceptible to
widely varying interpretations; and require creating new techniques, establishing
criteria, or developing new information.
Fact or 5-5 Scope and Ef f ect
The purpose of the position is to analyze, evaluate, and develop major aspects
of agency-wide HR programs that require isolating and defining unknown
conditions, resolving critical problems, or developing new concepts and
methodologies. The work involves issues of sensitivity and potential
controversy that promote advances in principal HR program plans, goals,
objectives, and milestones. The work establishes precedents for other
technical experts to follow. Findings and recommendations are of major
significance to agency management officials and serve as the basis for new
legislation, regulations, or programs. The work also influences and persuades
top management officials to change major HR policies or procedures.
Fact or 6-3 Personal Cont act s
Personal contacts include persons outside the agency, including consultants,
contractors, or business executives, in moderately unstructured settings. This
level may also include contacts with agency officials who are several managerial
levels removed from the employee when such contacts occur on an ad hoc
basis. The incumbent must recognize or learn the role and authority of each
party during the course of the meeting.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence and persuade employees and managers
to accept and implement findings and recommendations. May encounter
resistance due to such issues as organizational conflict, competing objectives,
or resource problems. Must be skillful in approaching contacts to obtain the
desired effect; e.g., gaining compliance with established policies and regulations

by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking in offices, hospitals,
shipyards, depots, warehouses, and similar areas for meetings and to conduct
HR work. Work may also require walking and standing in conjunction with travel
to and attendance at meetings and conferences away from the worksite. Some
employees may carry light items or drive a motor vehicle. The work does not
require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Employment C oordinator
Human Resources C oordinator
Personnel C lerk
Recruiting Interviewer
Acquisition Manager
C orporate Recruiter
Human Resources Assistant
Manpower Manager
Recruiting and Placement Manager
Human Resources Manager
Personnel Assistant
Recruiter
Recruiting Manager
Human Resources Assistant
Human Resources C lerk
Human Resources Representative
Manpower Specialist
Benefits Specialist
Procurement Manager
C areer C ounselor
Employment Specialist
Human Resources Specialist
Human Resources Manager
Job C lassifier
Personnel Manager
Executive Recruiter
Personnel O fficer
Personnel Specialist
Recruiting Specialist

Equivalent Milit ary T it les:

C areer Retention Specialist (4821)


Recruiting Service (83R0)
Navy Recruiting District (NRD) Recruiter/C lassifier (9586)
Procurement And Recruiting O fficer (3020)
Recruiter (RC ) (79R)
Retention and Transition NC O s (RC ) (79V)
Recruiting O fficer-Marine C orps Total Force Expert (I) (4801)
C areer Recruiter (8412)
Mobilization And Selection O fficer (3015)
Recruiting O fficer-O perational Expert (I) (4802)
Transient Personnel Unit O fficer (3910)
Manpower Planning O fficer (3943)
Personnel/Manpower Management O fficer (3965)
Recruiting O fficer-Multiple Tour Expert (I) (4804)
Recruiting O fficer (RO ) (4T )
Recruiting and Retention NC O s (ANG) (79T)
Military Manpower Requirements C ontrol O fficer (3925)
O fficer Programs Recruiter (9587)
Personnel O fficer (III) (0170)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Human Resources Specialist (Recruitment & Placement)
Classificat ion: FP-0201-5
This Version: 1.0
Most Recent Version: 1.2
Position Description

Posit ion Number: D09618


Int roduct ory St at ement : This position is located in the office of Human Resources Management.
The incumbent performs a variety of human resources functions with an emphasis on staffing,
recruitment, classifications and position management. The incumbent serves under the immediate
supervision of the Supervisory Human Resources Specialist.
MDAs and Duties for this Position
Human Resources Advisory Services 30%
Uses an automated recruitment system to provide operational Human Resources
management services within an assigned organization with standardized job and
career patterns and well-defined work processes. Clear precedents cover the
Human Resources problems and issues encountered for which one or more
solutions are readily apparent. Provides routine guidance to managers in Human
Resources matters involving recruitment and placement, leave administration,
employee relations, employee development, classification, and position
management. Performs job analyses and works with managers, utilizing
automated systems, such as Web-based applications, to develop accurate
position descriptions. Assists managers with recruitment issues, providing
advice on alternatives in filling positions. Advises management of requirements
of competitive actions. Manages the merit promotion program for the assigned
unit. Assists in providing guidance and direction to management on present and
potential organizational, management, or employee problems. Analyzes
employee utilization, organizational development, and other ongoing Human
Resources issues pertinent to the organization.

Tasks include:
Provide Human Resources management advice on problems and issues which
have clear precedents and readily-apparent solutions.
Posit ion Classif icat ion Work 25%
Uses an automated recruitment system to classify routine jobs covered by the
General Schedule (GS) classification and job grading systems. Classifies noncontroversial jobs that are directly covered by existing classification standards,
such as laborer, clerical, technician, assistant, and other positions covered by
clearly defined classification criteria. Reviews, performs needed modifications,
and approves the pay plan, occupational series, title, and grade level
determinations for assigned positions. Discusses findings with management and
employees, and conducts routine desk audits. Assists managers in an

automated recruitment system to create position documents including position


descriptions, vacancy announcements, etc.

Tasks include:
Classify non-controversial positions covered by directly-applicable classification
standards.
Uses an automated recruitment system to establish and classify positions.
Recruit ment and Placement 45%
Uses an automated recruitment system to perform basic external placement and
recruitment work for an organization with standardized job patterns, and welldefined work processes. Tasks are routine, often repetitive, and are based on
clear precedents. Generates job announcements, reviews applicant
qualifications on-line, and generates referral lists. Uses similar, past recruitment
actions as templates for new actions, announcements, crediting plans, etc.

Tasks include:
Provide federal recruitment and staffing services for standardized jobs with welldefined career patterns and work processes.

Collateral Duties

Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, fundamental HRM laws,
principles, systems, policies, methods, practices, and techniques of any
applicable specialization; as well as interviewing, analytical, and research
techniques sufficient to: 1) Conduct factfinding and recommend solutions to
moderately difficult but well-precedented and/or recurring issues and problems;
2) Advise on and/or resolve moderately complex, non-controversial, wellprecedented factual, procedural and/or recurring issues for which there are one
or more readily apparent solutions; 3) Make informed judgments on problems
and issues; 4) Perform management advisory services for specific requests
related to immediate problems of limited scope; 5) Analyze segments of
broader HRM issues or problems; e.g., the functional relationships between
specializations and the impact of decisions made in one specialization on the
entire HR system; 6) Locate appropriate and applicable precedents, legal
documentation, and legislative history; 7) Interpret and analyze basic issues of
fact and law; 7) Develop and prepare clear explanations of case facts; 8) Select
the appropriate basic legal and regulatory provisions applicable to the case; 9)
Identify and analyze numerous facts and allegations to determine accuracy and
applicability to the cases; and 10) Express legal recommendations clearly and
concisely in both written and oral form.
Fact or 2-3 Supervisory Cont rols
The supervisor outlines or discusses possible problem areas and defines
objectives, plans, priorities, and deadlines. Assignments have clear precedents

requiring successive steps in planning and execution. The employee


independently plans and carries out the assignments in conformance with
accepted policies and practices. Adheres to instructions, policies, and
guidelines in exercising judgment to resolve commonly encountered work
problems and deviations. Directs controversial information or findings to the
attention of the supervisor for direction or guidance. The supervisor provides
assistance on controversial or unusual situations that do not have clear
precedents. Completed work is reviewed for conformity with policy, the
effectiveness of the employee's approach to the problem, technical soundness,
and adherence to deadlines. The supervisor does not usually review in detail
the methods used to complete the assignment.
Fact or 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals.
Reference materials are not always directly applicable to issues and problems
or have gaps in specificity. Precedents are available outlining the preferred
approach to more general problems or issues. The employee uses judgment in
researching, choosing, interpreting, modifying, and applying available guidelines
for adaptation to specific problems or issues.
Fact or 4-3 Complexit y
The work consists of applying established analytical techniques to problems and
issues more of a technical rather than an advisory nature, and issues and
problems of the same type. Determines the most effective technical
approaches to the problem requiring the application of established analytical
techniques and methods and standard regulations and procedures. Verifies and
assesses relevant facts from several sources and examines documentation,
ensuring compliance with applicable regulations and procedures. Analyzes and
reconciles discrepancies or inconsistencies and researches precedent studies.
Resolves a moderate range of problems or situations requiring the use of
established analytical techniques to isolate and evaluate appropriate precedents
in order to examine and analyze documentation, to reconcile discrepancies or
inconsistencies, or to develop supportable conclusions based on standardized
research. Identifies a variety of issues and their factual relationships. Analyzes
relevant factors and conditions and chooses a course of action from many
alternatives. Considers and integrates management's request with the
appropriateness and applicability of established HR policies, regulations, and
procedures. Recognizes the need to modify established procedures in
response to persistent problems. Analyzes appropriate principles, laws,
practices, and procedures to determine interrelationships between existing
conditions and issues.
Fact or 5-3 Scope and Ef f ect
The purpose of the position is to apply accepted criteria, principles, and
standard methods to resolve a variety of conventional HR-related issues and
problems or to contribute to portions of broader studies that require developing
detailed procedures and guidelines to supplement existing guidance. Work
reports and recommendations influence the decisions made by managers and
other employees and affect customer perception of the overall quality and
service of the HR program.
Fact or 6-2 Personal Cont act s
Personal contacts include employees and managers in the agency, both inside
and outside the immediate office or related units, as well as employees,

representatives of private concerns, applicants, retirees, beneficiaries, and/or


the general public, in moderately structured settings. Contact with employees
and managers may be from various levels in the agency, such as:
headquarters, region, district, field office, or other operating office at the same
location.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to plan, coordinate, or advise on work efforts, or to
resolve issues or operating problems by influencing or persuading people who
are working toward mutual goals and have basically cooperative attitudes.
Contacts typically involve identifying options for resolving problems.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking in offices, hospitals,
shipyards, depots, warehouses, and similar areas for meetings and to conduct
HR work. Work may also require walking and standing in conjunction with travel
to and attendance at meetings and conferences away from the worksite. Some
employees may carry light items or drive a motor vehicle. The work does not
require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:

Equivalent Milit ary T it les:

Employment C oordinator
Human Resources C oordinator
Personnel C lerk
Recruiting Interviewer
Acquisition Manager
C orporate Recruiter
Human Resources Assistant
Manpower Manager
Recruiting and Placement Manager
Human Resources Manager
Personnel Assistant
Recruiter
Recruiting Manager
Human Resources Assistant
Human Resources C lerk
Human Resources Representative
Manpower Specialist
Benefits Specialist
Procurement Manager
C areer C ounselor
Employment Specialist
Human Resources Specialist
Human Resources Manager
Job C lassifier
Personnel Manager
Executive Recruiter
Personnel O fficer
Personnel Specialist
Recruiting Specialist

C areer Retention Specialist (4821)


Recruiting Service (83R0)
Navy Recruiting District (NRD) Recruiter/C lassifier (9586)
Procurement And Recruiting O fficer (3020)
Recruiter (RC ) (79R)
Retention and Transition NC O s (RC ) (79V)
Recruiting O fficer-Marine C orps Total Force Expert (I) (4801)
C areer Recruiter (8412)
Mobilization And Selection O fficer (3015)
Recruiting O fficer-O perational Expert (I) (4802)
Transient Personnel Unit O fficer (3910)
Manpower Planning O fficer (3943)
Personnel/Manpower Management O fficer (3965)
Recruiting O fficer-Multiple Tour Expert (I) (4804)
Recruiting O fficer (RO ) (4T )
Recruiting and Retention NC O s (ANG) (79T)
Military Manpower Requirements C ontrol O fficer (3925)
O fficer Programs Recruiter (9587)
Personnel O fficer (III) (0170)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Human Resources Specialist (Recruitment & Placement)


Classification: FP-0201-4
This Version: 1.0
Most Recent Version: 1.2
Position Description

Position Number: D09618


Introductory Statement: This position is located in the office of Human Resources Management. The
incumbent performs a variety of human resources functions with an emphasis on staffing, recruitment,
classifications and position management. The incumbent serves under the immediate supervision of the
Supervisory Human Resources Specialist.
MDAs and Duties for this Position
Human Resources Advisory Services 30%
Uses an automated recruitment system to provide the full range of operational
Human Resources management and advisory services for a large or complex multimission organization characterized by highly dynamic occupational groups or
problems or issues that have elements of controversy and contention. Analyzes the
Human Resources problems and issues, refines or modifies existing work methods
and guidelines, and provides recommendations with a range of alternatives.
Conducts analyses of complex functions within the organization and its
subdivisions. Provides routine, day-to-day guidance to managers on Human
Resources matters involving staffing, classification, leave administration, employee
relations, and employee development. Provides guidance and direction to
management on present and potential organizational, management, or employee
problems. Analyzes employee utilization, organizational development, and other
ongoing Human Resources issues pertinent to the organization.

Tasks include:
Provide operational Human Resources management advisory services for a large or
complex multi-mission organization characterized by highly dynamic occupational
groups, or issues that had elements of controversy and contention.
Position Classification Work 25%
Uses an automated recruitment system to classify jobs and prepare necessary
documentation for a variety of professional, administrative, technical, clerical, and/or
blue collar positions, such as positions classified by the General Schedule (GS)
classification and job grading systems in assigned organizations. Reviews, performs
needed modifications, and approves the pay plan, occupational series, title, and
grade level determinations for assigned positions. Positions in serviced
organizations require the employee to know the organization's work processes and
requirements in order to understand the nature of the duties performed. Provides
classification services for organizations that are responsible for complex work, such

as research, contracting, budget, management analysis, systems, and/or program


work. Advises on and resolves classification and position management issues that
require analysis or troubleshooting of accepted classification criteria, principles and
methods. Discusses findings with management and employees, and conducts desk
audits for new positions and for positions where position classification appeals have
been filed.

Tasks include:
Use an automated recruitment system to establish and classify positions.
Classify professional, specialist, and/or administrative positions including
supervisory jobs.
Recruitment and Placement 45%
Uses an automated recruitment system to provide external placement activities
requiring special recruitment and placement programs or strategies. Provides
options to supervisors and managers for using a variety of currently available
recruitment programs. Provides guideline interpretation and assistance and
determines the degree of compliance with regulations and other employment
program requirements in assigned organizations. Independently handles standard
recruitment and placement activities, and assists in such activities for new, unusual,
or unique positions for which there are few local recruiting precedents.

Tasks include:
Provide federal recruitment and staffing services for positions with rapid mission
and/or technological changes.
Provide options to supervisors and managers for using a variety of special
recruitment programs or strategies for targeted recruitment, such as student hire
programs.
Analyze an organization's staffing program status and prepared reports and
summaries pertaining to recruitment and placement program issues.

Collateral Duties

Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires knowledge of, and skill in applying, a wide range of HRM
concepts, laws, policies, practices, analytical, and diagnostic methods and
techniques sufficient to solve a wide range of complex, interrelated HRM problems
and issues. Knowledge of and skill in applying: 1) A wide range of HR concepts,
practices, laws, regulations, policies, and precedents sufficient to provide
comprehensive HR management advisory and technical services on substantive
organizational functions and work practices; 2) Analytical and diagnostic techniques
and qualitative and quantitative techniques sufficient to identify, evaluate, and
recommend management appropriate HR interventions to solve complex interrelated
HR problems and issues; 3) Techniques for developing new or modified HR work
methods, approaches, or procedures for delivering effective HR services to clients;
4) Consensus building, negotiation, coalition building, consensus building advocacy,

mediation, interest-based bargaining, and other nonadversarial problem solving


approaches sufficient to resolve problems and advise management or to interact
appropriately in highly charged emotional situations; 5) Written and oral
communication techniques sufficient to develop and deliver briefings, project papers,
status/staff reports, and correspondence to managers to foster understanding and
acceptance of findings or to formulate and present arguments and advisory opinions
and to prepare legal and case documents; 6) A wide range of HR case law,
principles, practices, and regulations sufficient to perform detailed analyses and
draw conclusions on complex legal issues, problems, and situations; 7) Legal
research methods, information-gathering techniques, and analytical skill sufficient to
locate, interpret, and analyze for applicability and appropriateness, precedent and
substantive decisions, and/or legal opinions that various courts and administrative
bodies have rendered.
Factor 2-4 Supervisory Controls
The supervisor outlines the overall objectives and available resources. The
employee and supervisor, in consultation, discuss timeframes, scope of the
assignment including possible stages, and possible approaches. The employee
determines the most appropriate principles, practices, and methods to apply in all
phases of assignments, including the approach to be taken, methodologies to be
used, and the depth of research needed in providing advisory information to
managers. The employee keeps the supervisor informed of progress and of
potentially controversial matters. The supervisor reviews completed work for
soundness of overall approach, effectiveness in meeting requirements or producing
expected results, the feasibility of the recommendations provided, and adherence to
requirements.
Factor 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals. Reference
materials are not always directly applicable to issues and problems or have gaps in
specificity. Precedents are available outlining the preferred approach to more
general problems or issues. The employee uses judgment in researching, choosing,
interpreting, modifying, and applying available guidelines for adaptation to specific
problems or issues.
Factor 4-4 Complexity
The work involves resolving problems and issues that often involve conflicting or
incomplete information; applying analytical techniques that frequently require
modification to accommodate a wide range of variables; and/or addressing
substantive technical issues or problems characterized by complex, controversial,
and/or sensitive matters that contain several interrelated issues. The employee
exercises originality by analyzing and refining existing work methods and
techniques. The employee analyzes specific legal issues and problems by refining
existing analytical techniques. Conducts detailed planning to gather and interpret
information and data for assessing complex problems, issues, and unusual
circumstances. Determines the most effective and efficient approach to meet
customer requirements. Identifies ways to improve or enhance current HR services
to ensure that services meet management's business objectives. Assesses
situations that are complicated by ambiguous, disputed, conflicting, and/or
incomplete data requiring significant reconstruction to isolate issues and/or
problems. Participates in analyzing the effects of changes in law and regulations.
Identifies and clarifies problems and issues to propose recommendations.
Reconciles conflicting or incomplete information. Identifies and extracts additional
information. Defines the problem in terms compatible with appropriate laws,
policies, or regulations. Weights pertinent facts in formulating a legal and/or

factually supportable position.


Factor 5-3 Scope and Effect
The purpose of the position is to apply accepted criteria, principles, and standard
methods to resolve a variety of conventional HR-related issues and problems or to
contribute to portions of broader studies that require developing detailed procedures
and guidelines to supplement existing guidance. Work reports and
recommendations influence the decisions made by managers and other employees
and affect customer perception of the overall quality and service of the HR program.
Factor 6-3 Personal Contacts
Personal contacts include persons outside the agency, including consultants,
contractors, or business executives, in moderately unstructured settings. This level
may also include contacts with agency officials who are several managerial levels
removed from the employee when such contacts occur on an ad hoc basis. The
incumbent must recognize or learn the role and authority of each party during the
course of the meeting.
Factor 7-3 Purpose of Contacts
The purpose of contacts is to influence and persuade employees and managers to
accept and implement findings and recommendations. May encounter resistance
due to such issues as organizational conflict, competing objectives, or resource
problems. Must be skillful in approaching contacts to obtain the desired effect; e.g.,
gaining compliance with established policies and regulations by persuasion or
negotiation.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require walking in offices, hospitals,
shipyards, depots, warehouses, and similar areas for meetings and to conduct HR
work. Work may also require walking and standing in conjunction with travel to and
attendance at meetings and conferences away from the worksite. Some employees
may carry light items or drive a motor vehicle. The work does not require any
special physical effort.
Factor 9-1 Work Environments
The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Some employees may occasionally be exposed to uncomfortable conditions in such
places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:

Equivalent Military Titles:

Personnel Clerk
Human Resources Assistant
Personnel Assistant
Recruiter
Recruiting Manager
Human Resources Assistant
Human Resources Clerk
Benefits Specialist
Human Resources Specialist
Human Resources Manager
Job Classifier
Personnel Manager
Personnel Specialist
Recruiting Specialist

Classification Interviewer (PN 2612)


Mobilization And Selection Officer (3015)
Personnelman (PN)
Personnel Classification Officer (3120)
Personnel Officer (III) (0170)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Global Disbursing Specialist


Classificat ion: FP-0501-5
This Version: 2.0
Most Recent Version: 2.2
Position Description

Posit ion Number: D10147


Int roduct ory St at ement : The position is located in the Disbursing Unit of the Office of Global
Accounts Payable. The incumbent plans, develops and performs the fiscal support functions that
ensure timely and accurate payments for worldwide agency operations. As part of the Disbursing
Unit, the incumbent will apply the appropriate internal controls and fiscal reviews to review certified
payments, determine the correct payment methodology, research payment mechanisms, serve as a
liaison with HQ offices, overseas posts, vendors, and domestic and overseas disbursement offices
(US Treasury and Department of State Financial Service Centers) and apply the appropriate
automated or manual procedures to successfully complete the payment.
MDAs and Duties for this Position
Financial Disbursement Act ivit ies 75%
Plans and manages standard financial disbursement activities, such as billings,
collections, deposits, and disbursement of Government funds. Conducts
research and analysis of financial data using historical documents, regulations,
and statistical sampling methods. Verifies invoice payments for supplies,
materials, and contract services, checking the accuracy and extent of liability.
Maintains payment records to ensure proper disbursement and liquidation of
obligated funds.

Oversees work processes including coding payments into the automated
accounting system, reconciling disbursements with General Ledger accounts,
such as Advance Payments and Accounts Receivable.

Resolves difficult or sensitive problems and ensure integrity of payment
schedules. Determines the type and source of information needed to complete
transactions, the nature and extent of deviations from established requirements
and whether standard techniques, methods, or procedures are appropriate for
the assignment.

Examines vouchers for accuracy and applies appropriate payment method.
Validates transactions and performs research to resolve Analyzes and resolves
processing problems and determines when other corrective actions may be
required. Examines documentation or performs difficult reconciliation's requiring
an analysis of adjustments and corrective entries.

Prepares management reports related to disbursements activities, such as
invoices and vouchers received, processed, or pending, and completed actions
and comparative analyses of payment transactions.

Tasks include:
Conducted analysis of financial data using historical trend information and
statistical sampling methods.
Performed standard financial disbursement activities, such as billings,
collections, deposits, and disbursement of Government funds. Verified invoice
payments, checked the accuracy and extent of liability, and maintained payment
records to document disbursement and liquidation of funds.
Reported disbursements activities, such as invoices and vouchers received,
processed, or pending.
Participated in standard financial review and analysis activities for wellprecedented aspects of a financial management program.
Financial Syst ems Operat ions 25%
Performs routine tasks to operate a financial Management Information System
(MIS) to produce and disseminate useful information related to resource
utilization. Records daily transactions and provides data for budget reporting.
Monitors authorized and actual expenditures to prevent budget overruns.

Analyzes standard management information system processes using readily
available source documents. Recommends changes to senior management.
Devises new or revises existing procedures to improve resource accountability
and reporting data.

Makes recommendations on the technical feasibility, availability, and cost
effectiveness of a wide range of common categories of financial systems
equipment. Bases projections on past usage and initiatives directed by higher
echelon.

Assists in the administration of database applications in support of operational
requirements. Maintains database operations. Assists in returning disrupted
database systems to normal operations. Creates reports and manipulates data
in response to customer requirements. Develops, monitors, and maintains MIS
environments and objects, such as tables, indexes, and views. Assists with the
backup, restoration, reorganization, and recovery work on database and
associated files. Monitors database and associated financial management
reports.

Tasks include:
Reported disbursements activities, such as invoices and vouchers received,
processed, or pending.
Participated in standard financial review and analysis activities for wellprecedented aspects of a financial management program.
Conducted analysis of financial data using historical trend information and
statistical sampling methods.
Assisted in the administration of financial database applications, such as creating
reports and queries, and maintaining management information system
environments and objects, such as tables, indexes, and views.
Performed routine tasks to produce and disseminate resource utilization
information, such as recording daily transactions, providing data for budget
reporting, and monitoring authorized and actual expenditures.

Collateral Duties

Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of the employing organization's mission,
functions, goals, objectives, work processes, and sources of funding;
knowledge of commonly used finance practices, procedures, regulations,
precedents, policies, and guides; and knowledge of agency programs and their
governing statutes, regulations, practices, and procedures to relate to the
financial needs of the serviced organizations.
Knowledge of the theories, principles, practices, and techniques of financial
management and financial analysis programs and knowledge of their governing
statutes, regulations and procedures to determine the degree of compliance,
reasonableness of operations, and adherence to accepted financial principles.
Skill in establishing and maintaining effective working relationships with others to
present facts in clear, logical and concise terms.
Fact or 2-3 Supervisory Cont rols
The supervisor assigns work with deadlines, possible precedents, and
objectives outlined. The employee independently plans and carries out the
accomplishments in conformance with accepted financial methods, approaches,
and practices. Unprecedented problems or controversial information are
brought to the supervisor's attention. The work is reviewed for its technical
soundness and conformity with applicable policies, regulations, and procedures,
and adherence to requirements. The methods used are not normally reviewed
in detail.
Fact or 3-3 Guidelines
Guidelines consist of standard reference materials, texts, and manuals. The
guidelines that are available provide a preferred approach or describe generally
accepted standards rather than precisely delineating requirements. Guidelines
include plans for commonly performed reviews which provide a preferred
approach or include standards that describe the generally accepted
requirements for recording and reporting transactions rather than the specific
systems in use. The employee interprets and adapts the guides, modifying the
information presented to fit the situation at hand. Methods and techniques
normally applied are inadequate in some respects and require adaptation to the
peculiarities of the assignment. The employee uses judgment in studying
programs, operations, and systems and in making recommendations.
Fact or 4-3 Complexit y
The work consists of performing varied duties by applying a series of different
and unrelated, but established methods, practices, and techniques to compile,
analyze, and/or summarize financial and/or budget information related to
assigned areas of the organization's financial program. The employee compiles,
analyzes, and summarizes financial information related to assigned areas of the
organization's financial program and considers program goals, provisions of
applicable policies, regulations, and procedures, and alternative methods of

obtaining and distributing funds. The employee bases decisions on the local
controls over and regulations pertaining to financial matters.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to perform a variety of tasks in a limited financial
functional area, using standard methods to resolve conventional problems and
issues. The work affects the information available on the amount, timeliness,
and availability of funds, and the availability fo financial data to others.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees and managers in the agency, both inside
and outside the immediate organization, and with individuals outside the agency
in a moderately structured situation. Individuals contacted are usually aware of
the identity of the incumbent, and the purpose of the contact.
Fact or 7-2 Purpose of Cont act s
The purpose of the contacts is to plan, coordinate, or advise on work efforts, or
to resolve issues or operating problems by influencing or persuading people
who are working toward mutual goals and have basically cooperative attitudes.
Contacts typically involve identifying options for resolving problems.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking in factories,
warehouses, supply depots, and similar areas. Work may also require walking
and standing in conjunction with travel to and attendance at meeting and
conferences away from the work site. Position may require carrying light items
or drive a motor vehicle. The work does not require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Treasurer
Finance Director
Finance Manager
C hief Financial O fficer
Finance O fficer
Financial Analyst
Business Administrator
C ontroller

Equivalent Milit ary T it les:

Finance O fficer (III) (3402)


Financial Management O fficer (I) (3404)
Financial Management Resource O fficer (III) (3408)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Information Technology Specialist (Information Security)


Classificat ion: FP-2210-2
This Version: 4.0
Most Recent Version: 4.0
Position Description

Posit ion Number: D10048


Int roduct ory St at ement : This position falls under the IT Security, Assurance and Compliance
Director in the U.S. Peace Corps Office of the Chief Information Officer (CIO). The mission of the IT
Security, Assurance and Compliance Office is to institutionalize IT security processes and standards
by promoting sound business and IT decisions. It does this by helping the agency appropriately plan
for and execute policy, process, acquisition, and technological decisions that reduce risks. It also
seeks to achieve compliance with federal regulations and standards, including those originating from
the Office of Management and Budget, the Federal Information Security Management Act (FISMA), and
the National Institute of Standards and Technology; which help the agency protect its information and
systems, thus protecting the Peace Corps brand, intellectual property, and personnel.
MDAs and Duties for this Position
Inf ormat ion Syst ems Securit y 50%
As a recognized expert in the field of information technology (IT) security,
provides authoritative guidance related to the PC IT security program. Develops
long-range plans for IT security systems that anticipate, identify, evaluate,
mitigate, and minimize risks associated with IT systems vulnerabilities. Leads
the implementation of security programs designed to anticipate, assess, and
minimize system vulnerabilities. Coordinates the implementation of security
programs across platforms and establishes vulnerability reporting criteria.
Reviews and evaluates security incident response policies. Identifies the need
for change based on new security technologies or threats. Tests and
implements new policies; institutes measures to ensure awareness and
compliance.
Reviews proposed new systems, networks, and software designs for potential
security risks. Recommends mitigation or other countermeasures. Resolves
integration issues related to the implementation of new systems within the
existing infrastructure.
Implements higher-level security requirements, such as those resulting from
laws, regulations, or Presidential directives. Ensures the confidentiality,
availability and integrity of IT systems through full compliance with the Federal
Information Security Management Act, related NIST standards, and agency IT
security policies and standards. Continually evaluates current system security
posture, monitors activities, and assesses the security awareness knowledge of
staff as it relates to assigned areas of responsibility.
Integrates security programs across disciplines. Defines the scope and level of

detail for security plans and policies applicable to security programs. Provides
expert guidance in the planning, coordination, and development of specifications
to meet security requirements at the agency or wide area network (WAN) level.
Identifies significant actual and potential cyber security problems, trends, and
weaknesses. Recommends modifications and solutions for reducing IT security
risks, and develops strategies for responding to future IT security challenges.
Serves as an IT security officer for systems that impact programs implemented
on a national basis. Reviews and develops systems security policy, guidelines,
and procedures for systems processing multiple applications that require
differing and conflicting security controls, and that are typically accessed by a
large distributed user community. Develops or interprets policy and procedural
controls covering physical security, application and data security, system
software security, contingency planning, compliance with personnel clearance
procedures, security education and training, and contractor security.
Establishes risk-management procedures and ensures that risk-management
techniques are applied to all new or modified computer applications. Conducts
technical network vulnerability and risk assessments. Ensures the confidentiality,
availability and integrity of IT systems through full compliance with the Federal
Information Security Management Act, related NIST standards, and agency IT
security policies and standards. Continually evaluates current system security
posture, monitors activities, and assesses the security awareness knowledge of
staff as it relates to assigned areas of responsibility.
Schedules and conducts special security studies, analyses, surveys, or reviews
of IT systems to assure that appropriate levels of safeguards exist to protect
against perceived threats. Plans and directs the development of security criteria
and guidelines for users of IT systems.
Assists in preparing comprehensive reviews and evaluations of software and
systems design or modification proposals for identifying possible security risks
that should be considered during further systems design and programming.
Assists in reviewing final software installation and system plans for additional
security risks not identified during proposal stages and recommends work
process changes and general design and programming techniques to alleviate
potential security problems.
Reviews specifications of all IT-related purchases to ensure they contain full
consideration of security-related needs. Monitors progress toward enhanced
security measures outlined in certifications. Investigates security incidents for
cause and the most effective corrective actions. Monitors and evaluates
changes that affect systems security.

Tasks include:
Performs Information System Security Officer (ISSO) duties and is responsible
for ensuring that the appropriate operational security posture is maintained. The
ISSO also serves as a principal advisor on all matters, technical and otherwise,
involving the security of an information system. Performs Assessment and
Authorization (A&A) activities in compliance with Federal regulations, standards,
and practices. Ensures that day-to-day operational security is maintained,
creates and updates security documentation, and performs risk assessments.
Develops IT systems security policies, guidelines, and procedures for systems
with broad access, multiple applications, and differing security controls.
Establishes and monitored global, region-wide or program-wide security or risk

management policies and procedures, to include driving Plans of Action &


Milestones (POA&Ms) to resolution.
Provided technical expertise and developed policies and guidelines for
customer support services. Developed service level agreements (SLAs) that
defined requirements and expectations for the delivery of customer support
services. For example, resolved issues related to the delivery of services, and
explored ways of upgrading or enhancing the level of services provided.
Develops specifications and coordinated the security aspects of software or
systems design, development, testing, installation, and support of new and
modified systems. Monitors and evaluates the technical aspects of information
security contractor performance, adherence to deliverable schedules, and
quality of the work. Evaluates the technical specifications and features of new
products. Performed product comparisons, feasibility and cost-benefit analyses,
and performance/compatibility testing. Defines cyber security requirements for
new enterprise applications, contractor systems, and cloud-based systems.
Able to define and implement technical HIPAA/HITECH controls. Able to define and
implement technical NIST 800-53 rev. 4 controls.
Provided authoritative analysis and guidance in developing solutions for
problems associated with agency-wide technology programs. Analyzed and
reconciled conflicts between agency objectives and technology requirements.
Solved difficult and unique problems requiring novel approaches and
implemented problem-solving strategies. For example, initiated design
specifications, modular top-down designs, step-wise refinement, or algorithm
development for major technical initiatives.
Led major technology initiatives, presenting the most complex information to
members of various disciplines to coordinate business operations. For example,
coordinated and/or led integration processes of new applications, tools,
services, and technologies into an established environment.
Developed long-range plans for IT security systems that identified, evaluated,
and mitigated the risks associated with system vulnerabilities. Determined the
actions to be taken in guiding the accomplishment of information technology
program objectives for a major agency organization. Determined and employed
methods to evaluate the design and functionality of the systems in use, such as
developing and implementing effective coding, design, and testing practices.
For example, applied programming knowledge and methodologies to enhance
integrated system performance and capacity levels.
Inf ormat ion T echnology Audit ing (Int ernal Cont rol Syst ems Assessment ) 50%
Serves as a technical expert for a wide variety of broad information technology
systems audits requiring integrated analysis of a number of different information
systems areas. For example, advises on or conducts audits that encompass
complex hardware and software applications security, network and
telecommunications infrastructures, operational practices, system development
activities, and regulatory compliance issues.
Conducts audits of department or agency electronic information systems, and
information systems used by the participants in agency programs such as
investment companies, contractors, lenders, and small businesses.
Identifies and targets system weaknesses. Develops accessing methods and
statistical and mathematical models to identify abnormalities and system
vulnerabilities. Devises innovative auditing techniques. Directs or conducts
audit follow-up to monitor the resolution of audit recommendations.
Audits cover all major financial aspects of organization programs inside and

outside the department or agency. Findings are critical for annual and longrange planning of agency functions and influence agency policies and legislative
proposals.
Resolves audit/inspection activities for organizations involving a significant
degree of complexity and with interrelated program areas. Conducts
management surveys and audits, ensuring that management policies, practices,
and procedures are consistent with the strategic goals and objectives of PC.
Provides results to senior management officials.
Makes written and oral recommendations to resolve audit findings. Conducts
follow-up reviews to verify compliance with actions recommended by the
Inspector General and GAO audits of funds. Provides technical advice and
assistance by answering questions involving audits of extended scope and
impact involving multiple agencies and private businesses, where conflicts exist.

Tasks include:
Served as a technical expert for broad information technology systems audits
requiring an integrated analysis of different information systems areas such as
audits that encompassed hardware and software applications security, network
and telecommunications infrastructures, and regulatory compliance issues.

Collateral Duties
Cont ract ing Of f icer's T echnical Represent at ive
Contracting Officer's Technical Representative. Serves as a Contracting Officer's
Technical Representative (COTR). Provides subject matter expertise to ensure
the requirements of assigned contracts are met. Monitors the contractor's effort
and progress in meeting the requirements of the contract, directs the flow of
matters between the contractor and agency, and resolves technical issues in a
timely manner. Regularly communicates with the Contracting Officer regarding
progress or lack of progress on and compliance with the contract requirements.
Unauthorized commitments are avoided by acting within the scope of the
delegated authority outlined in the COTR appointment memorandum.
Evaluates the technical specifications and features of new products. Performs
product comparisons, feasibility and cost-benefit analyses, and
performance/compatibility testing.

Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish
assignments such as: develop and interpret policies, procedures, and
strategies governing the planning and delivery of services throughout the
agency; provide expert technical advice, guidance, and recommendations to
management and other technical specialists on critical IT issues; apply new
developments to previously unsolvable problems; and make decisions or
recommendations that significantly influence important agency IT policies or
programs. Mastery of, and skill in applying, most of the following:

interrelationships of multiple IT specialties; the agency's IT architecture; new IT


developments and applications; emerging technologies and their applications to
business processes; IT security concepts, standards, and methods; project
management principles, methods, and practices including developing plans and
schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems
that meet current and future business requirements and apply and extend,
enhance, or optimize the existing architecture. Manages assigned projects.
Communicates complex technical requirements to non-technical personnel.
Prepares and presents briefings to senior management officials on
complex/controversial issues.
Fact or 2-5 Supervisory Cont rols
The supervisor provides administrative and policy direction in terms of broadly
defined missions or functions of the agency. The employee is responsible for a
significant agency or equivalent level IT program or function; defines objectives;
interprets policies promulgated by authorities senior to the immediate
supervisor and determines their effect on program needs; independently plans,
designs, and carries out the work to be done; and is a technical authority. The
supervisor reviews work for potential impact on broad agency policy objectives
and program goals; normally accepts work as being technically authoritative;
and normally accepts work without significant change.
Fact or 3-5 Guidelines
The employee uses guidelines that are often ambiguous and express conflicting
or incompatible goals and objectives, requiring extensive interpretation. The
employee uses judgment and ingenuity and exercises broad latitude to:
determine the intent of applicable guidelines; develop policy and guidelines for
specific areas of work; and formulate interpretations that may take the form of
policy statements and guidelines. Top agency management officials and senior
staff recognize the employee as a technical expert.
Fact or 4-5 Complexit y
Work consists of a variety of duties requiring the application of many different
and unrelated processes and methods to a broad range of IT activities or to the
in-depth analysis of IT issues. The employee makes decisions that involve major
uncertainties with regard to the most effective approach or methodology to be
applied. These changes typically result from continuing changes in customer
business requirements; or rapidly evolving technology in the specialty areas.
The employee develops new standards, methods, and techniques; evaluates
the impact of technological change; and/or conceives of solutions to highly
complex technical issues. The work frequently involves integrating the activities
of multiple specialty areas.
Fact or 5-5 Scope and Ef f ect
The purpose of the position is to define unprecedented conditions, resolve
critical problems, and/or develop, test, and implement new technologies. The
work affects the work of other technical experts or the development of major
aspects of agency-wide IT programs.
Fact or 6-3 Personal Cont act s

Personal contacts are with individuals or groups from outside the agency,
including consultants, contractors, vendors, or representatives of professional
associations, the media, or public interest groups, in moderately unstructured
settings. Contacts are related to technological information and developments
applicable to assigned IT projects. Contacts may also include agency officials
who are several managerial levels removed from the employee when such
contacts occur on an ad hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence and persuade employees and managers
to accept and implement findings, advice, guidance, and recommendations in
the technology specialty area(s) of the position. May encounter resistance as a
result of issues such as organizational conflict, competing objectives, or
resource problems. Must be skillful in approaching contacts to obtain the
desired effect; e.g., gaining compliance with established policies and regulations
by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:
Actively promotes and practices Information Technology (IT) security program functions including: ensuring
appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT
Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall
Agency IT security goals are achieved.

Equivalent Titles:
Equivalent Privat e Sect or T it les:

Equivalent Milit ary T it les:

Applications Analyst
C ommunications C enter O perator
Desktop Support Technician
IT Security Manager
Project Planner
C omputer Systems C onsultant
Help Desk Analyst C omputer Technician
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
C ommunications Equipment O perator
IT Data Manager
Project Manager
Supervisor, Network C ontrol O perators
Systems Specialist
C omputer Analyst
Information Technology Security Manager
Information Technology Specialist (IT Specialist)
System Engineer
System Programmer
IT Database Administrator
IT Security Manager
Programmer Analyst
Information Technology Specialist
O ffice Systems C oordinator
Systems Administrator
Business Systems Analyst
C omputer Support Specialist
Information Technology Security Specialist
Program Manager
Telecommunications Manager
Systems Analyst
C omputer Systems Analyst
C omputer and Information Systems Managers
IT Security Specialist
IT Systems Administrator
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist

C ommunication Security O fficer (9517)


Ground Surveillance Systems O perator (96R)
C ryptologic C ommunications Interceptor/Locator (35P)
Network O perations and Systems O fficer (II/III) (0650)
Information Assurance Technician (0689)
Manpower Information Systems (MIS) Analyst (0171)
Signals C ollector/Analyst (98Y)
Small C omputer System Specialist (IT 2750)
Security Manager, Information Security Program (2748)
ADP Systems Security O fficer (9781)
C ommunications and Intelligence Specialists (DG 9720)
Data Base Management O fficer (9730)
Information C omputer Security Specialist (O fficer) (9975)
Information Security Technician (0681)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Information Technology Specialist (Information Security)


Classification: FP-2210-3
This Version: 4.0
Most Recent Version: 4.0
Position Description

Position Number: D10048


Introductory Statement: This position falls under the IT Security, Assurance and Compliance Director in
the U.S. Peace Corps Office of the Chief Information Officer (CIO). The mission of the IT Security,
Assurance and Compliance Office is to institutionalize IT security processes and standards by promoting
sound business and IT decisions. It does this by helping the agency appropriately plan for and execute
policy, process, acquisition, and technological decisions that reduce risks. It also seeks to achieve
compliance with federal regulations and standards, including those originating from the Office of
Management and Budget, the Federal Information Security Management Act (FISMA), and the National
Institute of Standards and Technology; which help the agency protect its information and systems, thus
protecting the Peace Corps brand, intellectual property, and personnel.
MDAs and Duties for this Position
Information Systems Security 50%
Serves as an IT security officer for systems that impact programs implemented on a
national basis. Reviews and develops systems security policy, guidelines, and
procedures for systems processing multiple applications that require differing and
conflicting security controls, and that are typically accessed by a large distributed
user community. Develops or interprets policy and procedural controls covering
physical security, application and data security, system software security,
contingency planning, compliance with personnel clearance procedures, security
education and training, and contractor security.
Establishes risk-management procedures and ensures that risk-management
techniques are applied to all new or modified computer applications. Conducts
technical network vulnerability and risk assessments. Ensures the confidentiality,
availability and integrity of IT systems through full compliance with the Federal
Information Security Management Act, related NIST standards, and agency IT
security policies and standards. Continually evaluates current system security
posture, monitors activities, and assesses the security awareness knowledge of
staff as it relates to assigned areas of responsibility.
Schedules and conducts special security studies, analyses, surveys, or reviews of
IT systems to assure that appropriate levels of safeguards exist to protect against
perceived threats. Plans and directs the development of security criteria and
guidelines for users of IT systems.
Assists in preparing comprehensive reviews and evaluations of software and
systems design or modification proposals for identifying possible security risks that
should be considered during further systems design and programming. Assists in
reviewing final software installation and system plans for additional security risks not

identified during proposal stages and recommends work process changes and
general design and programming techniques to alleviate potential security problems.
Reviews specifications of all IT-related purchases to ensure they contain full
consideration of security-related needs. Monitors progress toward enhanced
security measures outlined in certifications. Investigates security incidents for
cause and the most effective corrective actions. Monitors and evaluates changes
that affect systems security.

Tasks include:
Develops IT systems security policies, guidelines, and procedures for systems with
broad access, multiple applications, and differing security controls. Establishes and
monitored global, region-wide or program-wide security or risk management policies
and procedures, to include driving Plans of Action & Milestones (POA&Ms) to
resolution. Evaluated and reviewed use of resources, planned future needs, and
worked with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Performs Information System Security Officer (ISSO) duties and is responsible for
ensuring that the appropriate operational security posture is maintained. The ISSO
also serves as a principal advisor on all matters, technical and otherwise, involving
the security of an information system.
Develops specifications and coordinated the security aspects of software or
systems design, development, testing, installation, and support of new and modified
systems. Monitors and evaluates the technical aspects of information security
contractor performance, adherence to deliverable schedules, and quality of the work.
Evaluates the technical specifications and features of new products. Performed
product comparisons, feasibility and cost-benefit analyses, and
performance/compatibility testing. Managed special projects that had a significant
impact on the delivery of customer support services. For example, planned and
coordinated actions with interagency infrastructure protection groups to ensure an
integrated response to problems of a potentially extensive nature.
Performs Assessment and Authorization (A&A) activities in compliance with Federal
regulations, standards, and practices. Ensures that day-to-day operational security
is maintained, creates and updates security documentation, and performs risk
assessments. Scheduled/conducted security studies, analyses, surveys, and/or
reviews of IT systems to ensure that appropriate levels of safeguards existed to
protect against perceived threats.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency. Provided expert analysis and devised
solutions for highly complex information technology problems, such as resolved
critical issues affecting the configurations of the information technology
infrastructure. Analyzed and developed solutions or provided assessments of critical
IT issues, such as integration/interoperability issues, emerging technologies and
their application to business processes, and optimization of existing architecture.
Defines cyber security requirements for new enterprise applications, contractor
systems, and cloud-based systems. Able to define and implement technical
HIPAA/HITECH controls. Able to define and implement technical NIST 800-53 rev. 4
controls.

Information Technology Auditing 30%


Conducts long-term audits for a wide range of information technology systems and
issues, such as determining if adequate security and integrity controls are in place
by auditing computer systems, management controls, information technology
strategies, and organizational structures of the assigned program. Carries out broad
audit assignments that require integrated analysis of a number of different
accounting systems.
Chooses audit areas to be covered and plans efforts in different locations and at
different organizational management levels. Coordinates plans with outside
agencies. Works with highly interpretive laws and regulations, and targets audits at
highly controversial problems. Develops new audit approaches where no precedent
exists. Performs audits that may require an extended period of time to complete,
such as more than one year. Conducts follow-up on audit resolution and corrective
actions. Reports audit findings that may shape major programs, affect compliance
with new legislation, or facilitate the resolution of long-standing problem areas of
vital importance to the agency.

Tasks include:
Led individual and concurrent audits required by major program operations, such as
audits of highly sensitive undercover operations affecting homeland security.
Developed audit plans for major agency operating programs, including the audit
approach and criteria to be used.
Internal Control Systems Assessment and Monitoring 20%
Resolves audit/inspection activities for organizations involving a significant degree
of complexity and with interrelated program areas. Conducts management surveys
and audits, ensuring that management policies, practices, and procedures are
consistent with the strategic goals and objectives of PC. Provides results to senior
management officials.
Makes written and oral recommendations to resolve audit findings. Conducts followup reviews to verify compliance with actions recommended by the Inspector General
and GAO audits of funds. Provides technical advice and assistance by answering
questions involving audits of extended scope and impact involving multiple agencies
and private businesses, where conflicts exist.
Formulates, develops, and administers agency-wide procedures for payment of
claims submitted as the result of an oil discharge and for the mitigation or prevention
of a substantial threat of an oil discharge. Establishes procedures to ensure
payment of removal costs and uncompensated damages in cases of oil discharge or
threat of discharge. Oversees the work processes used by field adjusters to assess
claims for damages or losses.

Tasks include:
Resolved audit/inspection activities for complex organizations with interrelated
program areas.

Collateral Duties

Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish assignments
such as: develop and interpret policies, procedures, and strategies governing the
planning and delivery of services throughout the agency; provide expert technical
advice, guidance, and recommendations to management and other technical
specialists on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence
important agency IT policies or programs. Mastery of, and skill in applying, most of
the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and their
applications to business processes; IT security concepts, standards, and methods;
project management principles, methods, and practices including developing plans
and schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems that
meet current and future business requirements and apply and extend, enhance, or
optimize the existing architecture. Manages assigned projects. Communicates
complex technical requirements to non-technical personnel. Prepares and presents
briefings to senior management officials on complex/controversial issues.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment
including possible stages, and possible approaches. The employee determines the
most appropriate principles, practices, and methods to apply in all phases of
assignments, including the approach to be taken, degree of intensity, and depth of
research in management advisories; frequently interprets regulations on his/her own
initiative, applies new methods to resolve complex and/or intricate, controversial, or
unprecedented issues and problems, and resolves most of the conflicts that arise;
and keeps the supervisor informed of progress and of potentially controversial
matters. The supervisor reviews completed work for soundness of overall approach,
effectiveness in meeting requirements or producing expected results, the feasibility
of recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Factor 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments are
often scarce, inapplicable or have gaps in specificity that require considerable
interpretation and/or adaptation for application to issues and problems. The
employee uses judgment, initiative, and resourcefulness in deviating from
established methods to modify, adapt, and/or refine broader guidelines to resolve
specific complex and/or intricate issues and problems; treat specific issues or
problems; research trends and patterns; develop new methods and criteria; and/or
propose new policies and practices.
Factor 4-5 Complexity
Work consists of a variety of duties requiring the application of many different and
unrelated processes and methods to a broad range of IT activities or to the in-depth

analysis of IT issues. The employee makes decisions that involve major


uncertainties with regard to the most effective approach or methodology to be
applied. These changes typically result from continuing changes in customer
business requirements; or rapidly evolving technology in the specialty areas. The
employee develops new standards, methods, and techniques; evaluates the impact
of technological change; and/or conceives of solutions to highly complex technical
issues. The work frequently involves integrating the activities of multiple specialty
areas.
Factor 5-4 Scope and Effect
The purpose of the position is to manage IT projects for major organizations or
programs of broad impact. The employee undertakes or participates in special
projects, ongoing analyses, investigations and initiatives that have high priority for
high-level management, such as, producing complex written reports; organizing
special committees, workshops, or other gatherings; initiating program reviews; or
developing or fostering cross-agency activities. The work influences new initiatives
and projects to improve, facilitate, and integrate IT programs.
Factor 6-3 Personal Contacts
Personal contacts are with individuals or groups from outside the agency, including
consultants, contractors, vendors, or representatives of professional associations,
the media, or public interest groups, in moderately unstructured settings. Contacts
are related to technological information and developments applicable to assigned IT
projects. Contacts may also include agency officials who are several managerial
levels removed from the employee when such contacts occur on an ad hoc basis.
Factor 7-3 Purpose of Contacts
The purpose of contacts is to influence and persuade employees and managers to
accept and implement findings, advice, guidance, and recommendations in the
technology specialty area(s) of the position. May encounter resistance as a result
of issues such as organizational conflict, competing objectives, or resource
problems. Must be skillful in approaching contacts to obtain the desired effect; e.g.,
gaining compliance with established policies and regulations by persuasion or
negotiation.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in conjunction
with travel to and attendance at meetings and conferences away from the work site.
Some employees may carry light items such as papers, books, or small parts, or
drive a motor vehicle. The work does not require any special physical effort.
Factor 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Some employees may occasionally be exposed to uncomfortable conditions in such
places as research and production facilities.
Other Significant Facts:
Actively promotes and practices Information Technology (IT) security program functions including: ensuring
appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT
Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall
Agency IT security goals are achieved.

Equivalent Titles:
Equivalent Private Sector Titles:

Equivalent Military Titles:

Applications Analyst
Communications Center Operator
Desktop Support Technician
IT Security Manager
Project Planner
Computer Systems Consultant
Help Desk Analyst Computer Technician
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
Communications Equipment Operator
IT Data Manager
Project Manager
Supervisor, Network Control Operators
Systems Specialist
Computer Analyst
Information Technology Security Manager
Information Technology Specialist (IT Specialist)
System Engineer
System Programmer
IT Database Administrator
IT Security Manager
Programmer Analyst
Information Technology Specialist
Office Systems Coordinator
Systems Administrator
Business Systems Analyst
Computer Support Specialist
Information Technology Security Specialist
Program Manager
Telecommunications Manager
Systems Analyst
Computer Systems Analyst
Computer and Information Systems Managers
IT Security Specialist
IT Systems Administrator
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist

Communication Security Officer (9517)


Ground Surveillance Systems Operator (96R)
Cryptologic Communications Interceptor/Locator (35P)
Network Operations and Systems Officer (II/III) (0650)
Information Assurance Technician (0689)
Manpower Information Systems (MIS) Analyst (0171)
Signals Collector/Analyst (98Y)
Small Computer System Specialist (IT 2750)
Security Manager, Information Security Program (2748)
ADP Systems Security Officer (9781)
Communications and Intelligence Specialists (DG 9720)
Data Base Management Officer (9730)
Information Computer Security Specialist (Officer) (9975)
Information Security Technician (0681)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Administrative Assistant


Classificat ion: FP-0303-7
This Version: 2.2
Most Recent Version: 3.0
Position Description

Posit ion Number: D10806


Int roduct ory St at ement : This position is located in the Staging and Staff Development Unit in the
Volunteer Recruitment and Selection division. The incumbent reports directly to the Supervisory
Training Specialist and participates in the operational management of the Staging and Staff
Development Unit by performing a variety of activities related to the orientation and onboarding of
Peace Corps trainees. The purpose of this position is to provide administrative support to the Staging
and Staff Development Unit.
MDAs and Duties for this Position
General Of f ice Support 50%
Maintains and updates general office files. Processes onboarding paperwork
and other data entry. Updates emergency contact lists and phone lists.
Provides administrative support at Staging events. Packs and unpacks staging
materials for Coordinators. Inventories staging supplies and manages cell
phones.
Prepares and monitors purchase requests, receiving reports, task orders, travel
authorizations, budget files, and printing orders.
Serves as contact in the preparation of agency forms, such as purchase orders,
travel authorizations, and travel vouchers. Creates hotel rooming lists. Prepares
documents for signature and obtains signatures need for proper submission of
forms and reports. Evaluates documents. Coordinates incoming data from a
variety of sources. Receives and reviews documents, reports, and/or
applications for omissions and inconsistencies, and ensures data entry is
complete and accurate. Enters pertinent information into an automated tracking
system.

Cust omer Services 20%


Provides customer service to various constituents through activities such as
responding to phone, email, and other written inquiries; sending requested
material and information; referring matters to appropriate staff for action; and
tracking requested information by source and service through databases.
Provides support and technical assistance to assigned program or service area.
Determines the scope and nature of actions required to resolve customer
service problems and process transactions, based on experience and past

practice. Reviews applicable guidelines to consider options. Approves routine


actions which are within the scope of assigned responsibilities.
Identifies obvious trends, changes in customer preferences, or deviations in
standard practices that could potentially impact services provided by the
organization or customer satisfaction. Responds to a variety of questions
related to findings that originate from personnel within or outside the office or
agency, such as field offices.
Corrects discrepancies based on extensive practical experience. Alerts
supervisor of controversial situations or problems that are resistant to
conventional solutions. Recommends new or revised operating procedures to
meet changing business needs.

Tasks include:
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources.
Of f ice Aut omat ion Work 30%
Uses advanced office automation software functions including the
importation/exportation of graphics and data. Employs spreadsheet, desktop
publishing, and presentation software to produce office support materials.
Assists in setting up and maintaining subject matter files including technical
instructions, operating procedures, confidential documents, and other materials.
Establishes and maintains files in accordance with agency requirements.
Plans and independently carries out the steps required for tasks requiring the
use of advanced automation software, such as coordinating with other staff to
standardize organizational reports or complex presentation formats. Receives
multiple input files and uses various software programs to merge the files and
integrate the document including standardizing headings and subheadings;
margins; indentations; and use of underlining, capitalization, and bolding.
Uses advanced automation software for editing functions resulting from
substantial revisions of drafts. Uses word processing software to produce a
variety of materials from rough drafts, such as spreadsheets, plans,
procedures, memoranda, letters, travel requests, and presentations. Develops
detailed procedures and functions for entering and printing data in varying
combinations and formats to meet reporting/documentation requirements.

Tasks include:
Materials that required the use of desktop publishing software.
Documents that required the use of advanced software functions, such as
importing and exporting graphics and/or data.
Used MS Publisher - Intermediate
Used MS Access - Intermediate
Created documents that required the use of advanced software functions, such
as importing and exporting graphics and/or data.
Produced materials that required the use of presentation software.
Used MS Project - Intermediate
Used WordPerfect - Intermediate

Used MS PowerPoint - Intermediate


Used MS Excel - Intermediate
Used MS Word - Intermediate
Produced materials that required the use of spreadsheet software.
Produced materials that required the use of desktop publishing software.
Materials that required the use of presentation software.
Used Internet Explorer - Intermediate
Used E-Mail - Intermediate

Collateral Duties

Factor Statements
Fact or 1-4 Knowledge Required by t he Posit ion
The position requires practical knowledge of standard procedures in an
administrative or technical field, requiring extended training or experience;
knowledge to accomplish specialized office support duties, and the ability to
extract information from various sources when this requires considering the
applicability of information and the characteristics and quality of the sources.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by defining objectives, priorities, and
deadlines and assists the employee with unusual situations which do not have
clear precedents. The employee plans and carries out the successive steps and
handles problems and deviations in the work assignment in accordance with
instructions, policies, previous training, or accepted practices in the occupation.
Fact or 3-3 Guidelines
Guidelines are available but are not completely applicable to the work or have
gaps in specificity. The employee uses judgment in interpreting and adapting
guidelines such as agency policies, regulations, precedents, and work
directions for application to specific cases or problems. The employee analyzes
results and recommended changes.
Fact or 4-3 Complexit y
The work includes various duties involving different and unrelated processes
and methods. The decision regarding what needs to be done depends upon the
analysis of the subject, phase, or issues involved in each assignment, and the
chosen course of action may have to be selected from many alternatives. The
work involves conditions and elements that must be identified and analyzed to
discern interrelationships.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to resolve a variety of conventional problems,
questions, or situations in conformance with established criteria. The work
product or service affects the design or operation of systems, programs, or
equipment; the adequacy of such activities as field investigations, testing

operations, or research conclusions; or the social, physical, and economic well


being of a variety of individuals.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees in the same agency but outside the
immediate organization. People contacted generally are engaged in different
functions, missions, and kinds of work, e.g., representatives from various levels
within the agency such as headquarters, regional, district, or field offices, or
other operating offices in the immediate installation.
Fact or 7-2 Purpose of Cont act s
The purpose of the contacts is to plan, coordinate, or advise on work efforts or
to resolve operating problems by influencing or motivating individuals or groups
who are working toward mutual goals and who have basically cooperative
attitudes.
Fact or 8-1 Physical Demands
The work is sedentary. Typically, the employee sits comfortably to do the work.
However, there may be some walking; standing; bending; carrying of light items
such as papers, books, small parts; or driving an automobile, etc. No special
physical demands are required to perform the work.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts which require
normal safety precautions typical of such places as offices, meeting and training
rooms, or libraries. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Performs other duties as assigned.

Equivalent Titles:
There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Occupational Health Nurse


Classificat ion: FP-0610-4
This Version: 1.0
Most Recent Version: 1.1
Position Description

Posit ion Number: D03108


Int roduct ory St at ement : This position is located in the Medical Clearance Unit of the Office of
Medical Services (OMS), under the Office of Volunteer Support. OMS is responsible for Peace Corps
pre-service medical clearance, in-service health care, and post-service follow-up medical care
programs. The Medical Clearance Unit ensures that all Peace Corps Volunteers are medically qualified
to serve.
MDAs and Duties for this Position
Case Management 100%
Actively and independently performs a wide range of functions as a nurse in
assessing, planning, and implementing individual health care plans and reviews.
Handles a wide range of occupational nursing care procedures according to
patient's physical status and test results.
Collaborates with OMS Medical Advisor, and, as indicated, with specialist
consultants and supervisor in providing guidance to PCMOs regarding complex
cases. Advises regarding the need for additional diagnostic work-up or
treatment, medical evacuation, and/or medical separation to home of record.
Determines applicants' medical eligibility to serve overseas by thoroughly
reviewing information submitted on medical histories, physical examinations, and
supporting documents.
Makes final medical review of Health Records in preparation for pre-departure
staging/registration events, assuring that they are complete and current.
Coordinates trainee list with the Office of Staging.
Actively participates as a member of the Screening Review Board to determine
the medical eligibility of applicants who have unusual or complex problems.
Documents appropriate and accurate information in the Peace Corps applicant
and Volunteer's Health Record, assuring that reports from all providers are also
included. Reviews Health Records for in-country procedural appropriateness.
Prepares and sends appropriate letters to applicants based on decisions made
as to medical eligibility, medical deferral, or the need for additional information.
Communicates with applicants via telephone and documents appropriate
information in the Peace Corps Health Record.
Participates in quality improvement activities to enhance the screening review

process.

Tasks include:
Handled a wide range of occupational nursing care procedures according to
patient's physical status and test results, such as triage decisions, acute
treatment needs, and trauma scenarios.

Collateral Duties

Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
This position requires a professional knowledge of a wide range of nursing
concepts, principles, and practices to perform highly specialized nursing
assignments of advanced nature and considerable difficulty requiring extended
specialized training and experience.
Fact or 2-4 Supervisory Cont rols
The supervisor sets overall objectives and resources available. The nurse and
supervisor consult on work and develop decisions together. Expertly plans and
performs work independently within defined scope of practice, resolving most
conflicts and coordinating with others on teams and in communities. Work is
reviewed for effectiveness in meeting requirements.
Fact or 3-3 Guidelines
General administrative policies and precedents exist, but are of only limited use
in performing the work.
Uses initiative and resourcefulness in deviating from traditional methods, or in
researching trends and patterns to develop new methods, criteria, or proposed
new polices.
Fact or 4-4 Complexit y
Performs independent assignments. The assessment of patient conditions
includes, for example, interpreting physical examination and laboratory reports,
developing nursing plans, and evaluating need for improved health care. The
work requires making decisions concerning the implementation of data,
planning, and refining methods.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to establish criteria and assess effectiveness of
patient treatment. The product affects a wide range of agency activities or how
the agency is perceived or regarded by the community or population served.
Fact or 6-2 Personal Cont act s
The personal contacts are with individuals or groups from outside the employing
agency in a moderately unstructured setting (e.g., the contacts are not
established on a routine basis; the purpose and extent of each contact is

different and the role and authority of each party is identified and developed
during the course of the contact). Typical of contacts are those with persons in
their capacities as manufacturers, contractors, professors, attorneys, scientists,
representatives of professional or trade organization, the news media, and
organized or ad hoc public action groups.
Fact or 7-3 Purpose of Cont act s
The personal contacts are with individuals or groups from outside the employing
agency in a moderately unstructured setting (e.g., the contacts are not
established on a routine basis; the purpose and extent of each contact is
different and the role and authority of each party is identified and developed
during the course of the contact). Typical of contacts are those with persons in
their capacities as manufacturers, contractors, professors, attorneys, scientists,
representatives of professional or trade organization, the news media, and
organized or ad hoc public action groups.
Fact or 8-2 Physical Demands
The work is sedentary. Typically, the employee may sit comfortably to do the
work. However, there may be some walking; standing; bending; carrying of light
items such as papers, books, small parts; driving an automobile, etc. No special
physical demands are required to perform the work.
Fact or 9-2 Work Environment
The work environment involves normal, everyday risks or discomforts typical of
such places as offices, meeting and training rooms, libraries, and residences or
commercial vehicles such as airplanes, trains, or buses. The work area is
adequately lighted, heated, and ventilated.
Other Significant Facts:

Equivalent Titles:
There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Health Benefits Specialist


Classification: FP-0301-7
This Version: 1.0
Most Recent Version: 1.0
Position Description

Position Number: D09744


Introductory Statement: This position is located in the Office of Medical Services (OMS) under the
Associate Director of Volunteer Support. The OMS is responsible for Peace Corps pre-service medical
clearance of applicants, in-service health care, and post-service health benefits programs. The PostService Unit is responsible for the planning, organizing, controlling, evaluation and coordination of health
benefits for returned Volunteers. In addition, the Post-Service Unit processes workers' compensation
claims for both returned Volunteers and Agency employees with the Office of Worker' Compensation
Program (OWCP), Department of Labor (DOL) under the federal Employees' Compensation Act (FECA).
MDAs and Duties for this Position
Employee Benefits Program Support 50%
Under the guidance of a higher level specialist coordinates a variety of post-service
health benefits activities; organizes and manages office systems; serves as a
troubleshooter on various issues; conducts research and analysis and presents
findings; prepares routine and special summary reports and findings on issues; and
performs assigned administrative functions for the Post-Service Manager such as
coordinating DOL District Office reviews including travel arrangements and
documentation preparation.
Assures the completeness and accuracy of post-service and workers' compensation
statistics and data bases. Enters data into computer files. Prints, maintains and
coordinates distribution of reports. Utilizes computer applications to prepare data in
chart and graph format for presentations.
Provides follow-up on complaints or problems that are called to the attention of the
Post-Service Manager. Explores the basis for complaints. Informs the manager of
internal issues/problems, identifies those that require immediate attention and offers
solution.
Serves as assistant to the Post-Service Manager in the discharge of varied
responsibilities associated with the management of the unit.
Maintains integrity of Volunteer Health Records and Workers' compensation program
files. Collaborates with Medical Records Department and overseas medical officers
to optimize health record delivery to the Post-Service Unit. Coordinates record
retirement procedures or workers' compensation files.
Maintains confidentiality of all Volunteer/customer records and case information.
Prepares written responses to correspondence from returned Volunteers, DOL,

health care providers and others; drafts worldwide cables, post-service informational
documents and procedures. Selects appropriate mechanism to communicate with
customers, including email, cable and fax.
Participates fully as a team member; actively participating in the Post-Service
Process Review Team, identifying problems; and offering suggestions for
improvement.

Prepares and distributes claim packets to returned Volunteers. Assists claimants


with form completion. Collects information necessary to file claims. Participates in
the preparation and case management of workers' compensation case by completing
forms, obtaining needed reports, forwarding appropriate documentation to DOL, and
collaborating with DOL and providers. Works independently to prepare
uncomplicated claims, such as dental, pregnancy, TB skin tests conversions, etc.
Processes bills. Reviews for completeness and accuracy; determines relationship
to OWCP claim or post-service medical evaluation; forwards OWCP case
information/bills and post-service evaluation bills for payment; returns incomplete
bills; and advises providers and claimants of billing requirements.
Demonstrates knowledge of the requirements, procedures and benefits of all post
service health benefits programs sufficient to research benefit-related problems
where an analysis of individual circumstances is required.

Tasks include:
Explained complicated benefit-related issues, such as health benefits conversion,
problematic retirement/annuity calculations, and/or continuing benefits administered
after separation.
Performs Trainee Work 50%
As an advanced trainee, increases knowledge, skills, and abilities in the occupation.
Researches regulations and other pertinent directives for answers to questions prior
to consulting with the supervisor or a higher-grade employee. Successfully
completes required formal and on-the-job training, and demonstrates a progressive
ability to independently accomplish assignments.
Assignments are varied in nature, yet limited in complexity. They are structured to
provide a means by which the incumbent can display and validate a working
knowledge of regulations, policies, and analytical procedures and apply an
increasingly full-range of the principles, concepts, and work processes common to
the occupation. Makes acceptable recommendations with respect to policies and
procedures.
Increases networks and contacts beneficial to the successful performance of
assignments. Conducts regular interactions with colleagues and supervisors in
order to complete work assignments. Contacts extend beyond the immediate work
area and the work requires effective coordination and solicitation of cooperative
efforts from other administrative or support staff.
Interprets and applies pertinent regulations and style manuals governing written
communications in order to prepare written materials which communicate the
intended information. Researches and analyzes data, issues, and information that
support project recommendations or the work assignments of higher-grade
specialists. Prepares well-researched and logically organized presentations related

to work assignments. Presents facts, issues, and positions that convey the
intended information with the appropriate diplomacy and emphasis.

Collateral Duties

Factor Statements
Factor 1-6 Knowledge Required by the Position
The work requires a basic foundation of the concepts and principles of the
conventional methodology required within the occupation. The knowledge would
typically be gained through extensive practical experience and formal training in the
occupation or a bachelor's degree program in the occupation and additional
experience/internship in the field. Additionally, a general familiarity with the
Agency's practices, policies, and procedures is required for the advanced trainee to
perform assignments independently.
Factor 2-2 Supervisory Controls
The supervisor provides continuing or individual assignments by indicating generally
what is to be done, limitations, quality and quantity expected, deadlines, and priority
of assignments. The supervisor provides additional, specific instructions for new,
difficult, or unusual assignments including suggested work methods or advice on
source material available.
Uses initiative in carrying out recurring assignments independently without specific
instructions, but refers deviations, problems, and unfamiliar situations not covered
by instructions to the supervisor for decision or help. The supervisor assures that
finished work and methods used are technically accurate and in compliance with
instructions or established procedures. However, review of the work increases if the
employee has not previously performed similar assignments.
Factor 3-2 Guidelines
Uses established guidelines in the form of standard instructions, literature,
precedents and practices concerned with the assigned function. Judgment is
required in locating and selecting the most appropriate guidelines and references.
This may include exercising discretion, such as selecting among alternatives and
making minor deviations occasionally to adapt guidelines to specific cases.
Situations to which existing guidelines are inapplicable or those requiring significant
deviations are referred to the supervisor.
Factor 4-2 Complexity
Assignments consist of specific, well defined tasks which typically are designed to
orient the employee in the administrative policies and regulations, technical
programs, organization operating procedures, and the specialty area with which the
organization is concerned. The differences among assignments are easily
recognized and are of a factual nature such as a specified analysis, action, or
procedure to carry out. Typically, work is routine and includes carrying out common
qualitative and quantitative analyses; implementing routine programs; and/or
preparing guides, draft decisions, or tentative opinion.

Factor 5-2 Scope and Effect


Work involves routine or well-established procedures that comprise a complete
segment of an assignment or project of broader scope. Work efforts affect the
accuracy and reliability of the work being performed by other administrative
employees.
Factor 6-2 Personal Contacts
Contacts are with a number of individuals in the employee's organization or setting,
but outside the employees immediate work unit. Contacts typically include
customers seeking assistance or services from the employee.
Factor 7-1 Purpose of Contacts
Contacts are for the purpose of exchanging factual information.
Factor 8-1 Physical Demands
Work is primarily sedentary, although some walking or bending may be involved in
coordinating services.
Factor 9-1 Work Environment
Work is usually conducted in offices and office areas where there may be
occasional exposure to unsafe practices or conditions associated with office
operations that require normal safety precautions.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Military Titles:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) Officer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Supervisory Financial Management Officer


Classificat ion: FP-0501-3
This Version: 3.0
Most Recent Version: 3.5
Position Description

Posit ion Number: D10807


Int roduct ory St at ement : The Peace Corps' Financial Management Officer develops, coordinates,
and evaluates policies, procedures, and processes to support disbursements required by overseas
offices, in US dollars and foreign currencies. The incumbent provides technical financial assistance
and training to overseas posts and serves as liaison between the overseas offices, other Peace
Corps offices, and other Federal departments (i.e., Dept of State and the U.S. Treasury) as well as
private sector. The incumbent develops, interprets and provides technical guidance for and overseas
staff on the use of fiscal coding, federal appropriations law, payment mechanisms, etc., and
develops and provides guidance in the policies and procedures to be used for the processing of
cashier and non-cashier disbursements, reconciliation of accounts, determining and managing
overseas cash account levels, and other financial management issues; conducts special reviews and
analysis of financial and other management issues; and serves as a Certifying Officer for assigned
regions/offices.
MDAs and Duties for this Position
Financial Advisory Services 25%
Provides in-depth and comprehensive technical assistance and guidance to
overseas posts and/or HQ offices on complex issues related to the financial
aspects of programs where the resolution of problems requires an integrated
financial approach. Analyzes and provides recommendations for financial
planning, policy formulation and implementation, and decision-making. Provides
recommendations to provide more effective, efficient method's of payment.
Projects and monitors complex program data to provide program managers with
information on the expenditure of funds. Advises senior management of the
status of fiscal resources and future requirements.

Tasks include:
Projected complex financial data and reports to determine overall financial status
for key agency programs, such as regional programs.
Resolved substantial agency financial issues, such as illegal or incorrect
payments resulting from false or misleading certification.
Analyzed cost data for a major operating program including operating expense
trends and projections.
Analyzed and resolved complex financial resource management issues that
required an integrated financial approach, including providing current and future
year spending plans and advising on the status of fiscal resources and future

requirements.
Financial Disbursement Act ivit ies 50%
Provides direction and guidance on a broad range of cash disbursement
activities for an agency and several subordinate field locations. Oversees
research and analysis to resolve unusual and complex problems dealing with
substantial agency issues such as any illegal, improper, or incorrect payment
resulting from any false, inaccurate, or misleading certification.
Serves as certifying official authorizing the disbursement of government funds in
accordance with policy, precedent, and legal regulations.

Tasks include:
Resolved substantial agency financial issues, such as illegal or incorrect
payments resulting from false or misleading certification.
Managed financial disbursement activities involving appropriations, allotments,
reimbursable accounts, and/or transferes of funds.
Analyzed and evaluated organizational regulations, policies, and procedures.
Performed a key role in resolving issues that significantly affected the
administration or implementation of key agency programs.
Analyzed cost data for a major operating program including operating expense
trends and projections.
Projected complex financial data and reports to determine overall financial status
for key agency programs, such as regional programs.
Supervisory and/or Managerial Responsibilit ies 25%
Supervises a group of employees performing work at the GS-12 level. Provides
administrative and technical supervision necessary for accomplishing the work
of the unit.
Performs the administrative and human resource management functions relative
to the staff supervised. Establishes guidelines and performance expectations for
staff members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance;
demonstrates and conducts work performance critiques. Provides informal
feedback and periodically evaluates employee performance. Resolves informal
complaints and grievances. Develops work improvement plans, recommending
personnel actions as necessary. Provides advice and counsel to workers related
to work and administrative matters. Effects disciplinary measures as appropriate
to the authority delegated in this area. Reviews and approves or disapproves
leave requests. Assures that subordinates are trained and fully comply with the
provisions of the safety regulations.
Furnishes employee assignments and a place of employment which is free from
recognized hazards that are likely to cause death or serious physical harm;
refers matters that exceed the incumbents authority to higher levels of
management for decision. Complies with occupational safety and health
standards applicable to PC and with all rules, regulations, and orders issued by
PC with respect to the occupational safety and health program.
Ensures a continuing affirmative application of PC policies concerning equal
opportunity. Ensures that personnel management within the organizational entity

under supervision is accomplished without regard to race, color, religion, sex,


age, handicap, or national origin. Is responsible for keeping abreast of
developments, policy issuances, and other similar material in the equal
opportunity field, and for fully supporting PC Equal Opportunity Program.
Specifically, incumbent initiates nondiscriminatory practices and affirmative
action for the area under his/her supervision in the following: (1) merit promotion
of employees and recruitment and hiring of applicants; (2) fair treatment of all
employees; (3) encouragement and recognition of employee achievements; (4)
career development of employees; and (5) full utilization of their skills.

Tasks include:
Produced written options for agency decision memoranda and/or new guidelines
resulting from legislation, court decisions, or other program changes, requiring
mastery of the laws, regulations, and systems involved in administration of
agency programs.
Communicated with senior management, OMB, Congress, and/or other
individuals at all levels in the public and/or private sectors to justify, negotiate,
convey, or resolve complex legislation, policies, regulations, and/or
procedures.
Performed all or nearly all of the following supervisory functions: coordinated
with and advised other supervisory officials, reviewed and approved serious
disciplinary actions, planned/assigned work priorities, evaluated performance,
interviewed candidates for positions, and recommended organizational structure
improvements.
Analyzed and evaluated organizational regulations, policies, and procedures.
Performed a key role in resolving issues that significantly affected the
administration or implementation of key agency programs.
As a technical authority in a program area, summarized, interpreted, and
provided guidance to subordinates on difficult or misunderstood policy
questions.

Collateral Duties

Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of the concepts, principles, practices, laws, and
regulations of budgeting and/or financing; and the financial and budgetary
relationships between subordinate and most senior levels of financial
management within the employing entity, and/or between the organization and
programs of other Federal, State, and local governments and private industry
sufficient to analyze national level programs, and exceptionally large and
complex programs; develop, recommend, and implement budgetary and
financial policies; interpret and assess the impact of new and revised
Congressional legislation on the formulation and execution of budgets; and
develop and render authoritative interpretations of Executive orders, OMB
guidelines and directives, and policies and precedents within and across agency
lines.
Fact or 2-4 Supervisory Cont rols

The supervisor outlines overall objectives and available resources. The


employee and supervisor, in consultation, discuss timeframes, scope of the
assignment, and possible approaches. The employee is responsible for
planning and carrying out the assignment, resolving most of the conflicts that
arise, coordinating the work with others as necessary, and interpreting policy in
terms of established objectives. The employee is responsible for interpreting
policy and regulatory requirements, developing changes to plans and/or
methodology, and/or providing recommendations for improvements in order to
meet program objectives. The employee keeps the supervisor informed of
progress and potentially controversial matters. The supervisor reviews
completed work for soundness of overall approach, effectiveness in meeting
requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements.
Fact or 3-4 Guidelines
Policies and guidelines for performing the work are scarce and very general in
nature; pertain only to routine issues and matters; are stated in terms of goals to
be accomplished rather than the approach to be taken; and present a number of
principles and standards, any one of which may reasonably apply to the broad
subject matter. The employee routinely develops specific objectives and
devises new methods, techniques, and criteria pertaining to identifying trends
and patterns; acquiring information and analyzing data; modifying systems to
accept new kinds of data; developing solutions and presenting findings; and
examining returns for which there are no precedents. The employee may
interpret available guidelines for employees at the same or subordinate levels.
Fact or 4-5 Complexit y
The work consists of selecting and using many different and unrelated analytical
techniques and methods relative to substantive agency programs with widely
varying needs, goals, objectives, work processes, and timetables. Such
programs relate to many echelons and components within a large Federal
department or agency, to other agencies, to private industry, or to the public.
The employee recommends changes in funding and budget plans that, if
accepted, require management to revise substantive programs. The employee
may also be required to brief management officials on the nature of the
testimony to be given to fund granting and approving officials; evaluate the
reactions of fund granting and approving officials to budget proposals; and/or
respond to questions and comments concerning financial management.
The employee devises and applies innovative criteria to evaluate the progress
and cost effectiveness of program plans, goals, and objectives. The employee
may also encounter and resolve issues in work environments characterized by
continually changing program objectives, plans, and funding requirements
resulting from new legislation, revised policies, and shifting demand for good
and services.
Fact or 5-4 Scope and Ef f ect
The purpose of the position is to execute modifications to systems, programs,
and/or operations to establish criteria and other means to assess, investigate,
or analyze a variety of unusual financial problems and conditions. The work
involves a wide range of agency activities or the operations of other agencies,
or the activities of private sector entities with which the agency conducts
business or provides services. The work affects the amount and availability of
funds for major substantive or administrative program and services, the way

financial information is applied in planning organizational operations or the


efficient use of funds, and the way management control systems, financial
management accounting systems, and programs are structured and operated
throughout the organization.
Fact or 6-3 Personal Cont act s
Personal contacts are with officials, managers, professionals, and employees
and executives of other agencies and outside organizations. The contacts are
not established on a routine or recurring basis, the purpose and extent of each
contact is different, and the role and authority of each party is identified and
developed during the course of the contact.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence or persuade others to accept critical or
controversial observations, findings, and recommendations. Other contacts are
to persuade managers and subject-matter experts or others on such matters as
the use of alternative methods, the allocation of limited resources, or a
particularly controversial interpretation of program policy. Often the contacts
are influential and are strong adherents of opposing views.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking in factories,
warehouses, supply depots, and similar areas. Work may also require walking
and standing in conjunction with travel to and attendance at meeting and
conferences away from the work site. Position may require carrying light items
or drive a motor vehicle. The work does not require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some positions may be exposed to uncomfortable conditions in
such places as factories, construction yards, and supply yards.
Supervisory Factor Statements
Fact or 1-3 Program Scope and Ef f ect
Directs a program segment that performs technical, administrative, protective,
investigative, or professional work. The program segment and work directed
typically have coverage which encompasses a major metropolitan area, a State,
or a small region of several States; or when most of an area's taxpayers or
businesses are covered, coverage comparable to a small city. Providing
complex administrative or technical or professional services directly affecting a
large or complex multi-mission military installation also falls at this level.
Activities, functions, or services accomplished directly and significantly impact a
wide range of agency activities, the work of other agencies, or the operations of
outside interests (e.g., a segment of a regulated industry), or the general public.
At the field activity level (involving large, complex, multi-mission organizations
and/or very large serviced populations) the work directly involves or
substantially impacts the provision of essential support operations to numerous,
varied, and complex technical, professional, and administrative functions.
Fact or 2-1 Organizat ional Set t ing

The position is accountable to a position that is two levels below the first (i.e.,
lowest level in the chain of command) SES, or equivalent, or higher level
position in the direct supervisory chain.
Fact or 3-2 Supervisory/Managerial Aut horit y Exercised
In addition to elementary supervisory authorities and responsibilities, this
position plans and schedules ongoing production-oriented work on quarterly
and annual basis, or direct assignments of similar duration. Adjusts staffing
levels or work procedures within the organizational unit(s) to accommodate
resource allocation decisions made at higher echelons. Justifies the purchase of
new equipment. Improves work methods and procedures used to produce
work products. Oversees the development of technical data, estimates,
statistics, suggestions, and other information useful to higher level managers in
determining which goals and objectives to emphasize. Decides the
methodologies to use in achieving work goals and objectives, and in
determining other management strategies.

OR

Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:

- Analyze benefits and cost of accomplishing work in-house versus contracting;


recommend whether or not to contract;

- Provide technical requirements and descriptions of the work to be


accomplished;

- Plan and establish the work schedules, deadlines, and standards for
acceptable work; coordinate and integrate contractor work schedules and
processes with work of subordinates or others;

- Track progress and quality of performance; arrange for subordinates to


conduct any required inspections;

- Decide on the acceptability, rejection, or correction of work products or


services, and similar matters that may affect payment to the contractor.

OR

Carries out at least three of the first four, and a total of six or more of the
following ten supervisory authorities and responsibilities:

- Plans work to be accomplished by subordinates, set and adjust short-term


priorities, and prepare schedules for completion of work;

- Assigns work to subordinates based on priorities, selective consideration of


the difficulty and requirements of assignments, and the capabilities of
employees;

- Evaluates work performance of subordinates;

- Gives advice, counsel, or instruction to employees on both work and


administrative matters.

- Interviews candidates for positions in the unit; recommends appointment,


promotion, or reassignments to such positions;

- Hears and resolves complaints from employees, referring group grievances


and more serious unresolved complaints to a higher level supervisor or
manager;

- Effects minor disciplinary measures, such as warnings and reprimands,


recommending other actions in more serious cases;

- Identifies developmental and training needs of employees, providing for and


arranging for needed development and training;

- Finds ways to improve production or increase the quality of work directed;

- Develops performance standards.


Fact or 4A-3 Nat ure of Cont act s
Contacts include those that take place in meetings and conferences and
unplanned contacts for which the employee is designated as a contact point by
higher management. They often require extensive preparation of briefing
materials or up-to-date technical familiarity with complex subject matter.
Frequent contacts are comparable to any of the following:
- High ranking military or civilian managers, supervisors, and technical staff at
bureau and major organization levels of the agency; with agency headquarters
administrative support staff; or with comparable personnel in other Federal
agencies;

- Key staff of public interest groups (usually in formal briefings) with significant
political influence or media coverage;
- Journalists representing influential city or county newspapers or comparable
radio or television coverage;
- Congressional committee and subcommittee staff assistants below staff
director or chief counsel levels;
- Contracting officials and high level technical staff of large industrial firms;
- Local officers of regional or national trade associations, public action groups,
or professional organizations; and/or State and local government managers
doing business with the agency.
Fact or 4B-3 Purpose of Cont act s
The purpose of contacts is to justify, defend, or negotiate in representing the
project, program segment(s), or organizational unit(s) directed, in obtaining or
committing resources, and in gaining compliance with established policies,
regulations, or contracts. Contacts at this level usually involve active
participation in conferences, meetings, hearings, or presentations involving
problems or issues of considerable consequence or importance to the program
or program segment(s) managed.
Fact or 5-7 Dif f icult y of T ypical Work Direct ed
The highest graded non-supervisory work directed, which requires at least 25%
of this position's duty time, is GS-12 or equivalent.
Fact or 6-5 Ot her Condit ions
Supervision and oversight involve significant and extensive coordination and
integration of a number of important projects or program segments of
professional, scientific, technical, and managerial or administrative work
comparable in difficulty to the GS-12 level. Supervision also involves major
recommendations that have a direct and substantial effect on the organization
and projects managed.

OR

Supervision involves directing a highly technical, professional, administrative or


comparable work at GS-13 or above which involves extreme urgency, unusual
controversy, or other, comparable demands due to research, development, test
and evaluation, design, policy analysis, public safety, public health, medical,
regulatory, or comparable implications.

OR

This position manages work through subordinate supervisors and/or contractors


who each direct substantial workloads comparable to the GS-11 level.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Treasurer
Finance Director
Finance Manager
C hief Financial O fficer
Finance O fficer
Financial Analyst
Business Administrator
C ontroller

Equivalent Milit ary T it les:

Finance O fficer (III) (3402)


Financial Management O fficer (I) (3404)
Financial Management Resource O fficer (III) (3408)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Supervisory Financial Management Officer


Classification: FP-0501-4
This Version: 3.0
Most Recent Version: 3.5
Position Description

Position Number: D10807


Introductory Statement: The Peace Corps' Financial Management Officer develops, coordinates, and
evaluates policies, procedures, and processes to support disbursements required by overseas offices, in
US dollars and foreign currencies. The incumbent provides technical financial assistance and training to
overseas posts and serves as liaison between the overseas offices, other Peace Corps offices, and other
Federal departments (i.e., Dept of State and the U.S. Treasury) as well as private sector. The incumbent
develops, interprets and provides technical guidance for and overseas staff on the use of fiscal coding,
federal appropriations law, payment mechanisms, etc., and develops and provides guidance in the policies
and procedures to be used for the processing of cashier and non-cashier disbursements, reconciliation of
accounts, determining and managing overseas cash account levels, and other financial management
issues; conducts special reviews and analysis of financial and other management issues; and serves as a
Certifying Officer for assigned regions/offices.
MDAs and Duties for this Position
Financial Disbursement Activities 50%
Plans and manages a variety of financial disbursement activities involving different
and unrelated processes, such as appropriations, allotments, reimbursable
accounts, and transfers of funds. Conducts research and analysis utilizing historical
documents, statistical sampling, financial reports, and established accounting and
financial policies and procedures guidelines.
Authorizes the disbursement of funds in accordance with documents duly certified
by an officer of the agency.

Tasks include:
Planned and managed a variety of financial disbursement assignments involving
different and unrelated processes, such as appropriations, allotments, reimbursable
accounts, and transfers of funds.
Managed financial disbursement activities involving appropriations, allotments,
reimbursable accounts, and/or transfers of funds.
Compiled financial data for assigned programs and reviewed related information
such as workload analysis submissions.
Financial Advisory Services 20%
Provides technical assistance and guidance to overseas and domestic offices on
newly developed policies and/or potential revisions to policies covering significant

financial management issues.


Modifies and adapts approaches to plan and conduct specialized analysis.
Presents policy options leading to the development of new or modification of
existing policy.

Tasks include:
Projected complex financial data and reports to determine overall financial status for
key agency programs, such as regional programs.
Prepared financial reports, balance sheets, and recommendations for potential
revisions to policies covering significant financial management issues.
Reviewed budget estimates, financial statements, and program plans to evaluate
current obligations and expenditures.
Analyzed cost data for a major operating program including operating expense
trends and projections.
Supervisory and/or Managerial Responsibilities 30%
Supervises a group of employees performing work at the GS-11 level. Provides
administrative and technical supervision necessary for accomplishing the work of
the unit.
Performs the administrative and human resource management functions relative to
the staff supervised. Establishes guidelines and performance expectations for staff
members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance; demonstrates
and conducts work performance critiques. Provides informal feedback and
periodically evaluates employee performance. Resolves informal complaints and
grievances. Develops work improvement plans, recommending personnel actions as
necessary. Provides advice and counsel to workers related to work and
administrative matters. Effects disciplinary measures as appropriate to the authority
delegated in this area. Reviews and approves or disapproves leave requests.
Assures that subordinates are trained and fully comply with the provisions of the
safety regulations.
Furnishes employee assignments and a place of employment which is free from
recognized hazards that are likely to cause death or serious physical harm; refers
matters that exceed the incumbents authority to higher levels of management for
decision. Complies with occupational safety and health standards applicable to PC
and with all rules, regulations, and orders issued by PC with respect to the
occupational safety and health program.
Ensures a continuing affirmative application of PC policies concerning equal
opportunity. Ensures that personnel management within the organizational entity
under supervision is accomplished without regard to race, color, religion, sex, age,
handicap, or national origin. Is responsible for keeping abreast of developments,
policy issuances, and other similar material in the equal opportunity field, and for
fully supporting PC Equal Opportunity Program. Specifically, incumbent initiates
nondiscriminatory practices and affirmative action for the area under his/her
supervision in the following: (1) merit promotion of employees and recruitment and
hiring of applicants; (2) fair treatment of all employees; (3) encouragement and
recognition of employee achievements; (4) career development of employees; and
(5) full utilization of their skills.

Tasks include:
Analyzed highly complex or unusual organizational issues, evaluated alternatives
and disputed conflicting information in arriving at solutions; and made
recommendations for program modification or improvement.
Prepared statements for implementation of policy or procedures based on the
following: Federal law, government-wide regulation, agency-wide regulation, internal
memos, etc.
Maintained relationships with a variety of external contacts, such as the news
media, elected officials, representatives of advocacy groups or professional
organizations, staff of congressional committees, or representatives of foreign
governments.
Performed most of the following supervisory activities: planned and adjusted work
priorities, evaluated performance, interviewed candidates for positions, heard and
resolved employee complaints, related organizational policies to the staff, and found
ways to improve production quality of work.
Influenced or motivated individuals or groups who were working toward mutual goals
and who had basically cooperative attitudes.

Collateral Duties

Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires detailed, intensive knowledge of the policies, precedents,
goals, objectives, regulations, and guidelines of a functional area such as financial
oversight, budget formulation, and/or budget execution. Also required is knowledge
sufficient to analyze and evaluate continual changes in program plans and funding
and their effect on financial program milestones. The employee is required to
demonstrate and act upon this knowledge when there is uncertainty due to short and
rapidly changing program and financial deadlines, when there are gaps and conflicts
in program and financial information, or when difficulties arise due to changing
guidelines for the work.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment, and
possible approaches. The employee is responsible for planning and carrying out the
assignment, resolving most of the conflicts that arise, coordinating the work with
others as necessary, and interpreting policy in terms of established objectives. The
employee is responsible for interpreting policy and regulatory requirements,
developing changes to plans and/or methodology, and/or providing recommendations
for improvements in order to meet program objectives. The employee keeps the
supervisor informed of progress and potentially controversial matters. The
supervisor reviews completed work for soundness of overall approach, effectiveness
in meeting requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements.
Factor 3-3 Guidelines
Guidelines consist of standard reference materials, texts, and manuals. The

guidelines that are available provide a preferred approach or describe generally


accepted standards rather than precisely delineating requirements. Guidelines
include plans for commonly performed reviews which provide a preferred approach or
include standards that describe the generally accepted requirements for recording
and reporting transactions rather than the specific systems in use. The employee
interprets and adapts the guides, modifying the information presented to fit the
situation at hand. Methods and techniques normally applied are inadequate in some
respects and require adaptation to the peculiarities of the assignment. The
employee uses judgment in studying programs, operations, and systems and in
making recommendations.
Factor 4-4 Complexity
The work consists of performing a variety of analytical, technical, and administrative
work of a financial nature for substantive programs and support activities. These
programs and activities are funded through a number of sources such as
appropriations, allotments, reimbursable accounts, and transfers of funds between
organizations. Programs and funding are unstable and subject to change throughout
the fiscal year. The employee conducts research, identifies, and analyzes trends in
the use of funds, and recommends adjustments in program spending that require the
rescheduling of program workloads. The employee also assists program managers
and staff officials in interpreting the impact of and planning for multi-year
financial/budgetary and program changes. The employee chooses the analytical
means appropriate for the task. The presence of conflicting financial and program
data make it difficult to identify reliable data. Deadlines, which can be short-term
and unpredictable, vary according to financial/budgetary objectives, available
funding, program goals, and workload.
Factor 5-3 Scope and Effect
The purpose of the work is to perform a variety of tasks in a limited financial
functional area, using standard methods to resolve conventional problems and
issues. The work affects the information available on the amount, timeliness, and
availability of funds, and the availability fo financial data to others.
Factor 6-3 Personal Contacts
Personal contacts are with officials, managers, professionals, and employees and
executives of other agencies and outside organizations. The contacts are not
established on a routine or recurring basis, the purpose and extent of each contact
is different, and the role and authority of each party is identified and developed
during the course of the contact.
Factor 7-2 Purpose of Contacts
The purpose of the contacts is to plan, coordinate, or advise on work efforts, or to
resolve issues or operating problems by influencing or persuading people who are
working toward mutual goals and have basically cooperative attitudes. Contacts
typically involve identifying options for resolving problems.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require walking in factories, warehouses,
supply depots, and similar areas. Work may also require walking and standing in
conjunction with travel to and attendance at meeting and conferences away from the
work site. Position may require carrying light items or drive a motor vehicle. The
work does not require any special physical effort.

Factor 9-1 Work Environment


The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Some positions may be exposed to uncomfortable conditions in such places as
factories, construction yards, and supply yards.
Supervisory Factor Statements
Factor 1-3 Program Scope and Effect
Directs a program segment that performs technical, administrative, protective,
investigative, or professional work. The program segment and work directed
typically have coverage which encompasses a major metropolitan area, a State, or a
small region of several States; or when most of an area's taxpayers or businesses
are covered, coverage comparable to a small city. Providing complex administrative
or technical or professional services directly affecting a large or complex multimission military installation also falls at this level. Activities, functions, or services
accomplished directly and significantly impact a wide range of agency activities, the
work of other agencies, or the operations of outside interests (e.g., a segment of a
regulated industry), or the general public. At the field activity level (involving large,
complex, multi-mission organizations and/or very large serviced populations) the
work directly involves or substantially impacts the provision of essential support
operations to numerous, varied, and complex technical, professional, and
administrative functions.
Factor 2-1 Organizational Setting
The position is accountable to a position that is two levels below the first (i.e.,
lowest level in the chain of command) SES, or equivalent, or higher level position in
the direct supervisory chain.
Factor 3-2 Supervisory/Managerial Authority Exercised
In addition to elementary supervisory authorities and responsibilities, this position
plans and schedules ongoing production-oriented work on quarterly and annual
basis, or direct assignments of similar duration. Adjusts staffing levels or work
procedures within the organizational unit(s) to accommodate resource allocation
decisions made at higher echelons. Justifies the purchase of new equipment.
Improves work methods and procedures used to produce work products. Oversees
the development of technical data, estimates, statistics, suggestions, and other
information useful to higher level managers in determining which goals and
objectives to emphasize. Decides the methodologies to use in achieving work goals
and objectives, and in determining other management strategies.

OR

Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:

- Analyze benefits and cost of accomplishing work in-house versus contracting;


recommend whether or not to contract;

- Provide technical requirements and descriptions of the work to be accomplished;

- Plan and establish the work schedules, deadlines, and standards for acceptable
work; coordinate and integrate contractor work schedules and processes with work
of subordinates or others;

- Track progress and quality of performance; arrange for subordinates to conduct


any required inspections;

- Decide on the acceptability, rejection, or correction of work products or services,


and similar matters that may affect payment to the contractor.

OR

Carries out at least three of the first four, and a total of six or more of the following
ten supervisory authorities and responsibilities:

- Plans work to be accomplished by subordinates, set and adjust short-term


priorities, and prepare schedules for completion of work;

- Assigns work to subordinates based on priorities, selective consideration of the


difficulty and requirements of assignments, and the capabilities of employees;

- Evaluates work performance of subordinates;

- Gives advice, counsel, or instruction to employees on both work and administrative


matters.

- Interviews candidates for positions in the unit; recommends appointment,


promotion, or reassignments to such positions;

- Hears and resolves complaints from employees, referring group grievances and
more serious unresolved complaints to a higher level supervisor or manager;

- Effects minor disciplinary measures, such as warnings and reprimands,

recommending other actions in more serious cases;

- Identifies developmental and training needs of employees, providing for and


arranging for needed development and training;

- Finds ways to improve production or increase the quality of work directed;

- Develops performance standards.


Factor 4A-2 Nature of Contacts
Contacts may be informal, occur in conferences and meetings, or take place through
telephone, and sometimes require nonroutine or special preparation. Frequent
contacts are comparable to any of the following:
- members of the business community or the general public;
- higher ranking managers, supervisors, and staff of program, administrative, and
other work units and activities throughout the field activity, installation, command
(below major command level) or major organization level of the agency;
- representatives of local public interest groups;
- case workers in congressional district offices;
- technical or operating level employees of State and local governments;
- reporters for local and other limited media outlets reaching a small, general
population.
Factor 4B-2 Purpose of Contacts
The purpose of contacts is to ensure that information provided to outside parties is
accurate and consistent; to plan and coordinate the work directed with that of others
outside the subordinate organization; and/or to resolve differences of opinion among
managers, supervisors, employees, contractors or others.
Factor 5-6 Difficulty of Typical Work Directed
The highest graded non-supervisory work directed, which requires at least 25% of
this position's duty time, is GS-11 or equivalent.
Factor 6-4 Other Conditions
Supervision involves substantial coordination and integration of a number of major
work assignments, projects, or program segments of professional, scientific,
technical, or administrative work comparable in difficulty to the GS-11 level.

OR

This position directs subordinate supervisors and/or contractors who each direct

substantial workloads comparable to GS-9 or GS-10.


Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:
Treasurer
Finance Director
Finance Manager
Chief Financial Officer
Finance Officer
Financial Analyst
Business Administrator
Controller

Equivalent Military Titles:

Finance Officer (III) (3402)


Financial Management Officer (I) (3404)
Financial Management Resource Officer (III) (3408)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Human Resources Assistant (Support)


Classificat ion: FP-0203-6
This Version: 1.0
Most Recent Version: 1.3
Position Description

Posit ion Number: D10808


Int roduct ory St at ement : This position is located in the Office of Human Resource Management
and provides administrative and technical support to the Employee Development and Employee and
Labor Relations Units.
MDAs and Duties for this Position
Perf ormance Management Program Support 30%
Carries out technical projects associated with processing performance
management documents and providing information for performance-based
actions, such as gathering information to assist in preparing performance
improvement plans or researching performance-based actions. Resolves minor
problems associated with the performance management program, such as
assisting employees who are dissatisfied with their performance rating, or
advising managers/supervisors of appropriate actions to take based on
performance ratings.
Uses Avue Digital Services' (ADS) Performance Optimization Module to explain
options to managers to assist in the performance management process.
Conducts interviews to identify and organize pertinent facts of a situation, such
as prescreening individuals regarding appointments for advising or counseling.
Explains options to employees when they are dissatisfied with their performance
rating.
Makes presentations about the performance management program following
established lesson plans, such as training for new supervisors.

Tasks include:
Provided training to new supervisors regarding the performance management
program.
Gathered information to assist in preparation of performance improvement plans
and/or researched performance-based actions.
Employee Development Program Support 70%
Applies a comprehensive body of Human Resources rules, procedures, and
technical methods necessary to support the employee development function.
Develops and makes recommendations that affect course content, employee
career development, and/or various aspects of the Human Resources employee

development program, such as suggesting courses applicable to various


employee needs, or determining whether proposed training will affect
employee qualifications or entry into other jobs or career tracks. Makes
presentations following established lesson plans for routine administrative
support duties, such as new employee orientations. Makes any adjustments to
training agenda, and informs all parties concerned.

Tasks include:
Determined whether proposed training affected employee qualifications or
eligibility for entry into other jobs or career paths.
Made recommendations that affected course content based on course critiques
and/or course evaluations.

Collateral Duties

Factor Statements
Fact or 1-5 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, a comprehensive body
of HR rules, procedures, and technical methods sufficient to: 1) Carry out limited
technical projects; 2) Analyze a variety of routine facts; 3) Research minor
complaints or problems that are not readily understood; and 4) Summarize HR
facts and issues.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by outlining or discussing issues and
defining objectives, priorities, and deadlines. The supervisor provides
assistance in unusual assignments that do not have clear precedents. The
employee: independently plans work; resolves problems; carries out
successive steps of assignments; makes adjustments using established
practices and procedures; recommends alternative actions to the supervisor;
handles problems and/or deviations that arise in accordance with instructions,
policies, and guidelines; and refers new or controversial issues to the
supervisor for direction. The supervisor reviews work products for technical
soundness, appropriateness, and conformity to policies and requirements.
Fact or 3-3 Guidelines
The employee uses guidelines that have gaps in specificity and are not
applicable to all work situations. Guidelines often lack specificity or are not
completely applicable to the work requirements or circumstances. The
employee selects the most appropriate guideline and decides how to complete
the various transactions. For example, this includes using judgment to: devise
more efficient methods for procedural processing; gather and organize
information for inquiries; and/or resolve problems referred by others. In some
situations, guidelines do not apply directly to assignments and require the
employee to make adaptations to cover new and unusual work situations.
Fact or 4-3 Complexit y
The work consists of different and unrelated steps in accomplishing HR

assignments and processes. The employee analyzes factual data, identifying


the scope and nature or problems or issues. The employee also determines
the appropriate action from among many alternatives. The employee identifies
and analyzes HR issues and/or problems to determine their interrelationships
and to determine the appropriate methods and techniques needed to resolve
them.
Fact or 5-3 Scope and Ef f ect
The purpose of the position is to resolve a variety of routine problems,
questions, or situations within the HR office operation. The work has a direct
effect on the quality and adequacy of employee records, program operations,
and services provided by the HR office. The work also affects the social and
economic well being of persons serviced by the HR office.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees and managers in the agency, both inside
and outside the immediate office or related units, as well as applicants, retirees,
beneficiaries, and/or the general public, in moderately structured settings.
Contact with employees and managers may be from various levels within the
agency, such as: headquarters, regions, districts, field offices, or other
operating offices at the same location.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to plan, coordinate, or advise on work efforts, or to
resolve issues or operating problems by influencing or persuading people who
are working toward mutual goals and have basically cooperative attitudes.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require periods of standing at a
counter. Employees frequently carry light items such as employee files or
pamphlets. The work does not require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions.
Other Significant Facts:

Equivalent Titles:
There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Human Resources Assistant (Support)


Classificat ion: FP-0203-7
This Version: 1.0
Most Recent Version: 1.3
Position Description

Posit ion Number: D10808


Int roduct ory St at ement : This position is located in the Office of Human Resource Management
and provides administrative and technical support to the Employee Development and Employee and
Labor Relations Units.
MDAs and Duties for this Position
Perf ormance Management Program Support 30%
Performs limited technical projects in support of a performance management
program.
Uses an automated system to maintain records, prepare reports, and follow up
on delinquent appraisals. Treats a variety of routine technical problems,
questions, or situations.

Tasks include:
Provided training to new supervisors regarding the performance management
program.
Gathered information to assist in preparation of performance improvement plans
and/or researched performance-based actions.
Employee Development Program Support 70%
Performs limited technical projects such as classroom presentations of simple
subjects, or identifying possible changes to a course based on student
comments.
Provides technical support for a wide range of employee development activities
that effect both the quality of the training program and employee qualifications
or eligibility for future positions. Resolves problems that employees or
supervisors have in selecting or obtaining training. Processes training requests
and requests for reimbursement, registers employees for courses and training,
obtains course and registration information from vendors, develops abstracts,
provides administrative support to vendors, and ensures that attendance and
course completion information is entered into the training database.

Tasks include:
Determined whether proposed training affected employee qualifications or

eligibility for entry into other jobs or career paths.


Made recommendations that affected course content based on course critiques
and/or course evaluations.

Collateral Duties

Factor Statements
Fact or 1-4 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, an extensive body of
HR rules, procedures, and operations sufficient to: 1) Perform a wide variety of
interrelated and/or non-standard HR support work; 2) Plan, coordinate, develop
facts and/or resolve support problems in one or more HR specialties; 3) Use
personal computers with office applications to perform operations or to prepare
complex documents containing tables or graphs; and 4) Use online HR
resources to obtain information accessible over the Internet.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by outlining or discussing issues and
defining objectives, priorities, and deadlines. The supervisor provides
assistance in unusual assignments that do not have clear precedents. The
employee: independently plans work; resolves problems; carries out
successive steps of assignments; makes adjustments using established
practices and procedures; recommends alternative actions to the supervisor;
handles problems and/or deviations that arise in accordance with instructions,
policies, and guidelines; and refers new or controversial issues to the
supervisor for direction. The supervisor reviews work products for technical
soundness, appropriateness, and conformity to policies and requirements.
Fact or 3-3 Guidelines
The employee uses guidelines that have gaps in specificity and are not
applicable to all work situations. Guidelines often lack specificity or are not
completely applicable to the work requirements or circumstances. The
employee selects the most appropriate guideline and decides how to complete
the various transactions. For example, this includes using judgment to: devise
more efficient methods for procedural processing; gather and organize
information for inquiries; and/or resolve problems referred by others. In some
situations, guidelines do not apply directly to assignments and require the
employee to make adaptations to cover new and unusual work situations.
Fact or 4-3 Complexit y
The work consists of different and unrelated steps in accomplishing HR
assignments and processes. The employee analyzes factual data, identifying
the scope and nature or problems or issues. The employee also determines
the appropriate action from among many alternatives. The employee identifies
and analyzes HR issues and/or problems to determine their interrelationships
and to determine the appropriate methods and techniques needed to resolve
them.
Fact or 5-3 Scope and Ef f ect

The purpose of the position is to resolve a variety of routine problems,


questions, or situations within the HR office operation. The work has a direct
effect on the quality and adequacy of employee records, program operations,
and services provided by the HR office. The work also affects the social and
economic well being of persons serviced by the HR office.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees and managers in the agency, both inside
and outside the immediate office or related units, as well as applicants, retirees,
beneficiaries, and/or the general public, in moderately structured settings.
Contact with employees and managers may be from various levels within the
agency, such as: headquarters, regions, districts, field offices, or other
operating offices at the same location.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to plan, coordinate, or advise on work efforts, or to
resolve issues or operating problems by influencing or persuading people who
are working toward mutual goals and have basically cooperative attitudes.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require periods of standing at a
counter. Employees frequently carry light items such as employee files or
pamphlets. The work does not require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions.
Other Significant Facts:

Equivalent Titles:
There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Information Technology Specialist (Customer Support)


Classification: FP-2210-3
This Version: 1.0
Most Recent Version: 1.0
Position Description

Position Number: D10377


Introductory Statement: This position is location in the Office of the CIO in the division. The Deskside
Support position provides IT customer support to all staff members at Peace Corps HQ. This includes
managing and implementing moves, adds and changes to staff workstations; troubleshooting hardware
and software problems for staff PCs (desktops and laptops), peripherals, printers, and scanners; testing
and deploying non-standard software and hardware; and participating in other projects as assigned as
appropriate within this position. Deskside Support personnel must have excellent customer service skills
and must be able to work both independently and as part of a small team.
MDAs and Duties for this Position
Customer Support and Configuration Management 65%
Manages special projects that have a significant impact on the delivery of customer
support services. Represents the customer support office in planning for the
installation and implementation of new systems (e.g., upgrade to a new operating
system). Leads efforts to define post-implementation support requirements.
Develops service level agreements (SLAs) that define requirements and
expectations for the delivery of customer support services. Develops and
implements performance criteria to ensure that requirements are achieved.
Leads quick-response teams in responding to customer service problems resulting
from catastrophic events, such as virus infections or power outages. Consults with
other experts in other specialty areas to develop integrated action plans. Issues
technical bulletins via the intranet to inform customers of problems and to instruct
them in taking necessary actions. Develops and updates customer policies and
procedures to ensure appropriate responses to future incidents of a similar nature.
Plans and coordinates actions with interagency infrastructure protection groups to
ensure an integrated response to problems of a potentially extensive nature.
Explores ways to upgrade or enhance the level of services provided. Implements
changes in response to changes in customer requirements. Resolves issues related
to the delivery of services. Keeps abreast of changes in customer mission
requirements through interaction with management in customer organization.
Initiates service modifications to meet changing requirements.
Represents the customer service discipline on applications development teams to
ensure that customer service requirements are addressed during the systems
development process from translation of functional requirements through systems
testing. Negotiates with other senior members of the applications development
team to ensure applications are customer oriented. Reviews technical and design
specifications. Recommends changes needed to address customer support

requirements. Develops specifications for user instruction manuals based on


customers' needs. Defines procedures for providing post-implementation support.

Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Managed special projects having a significant impact on the delivery of customer
support services, such as infrastructure protection activities.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise servers and systems.
Managed special projects that had a significant impact on the delivery of customer
support services. For example, planned and coordinated actions with interagency
infrastructure protection groups to ensure an integrated response to problems of a
potentially extensive nature.
Led teams in responding to customer service problems resulting from catastrophic
events, such as virus infections or power outages.
Administration of Information Technology Systems 20%
Ensures the rigorous application of information security/information assurance
policies, principles, and practices in the delivery of systems administration services
for a major segment of an agency, such as a region or multi-state area. Resolves
hardware/software interface and interoperability problems.

Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise servers and systems.

Resolved hardware/software interface and interoperability problems.


Managed special projects that had a significant impact on the delivery of customer
support services. For example, planned and coordinated actions with interagency
infrastructure protection groups to ensure an integrated response to problems of a
potentially extensive nature.
Computer Systems Testing and Evaluation 15%
Serves as a computer science expert in the design, development, test, checkout,
and readiness of systems or equipment that involve new concepts and new and
varied requirement problems. Acts as a technical specialist on the procedures,
methods, and techniques used for checkout, acceptance testing, and preparation of
software, systems, or hardware. Serves as an advisor to manufacturers, computer
engineers, management, related organizations, or contractor personnel, giving
authoritative advice relative to testing and evaluation. Performs additional data
systems and analysis work.

Tasks include:
Conducted experimental studies that result in new design guidelines.
Designed and/or directed the development of controversial or leading-edge computer
science technology, equipment, systems, mathematical algorithms, and/or computer
software to meet specific mission or program requirements.

Collateral Duties

Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish assignments
such as: develop and interpret policies, procedures, and strategies governing the
planning and delivery of services throughout the agency; provide expert technical
advice, guidance, and recommendations to management and other technical
specialists on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence
important agency IT policies or programs. Mastery of, and skill in applying, most of
the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and their
applications to business processes; IT security concepts, standards, and methods;
project management principles, methods, and practices including developing plans
and schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems that
meet current and future business requirements and apply and extend, enhance, or
optimize the existing architecture. Manages assigned projects. Communicates
complex technical requirements to non-technical personnel. Prepares and presents
briefings to senior management officials on complex/controversial issues.
Factor 2-4 Supervisory Controls

The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment
including possible stages, and possible approaches. The employee determines the
most appropriate principles, practices, and methods to apply in all phases of
assignments, including the approach to be taken, degree of intensity, and depth of
research in management advisories; frequently interprets regulations on his/her own
initiative, applies new methods to resolve complex and/or intricate, controversial, or
unprecedented issues and problems, and resolves most of the conflicts that arise;
and keeps the supervisor informed of progress and of potentially controversial
matters. The supervisor reviews completed work for soundness of overall approach,
effectiveness in meeting requirements or producing expected results, the feasibility
of recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Factor 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments are
often scarce, inapplicable or have gaps in specificity that require considerable
interpretation and/or adaptation for application to issues and problems. The
employee uses judgment, initiative, and resourcefulness in deviating from
established methods to modify, adapt, and/or refine broader guidelines to resolve
specific complex and/or intricate issues and problems; treat specific issues or
problems; research trends and patterns; develop new methods and criteria; and/or
propose new policies and practices.
Factor 4-5 Complexity
Work consists of a variety of duties requiring the application of many different and
unrelated processes and methods to a broad range of IT activities or to the in-depth
analysis of IT issues. The employee makes decisions that involve major
uncertainties with regard to the most effective approach or methodology to be
applied. These changes typically result from continuing changes in customer
business requirements; or rapidly evolving technology in the specialty areas. The
employee develops new standards, methods, and techniques; evaluates the impact
of technological change; and/or conceives of solutions to highly complex technical
issues. The work frequently involves integrating the activities of multiple specialty
areas.
Factor 5-4 Scope and Effect
The purpose of the position is to manage IT projects for major organizations or
programs of broad impact. The employee undertakes or participates in special
projects, ongoing analyses, investigations and initiatives that have high priority for
high-level management, such as, producing complex written reports; organizing
special committees, workshops, or other gatherings; initiating program reviews; or
developing or fostering cross-agency activities. The work influences new initiatives
and projects to improve, facilitate, and integrate IT programs.
Factor 6-3 Personal Contacts
Personal contacts are with individuals or groups from outside the agency, including
consultants, contractors, vendors, or representatives of professional associations,
the media, or public interest groups, in moderately unstructured settings. Contacts
are related to technological information and developments applicable to assigned IT
projects. Contacts may also include agency officials who are several managerial
levels removed from the employee when such contacts occur on an ad hoc basis.

Factor 7-3 Purpose of Contacts


The purpose of contacts is to influence and persuade employees and managers to
accept and implement findings, advice, guidance, and recommendations in the
technology specialty area(s) of the position. May encounter resistance as a result
of issues such as organizational conflict, competing objectives, or resource
problems. Must be skillful in approaching contacts to obtain the desired effect; e.g.,
gaining compliance with established policies and regulations by persuasion or
negotiation.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in conjunction
with travel to and attendance at meetings and conferences away from the work site.
Some employees may carry light items such as papers, books, or small parts, or
drive a motor vehicle. The work does not require any special physical effort.
Factor 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Some employees may occasionally be exposed to uncomfortable conditions in such
places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:

Equivalent Military Titles:

Desktop Support Technician


Help Desk Analyst Computer Technician
Network Engineer
Network Technician
Systems Engineer
Systems Specialist
Information Technology Specialist (IT Specialist)
System Programmer
Office Systems Coordinator
Systems Administrator
Computer Support Specialist
Telecommunications Manager
Systems Analyst
Network Analyst
Network Specialist

Information Assurance Technician (0689)


Small Computer System Specialist (IT 2750)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Information Technology Specialist (Customer Support)


Classificat ion: FP-2210-5
This Version: 1.0
Most Recent Version: 1.0
Position Description

Posit ion Number: D10377


Int roduct ory St at ement : This position is location in the Office of the CIO in the division. The
Deskside Support position provides IT customer support to all staff members at Peace Corps HQ.
This includes managing and implementing moves, adds and changes to staff workstations;
troubleshooting hardware and software problems for staff PCs (desktops and laptops), peripherals,
printers, and scanners; testing and deploying non-standard software and hardware; and participating
in other projects as assigned as appropriate within this position. Deskside Support personnel must
have excellent customer service skills and must be able to work both independently and as part of a
small team.
MDAs and Duties for this Position
Cust omer Support and Conf igurat ion Management 65%
Schedules and coordinates the acquisition, upgrade, and maintenance of
customer workstations. Receives, responds to, and ensures the resolution of
well-precedented customer requests for assistance, such as help center calls.
Documents actions taken and gives customers guidance or training to prevent
recurrence of the problem.
Examines malfunctioning hardware to isolate defective parts and investigates
whether inappropriate logical configurations are causing the problem. Identifies
and carries out actions for immediate remedy, or recommends a cost-effective
solution to management.
Develops and maintains expertise in selected desktop software packages in
order to provide customer assistance. Installs, configures, and tests software
on customer workstations. Processes customer requests to order new
hardware and software, assessing its compatibility with existing or planned
systems. Monitors patterns of parts failure or repair records for quality control.
Serves as liaison between customers and vendors to resolve upgrading and
maintenance problems. Ensures technical conformance to customer program
requirements and PC policies involving technology development and/or
modernization efforts. Works with vendor representatives to solve problems
with defective or malfunctioning equipment.

Tasks include:
Selected the best approach to accomplish specific IT tasks. For example,
followed sequential steps to complete small applications development, limited
LAN administration processes, or server operations on stand-alone networks or

special data servers.


Independently analyzed and troubleshot common problems, such as monitored
systems performance. Collected background information from a variety of
sources, and applied standard analytical techniques in reviewing data and
investigating specific technology problems. For example, resolved
administrative or program-related IT issues where multiple variables and
stakeholders interests were factored into recommendations.
Responded to customer requests for assistance, such as help center calls.
Presented technical facts in a persuasive manner, such as presenting formal and
informal training and assistance to customers. Initiated contacts with
management officials, staff, and employees to help further understanding of the
organization's policies and programs. For example, explained the benefits of
enhancing IT services, systems, and applications to potential customers or
internal management officials.
Received, responded to, and ensured the complete resolution of a variety of
customer requests for IT assistance, including examining malfunctioning
hardware, carrying out actions for immediate remedy, or recommending costeffective solutions. For example, responded to all types of help desk calls.
Administ rat ion of Inf ormat ion T echnology Syst ems 20%
Performs work involved in maintaining the functionality and availability of the
system, such as maintaining, optimizing, and troubleshooting server hardware
and software. Reviews server loads and recommends load balancing. Assists
with server installations. Monitors systems performance using performancemonitoring tools. Identifies and corrects common problems and refers higherlevel problems to a more experienced specialist. Schedules, monitors, and
verifies system back-ups and restores files.
Works closely with customers to determine when service activities will be least
disruptive. Provides customers with information and instructions concerning
maintenance and servicing of the system.
Assists with the configuration, upgrade, and maintenance of hardware,
peripherals, and software applications to ensure optimal system performance.
Identifies and specifies business requirements for new or upgraded computer
hardware and peripheral equipment. Evaluates options for hardware within predetermined specifications for capacity, unit number, and compatibility
requirements.

Tasks include:
Selected the best approach to accomplish specific IT tasks. For example,
followed sequential steps to complete small applications development, limited
LAN administration processes, or server operations on stand-alone networks or
special data servers.
Independently analyzed and troubleshot common problems, such as monitored
systems performance. Collected background information from a variety of
sources, and applied standard analytical techniques in reviewing data and
investigating specific technology problems. For example, resolved
administrative or program-related IT issues where multiple variables and
stakeholders interests were factored into recommendations.
Presented technical facts in a persuasive manner, such as presenting formal and
informal training and assistance to customers. Initiated contacts with

management officials, staff, and employees to help further understanding of the


organization's policies and programs. For example, explained the benefits of
enhancing IT services, systems, and applications to potential customers or
internal management officials.
Assisted with the configuration, upgrade, and/or maintenance of hardware,
peripherals, and/or software applications.
Assisted with server installations.
Received, responded to, and ensured the complete resolution of a variety of
customer requests for IT assistance, including examining malfunctioning
hardware, carrying out actions for immediate remedy, or recommending costeffective solutions. For example, responded to all types of help desk calls.
Comput er Syst ems T est ing and Evaluat ion 15%
Serves as a project computer scientist for projects of limited scope, such as
those that require minor adaptation of existing methods and techniques. Assists
in managing, coordinating, and supporting the design, test, evaluation,
application, and delivery of data and software systems and related hardware or
equipment. Assists in hardware integration studies, and in studies of various
specialized systems, such as flight data or simulation analysis. Applies standard
techniques, procedures, and criteria in carrying out a series of related computer
science testing and evaluation tasks. Performs additional data systems and
analysis work.

Tasks include:
Assisted in conducting conventional studies of limited scope with readily
definable objectives.
Recommended solutions to routine project or systems problems that could be
resolved by computer science calculations.
Assisted in the development and design of conventional components of
computer systems, systems software, and/or related technology or equipment.

Collateral Duties

Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, most of the following:
IT principles, methods, and practices in the assigned specialty area; IT systems
development life cycle management concepts; performance monitoring
principles and methods; quality assurance principles; technical documentation
methods and procedures; systems security methods and procedures; analytical
methods; and oral and written communication techniques. Performs routine and
recurring assignments in the specialty area(s). Identifies and resolves issues
and problems. Prepares and updates manuals, instructions, and operating
procedures, and provides information and assistance to customers. Evaluates
established methods and procedures and prepares recommendations for
changes in methods and practices where appropriate. Ensures the application
of appropriate security measures to the assignment.

Fact or 2-3 Supervisory Cont rols


The supervisor outlines or discusses possible problem areas and defines
objectives, plans, priorities, and deadlines. Assignments have clear precedents
requiring successive steps in planning and execution. The employee
independently plans and carries out the assignments in conformance with
accepted policies and practices; adheres to instructions, policies, and
guidelines in exercising judgment to resolve commonly encountered work
problems and deviations; and brings controversial information or findings to the
supervisor's attention for direction. The supervisor provides assistance on
controversial or unusual situations that do not have clear precedents; reviews
completed work for conformity with policy, the effectiveness of the employees
approach to the problem, technical soundness, and adherence to deadlines; and
does not usually review in detail the methods used to complete the assignment.
Fact or 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals;
however, they are not always directly applicable to issues and problems or
have gaps in specificity. Precedents are available outlining the preferred
approach to more general problems or issues. The employee uses judgment in
researching, choosing, interpreting, modifying, and applying available guidelines
for adaptation to specific problems or issues.
Fact or 4-3 Complexit y
Work consists of various duties that involve applying a series of different and
unrelated processes and methods. The employee decides what needs to be
done based on analyses of the subjects and issues related to the assignment;
and selects appropriate courses of action from many acceptable alternatives.
The employee identifies and analyzes important factors and conditions in order
to recognize and apply an understanding of interrelationships among different IT
functions and activities.
Fact or 5-3 Scope and Ef f ect
The purpose of the position is to resolve a variety of common problems,
questions, or situations that are dealt with in accordance with established
criteria. The work affects the design, testing, implementation, operation, or
support of IT systems or the quality and reliability of IT services provided.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees and managers in the agency, both inside
and outside the immediate office or related units, as well as employees,
representatives of private concerns, and/or the general public, in moderately
structured settings. Contacts are related to technological information and
developments applicable to assigned projects. Contacts with employees and
managers may be from various levels in the agency, such as headquarters,
regions, field offices, or other operating offices at the same location.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to plan, coordinate, or advise on developments and
issues in the technology specialty area(s) of the position, and/or to resolve
issues or operating problems by influencing or persuading people who are
working toward mutual goals and have basically cooperative attitudes. Contacts
typically involve identifying options for resolving problems.

Fact or 8-1 Physical Demands


The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:

Equivalent Milit ary T it les:

Desktop Support Technician


Help Desk Analyst C omputer Technician
Network Engineer
Network Technician
Systems Engineer
Systems Specialist
Information Technology Specialist (IT Specialist)
System Programmer
O ffice Systems C oordinator
Systems Administrator
C omputer Support Specialist
Telecommunications Manager
Systems Analyst
Network Analyst
Network Specialist

Information Assurance Technician (0689)


Small C omputer System Specialist (IT 2750)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Computer Scientist


Classificat ion: FP-1550-4
This Version: 1.0
Most Recent Version: 1.0
Position Description

Posit ion Number: D10377


Int roduct ory St at ement : This position is location in the Office of the CIO in the division. The
Deskside Support position provides IT customer support to all staff members at Peace Corps HQ.
This includes managing and implementing moves, adds and changes to staff workstations;
troubleshooting hardware and software problems for staff PCs (desktops and laptops), peripherals,
printers, and scanners; testing and deploying non-standard software and hardware; and participating
in other projects as assigned as appropriate within this position. Deskside Support personnel must
have excellent customer service skills and must be able to work both independently and as part of a
small team.
MDAs and Duties for this Position
Cust omer Support and Conf igurat ion Management 25%
Plans and oversees hardware and software installations on customer
workstations. Supports systems involving a wide variety of different platforms,
operating systems, applications, and desktop configurations. Performs
customer support duties, such as preparing standard log-in scripts and
establishing network access protocols to enable customers to gain local or
remote access.
Analyzes configuration management processes and procedures, develops and
recommends processes, software, and procedures to ensure effective
configuration management. Resolves difficult customer support requests, such
as integration or configuration-related issues. Identifies and breaks down
problems using structured problem resolution approaches. Works with network
specialists, applications developers, and security specialists to prevent
recurring problems. Documents solutions to problems and recommends
fundamental changes to systems configurations to prevent recurrences.
Examines malfunctioning hardware to isolate defective parts and investigates
whether inappropriate logical configurations are causing the problem. Identifies
and carries out actions for immediate remedy, or recommends a cost-effective
solution to management. Works with vendor representatives to solve problems
with defective or malfunctioning equipment.

Tasks include:
Based on an understanding of program and overall priorities, independently
identified objectives of IT work processes. Determined specific steps and inputs
required for complex IT system processes and functions, including identification
of schedules and milestones and estimates of resources required. For example,

participated in the design, development, and implementation of e-Learning


applications and courseware.
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.
Resolved customer support requests, such as integration or configurationrelated issues, on a wide variety of different platforms, operating systems,
applications, and desktop configurations.
Administ rat ion of Inf ormat ion T echnology Syst ems 25%
Performs work involving planning and coordinating the maintenance, upgrade,
and support of servers. Schedules maintenance activities during off-peak-usage
periods. Resolves problems, such as defective hardware components or
corrupted software. Runs tests to verify operability and functionality, and
implements systems security plans/policies and preventive maintenance
schedules. Identifies and recommends potential areas for enhancing systems
reliability and functionality.
Plans and coordinates the installation of new equipment, and resolves installation
problems. Optimizes the functionality of networks and systems, and reallocates
system resources. Diagnoses and recovers failed systems.
Upgrades and maintains hardware, peripherals, and software applications to
ensure optimal system performance. Plans, installs, and maintains system
software and hardware, keeping up-to-date with current versions and new
release software. Controls current versions and future releases of applications
software, and documents the physical configuration of the system.
Researches, modifies, and develops business requirements for new or
upgraded computer hardware and peripheral equipment. Analyzes current
equipment and potential alternatives, weighs costs and benefits, and makes
recommendations for modifications or replacement purchases.

Tasks include:
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Planned, installed, and/or maintained current versions and releases of system
software and hardware.
Resolved system problems, such as defective hardware components or

corrupted software.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.
Based on an understanding of program and overall priorities, independently
identified objectives of IT work processes. Determined specific steps and inputs
required for complex IT system processes and functions, including identification
of schedules and milestones and estimates of resources required. For example,
participated in the design, development, and implementation of e-Learning
applications and courseware.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Comput er Syst ems T est ing and Evaluat ion 25%
Serves as a computer scientist on projects involving conventional tests using
established criteria that require significant modification of standard practices or
adaptation of instrumentation to obtain valid results. Performs analysis or
operational or simulation testing of requirements to ensure the structural
integrity of the software, hardware, equipment, or system. Conducts
component level valuations, analyzes design specifications and drawings, and
recommends changes to enable proper functioning of the system or equipment.
Performs additional data systems and analysis work.

Tasks include:
Conducted complex studies that involved elements from related disciplines,
such as systems engineering mathematics, numerical analysis, mathematical
physics, operations research, and/or statistical sciences.
Conducted conventional development and design work.
Equipment Analysis 25%

Collateral Duties

Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge of a wide range of computer science
concepts, principles, and methods applicable to varied and complex systems,
problems, projects, or studies that may include diverse computer systems
requirements or other conditions. Problems encountered demand skill sufficient
to modify standard practices, adapt precedents, and make significant
departures from existing approaches and techniques.
Fact or 2-4 Supervisory Cont rols

The supervisor establishes overall objectives and resources available. The


supervisor and scientist jointly develop projects, priorities, and deadlines. The
scientist independently plans and carries out assignments, interprets policy,
coordinates work with others, resolves most of the conflicts that arise, and
keeps the supervisor informed of far-reaching implications. Completed work is
reviewed from an overall standpoint in terms of feasibility, and effectiveness in
meeting requirements.
Fact or 3-3 Guidelines
The scientist evaluates, interprets, selects, and applies guidelines to specific
cases and requirements; and adapts and modifies existing guides in applying
established methods and practices to new situations or in relating new
assignments to precedent ones.
Fact or 4-4 Complexit y
The scientist plans and coordinates various projects and studies, and makes
recommendations/decisions regarding a range of multifaceted problems.
Precedents must be applied to new work situations and guidelines adapted to
reconcile conflicting demands.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to apply established computing techniques to
investigate and analyze various conventional problems and questions or to
investigate and analyze discrete aspects of more complex systems problems.
Work products contribute materially to the effectiveness of completed projects.
Fact or 6-3 Personal Cont act s
Personal contacts include a wide range of professional and administrative
personnel throughout the agency, at other federal agencies, in state and local
government, private industry, academia, consumer advocacy groups, and in
some cases the media and elected officials.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence or negotiate with others who may be
skeptical or uncooperative or whose interests differ from those of the program
represented. Issues to be resolved are sensitive or controversial. Contacts are
also undertaken to plan, coordinate, or advise on work efforts or resolve
operating problems in dealings with others who are working toward mutual
goals.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some physical effort may be required,
e.g., walking, standing, carrying light items such as manuals or briefcases, or
driving or traveling by motor vehicle.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require
normal safety precautions typical of such places as offices, training rooms, and
libraries. The work area is adequately lighted, heated, and ventilated. There
may be occasional exposure to moderate risks or discomforts in storage areas
or hazardous waste sites.

Other Significant Facts:

Equivalent Titles:
There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Information Technology Specialist (Customer Support)


Classificat ion: FP-2210-4
This Version: 1.0
Most Recent Version: 1.0
Position Description

Posit ion Number: D09480


Int roduct ory St at ement : This position is located in the Office of Customer Support Services
within the Office of Chief Information Officer (CIO). The incumbent serves as a Team Member for
International Support and Services (ISS) under the supervision of the ISS manager with direction from
the team's Support Lead. As a member of Support, the incumbent provides technical support to
overseas posts with the overall goal of completing project deadlines while maintaining an exceptional
level of customer satisfaction. The incumbent will be directed by the Support Lead for daily
operations and tasks and will utilize independent judgment and problem solving skills to carry out the
functions of this role
MDAs and Duties for this Position
Cust omer Support and Conf igurat ion Management 70%
Analyzes, evaluates, and provides expert-level solutions to requests for
technical computer services and complex technical challenges. Determines
type of services required, scope and priority of request, available resources,
and/or need for on-site or distance service provision. Provides tier-3 (final
resolution) technical support for LAN/WAN connectivity, client/server
hardware/software, business applications, network administration, security, and
policy/procedure via e-mail, phone, or other medium.
Provides guidance and technical support to overseas IT Specialist staff including
consultations on policy, procedures, standards; customer service; technical
support (hardware, software, networking, and connectivity); IT security;
development and presentation of IT training; and adherence to established IT
policies and standards; and knowledge transfer.
Ensures the smooth and effective functioning of the overseas Helpdesk and the
effect of its outreach and services including, but not limited to: receiving
customer requests for technical computer services, evaluating these requests in
terms of immediacy, extent and scope of problem; and, determining resources
available with the end goal of assuring customer satisfaction. The work typically
requires developing criteria where numerous conditions, options, and needs
must be considered. Trains new employees and designated interns in all facets
of the Helpdesk operations.
Identifies recurring problems, systemic problems or other factors impacting
computer issues to identify continuing problems and their causes. Develops
and provides recommendations to the supervisor in-order to solve the
organizations' computer related dilemmas.
Recommends and/or otherwise works with the refresh team to revise/improve
overseas IT infrastructure. Participates in all aspects of the Overseas Refresh
Project when necessary including logistics, support, training, and

implementation.
Performs periodic evaluations of post IT systems, including but not limited to
state of server and workstation hardware and software. Serves as
Headquarters expert for assigned posts' IT system and future needs.
Mentors IT Specialists of assigned posts and makes suggestions to the
Overseas Training Team regarding IT Specialist training needs.

Analyzes configuration management processes and procedures, develops and


recommends processes, software, and procedures to ensure effective
configuration management. Resolves difficult customer support requests, such
as integration or configuration-related issues. .

Tasks include:
Based on an understanding of program and overall priorities, independently
identified objectives of IT work processes. Determined specific steps and inputs
required for complex IT system processes and functions, including identification
of schedules and milestones and estimates of resources required. For example,
participated in the design, development, and implementation of e-Learning
applications and courseware.
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.
Resolved customer support requests, such as integration or configurationrelated issues, on a wide variety of different platforms, operating systems,
applications, and desktop configurations.
Administ rat ion of Inf ormat ion T echnology Syst ems 30%
Monitors and maintains knowledge-base repository of overseas IT assets,
software licenses, configuration management, infrastructure, networking,
connectivity, unique issues, and local vendor support for assigned posts.
Identify recurring problems, systemic shortcomings or other factors negatively
impacting computer usage in an effort to maximize operational IT efficiency.
Develops and provides concise solution recommendations to the supervisor.
Conducts trend analysis and provides overviews and recommendations to
management.
As necessary, places service report calls and material orders with a support
contractor or other Peace Corps staff and follows-up to ensure that all calls
receive the proper priority after analyzing the nature of each type of service
call.
Participates in determining user IT requirements and ensures those needs are
met while maintaining system integration between posts and HQ.
Performs other duties of special project nature and receives on-the-job training

of a technical nature as required to fulfill the requirements of the OCIO.


Works as a team member on various IT initiatives.
Presents the posts' interests in Agency IT initiatives. Ensures that lessons
learned from IT initiatives are shared with other posts and adapts practices to
meet global needs.
Maintains a continuing dialogue with overseas and HQ personnel, monitoring
developments to ensure improvement, efficiency, and effectiveness of current
systems; to present information on IT program weaknesses and successes; and
to help determine and implement means of increasing IT program effectiveness.
Drafts various domestic and overseas guideline materials, including policies,
procedures, regulations, manuals, and forms, for use primarily by overseas
staff.
Participates in internal Agency collaborations and external meetings for planning
future and current directions of Helpdesk services.
Provides prompt and courteous customer support to our overseas staff in a
culturally sensitive and professional manner.
Plans and coordinates the installation of new equipment, and resolves installation
problems. Optimizes the functionality of networks and systems, and reallocates
system resources. Diagnoses and recovers failed systems.
Upgrades and maintains hardware, peripherals, and software applications to
ensure optimal system performance. Plans, installs, and maintains system
software and hardware, keeping up-to-date with current versions and new
release software. Controls current versions and future releases of applications
software, and documents the physical configuration of the system.
Researches, modifies, and develops business requirements for new or
upgraded computer hardware and peripheral equipment. Analyzes current
equipment and potential alternatives, weighs costs and benefits, and makes
recommendations for modifications or replacement purchases.

Tasks include:
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Planned, installed, and/or maintained current versions and releases of system
software and hardware.
Resolved system problems, such as defective hardware components or
corrupted software.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.
Based on an understanding of program and overall priorities, independently
identified objectives of IT work processes. Determined specific steps and inputs
required for complex IT system processes and functions, including identification
of schedules and milestones and estimates of resources required. For example,

participated in the design, development, and implementation of e-Learning


applications and courseware.

Collateral Duties

Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, most of the following:
IT concepts, principles, methods, and practices; the mission and programs of
customer organizations; the organization's IT infrastructure; performance
management/measurement methods, tools, and techniques; systems testing and
evaluation principles, methods, and tools; IT security principles and methods;
requirement analysis principles and methods; COTS products and components;
Internet technologies to analyze the Internet potential of systems, networks, and
data; new and emerging information technologies and/or industry trends;
acquisition management policies and procedures; cost-benefit analysis
principles and methods; analytical methods and practices; project management
principles and methods; and oral and written communication techniques. Plans
and carries out difficult and complex assignments and develops new methods,
approaches, and procedures, and provides advice and guidance on a wide
range and variety of IT issues. Interprets IT policies, standards, and guidelines.
Conducts analyses and recommends resolutions of complex issues affecting the
specialty area.
Fact or 2-4 Supervisory Cont rols
The supervisor outlines overall objectives and available resources. The
employee and supervisor, in consultation, discuss timeframes, scope of the
assignment including possible stages, and possible approaches. The employee
determines the most appropriate principles, practices, and methods to apply in
all phases of assignments, including the approach to be taken, degree of
intensity, and depth of research in management advisories; frequently interprets
regulations on his/her own initiative, applies new methods to resolve complex
and/or intricate, controversial, or unprecedented issues and problems, and
resolves most of the conflicts that arise; and keeps the supervisor informed of
progress and of potentially controversial matters. The supervisor reviews
completed work for soundness of overall approach, effectiveness in meeting
requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Fact or 3-3 Guidelines
This position is located in the Office of Customer Support Services within the
Office of Chief Information Officer (CIO). The incumbent serves as a Team
Member for International Technical Support under the supervision of the
Customer Support Services Director with direction from the teams
Support Lead. As a member of Support, the incumbent provides technical
support to overseas posts with the overall goal of completing project deadlines
while maintaining an exceptional level of customer satisfaction. The incumbent
will be directed by the Support Lead for daily operations and tasks and will
utilize independent judgment and problem solving skills to carry out the
functions of this role.

Fact or 4-4 Complexit y


Work consists of a variety of duties that involve many different and unrelated
processes and methods pertinent to the IT field. The employee decides what
needs to be done by evaluating unusual circumstances; considering different
approaches; and dealing with incomplete and conflicting data. The employee
uses judgment and originality by interpreting data; planning the work; and
refining the methods and techniques being used.
Fact or 5-3 Scope and Ef f ect
The purpose of the position is to manage IT projects for major organizations or
programs of broad impact. The employee undertakes or participates in special
projects, ongoing analyses, investigations and initiatives that have high priority
for high-level management, such as, producing complex written reports;
organizing special committees, workshops, or other gatherings; initiating
program reviews; or developing or fostering cross-agency activities. The work
influences new initiatives and projects to improve, facilitate, and integrate IT
programs.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals or groups from outside the agency,
including consultants, contractors, vendors, or representatives of professional
associations, the media, or public interest groups, in moderately unstructured
settings. Contacts are related to technological information and developments
applicable to assigned IT projects. Contacts may also include agency officials
who are several managerial levels removed from the employee when such
contacts occur on an ad hoc basis.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to influence and persuade employees and managers
to accept and implement findings, advice, guidance, and recommendations in
the technology specialty area(s) of the position. May encounter resistance as a
result of issues such as organizational conflict, competing objectives, or
resource problems. Must be skillful in approaching contacts to obtain the
desired effect; e.g., gaining compliance with established policies and regulations
by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:

Equivalent Milit ary T it les:

Desktop Support Technician


Help Desk Analyst C omputer Technician
Network Engineer
Network Technician
Systems Engineer
Systems Specialist
Information Technology Specialist (IT Specialist)
System Programmer
O ffice Systems C oordinator
Systems Administrator
C omputer Support Specialist
Telecommunications Manager
Systems Analyst
Network Analyst
Network Specialist

Information Assurance Technician (0689)


Small C omputer System Specialist (IT 2750)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Information Technology Specialist (Customer Support)


Classification: FP-2210-5
This Version: 1.0
Most Recent Version: 1.0
Position Description

Position Number:
Introductory Statement: This position is located in the Office of Customer Support Services within the
Office of Chief Information Officer (CIO). The incumbent serves as a Team Member for International
Technical Support under the supervision of the Customer Support Services Director with direction from the
teams
Support Lead. As a member of Support, the incumbent provides technical support to overseas posts with
the overall goal of completing project deadlines while maintaining an exceptional level of customer
satisfaction. The incumbent will be directed by the Support Lead for daily operations and tasks and will
utilize independent judgment and problem solving skills to carry out the functions of this role.
MDAs and Duties for this Position
Customer Support and Configuration Management 70%
Schedules and coordinates the acquisition, upgrade, and maintenance of customer
workstations. Receives, responds to, and ensures the resolution of wellprecedented customer requests for assistance, such as help center calls.
Documents actions taken and gives customers guidance or training to prevent
recurrence of the problem.
Examines malfunctioning hardware to isolate defective parts and investigates
whether inappropriate logical configurations are causing the problem. Identifies and
carries out actions for immediate remedy, or recommends a cost-effective solution
to management.
Develops and maintains expertise in selected desktop software packages in order to
provide customer assistance. Installs, configures, and tests software on customer
workstations. Processes customer requests to order new hardware and software,
assessing its compatibility with existing or planned systems. Monitors patterns of
parts failure or repair records for quality control.
Serves as liaison between customers and vendors to resolve upgrading and
maintenance problems. Ensures technical conformance to customer program
requirements and PC policies involving technology development and/or
modernization efforts. Works with vendor representatives to solve problems with
defective or malfunctioning equipment.

Tasks include:
Selected the best approach to accomplish specific IT tasks. For example, followed
sequential steps to complete small applications development, limited LAN

administration processes, or server operations on stand-alone networks or special


data servers.
Independently analyzed and troubleshot common problems, such as monitored
systems performance. Collected background information from a variety of sources,
and applied standard analytical techniques in reviewing data and investigating
specific technology problems. For example, resolved administrative or programrelated IT issues where multiple variables and stakeholders interests were factored
into recommendations.
Responded to customer requests for assistance, such as help center calls.
Presented technical facts in a persuasive manner, such as presenting formal and
informal training and assistance to customers. Initiated contacts with management
officials, staff, and employees to help further understanding of the organization's
policies and programs. For example, explained the benefits of enhancing IT
services, systems, and applications to potential customers or internal management
officials.
Received, responded to, and ensured the complete resolution of a variety of
customer requests for IT assistance, including examining malfunctioning hardware,
carrying out actions for immediate remedy, or recommending cost-effective
solutions. For example, responded to all types of help desk calls.
Administration of Information Technology Systems 30%
Performs work involved in maintaining the functionality and availability of the
system, such as maintaining, optimizing, and troubleshooting server hardware and
software. Reviews server loads and recommends load balancing. Assists with
server installations. Monitors systems performance using performance-monitoring
tools. Identifies and corrects common problems and refers higher-level problems to
a more experienced specialist. Schedules, monitors, and verifies system back-ups
and restores files.
Works closely with customers to determine when service activities will be least
disruptive. Provides customers with information and instructions concerning
maintenance and servicing of the system.
Assists with the configuration, upgrade, and maintenance of hardware, peripherals,
and software applications to ensure optimal system performance. Identifies and
specifies business requirements for new or upgraded computer hardware and
peripheral equipment. Evaluates options for hardware within pre-determined
specifications for capacity, unit number, and compatibility requirements.

Tasks include:
Assisted with the configuration, upgrade, and/or maintenance of hardware,
peripherals, and/or software applications.
Independently analyzed and troubleshot common problems, such as monitored
systems performance. Collected background information from a variety of sources,
and applied standard analytical techniques in reviewing data and investigating
specific technology problems. For example, resolved administrative or programrelated IT issues where multiple variables and stakeholders interests were factored
into recommendations.
Received, responded to, and ensured the complete resolution of a variety of
customer requests for IT assistance, including examining malfunctioning hardware,
carrying out actions for immediate remedy, or recommending cost-effective
solutions. For example, responded to all types of help desk calls.

Presented technical facts in a persuasive manner, such as presenting formal and


informal training and assistance to customers. Initiated contacts with management
officials, staff, and employees to help further understanding of the organization's
policies and programs. For example, explained the benefits of enhancing IT
services, systems, and applications to potential customers or internal management
officials.
Assisted with server installations.
Selected the best approach to accomplish specific IT tasks. For example, followed
sequential steps to complete small applications development, limited LAN
administration processes, or server operations on stand-alone networks or special
data servers.

Collateral Duties

Factor Statements
Factor 1-6 Knowledge Required by the Position
The position requires knowledge of, and skill in applying, most of the following: IT
principles, methods, and practices in the assigned specialty area; IT systems
development life cycle management concepts; performance monitoring principles
and methods; quality assurance principles; technical documentation methods and
procedures; systems security methods and procedures; analytical methods; and oral
and written communication techniques. Performs routine and recurring assignments
in the specialty area(s). Identifies and resolves issues and problems. Prepares and
updates manuals, instructions, and operating procedures, and provides information
and assistance to customers. Evaluates established methods and procedures and
prepares recommendations for changes in methods and practices where appropriate.
Ensures the application of appropriate security measures to the assignment.
Factor 2-3 Supervisory Controls
The supervisor outlines or discusses possible problem areas and defines objectives,
plans, priorities, and deadlines. Assignments have clear precedents requiring
successive steps in planning and execution. The employee independently plans
and carries out the assignments in conformance with accepted policies and
practices; adheres to instructions, policies, and guidelines in exercising judgment to
resolve commonly encountered work problems and deviations; and brings
controversial information or findings to the supervisor's attention for direction. The
supervisor provides assistance on controversial or unusual situations that do not
have clear precedents; reviews completed work for conformity with policy, the
effectiveness of the employees approach to the problem, technical soundness, and
adherence to deadlines; and does not usually review in detail the methods used to
complete the assignment.
Factor 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals; however,
they are not always directly applicable to issues and problems or have gaps in
specificity. Precedents are available outlining the preferred approach to more
general problems or issues. The employee uses judgment in researching, choosing,
interpreting, modifying, and applying available guidelines for adaptation to specific
problems or issues.

Factor 4-3 Complexity


Work consists of various duties that involve applying a series of different and
unrelated processes and methods. The employee decides what needs to be done
based on analyses of the subjects and issues related to the assignment; and
selects appropriate courses of action from many acceptable alternatives. The
employee identifies and analyzes important factors and conditions in order to
recognize and apply an understanding of interrelationships among different IT
functions and activities.
Factor 5-3 Scope and Effect
The purpose of the position is to resolve a variety of common problems, questions,
or situations that are dealt with in accordance with established criteria. The work
affects the design, testing, implementation, operation, or support of IT systems or
the quality and reliability of IT services provided.
Factor 6-2 Personal Contacts
Personal contacts are with employees and managers in the agency, both inside and
outside the immediate office or related units, as well as employees, representatives
of private concerns, and/or the general public, in moderately structured settings.
Contacts are related to technological information and developments applicable to
assigned projects. Contacts with employees and managers may be from various
levels in the agency, such as headquarters, regions, field offices, or other operating
offices at the same location.
Factor 7-2 Purpose of Contacts
The purpose of contacts is to plan, coordinate, or advise on developments and
issues in the technology specialty area(s) of the position, and/or to resolve issues or
operating problems by influencing or persuading people who are working toward
mutual goals and have basically cooperative attitudes. Contacts typically involve
identifying options for resolving problems.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in conjunction
with travel to and attendance at meetings and conferences away from the work site.
Some employees may carry light items such as papers, books, or small parts, or
drive a motor vehicle. The work does not require any special physical effort.
Factor 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Some employees may occasionally be exposed to uncomfortable conditions in such
places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:

Equivalent Military Titles:

Desktop Support Technician


Help Desk Analyst Computer Technician
Network Engineer
Network Technician
Systems Engineer
Systems Specialist
Information Technology Specialist (IT Specialist)
System Programmer
Office Systems Coordinator
Systems Administrator
Computer Support Specialist
Telecommunications Manager
Systems Analyst
Network Analyst
Network Specialist

Information Assurance Technician (0689)


Small Computer System Specialist (IT 2750)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Deputy Chief Compliance Officer


Classification: FP-0301-3
This Version: 1.2
Most Recent Version: 1.4
Position Description

Position Number: D10815


Introductory Statement: The incumbent serves under the direction and supervision of the Chief
Compliance Officer and may serve in lieu of or in the stead of the primary as needed. To fulfill the
responsibilities and tasks of this position, the incumbent is privy to priorities and strategic thinking of
Peace Corps management. A confidential relationship between the senior staff members and the
incumbent is imperative as the incumbent is delegated responsibility for action on critical Peace Corps
management and agency performance issues. In exercising assigned responsibility, the incumbent is
guided by applicable law, Federal statutes, and Peace Corps policy, and the Strategic Plan. The
incumbent initiates action and makes recommendations within the framework of the Chief Compliance
Officer's guidance. The incumbent keeps appropriate office heads advised of any major issues that
develop, commitments and progress made, and final resolution of compliance issues. The incumbent's
work is reviewed in terms of results achieved.
MDAs and Duties for this Position
Advice and Guidance 50%
Provides advice and guidance to departments on how to develop appropriate
responses to Inspector General recommendations and management alert issues that
involve major areas of uncertainty in approach or methodology. Consults with
management to discuss stance and positions and develop plans, goals, objectives,
requirements, and criteria to respond to and meet IG recommendations.
Within the framework outlaid by the Chief Compliance Officer, represents Peace
Corps' position to the Office of Inspector General on reports and recommendations.
Develops appropriate messaging within appropriate political, social, technological,
and economic contexts to address compliance issues. Facilitates discussions and
negotiates with OIG when preliminary and final reports are issued to make
adjustments to language; tone; to obtain or suggest further clarifications; to gain
clarity on points of view, etc.
Coordinates and facilitates periodic updates with offices to ensure adherence,
develop action plans, and ensure clients are meeting milestones and requirements.
Fields questions from stakeholders, clients, and management on OIG reports, open
recommendations, training questions, and other compliance related issues. Works
with offices to coordinate closure of outstanding recommendations.

Provides training and assistance to clients on how to work with audit database
system(s), such as Team Central. Enters, edits and maintains database information.
Works with OIG and clients offices to develop mutually agreeable data tracking
methods and tools.

Tasks include:
Provides advice and guidance on complex compliance issues.
.
.
Data Analysis 50%
Researches and identifies complex compliance issues or problems impacting
programs in major agency organizational components to determine whether OIG
report recommendations, systemic issues, and management alerts indentified by the
Office of the Inspector General and management systems are being addressed and
responded to in a timely manner.
Independently analyzes multi-functional programs, functions, and organizations,
e.g., on a region-wide or equivalent scope to identify trends and determine whether
existing management controls are sufficient. Prepares reports, produces and/or
presents information and findings in a variety of formats, i.e., articles, reports,
papers, studies, briefings, and other media to illustrate trends and positions on
difficult or complex matters. Discusses findings with management, including Chief
Compliance Officer and Chief of Staff.
When necessary, secures legal opinions. Develops recommendations of actions to
be taken to address systemic compliance issues, some of which may require new
policy; modifications of current policy; changes in legislation; program authority; etc.
After obtaining proper clearances, works with offices to create standards to address
identified issues.
Maintains and updates database(s) of compliance related information, and other
pertinent compliance related documentation.
As requested, enters, edits and maintains database information. Prepares programrelated correspondence, reports, and/or other written materials associated with
established criteria.

Tasks include:
.
Evaluates compliance related data of multi-functional programs, functions, and/or
organizations.

Collateral Duties

Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires: (1) Mastery of the laws, policies, and regulations of an
administrative field sufficient to apply new theories and developments to problems
not susceptible to treatment by accepted methods, and make decisions or
recommendations that significantly change, interpret, or develop major public
policies or programs; (2) Mastery of a wide range of methods for the assessment

and improvement of complex programs, processes and systems; (3) Skill to plan,
organize, and implement programs, plans, and proposals involving substantial
agency resources, or that require extensive changes in established procedures.
Factor 2-4 Supervisory Controls
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project, and
deadlines for its completion. Within the parameters of the approved project plan, the
employee is responsible for planning and organizing the study, estimating costs,
coordinating with staff and line management personnel, and conducting all phases of
the project. The employee informs the supervisor of potentially controversial
findings, issues, or problems with widespread impact. Completed projects,
evaluations, reports, or recommendations are reviewed by the supervisor for
compatibility with organizational goals, guidelines, and effectiveness in achieving
intended objectives.
Factor 3-4 Guidelines
Guidelines consist of general administrative policies, and program, management,
and organizational theories which require considerable adaptation and/or
interpretation for application to issues and problems studied. Policies and precedent
studies provide a basic outline of results desired, but do not go into detail as to the
methods used to accomplish the project. Program guidelines cover program goals
and objectives of the employing organization. Within the context of broad regulatory
guidelines the employee refines or develops more specific guidelines, such as
implementing regulations or methods and procedures.
Factor 4-5 Complexity
The employee analyzes interrelated issues of effectiveness, efficiency, and
productivity of substantive mission-oriented programs. Develops detailed plans,
goals, and objectives for the long-range implementation and administration of
programs, and/or develops criteria for evaluating the effectiveness of the program.
Decisions concerning planning, organizing, and conducting studies are complicated
by conditions, such as conflicting program goals and objectives. Assignments are
complicated by the need to deal with subjective concepts, the quality and quantity of
actions are measurable primarily in predictive terms, and/or findings and conclusions
are highly subjective and not readily susceptible to verification through replication of
study methods or reevaluation of results. Options, recommendations, and
conclusions take into account and give appropriate weight to uncertainties about the
data and other variables which affect long-range program performance.
Factor 5-5 Scope and Effect
The purpose of the work is to analyze and evaluate major aspects of substantive,
mission-oriented programs. The employee develops long-range program plans,
goals, objectives, and milestones, or evaluates the effectiveness of programs
conducted throughout an agency, or for a significant organizational segment of an
agency, such as a regional office, Center, or major field installation. The employee
resolves problems or copes with issues which directly affect the accomplishment of
principal agency program goals and objectives. The employee develops regulations
or guidelines for the conduct of program operations, or new criteria for measuring
program accomplishments. Study reports contain findings and recommendations of
major significance to top management of the agency, and often serve as the basis
for new administrative systems, legislative initiatives, regulations, or programs.
Factor 6-3 Personal Contacts

Personal contacts are with individuals outside the agency and may include
consultants, contractors, or business executives in a moderately unstructured
setting. Contacts may also include the head of the employing agency or program
officials several managerial levels above the employee when such contacts occur
on an ad-hoc basis.
Factor 7-3 Purpose of Contacts
The purpose of contacts is to influence managers or other officials to accept and
implement findings and recommendations on organizational improvement or program
effectiveness issues. The employee may encounter resistance due to such issues
as organizational conflict, competing objectives, or resource problems.
Factor 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of light
items may be involved.
Factor 9-1 Work Environment
The work environment involves everyday risks or discomforts that require normal
safety precautions typical of such places as offices, meeting rooms, training rooms,
etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Performs other duties as assigned.

Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Military Titles:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) Officer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Field-Based Regional Recruiter


Classificat ion: FP-0301-7
This Version: 1.1
Most Recent Version: 1.7
Position Description

Posit ion Number: D10805


Int roduct ory St at ement : This position is located in the Office of Volunteer Recruitment and
Selection (VRS). The incumbent is assigned to one of VRS regional recruiting offices and reports to
that offices regional recruitment manager although the incumbent is assigned to an alternative
work station remote from the regional office. The purpose of the position is to build public awareness
of all Peace Corps programs, and to meet assigned production goals by recruiting, screening, and
nominating a specific number of qualified, suitable Volunteer applicants.
MDAs and Duties for this Position
Candidat e Screening and Processing 40%
Provides applicants with specific and directly applicable information on the
organization's recruitment and placement procedures. Encourages qualified
individuals to submit applications to the Peace Corps and tactfully discourages
those people with non-competitive skills or low motivation from applying.
Counsels non-competitive applicants in ways to enhance skills to improve future
placement possibilities. Assesses candidates' skills, suitability, and legal status
to determine appropriate processing, i.e., nomination, disqualification, or future
review. Matches applicants' qualifications against available programs. Follows all
Agency policies and proactively takes all necessary actions to ensure the
security of the personally identifiable information (PII) of applicants.
Enters and retrieves information relevant to recruitment via agency information
management systems. As necessary, contacts applicants by telephone, e-mail
and/or regular mail to obtain additional information/clarification regarding skills
and experience, and other relevant data. Maintains application filing system in
accordance with Regional Office procedures and Privacy Act regulations. Ensures
that all application information is current and that final action taken on
applications is appropriate and timely. Records tracking information and
maintains tracking system. Ensures that application folders are complete prior to
nomination.
Evaluates and nominates qualified and competitive applicants to Peace Corps
positions.
The incumbent independently reviews the applications of persons who have
applied for volunteer service to assess their suitability and for their best
possible placement in specific skill areas based on assessment criteria and
guidelines established by the Peace Corps Act and subsequent Peace Corps
policy. Evaluates the nature, level, and quality of nominees' skills and
experience, as reflected in their applications, references, communication

observed in interviews, etc. Follows standard operating procedures established


by the Office of Recruitment.
Independently responds to in-depth requests for information from potential and
current Peace Corps volunteer applicants. Establishes rapport with applicants via
telephone and other communication methods to resolve questions of skill
competencies or suitability raised in the evaluation process. Conducts personal
and telephone interviews to determine candidates' suitability, competitiveness,
and professional qualifications and/or skills for Peace Corps service. Provides
applicants with specific and directly applicable information on the organization's
recruitment procedures, practices, policies, and guidelines.
Works accurately in a database to maintain current information and status of
applicants in agency-wide database.
Writes evaluations of applicants using evidence from the interview, personal
judgment, and information contained in the application. Evaluations are based on
standard Peace Corps assessment dimensions, and weigh heavily in final
decisions made by other VRS personnel in selecting or rejecting applicants.

Tasks include:
Independently responded to in-depth requests for information.
Campaign Responsibilit ies 30%
Serves as a team member for campus and community-based recruitment.
Assumes responsibility for planning, coordinating, and monitoring all aspects of
campaigns. Reviews information pertinent to planned campaigns and develops
recruitment/awareness plans that effectively utilize staff and other resources to
reach targeted markets (scarce skills, seniors, and diverse populations). As
directed, collaborates with recruitment coordinator, public affairs specialist, and
other staff. Assists as a team member in marketing campaigns for campus and
community-based recruitment. Assists Public Affairs Specialist in planning
campaign publicity and secures local media support. Contacts community,
professional, and academic resource people and organizations, enlisting their
support of local recruitment efforts.
Ensures that appropriate printed materials are prepared and necessary
equipment is secured for campaigns. Arranges public speaking engagements
and audio-visual presentations. Makes travel accommodations and logistical
arrangements related to campaigns. Travels to campaign sites to conduct onsite awareness activities and interviews. Prepares written reports highlighting
relevant campaign plans, activities, and results.
Prepares and presents information and educational programs, training sessions,
informational meetings, and orientation of campus representatives and other
university staff, campus and professional organizations, and community groups
that promote Peace Corps and highlight recruitment needs.

Tasks include:
Planned, coordinated, and monitored all aspects of campaigns.
Communicat ion and Inf ormat ion Disseminat ion 30%

Seeks opportunities to present the Peace Corps recruitment message through


public forums and the media,students and community groups, utilizing available
technology including the Internet. Participates in interviews with print and
electronic media. Responds to general inquiries about the Peace Corps by
explaining terms and conditions of volunteer service, application and selection
procedures, etc., and provides other relevant programmatic information.
Provides written materials and applications to interested individuals.

Increases networks and contacts beneficial to the successful performance of


assignments. Interactions with colleagues and supervisors are conducted in a
courteous and professional manner, demonstrating the ability to work
cooperatively with other persons. Contacts extend beyond the immediate work
area, and the work requires effective coordination and solicitation of
cooperative efforts from other administrative or support staff. The incumbent
must establish a basic occupational credibility to be effective.

The employee demonstrates the ability to communicate clearly when speaking


and presents facts, issues, and positions that convey the intended information
with the appropriate diplomacy and emphasis. The incumbent is given speaking
assignments that are performed without supervision. Assignments are varied in
nature, yet limited in complexity.

Tasks include:
Handled communication assignments that were varied in nature, yet limited in
complexity, such as participating in interviews with print and electronic media.

Collateral Duties

Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in, applying fundamental
recruitment laws, principles, systems, policies, methods, practices, and
techniques. The incumbent must have knowledge of intensive volunteer service
in a multi-cultural environment gained through experience as a Peace Corps
Volunteer or equivalent experience.
This position requires knowledge and skill in recruiting sufficient to: 1) Identify
target populations; 2) Conduct outreach activities with targeted populations; 3)
Develop and implement awareness and recruitment plans; 4) Maintain and retain
an applicant case load; 5) Conduct assessment interviews and recommend
selections; and 6) Meet specific skill and numeric goals.

The position requires knowledge and skill in administrative techniques sufficient


to: 1) Apply analytical and evaluative techniques to the identification,
consideration, and resolution of issues or problems of a procedural or factual
nature; 2) Use qualitative and quantitative analytical techniques; 3) Retrieve and
analyze data using electronic databases and monitoring reports; and 4) Manage
a number of complex projects simultaneously from beginning to conclusion with
minimal administrative and supervisory support.
Fact or 2-2 Supervisory Cont rols
The supervisor provides assignments by indicating generally what is to be done,
limitations, quality and quantity expected, deadlines, and priority of assignments.
The supervisor provides additional, specific instructions for new, difficult, or
unusual assignments including suggested work methods or advice on source
material available. The employee uses initiative in carrying out recurring
assignments independently without specific instructions, but refers deviations,
problems, and unfamiliar situations not covered by instructions to the supervisor
for decision or help. The supervisor assures that finished work and methods
used are technically accurate and in compliance with instructions or established
procedures. However, review of the work increases if the employee has not
previously performed similar assignments.
Fact or 3-2 Guidelines
Established guidelines are provided in the form of standard instructions,
literature, precedents, and practices concerned with the assigned function.
Judgment is required in locating and selecting the most appropriate guidelines
and references, selecting among alternative guidelines, and making minor
deviations where needed to adapt guidelines to specific cases. Situations in
which existing guidelines are inapplicable or situations requiring significant
deviations from established guidelines are referred to the supervisor.
Fact or 4-2 Complexit y
The work consists of specific, well-defined assignments which are designed to
orient the employee in the administrative policies and regulations, operating
procedures, and specialized areas of the organization or assigned technical
program(s). The differences among assignments are easily recognized and are
of a factual nature, such as a specific analysis, action, or procedure to carry out
or implement. The work is routine and includes completion of common
qualitative and quantitative analyses; implementation of routine programs; and/or
preparation of guides, draft decisions, or tentative opinions.
Fact or 5-2 Scope and Ef f ect
The purpose of the work is to carry out routine or well-established procedures
that comprise a complete segment of an assignment or project of broader
scope. The work affects the accuracy and reliability of projects being performed
by other employees in a variety of administrative areas.
Fact or 6-2 Personal Cont act s
The incumbent will have regular and recurring contacts with applicants and Peace
Corps domestic employees, as well as regular and recurring contact with
representatives of academia, media and private business.
Fact or 7-1 Purpose of Cont act s
The purpose of contacts is to obtain, clarify, or give facts or information. The

information ranges from easily understood to highly technical.


Fact or 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or moderate
lifting may be involved. Work may also require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the worksite. The incumbent must possess a valid driver's license and be
able to drive a motor vehicle. The work does not require any special physical
effort.
Fact or 9-1 Work Environment
The incumbent may be assigned to an alternative work station that meets Peace
Corps's safety requirements. The work environment involves everyday risks or
discomforts that require normal safety precautions typical of such places as
offices, meeting rooms, training rooms, etc. The work area is adequately
lighted, heated, and ventilated.
Other Significant Facts:
This position may require significant travel.
Job assignments may be located where public transportation or government vehicles are not available.
Therefore, the employee must maintain, as a condition of employment, a valid driver's license and method of
transportation sufficient to complete the job requirements in an effective, efficient, and timely manner.
The position requires the employee maintain, as a condition of employment, uninterrupted high speed internet
with minimum 6Mbps download and 3Mbps upload speed.
Performs other duties as assigned.

Equivalent Titles:
There are no equivalent private sector or military titles for this position.

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Information Technology Specialist (Web Developer)


Classificat ion: FP-2210-3
This Version: 1.0
Most Recent Version: 1.0
Position Description

Posit ion Number: 10818


Int roduct ory St at ement : This position will support the agency's online communications needs
and provide backend web development support for public facing websites, including
www.peacecorps.gov. The position is located in the Peace Corps Office of Communications and is
part of a team which also includes a frontend web designer, marketing and content specialists, new
and earned media strategists. Along with a basic understanding of strategic communications and how
that shapes the agency's public facing website, the successful applicant will possess an
understanding of Python 2 and object-oriented design; familiarity with modern web MVC frameworks,
particularly Django; experience using source control tools (such as Git or Subversion); knowledge of
PostgreSQL or other relational database engines; basic understanding of GNU/Linux and Apache web
server; fluency in HTML5, CSS3, XML, and CSV and familiarity with JavaScript (jQuery) and AJAX. The
ability to serve as a liaison and translator between technical and non-technical stakeholders is
integral to this position.
MDAs and Duties for this Position
IT Project Planning and Management 20%
Plans and manages IT projects involving interrelated technology specialty areas
and multiple stages of the systems development lifecycle. For example,
manages IT projects requiring integration of systems analysis, software
development, database administration, and customer support specialty areas.
Work with clients and customers to assess their needs, resolve their problems,
or satisfy their expectations. Analyzes information systems requirements or
environment and recommends the overall project plan, budget, tasks
descriptions, work breakdown schedules, and deliverables. Serves as technical
POC and/or COR on contracts for IT services, equipment, products, supplies,
property, or other items.
Manages, leads, or administers project resources. Monitors project activities
and resources to mitigate risk. Maintains liaison with customers on technical,
management, and budgetary matters concerning specific aspects of the project.
Express information to individuals or groups effectively, taking into account the
audience and nature of the information.
Has knowledge of developments and new applications of information technology
(hardware, software, and telecommunications), emerging technologies and their
applications to business processes, and applications and implementation of
information systems to meet organizational requirements.

Tasks include:

.
Managed IT projects involving interrelated disciplines and multiple stages of the
system development lifecycle.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle.
.
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Websit e Creat ion, Maint enance and Support 40%
Provides expert technical advice for the implementation, maintenance,
enhancement, and coordination of online systems and Web site(s) on the
Internet. Coordinates and participates in the planning, design, development,
testing, and implementation of organizational Web site(s). Manages Web sites
to optimize communication with relevant clientele. Maps overall Web design and
structure. Ensures Web site functionality, integrity, and security. Reviews and
integrates new Web pages. Analyzes Web site statistics. Directs ongoing
maintenance and enhancement efforts. Provides technical consultation in
developing Web-based applications including Web-based database
management projects. Researches, evaluates, and reports on new and
emerging developments in the Internet services area. Recommends adoption of
new technologies that will improve the delivery of Internet services. Plans and
coordinates pilot testing and eventual implementation of successfully tested
technologies on an enterprise-wide basis. Participates in the development of
agency-level Internet policies. Identifies policy needs and priorities and
establishes policy development agendas. Develops plans for future applications
of Internet services to meet agency requirements. Develops business plans to
align Internet services with business requirements.

Tasks include:
Used programming, scripting languages, and/or Internet protocols to optimize
existing Web sites.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Provided technical expertise to analyze and resolve problems associated with
Web platforms and applications.
Managed special projects that had a significant impact on the delivery of
customer support services. For example, planned and coordinated actions with
interagency infrastructure protection groups to ensure an integrated response
to problems of a potentially extensive nature.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application

to business processes, and optimization of existing architecture.


Identified policy needs and priorities, and participated in the development of
agency-level Internet policies.
Directed ongoing maintenance and enhancement efforts.
Mapped overall Web design and structure, and ensured Web site functionality
and security.
Sof t ware Design and Development 40%
Works on complex, multi-faceted prototype systems, such as leading a multifunctional development project in software analysis, design, development,
testing, and implementation for a new system or major enhancement to an
existing system. Updates and modifies existing applications, designs new
applications, and has continuing responsibility for testing and maintenance of
automation programs. Resolves critical issues affecting the configuration of the
information technology (IT) infrastructure. Coordinates the demonstration of new
and enhanced applications to customers and management. Recommends
needed redesign studies. Participates in the design and development stages of
software developed internally and under contract. Reviews proposed policy,
regulations, and procedural changes to determine their impact on the area of
responsibility. Recommends priority areas of emphasis for improvement of
current systems.

Tasks include:
Analyzed and developed solutions or provided assessments of critical IT issues,
such as integration/interoperability issues, emerging technologies and their
application to business processes, and optimization of existing architecture.
.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure.
.
Updated/modified existing applications, and/or designed new applications.
Resolved critical issues affecting the configuration of the information technology
(IT) infrastructure.

Collateral Duties

Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish
assignments such as: develop and interpret policies, procedures, and
strategies governing the planning and delivery of services throughout the
agency; provide expert technical advice, guidance, and recommendations to
management and other technical specialists on critical IT issues; apply new
developments to previously unsolvable problems; and make decisions or

recommendations that significantly influence important agency IT policies or


programs. Mastery of, and skill in applying, most of the following:
interrelationships of multiple IT specialties; the agency's IT architecture; new IT
developments and applications; emerging technologies and their applications to
business processes; IT security concepts, standards, and methods; project
management principles, methods, and practices including developing plans and
schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems
that meet current and future business requirements and apply and extend,
enhance, or optimize the existing architecture. Manages assigned projects.
Communicates complex technical requirements to non-technical personnel.
Prepares and presents briefings to senior management officials on
complex/controversial issues.
Fact or 2-4 Supervisory Cont rols
The supervisor outlines overall objectives and available resources. The
employee and supervisor, in consultation, discuss timeframes, scope of the
assignment including possible stages, and possible approaches. The employee
determines the most appropriate principles, practices, and methods to apply in
all phases of assignments, including the approach to be taken, degree of
intensity, and depth of research in management advisories; frequently interprets
regulations on his/her own initiative, applies new methods to resolve complex
and/or intricate, controversial, or unprecedented issues and problems, and
resolves most of the conflicts that arise; and keeps the supervisor informed of
progress and of potentially controversial matters. The supervisor reviews
completed work for soundness of overall approach, effectiveness in meeting
requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Fact or 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments
are often scarce, inapplicable or have gaps in specificity that require
considerable interpretation and/or adaptation for application to issues and
problems. The employee uses judgment, initiative, and resourcefulness in
deviating from established methods to modify, adapt, and/or refine broader
guidelines to resolve specific complex and/or intricate issues and problems;
treat specific issues or problems; research trends and patterns; develop new
methods and criteria; and/or propose new policies and practices.
Fact or 4-5 Complexit y
Work consists of a variety of duties requiring the application of many different
and unrelated processes and methods to a broad range of IT activities or to the
in-depth analysis of IT issues. The employee makes decisions that involve major
uncertainties with regard to the most effective approach or methodology to be
applied. These changes typically result from continuing changes in customer
business requirements; or rapidly evolving technology in the specialty areas.
The employee develops new standards, methods, and techniques; evaluates
the impact of technological change; and/or conceives of solutions to highly
complex technical issues. The work frequently involves integrating the activities
of multiple specialty areas.

Fact or 5-4 Scope and Ef f ect


The purpose of the position is to manage IT projects for major organizations or
programs of broad impact. The employee undertakes or participates in special
projects, ongoing analyses, investigations and initiatives that have high priority
for high-level management, such as, producing complex written reports;
organizing special committees, workshops, or other gatherings; initiating
program reviews; or developing or fostering cross-agency activities. The work
influences new initiatives and projects to improve, facilitate, and integrate IT
programs.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals or groups from outside the agency,
including consultants, contractors, vendors, or representatives of professional
associations, the media, or public interest groups, in moderately unstructured
settings. Contacts are related to technological information and developments
applicable to assigned IT projects. Contacts may also include agency officials
who are several managerial levels removed from the employee when such
contacts occur on an ad hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence and persuade employees and managers
to accept and implement findings, advice, guidance, and recommendations in
the technology specialty area(s) of the position. May encounter resistance as a
result of issues such as organizational conflict, competing objectives, or
resource problems. Must be skillful in approaching contacts to obtain the
desired effect; e.g., gaining compliance with established policies and regulations
by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:
C omputer Programmer
Information Technology Specialist
Software Engineer

Equivalent Milit ary T it les:


Digital C omputer System Programmer (9740)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Information Technology Specialist (Web Developer)


Classification: FP-2210-4
This Version: 1.0
Most Recent Version: 1.0
Position Description

Position Number: 10818


Introductory Statement: This position will support the agency's online communications needs and
provide backend web development support for public facing websites, including www.peacecorps.gov. The
position is located in the Peace Corps Office of Communications and is part of a team which also includes
a frontend web designer, marketing and content specialists, new and earned media strategists. Along with
a basic understanding of strategic communications and how that shapes the agency's public facing
website, the successful applicant will possess an understanding of Python 2 and object-oriented design;
familiarity with modern web MVC frameworks, particularly Django; experience using source control tools
(such as Git or Subversion); knowledge of PostgreSQL or other relational database engines; basic
understanding of GNU/Linux and Apache web server; fluency in HTML5, CSS3, XML, and CSV and
familiarity with JavaScript (jQuery) and AJAX. The ability to serve as a liaison and translator between
technical and non-technical stakeholders is integral to this position.
MDAs and Duties for this Position
IT Project Planning and Management 20%
Performs a variety of duties related to managing assigned IT projects. Analyzes
information systems requirements or environment in order to resolve IT issues and
problems.
Work with clients and customers to assess their needs, resolve their problems, or
satisfy their expectations. Express information to individuals or groups effectively,
taking into account the audience and nature of the information.
Conducts analytical studies, cost-benefit analyses, or other research, including
research of data from diverse sources. Extracts and assembles information. Uses
advanced analytical techniques to develop conclusions. Develops written reports
and oral presentations to recommend changes to projects or procedures. Gives
presentations or briefings on a range of project activities.
Ensures compliance with laws, regulations, policies, standards, and procedures.
Develops and modifies project plans; analyzes information systems requirements;
coordinates, monitors, and integrates project activities, and identifies project
documentation requirements or procedures. Works with and manages contracts for
IT services, equipment, products, supplies, property, or other items. Monitors
project activities and resources to mitigate risk.
Develops working and up-to-date knowledge of emerging developments and new
applications of information technology (hardware, software, and
telecommunications), emerging technologies and their applications to business
processes, and applications and implementation of information systems to meet

organizational requirements.
Develops information systems testing strategies, plans, or scenarios, and identifies
standards for infrastructure configuration or change management. Ensures productrelated training and documentation are developed and made available to customers.
Develops context and manages contracts for IT services, equipment, products,
supplies, property, or other items.

Tasks include:
Based on an understanding of program and overall priorities, independently identified
objectives of IT work processes. Determined specific steps and inputs required for
complex IT system processes and functions, including identification of schedules
and milestones and estimates of resources required. For example, participated in
the design, development, and implementation of e-Learning applications and
courseware.
Work with clients and customers to assess their needs, resolve their problems, or
satisfy their expectations.
Website Creation and Maintenance 40%
Evaluates and applies advances in Internet technology. Applies knowledge of
available Internet technologies, programming and scripting languages, Internet
protocols, and familiarity with usability concepts, accessibility requirements and
customer's missions and programs to optimize existing Web sites and provide
guidance in the design and development of new Web sites. Designs and writes code
that will execute queries from the Web site. Reviews and introduces enhancements
to navigational requirements.
Independently designs, deploys and maintains the organization's Web site(s)
according to predetermined guidelines. Evaluates and recommends the most
effective uses of Internet technologies. Manages customer expectations.
Coordinates efforts with network and security specialists to ensure compliance with
applicable policies. Advises content developers on webpage requirements.
Manages and optimizes Internet Protocol (IP) servers to ensure high availability and
optimal performance. Manages site usage logs and the creation of usage reports.
Assesses technical capabilities and advises on the appropriate timing to introduce
advanced techniques.
Designs Internet portals to provide access to such services as email, databases,
and management tools. Determines when to reconfigure and upgrade Internet
Protocol (IP) servers in response to changing customer usage patterns and server
capacity management considerations. Integrates third-party applications into
Internet services. Provides technical consultation to database developers in the
development and implementation of Web-enabled databases. Selects, implements,
and maintains data protection mechanisms to provide secure transmission
capabilities for e-Government, e-Business, or e-Commerce applications.
Independently designs, deploys and maintains the organization's Web site(s).

Tasks include:
Used programming, scripting languages, and/or Internet protocols to optimize
existing Web sites.
Fine-tunes web pages and other Internet services to ensure compatibility with
different browsers.

Analyzes and provides solutions to customer requirements, applications, and


interactive functions.
.
Diagnoses and troubleshoots website operational problems such as server, or
applications problems. Makes corrections and restores functionality.
Collaborated with multiple individuals on a variety of complex information technology
issues and topics such as integration of content into sites based on requirements.
Software Design and Development 40%
Working in accordance with established criteria, uses a variety of programming
languages and programming tools to create applications . Participates in the
formulation of web-related software and hardware requirements, acceptance testing,
and evaluation of components of new technology, equipment, or systems.
Tests, debugs, and maintains software applications to ensure that they meet
technical and functional requirements. Designs, develops, or modifies new tools, or
modifies existing content management system tools to enhance productivity in
implementation, testing, or maintenance.
Works with project managers, research engineers, hardware engineers, and others to
incorporate requirements.
Participates in the formulation of web-related software and hardware requirements,
acceptance testing, and evaluation of components of new technology, equipment, or
systems.

Tasks include:
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives.
,
,
Collaborated with multiple individuals on a variety of complex information technology
issues and topics. Explained and defined business or technical requirements where
logical and accurate communication was required to gain desired outcomes.
,
Used a variety of programming languages and tools to define, design, and develop
new tools.

Collateral Duties

Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires knowledge of, and skill in applying, most of the following: IT
concepts, principles, methods, and practices; the mission and programs of
customer organizations; the organization's IT infrastructure; performance

management/measurement methods, tools, and techniques; systems testing and


evaluation principles, methods, and tools; IT security principles and methods;
requirement analysis principles and methods; COTS products and components;
Internet technologies to analyze the Internet potential of systems, networks, and
data; new and emerging information technologies and/or industry trends; acquisition
management policies and procedures; cost-benefit analysis principles and methods;
analytical methods and practices; project management principles and methods; and
oral and written communication techniques. Plans and carries out difficult and
complex assignments and develops new methods, approaches, and procedures, and
provides advice and guidance on a wide range and variety of IT issues. Interprets
IT policies, standards, and guidelines. Conducts analyses and recommends
resolutions of complex issues affecting the specialty area.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment
including possible stages, and possible approaches. The employee determines the
most appropriate principles, practices, and methods to apply in all phases of
assignments, including the approach to be taken, degree of intensity, and depth of
research in management advisories; frequently interprets regulations on his/her own
initiative, applies new methods to resolve complex and/or intricate, controversial, or
unprecedented issues and problems, and resolves most of the conflicts that arise;
and keeps the supervisor informed of progress and of potentially controversial
matters. The supervisor reviews completed work for soundness of overall approach,
effectiveness in meeting requirements or producing expected results, the feasibility
of recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Factor 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals; however,
they are not always directly applicable to issues and problems or have gaps in
specificity. Precedents are available outlining the preferred approach to more
general problems or issues. The employee uses judgment in researching, choosing,
interpreting, modifying, and applying available guidelines for adaptation to specific
problems or issues.
Factor 4-4 Complexity
Work consists of a variety of duties that involve many different and unrelated
processes and methods pertinent to the IT field. The employee decides what needs
to be done by evaluating unusual circumstances; considering different approaches;
and dealing with incomplete and conflicting data. The employee uses judgment and
originality by interpreting data; planning the work; and refining the methods and
techniques being used.
Factor 5-3 Scope and Effect
The purpose of the position is to resolve a variety of common problems, questions,
or situations that are dealt with in accordance with established criteria. The work
affects the design, testing, implementation, operation, or support of IT systems or
the quality and reliability of IT services provided.
Factor 6-3 Personal Contacts
Personal contacts are with individuals or groups from outside the agency, including
consultants, contractors, vendors, or representatives of professional associations,
the media, or public interest groups, in moderately unstructured settings. Contacts

are related to technological information and developments applicable to assigned IT


projects. Contacts may also include agency officials who are several managerial
levels removed from the employee when such contacts occur on an ad hoc basis.
Factor 7-2 Purpose of Contacts
The purpose of contacts is to plan, coordinate, or advise on developments and
issues in the technology specialty area(s) of the position, and/or to resolve issues or
operating problems by influencing or persuading people who are working toward
mutual goals and have basically cooperative attitudes. Contacts typically involve
identifying options for resolving problems.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in conjunction
with travel to and attendance at meetings and conferences away from the work site.
Some employees may carry light items such as papers, books, or small parts, or
drive a motor vehicle. The work does not require any special physical effort.
Factor 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Some employees may occasionally be exposed to uncomfortable conditions in such
places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:
Computer Programmer
Information Technology Specialist
Software Engineer

Equivalent Military Titles:


Digital Computer System Programmer (9740)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Programming and Training Specialist


Classificat ion: FP-0301-3
This Version: 4.1
Most Recent Version: 4.1
Position Description

Posit ion Number: D09965


Int roduct ory St at ement : This position is located in the Programming and Training Unit of the InterAmerica & Pacific (IAP) Region Headquarters, Office of the Peace Corps. The purpose of this position
is to provide professional, technical and logistical support to programming, training and evaluation
within the IAP Region. The Programming & Training Specialist works with field and headquarters staff
to ensure implementation of solid and effective field program, training, and evaluation strategies and
activities that build capacity and strengthen performance in the field.
MDAs and Duties for this Position
Cent ralized Project Management 45%
The incumbent identifies and analyzes regional programming and training
approaches, methodologies, and trends, and makes recommendations
concerning their application within country programs. The incumbent provides
support to headquarters and in-country staff as needed to ensure excellence in
all regional programming and training efforts. Serves as a resource in the
identification of critical issues and problems within the region related to
development training.
Assesses and evaluates program documents submitted by the field, including
PSRs, Project Frameworks and other programming documents, and provides
feedback to Posts. Takes a lead in organizing and facilitating project framework
reviews, maintaining a database of all country projects, and working closely with
other units involved in the process, including desk staff in the region, Overseas
Programming & Training Support (OPATS), Office of Global Health & HIV (OGHH),
and Volunteer Recruitment & Selection (VRS). Coordinates the annual Status
Review process.
Responds to programming, training, and evaluation questions generated from
the Posts, providing appropriate support and seeking guidance from others as
needed..
Monitors quarterly Job Specific Requisitions (JSRs) and Training Class
Requisitions (TCRs), tracks Budgeted Trainee Input (BTI) for the Region
coordinating with regional budget and VRS staff. Serves as a point of contact in
the Region for Peace Corps Response.

Tasks include:
Developed indicators that were applied worldwide to measure the probable
successes, inadequacies, or failures of programs and projects.

Analyzed the effectiveness of major policy reform and assistance interventions


related to foreign educational development projects.
Recommended expansion or continuation of education programs and projects,
and modifications in program/project content, direction, funding, and staffing.
Served as project manager or assistant project manager for centrally managed
projects, grants, or contracts within the education area.
Led project assessment teams to define strategic plans and design specific
programs and projects.
Program Development , Evaluat ion, and Management 35%
Maintains working knowledge of the Region's programming, training, and
evaluation strategies. Uses this knowledge to assist Senior Staff with the
Integrated Planning & Budget System (IPBS) process (e.g., Operating Plan
Strategic Goals, Un-funded Requests (UFRs), and Technical Activity Descriptions
(TADs)). Provides advice on programmatic, training, and evaluation issues to
assist management in decision-making. Reviews, advises on, and conducts
complex analyses or evaluations in support of Region programs, systems, and
processes where boundaries of the studies are extremely broad and difficult to
determine in advance. Makes recommendations for the allocation of budget and
staff resources related to programming, training, and evaluation.
Analyzes and identifies programming, training, and evaluation approaches,
methods, and trends appropriate to IAP. Makes recommendations concerning
their application within established country programs and for new-country
entries.
As requested, makes on-site visits to countries to provide technical assistance
and/or assess programming, training, and evaluation matters.
Collaborates with Specialists in OPATS and OGHH to share and disseminate
promising practices and lessons learned within Region and globally.
Assesses and evaluates training documents submitted by the field, including
Training Status Reviews (TSRs)and other training documents, and provides
feedback to Posts. When requested, assists in the review and selection of TDY
support to posts. Researches and develops innovative community outreach
programs that provide training to the volunteer services program.
Contributes to annual review of all posts Pre-Service Training (PST) and InService Training (IST) plans in relations to budget allocations.

Tasks include:
Devised new analytical techniques to evaluate complex program issues.
Performed long-range planning and/or management of new substantive agency
programs
Performed long-range planning and/or management of new substantive agency
programs
Developed strategies for planning and/or implementing major FAMS programs.
Devised new analytical techniques to evaluate complex program issues.
St af f Development and Event Coordinat ion 20%

Supports workshops for programming and training staff by providing design and
implementation support as well as logistical support, develops budgets, works
closely with various support offices to manage these activities. As possible
and/or appropriate participates in or facilitates workshops and conferences
sponsored by or attended by IAP overseas and headquarters staff.
Coordinates the involvement of programming and training staff in Overseas Staff
Training (OST) and all other agency-wide training programs. Manages special
projects for major agency office or program issues of broad impact, such as
those on an agency or nation-wide level.

Tasks include:
Performed long-range planning and/or management of new substantive agency
programs
Performed long-range planning and/or management of new substantive agency
programs
Developed strategies for planning and/or implementing major FAMS programs.
Devised new analytical techniques to evaluate complex program issues.
Devised new analytical techniques to evaluate complex program issues.

Collateral Duties

Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires: (1) Mastery of the laws, policies, and regulations of an
administrative field sufficient to apply new theories and developments to
problems not susceptible to treatment by accepted methods, and make
decisions or recommendations that significantly change, interpret, or develop
major public policies or programs; (2) Mastery of a wide range of methods for
the assessment and improvement of complex programs, processes and
systems; (3) Skill to plan, organize, and implement programs, plans, and
proposals involving substantial agency resources, or that require extensive
changes in established procedures.
Fact or 2-4 Supervisory Cont rols
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project,
and deadlines for its completion. Within the parameters of the approved project
plan, the employee is responsible for planning and organizing the study,
estimating costs, coordinating with staff and line management personnel, and
conducting all phases of the project. The employee informs the supervisor of
potentially controversial findings, issues, or problems with widespread impact.
Completed projects, evaluations, reports, or recommendations are reviewed by
the supervisor for compatibility with organizational goals, guidelines, and
effectiveness in achieving intended objectives.
Fact or 3-4 Guidelines

Guidelines consist of general administrative policies, and program,


management, and organizational theories which require considerable adaptation
and/or interpretation for application to issues and problems studied. Policies
and precedent studies provide a basic outline of results desired, but do not go
into detail as to the methods used to accomplish the project. Program
guidelines cover program goals and objectives of the employing organization.
Within the context of broad regulatory guidelines the employee refines or
develops more specific guidelines, such as implementing regulations or
methods and procedures.
Fact or 4-5 Complexit y
The employee analyzes interrelated issues of effectiveness, efficiency, and
productivity of substantive mission-oriented programs. Develops detailed
plans, goals, and objectives for the long-range implementation and
administration of programs, and/or develops criteria for evaluating the
effectiveness of the program. Decisions concerning planning, organizing, and
conducting studies are complicated by conditions, such as conflicting program
goals and objectives. Assignments are complicated by the need to deal with
subjective concepts, the quality and quantity of actions are measurable primarily
in predictive terms, and/or findings and conclusions are highly subjective and
not readily susceptible to verification through replication of study methods or
reevaluation of results. Options, recommendations, and conclusions take into
account and give appropriate weight to uncertainties about the data and other
variables which affect long-range program performance.
Fact or 5-5 Scope and Ef f ect
The purpose of the work is to analyze and evaluate major aspects of
substantive, mission-oriented programs. The employee develops long-range
program plans, goals, objectives, and milestones, or evaluates the
effectiveness of programs conducted throughout an agency, or for a significant
organizational segment of an agency, such as a regional office, Center, or major
field installation. The employee resolves problems or copes with issues which
directly affect the accomplishment of principal agency program goals and
objectives. The employee develops regulations or guidelines for the conduct of
program operations, or new criteria for measuring program accomplishments.
Study reports contain findings and recommendations of major significance to top
management of the agency, and often serve as the basis for new administrative
systems, legislative initiatives, regulations, or programs.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals outside the agency and may include
consultants, contractors, or business executives in a moderately unstructured
setting. Contacts may also include the head of the employing agency or
program officials several managerial levels above the employee when such
contacts occur on an ad-hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence managers or other officials to accept and
implement findings and recommendations on organizational improvement or
program effectiveness issues. The employee may encounter resistance due to
such issues as organizational conflict, competing objectives, or resource
problems.
Fact or 8-1 Physical Demands

The work is primarily sedentary, although some walking, bending, or carrying of


light items may be involved.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require
normal safety precautions typical of such places as offices, meeting rooms,
training rooms, etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Performs other duties as assigned.

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Milit ary T it les:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) O fficer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Programming and Training Specialist


Classification: FP-0301-4
This Version: 4.1
Most Recent Version: 4.1
Position Description

Position Number: D09965


Introductory Statement: This position is located in the Programming and Training Unit of the InterAmerica & Pacific (IAP) Region Headquarters, Office of the Peace Corps. The purpose of this position is
to provide professional, technical and logistical support to programming and training within the IAP Region.
The Programming & Training Specialist works with field and headquarters staff to ensure implementation
of solid and effective field program and training strategies and activities that build capacity and strengthen
performance in the field.
MDAs and Duties for this Position
Centralized Project Management 45%
The incumbent assists in gathering technical resource data to assist on a broad
range of projects including regional programming and training approaches,
methodologies and trends, and makes recommendations concerning their application
within country programs. The incumbent provides support to headquarters and incountry staff as needed to ensure excellence in all regional programming and
training efforts. Serves as a resource in the identification of critical issues and
problems within the region related to development training.
Assesses and evaluates program documents submitted by the field, including
PSRs, Project Frameworks and other programming documents, and provides
feedback to Posts. Takes a lead in organizing and facilitating project framework
reviews, maintaining a database of all country projects, and working closely with
other units involved in the process, including desk staff in the region, Overseas
Programming & Training Support (OPATS), Office of Global Health & HIV (OGHH),
and Volunteer Recruitment & Selection (VRS). Assists regional staff in leading the
annual Status Review process.
Responds to programming, training, and evaluation questions generated from the
Posts, providing appropriate support and seeking guidance from others as needed.
Monitors quarterly Job Specific Requisitions (JSRs) and Training Class Requisitions
(TCRs) tracks Budgeted Trainee Input (BTI) for the Region coordinating with regional
budget and VRS staff. Serves as a point of contact in the Region for Peace Corps
Response.

Tasks include:
Implemented centrally managed projects, grants, or contracts for education
programs and projects.

Assisted in program/project design activities, such as drafting education initiative


strategies and suggesting resolution to implementation problems.
Completed project planning documentation for baseline information purposes.
Program Development, Evaluation, and Management 35%
The incumbent adapts analytical techniques, evaluation criteria, and methods of
measurement to provide a valid assessment of programs, training, and evaluationin
the Region. Uses this knowledge to assist Senior Staff with the Integrated Planning
& Budget System (IPBS) process (e.g., Operating Plan Strategic Goals, Un-funded
Requests (UFRs), and Technical Activity Descriptions (TADs)). Provides advice on
programmatic, training, and evaluation issues to assist management in decisionmaking. Reviews, advises on, and conducts complex analyses or evaluations in
support of Region programs, systems, and processes where boundaries of the
studies are extremely broad and difficult to determine in advance. Makes
recommendations for the allocation of budget and staff resources related to
programming, training and evaluation.
Analyzes and identifies programming, training, and evaluation approaches, methods,
and trends appropriate to IAP. Makes recommendations concerning their application
within established country programs and for new-country entries.
As requested, makes on-site visits to countries to provide technical assistance
and/or assess programming, training and evaluation matters.
Collaborates with Specialists in OPATS and OGHH to share and disseminate
promising practices and lessons learned within Region and globally.
Assesses and evaluates training documents submitted by the field, including
Training Status Reviews (TSRs) and other training documents, and provides
feedback to Posts. When requested, assists in the review and selection of TDY
support to posts. Researches and develops innovative community outreach
programs that provide training to the volunteer services program.
Contributes to annual review of all posts Pre-Service Training (PST) and In-Service
Training (IST) plans in relations to budget allocations.

Tasks include:
Resolved problems of a common or immediate nature.
Managed a specific organizational project and/or program at the field office or
comparable level.
Managed a specific organizational project and/or program at the field office or
comparable level.
Developed plans for implementing short- and long-range program goals.
Managed a specific organizational project and/or program at the field office or
comparable level.
Staff Development and Event Coordination 20%
When solving unusual problems in performing a variety of duties related to special
projects involving administrative or program issues, consults with the Chief of
Programming and Training or coordinates with others as appropriate.
Supports workshops for programming and training staff by providing design and

implementation support as well as logistical support, develops budgets, works


closely with various offices to manage these activities. As possible and/or
appropriate participates in or facilitates workshops and conferences sponsored by or
attended by IAP overseas and headquarters staff.
Coordinates the involvement of programming and training staff in Overseas Staff
Training (OST), and all other agency-wide training programs. Manages special
projects for major agency office or program issues of broad impact, such as those
on an agency or nation-wide level.

Tasks include:
Resolved problems of a common or immediate nature.
Managed a specific organizational project and/or program at the field office or
comparable level.
Managed a specific organizational project and/or program at the field office or
comparable level.
Managed a specific organizational project and/or program at the field office or
comparable level.
Developed plans for implementing short- and long-range program goals.

Collateral Duties

Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires: (1) Knowledge and skill in applying analytical and evaluative
methods and techniques to issues or studies concerning the efficiency and
effectiveness of program operations; (2) Knowledge of pertinent laws, regulations,
policies and precedents which affect the use of program and related support
resources in the area studied; (3) Knowledge of the major issues, program goals and
objectives, work processes, and administrative operations of the organization; (4)
Knowledge and skill in adapting analytical techniques and evaluation criteria to the
measurement and improvement of program effectiveness and/or organizational
productivity; (5) Skill in conducting detailed analyses of complex functions and work
processes; and (6) Interpersonal skills in presenting staffing recommendations and
negotiating solutions to disputed recommendations.
Factor 2-4 Supervisory Controls
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project, and
deadlines for its completion. Within the parameters of the approved project plan, the
employee is responsible for planning and organizing the study, estimating costs,
coordinating with staff and line management personnel, and conducting all phases of
the project. The employee informs the supervisor of potentially controversial
findings, issues, or problems with widespread impact. Completed projects,
evaluations, reports, or recommendations are reviewed by the supervisor for
compatibility with organizational goals, guidelines, and effectiveness in achieving
intended objectives.

Factor 3-3 Guidelines


Guidelines consist of procedures, policies, and manuals covering the application of
analytical methods and techniques, and reference material, instructions, and
regulations covering the subjects involved. The guidelines are not completely
applicable to the work or have gaps in specificity, requiring the employee to use
judgment in choosing, interpreting, and adapting guidelines to specific issues or
subjects studied.
Factor 4-4 Complexity
The work involves gathering information, identifying and analyzing issues, and
developing recommendations to resolve substantive problems of effectiveness and
efficiency of work operations in a program or program support setting. Issues,
problems, or concepts are not always susceptible to direct observation and analysis.
Difficulty is encountered in measuring effectiveness and productivity due to
variations in the nature of administrative processes. Information about the study
subject matter area is often conflicting or incomplete, cannot readily be obtained by
direct means, or is otherwise difficult to document. Originality is required in refining
existing work methods and techniques for application to the analysis of specific
program issues or resolution of program problems.
Factor 5-3 Scope and Effect
The purpose of the work is to identify, analyze, and make recommendations to
resolve conventional program or organizational issues, problems, or situations. The
employee is assigned portions of broader studies, or participates in the evaluation of
program effectiveness at the operating or local level. Completed reports and
recommendations influence decisions by higher-grade specialists or managers
concerning administrative or program operations.
Factor 6-3 Personal Contacts
Personal contacts are with individuals outside the agency and may include
consultants, contractors, or business executives in a moderately unstructured
setting. Contacts may also include the head of the employing agency or program
officials several managerial levels above the employee when such contacts occur
on an ad-hoc basis.
Factor 7-2 Purpose of Contacts
The purpose of contacts is to provide advice to managers on non-controversial
organization or program related issues and concerns. Contacts typically involve
such matters as identification of decision-making alternatives; appraisals of success
in meeting goals; or recommendations for resolving administrative problems.
Factor 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of light
items may be involved.
Factor 9-1 Work Environment
The work environment involves everyday risks or discomforts that require normal
safety precautions typical of such places as offices, meeting rooms, training rooms,
etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:

Performs other duties as assigned.

Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Military Titles:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) Officer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Contract Specialist


Classificat ion: FP-1102-5
This Version: 1.0
Most Recent Version: 1.1
Position Description

Posit ion Number: D10426


Int roduct ory St at ement : THIS IS A CAREER DEVELOPMENT POSITION!!! The position is located in
the Office of Acquisition and Contract Management (OACM). This Office is responsible for all forms of
procurement including services contracts, simplified acquisition, contract administration, inter-agency
agreements, personal services contracts, leases and strategic sourcing. The Office also provides
policy and procurement support to Peace Corps staff and volunteers located in 73 countries. The
incumbent is responsible for a wide variety of operational and support contracting activities from
acquisition planning, contract award, contract administration and contract closeout. Depending on
placement assignment, incumbent may be assigned to the Operational Contracting Team which
support domestic offices or the Overseas Support Team which supports Peace Corps Overseas
Posts.
MDAs and Duties for this Position
Cont ract Administ rat ion 40%
Performs all aspects of the contracting function including preaward, contract
administration and contract closeout for off-the-shelf items or services that are
available from numerous sources. Formulates the contracting approach to be
taken that will best satisfy the requirement. Identifies appropriate contract type,
including small business requirements.

Tasks include:
Procured off-the-shelf items or services that were available from numerous
sources with adequate price competition.
Performed pre- and/or post award activities for items or services with
standardized specifications, such as office machines, automotive equipment and
supplies, or minor alteration or repair of buildings/roads.
Negot iat ion of Cont ract Modif icat ions 15%
Negotiates changes to agreements when precedents are well established and
the bargaining positions are close. Negotiates such changes as extensions of
delivery schedules, price adjustments, labor hours, well-precedented
modifications to the contract. Prepares determinations and findings of fact
relative to negotiations and pricing actions.

Tasks include:
Performed pre- and/or post award activities for items or services with

standardized specifications, such as office machines, automotive equipment and


supplies, or minor alteration or repair of buildings/roads.
Administered a variety of fixed-price service, supply, or construction contracts
which contained terms and conditions such as progress payments, quantity
options, or similar provisions.
Procured off-the-shelf items or services that were available from numerous
sources with adequate price competition.
Negotiated changes to agreements, such as extensions of delivery schedules,
price adjustments, and/or labor hours, when precedents are well established
and contractor's and contracting element's bargaining positions were close.
Cont ract Compliance Review 15%
Completes review of procedural aspects of contracting actions.

Tasks include:
Verified supporting documents and prepared drafts of findings in support of
compliance reviews of contracting actions.
Procured off-the-shelf items or services that were available from numerous
sources with adequate price competition.
Reviewed the procedural aspects of contracting actions.
Performed pre- and/or post award activities for items or services with
standardized specifications, such as office machines, automotive equipment and
supplies, or minor alteration or repair of buildings/roads.
Cont ract T erminat ion 15%
Supports and assists in contract termination activities, such as analyzing
allowable costs and making recommendations. Prepares contract termination
files for use in contract termination actions, including amounts paid, audit
reports, product rejections, and other related documentation.

Tasks include:
Assisted in contract termination activities, such as analyzing allowable costs and
making recommendations.
Procured off-the-shelf items or services that were available from numerous
sources with adequate price competition.
Prepared contract termination files for use in contract termination actions that
included information on amounts paid, audit reports, product rejections, and
related documentation.
Performed pre- and/or post award activities for items or services with
standardized specifications, such as office machines, automotive equipment and
supplies, or minor alteration or repair of buildings/roads.
Cont ract /Procurement Advice and Assist ance 15%
Processes procurement actions for requesting offices. Locates, analyzes, and
distributes information on potential sources for acquisitions.

Provides advice on factual contracting issues and questions. Working with more

senior analysts, interacts with colleagues to complete work assignments.

Tasks include:
Performed pre- and/or post award activities for items or services with
standardized specifications, such as office machines, automotive equipment and
supplies, or minor alteration or repair of buildings/roads.
Procured off-the-shelf items or services that were available from numerous
sources with adequate price competition.
Assisted in contract termination activities, such as analyzing allowable costs and
making recommendations.
Prepared contract termination files for use in contract termination actions that
included information on amounts paid, audit reports, product rejections, and
related documentation.
Performed basic analyses for firm fixed-price contracts for which historical
pricing data was available.
Negotiated contracts where the contracting actions were well defined and well
precedented.

Collateral Duties

Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of commonly used contract types, such as
fixed-price, cost reimbursement, or indefinite delivery, and required clauses to
plan and/or carry out the procurement; and skill in solving practical problems,
e.g., pricing matters, transportation, etc., as they relate to the development of
the specifications or delivery of supplies or services. Familiarity with business
practices and market conditions applicable to program and technical
requirements is required sufficient to evaluate such actions as bid
responsiveness, contractor responsibility, and/or contractor performance.
Fact or 2-3 Supervisory Cont rols
The supervisor assigns work in terms of objectives and priorities. Assistance is
provided on new or unusual assignments. The employee exercises initiative and
judgment in developing and coordinating the procurement package up to final
recommendation, in accordance with standard practices and established
procedures. Recommendations are reviewed prior to signature or negotiation
for documentation, judgment, and compliance with policies and procedures.
Fact or 3-3 Guidelines
Guidelines, precedents, and written policies exist for procurements or contracts
assigned, and historical data are pertinent to the evaluation of prices and basic
elements of cost. Contractual actions, however, generally require adaptation by
the specialist. The employee uses judgment in interpreting guidelines, in
adapting procurement procedures, or in recommending approaches or solutions
for specific problems.

Fact or 4-3 Complexit y


The work includes various duties involving different and unrelated contracting
processes and techniques in a relatively standardized or controlled work
situation. The employee performs complete procurement transactions for
commodities involving few complexities as a foundation for future responsibility.
Determining what needs to be done requires substantive analysis and the
identification of interrelationships which affect the procurement.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to perform pre-award, post-award and/or staff
contracting work involved in the procurement of diverse customer requirements
covering a wide range of products, technical services, and/or equipment.
Effective policies and timely procurements or contracts administered enable the
serviced organizations to accomplish their various missions.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees in the same agency but outside the
immediate organization, usually specialists representing the various disciplines
involved in the procurement process, such as technical, program, and financial.
Contacts outside the agency include sales personnel or local suppliers of
common, off-the-shelf items. The interests of the respective parties are usually
well defined.
Fact or 7-2 Purpose of Cont act s
Contacts are to plan and advise on procurement actions with requiring offices,
to coordinate actions with support offices, and to resolve related procurement
problems. Contacts outside the agency are to follow up on procurements or
resolve routine problems.
Fact or 8-1 Physical Demands
The work is sedentary.
Fact or 9-1 Work Environment
The work is performed in an office setting.
Other Significant Facts:
Relocation expenses are not authorized.
DIRECT DEPOSIT: All Federal employees are required to have Federal salary payments made by direct deposit to
a financial institution of their choosing.
Time-in-grade requirements must be met by the close of this announcement.
Applicants must submit a complete application package that is received by the closing date of this
announcement.
Applications submitted in postage-paid Government envelopes will not be accepted.
Applicants must meet all qualification requirements by the closing date of this announcement.

The primary method of applying for this vacancy is online via the Internet at
www.avuedigitalservices.com/pc/applicant.html. If you do not have access to the Internet, you are strongly
encouraged to visit your library, state employment commission, or a commercial establishment that provides
Internet access to apply online. If you are unable to apply online, you may call the contact phone number listed
on this announcement to obtain a copy of the vacancy announcement, applicant qualification form (Form No.
F-15566-AVUE), and instructions for completing the form. No other form of application will be accepted.
All applicants will be considered without regard to race, color, religion, national origin, marital status, political
affiliation, age, sex, sexual orientation, handicapping condition, membership in an employee organization, or
any other non-merit factors.
Applicants must meet all qualification requirements by the closing date of this announcement.
PEACE CORPS EMPLOYEES, INCLUDING TEMPORARY EMPLOYEES, ARE ELIGIBLE TO APPLY FOR THIS VACANCY.
Proficiency in English required.

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Buyer
C ontract Administrator
Purchasing Agent
Warehouse C lerk
Acquisition Manager
Departmental Buyer
Engineer
Logistics Manager
Procurement Specialist
Purchasing Associate
C ontracting Manager
Logistics Planner
Logistics Specialist
Purchasing Manager
Aviation Logistics Specialist
C ontract Specialist
Procurement O fficer
C ontract Manager
Management Analysts
Procurement Manager
C ontract Negotiator
C ontract O fficer
Equipment C ontract Specialist
Industrial Engineer
Purchasing Agents
Business Administrator
C ontract Analyst
First-Line Supervisor
Supply Specialist

Equivalent Milit ary T it les:


Acquisition Manager (63A3)
Advanced C ontingency C ontract Specialist (3048)
C ontract Industrial Management (51C )
C ontracting O fficer (DAWIA Level III) (1492)
C ontract Specialist (3044)
Acquisition (51Z )
C ontracting O fficer (Entry Level) (1490)
Intermediate C ontingency C ontract Specialist (3046)
Procurement C ontracting O fficer (1480)
Requirements Manager (8640)
C ontracting O fficer (DAWIA Level II) (1491)
Research and Engineering (51S)
Systems Acquisition Management (SAM) O fficer (9657)
Acquisition Manager (63A1)
Acquisition Manager (63A4)
C ontracting (64P1)
C ontracting (64P4)
Acquisition Management O fficer C ore Member (8058)
Acquisition Management Professional (8059)
Acquisition, Logistics & Technology (AL&T) C ontracting NC O (51C )
Administrative C ontracting O fficer (1485)
Army Acquisition C orps C andidate O fficer (4M)
C ertified Army Acquisition C orps O fficer (4Z )
C ontracting (64P3)
Equipment Program Support O fficer (1920)
Acquisition Professional C andidate (8057)
C ontracting O fficer (DAWIA Level I) (1493)
Space Acquisition O fficer (2192)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Special Assistant


Classificat ion: FP-0301-5
This Version: 1.0
Most Recent Version: 3.0
Position Description

Posit ion Number: D10652


Int roduct ory St at ement : The Special Assistant position provides administrative, technical, and
professional expertise in all areas affecting their department. The incumbent supports one or more of
managerial staff of the department by performing a variety of activities in support of operations
requiring a thorough knowledge of office and agency functions and policies. The incumbent will utilize
independent judgment and problem solving skills to assist the manager(s) in carrying out the
functions of this role. This position will be required to receive and handle classified cables in order to
pass onto and track for the principal.
MDAs and Duties for this Position
Provides Inf ormat ion, Communicat ions, and Liaison Services 40%
Maintains liaison and communications with persons and groups from both within
and outside the agency, speaking for the principal on administrative issues.
Navigates the various subordinate levels of hierarchy and differing technical
functions to determine who should handle complicated inquiries from telephone
callers and personal visitors. Personally answers all non-technical requests. Uses
knowledge of the substantive work of the organization to notify the appropriate
subordinate management official about a technical information request, and
follows up to ensure a timely and thorough response.
Screens all telephone calls and personal visitors, who frequently represent the
highest levels of international, national, state, and local governments or major
businesses. Personally handles routine inquiries and those requiring knowledge
of the organization's activities or its internal administrative procedures. Refers
inquiries requiring technical program knowledge to an appropriate staff member
for follow up. Remaining inquiries are sent to the supervisor's attention with
supporting background materials.
Serves as buffer and acts as liaison between the supervisor and organizational
staff by providing accurate and timely advice on procedures, reports,
requirements, and other matters necessary to implement the supervisor's
policies, directives, and instructions. Keeps the office informed, as appropriate,
on administrative and other matters. Should serve as a main source for quick
information, past practices, and clearance procedures involved in handling
various reports and communications.
Serves as a liaison and/or representative to the manager in problematic and
highly sensitive matters which require negotiation and coordination such as:
Agency-wide issues; management issues; Congressional inquiries or

correspondence; and requests from other offices which have an impact on the
department or organization. Coordinates as appropriate with various Peace
Corps offices, organizations, and individuals to promote and ensure their
understanding and support of pertinent programs and policies.
Responds, in verbal and written format, to requests for information requiring
coordination with other agency offices.
With access to records and other information about customers and other
employees, Special Assistant agrees to keep all such information strictly
confidential and to refrain from discussing information with anyone else without
proper authority.

Tasks include:
Monitored established administrative requirements for an organization with few
subdivisions or functions.
Monitored administrative requirements for an organization with well-established
administrative requirements.
Administ rat ive Support and Act ivit ies Coordinat ion 45%
Researches and/or analyzes stable or simple administrative and/or program
issues.
Exercises exclusive control over the supervisor's calendar, with complete
authority for time commitments. This position will be required to receive and
handle classified cables in order to pass onto and track for the principal.
Schedules meetings and makes arrangements such as preparing agendas,
notifying participants, and arranging retreats and similar matters. Develops
background information and composes drafts of introduction and speeches to
be presented at various meetings by the supervisor. Sets up conferences
requiring planning and arranging of travel and hotel accommodations, based on
knowledge of the schedules and commitments of the participants. May arrange
for one of the supervisor's subordinates to represent the office.
Independently determines which staff members should attend meetings or
represent the organization at conferences, based on the supervisor's view of
such issues. Coordinates meeting locations, dates, participants, and agendas.
Researches background information and sends it to meeting participants.
Attends meetings, notes commitments made, informs staff of the commitments,
and arranges for staff to implement them. As requested may be asked to attend
meetings on behalf of the manager and take summary notes of inter-agency,
intra-agency, and/or conference meetings.
Attends and records the minutes of meetings, which are later summarized and
distributed. Follows up to ensure that commitments made at the meetings and
conferences are addressed. Advises the supervisor of important office matters
that arise during his/her absence.
Reviews all submissions to the manager, including memoranda, policy papers,
correspondence, documents, etc. and determines follow-up actions required
while ensuring appropriate coordination between department staff and other
related offices. Addresses those that do not require the manager's attention and
identifies those that must be considered immediately. Works in close
association with the manager on the preparation of issues papers and other
documents.

Under supervision, drafts, edits, reviews, and proofreads strategy papers,


memoranda, and other documents. Acts on a variety of routine and non-routine
matters and correspondence to which the manager must personally respond.
Prepares materials used in staff meetings, determining the agenda and items to
be discussed. Develops materials for the supervisor's use in public speaking
engagements.
Participates closely with the manager in scheduling his/her travel, including
itineraries, supporting documents, and reimbursements.

Tasks include:
Managed projects involving administrative or program-related issues.
Resolved well-precedented program and/or administrative issues.
Special Project Planning or Accomplishment 15%
Uses standard approaches to perform a variety of duties related to special
projects involving administrative or program issues. Conducts extensive
research and compilation of data from diverse sources. Extracts and assembles
information, conducts analysis and develops reports or presentations.
Researches special projects involving substantive knowledge of departmental or
organizational operations and polices. Such projects include but are not limited
to an enhancement of customer service, development and implementation of
reinventing government ideas, ensuring completion and all required follow-up
commitments resulting from the meetings, as well as handling of sensitive,
problematic issues requiring an understanding of policies and superb judgment.

Tasks include:
Resolved well-precedented program and/or administrative issues.
Managed projects involving administrative or program-related issues.

Collateral Duties

Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires skill in applying analytical and evaluative techniques to the
identification, consideration, and resolution of issues or problems of a
procedural or factual nature; knowledge of the theory and principles of
management and organization; ability to use qualitative and quantitative analytical
techniques; and communication skills to obtain information and discuss issues
and operations with supervisors and employees.
Fact or 2-3 Supervisory Cont rols
The supervisor assigns specific projects in terms of issues, organizations,
functions, or work processes to be studied and sets deadlines for completing

the work. The supervisor or higher-grade analyst provides assistance/guidance


on controversial issues or assignments for which precedent studies are not
available. The employee plans, coordinates, and carries out the successive
steps in fact-finding and analysis of issues in accordance with accepted office
policies, applicable precedents, organizational concepts, management theory,
and occupational training. Work is reviewed for conformance with overall
requirements, contribution to the study objectives, consistency of facts and
figures, choice of analytical methods, and practicality of recommendations.
Fact or 3-3 Guidelines
Guidelines consist of procedures, policies, and manuals covering the application
of analytical methods and techniques, and reference material, instructions, and
regulations covering the subjects involved. The guidelines are not completely
applicable to the work or have gaps in specificity, requiring the employee to use
judgment in choosing, interpreting, and adapting guidelines to specific issues or
subjects studied.
Fact or 4-3 Complexit y
The work principally involves dealing with problems and relationships of a
procedural nature. Projects usually take place within organizations with related
functions and objectives, although organization and work procedures differ from
one assignment to the next. Findings and recommendations are based upon
analysis of work observations, review of production records or similar
documentation, research of precedent studies, and application of standard
administrative guidelines.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to identify, analyze, and make recommendations to
resolve conventional program or organizational issues, problems, or situations.
The employee is assigned portions of broader studies, or participates in the
evaluation of program effectiveness at the operating or local level. Completed
reports and recommendations influence decisions by higher-grade specialists
or managers concerning administrative or program operations.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees, supervisors, and managers of the same
agency, but outside of the immediate office, or employees and representatives
of private concerns in a moderately structured setting.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to provide advice and assistance to managers on
non-controversial organization or program-related issues and concerns.
Contacts typically involve such matters as identification of options and
alternatives; evaluation of progress in meeting program or organizational goals;
or recommendations for resolving administrative problems.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of
light items may be involved.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require

normal safety precautions typical of such places as offices, meeting rooms,


training rooms, etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Milit ary T it les:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) O fficer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Special Assistant


Classificat ion: FP-0301-7
This Version: 1.0
Most Recent Version: 3.0
Position Description

Posit ion Number: D10652


Int roduct ory St at ement : The Special Assistant position provides administrative, technical, and
professional expertise in all areas affecting their department. The incumbent supports one or more of
managerial staff of the department by performing a variety of activities in support of operations
requiring a thorough knowledge of office and agency functions and policies. The incumbent will utilize
independent judgment and problem solving skills to assist the manager(s) in carrying out the
functions of this role. This position will be required to receive and handle classified cables in order to
pass onto and track for the principal.
MDAs and Duties for this Position
Perf orms T rainee Work 100%
As an advanced trainee, increases knowledge, skills, and abilities in the
occupation. Researches regulations and other pertinent directives for answers
to questions prior to consulting with the supervisor or a higher-grade employee.
Successfully completes required formal and on-the-job training, and
demonstrates a progressive ability to independently accomplish assignments.
This position will be required to receive and handle classified cables in order to
pass onto and track for the principal. Assignments are varied in nature, yet
limited in complexity. They are structured to provide a means by which the
incumbent can display and validate a working knowledge of regulations,
policies, and analytical procedures and apply an increasingly full-range of the
principles, concepts, and work processes common to the occupation. Makes
acceptable recommendations with respect to policies and procedures.
Increases networks and contacts beneficial to the successful performance of
assignments. Conducts regular interactions with colleagues and supervisors in
order to complete work assignments. Contacts extend beyond the immediate
work area and the work requires effective coordination and solicitation of
cooperative efforts from other administrative or support staff.
Interprets and applies pertinent regulations and style manuals governing written
communications in order to prepare written materials which communicate the
intended information. Researches and analyzes data, issues, and information that
support project recommendations or the work assignments of higher-grade
specialists. Prepares well-researched and logically organized presentations
related to work assignments. Presents facts, issues, and positions that convey
the intended information with the appropriate diplomacy and emphasis.
Maintains the supervisor's calendar and independently schedules appointments,

travel arrangements, and meetings. Coordinates with subordinate supervisors to


ensure that key staff members are present at meetings, and briefs the
participants before meetings occur. Researches and provides background on
the subject matter of meetings and conferences. Attends the meetings,
prepares minutes, and follows up on action items with appropriate staff
members. Establishes a sophisticated action tracking system, and follows up
with subordinate supervisors to ensure that assignments have been completed.
Performs complex office automation duties requiring different approaches and
methods from assignment to assignment. Chooses from a range of software
applications, (e.g., word processing, graphics, spreadsheet, and project
management), to perform a broad range of duties. Produces a variety of
reports, tracks actions, produces charts, creates specialized databases, or
prepares presentation materials.
Serves as liaison between the supervisor and subordinate units, answering
questions concerning procedures, status and outcomes. Screens all telephone
calls and visitor requests, answering many procedural questions with personal
knowledge of program activities. Coordinates with subordinate supervisors to
determine the appropriate staff members for handling technical inquiries.
Maintains awareness of the substantive programs of the office and provides
information to authorized individuals. Coordinates the work of the office with
external and internal clientele.
Provides advice and counseling to customers regarding a variety of issues that
require different and unrelated processes to answer. Helps customers formally
outline their situation and state the reasons for their inquiry. Determines a
course of action, performs research, and makes written or verbal contacts with
internal and external experts. Provides customer service and outlines options
available to clients. Provides customers with detailed explanations of outcomes,
including options available to them, qualifying conditions, and reporting
requirements. Tracks issues to resolution and reports outcomes.
Independently completes special research requests.

Tasks include:
Suggested inputs into policies and procedures as an advanced trainee.
Coordinated with other staff members in completing ad hoc work assignments.
Researched issues and analyzed data to support project recommendations of
higher-grade specialists.

Collateral Duties

Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The work requires a basic foundation of the concepts and principles and of the
conventional methodology required within the profession. This knowledge
would typically be gained through a bachelor's degree program in the
profession and additional experience/internship in the field. Additionally, a
general familiarity with the agency's professional practices, policies, and
procedures is required for the advanced trainee to perform assignments
independently.

Fact or 2-2 Supervisory Cont rols


The supervisor provides continuing or individual assignments by indicating
generally what is to be done, limitations, quality and quantity expected,
deadlines, and priority of assignments. The supervisor provides additional,
specific instructions for new, difficult, or unusual assignments including
suggested work methods or advice on source material available. The trainee
uses initiative in carrying out recurring assignments independently without
specific instructions, but refers deviations, problems, and unfamiliar situations
not covered by instructions to the supervisor for decision or help. The
supervisor assures that finished work and methods used are technically
accurate and in compliance with instructions or established procedures.
However, review of the work increases if the employee has not previously
performed similar assignments.
Fact or 3-2 Guidelines
Uses established guidelines in the form of standard instructions, literature,
precedents, and practices concerned with the assigned function. Judgment is
required in locating and selecting the most appropriate guidelines and
references. This may include exercising discretion, i.e., in selecting among
alternatives and making minor deviations occasionally to adapt guidelines to
specific cases. Situations to which existing guidelines are inapplicable or those
requiring significant deviations are referred to the supervisor.
Fact or 4-2 Complexit y
Assignments consist of specific, well defined tasks which typically are designed
to orient the trainee in the administrative policies and regulations, technical
programs, organization operating procedures, and the specialty area with which
the organization is concerned. The differences among assignments are easily
recognized and are of a factual nature such as a specified analysis, test, or
procedure to carry out. Typically, the work is routine and includes carrying out
common qualitative and quantitative analyses; conducting routine tests; and/or
preparing test samples, draft designs, or tentative professional opinion.
Fact or 5-2 Scope and Ef f ect
Work involves routine or well established procedures that comprise a complete
segment of an assignment or project of broader scope. Work efforts affect the
accuracy and reliability of the work being performed by other professionals.
Fact or 6-2 Personal Cont act s
Contacts are with a number of individuals in the employee's organization or
setting, but in different disciplines. Contacts might include inspectors,
managers, and workers in adjacent organizations or other individuals concerned
with the industry, science, or profession.
Fact or 7-1 Purpose of Cont act s
Contacts are for the purpose of exchanging factual and professional information.
Fact or 8-1 Physical Demands
Work is primarily sedentary although some walking or bending may be involved
in conducting fact-finding studies.
Fact or 9-1 Work Environment

Work is usually conducted in offices and office areas where there may be
occasional exposure to unsafe practices or conditions associated with office
operations that require normal safety precautions.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant

Equivalent Milit ary T it les:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) O fficer (3450)
Executive Assistant (9930)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Posit ion Tit le: Information Technology Specialist (Systems Analysis)


Classificat ion: FP-2210-3
This Version: 1.0
Most Recent Version: 1.0
Position Description

Posit ion Number: D09455


Int roduct ory St at ement : This position is located in the Office of the Chief Information Officer
(CIO) and reports to the Manager of Global Engineering. The incumbent will be part of a small and
specialized team responsible for the design, engineering, and oversight of the Agency's cutting
edge domestic and overseas information technology architecture, utilizing an interdisciplinary
approach focusing on staff and volunteer needs and requirements to design, develop, document and
integrate hardware and/or software systems ranging from the simple to extremely complex.
Recently, this group has evaluated, designed and implemented projects and technologies related to
Server Virtualization (Hyper-V, VMWare ESXi), Desktop Virtualization (VMware View), Storage Area
Networking (NetApp), Backup (Commvault Sympana, Symantec Backup Exec), Enterprise Email &
Collaboration (Microsoft Exchange 2010 and SharePoint) and Mobility products (GOOD for Enterprise,
E-reader, Tablet and mobility solutions). A successful candidate will leverage a strong background in
Systems & Infrastructure Engineering, including extensive, hands on experience designing and
implementing a wide range of technologies from a variety of vendors. The appointee will utilize an
interdisciplinary approach focusing on staff and volunteer requirements to design, develop,
document and integrate hardware and/or software systems ranging from the simple to extremely
complex. This may include assisting in developing requirements. The appointee should have a strong,
independently motivated drive to gaining personal knowledge of emerging technologies and utilize
new skills in assessing applicability to existing designs with the goal of improving efficiencies and
expanding capabilities of the agency. These duties may require occasional travel to Peace Corps'
regional offices and posts overseas. The ideal candidate will have extensive experience in design
and/or implementation of more than one of following products or areas of concentration; System
Center, VMWare ESXi, Hyper-V, NetApp, Exchange, Active Directory, Dynamics CRM, SharePoint,
Imaging and Deployment Tools, Windows OS (7, 8, 2008R2, 2012), Cloud technologies and Migration,
Mobile Technologies, IT Security Principles, PowerShell and/or other Scripting Languages.
MDAs and Duties for this Position
Syst ems Analysis 25%
Provides expert evaluation of the requirements, analyzes alternatives, and
recommends technical solutions relating to the complete life cycle for
information systems and information systems components.
Perform ongoing systems analysis of current Agency technology infrastructure to
ensure that it is inline with current and future Agency initiatives and strategic
goals and consistent with Agency policies, regulations and enterprise
architecture.
Provide technical leadership in development of infrastructure for continuous
operations and disaster recovery efforts.

Develop and maintain infrastructure related design documentation and technical


process models.
Independently designs, develops, and manages major software projects in a
specific specialty area to meet complex new or modified current or future
business requirements.

Tasks include:
Prepared systems documentation, such as programming specifications for
implementation by computer programmers.
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
to business processes, and optimization of existing architecture.
Devised migration strategies for new and/or complex systems, to provide
maximum compatibility with minimum disruption of the production workload.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Managed special projects that had a significant impact on the delivery of
customer support services. For example, planned and coordinated actions with
interagency infrastructure protection groups to ensure an integrated response
to problems of a potentially extensive nature.
IT Policy/Guidelines Development 25%
Evaluates and develops directives that implement high-level policy changes that
impact significant agency information technology programs or projects.
Develops and implements directives to implement high-level policy changes that
impact significant agency technology resource requirements.
Develop policies, standards, and procedures, in conjunction with the Enterprise
Architecture to ensure all Agency systems are consistent with overall Agency
strategies and plans.
Drafts various domestic and overseas guideline material, including polices,
procedures, regulations, manuals, and forms.

Align domestic & overseas technology architectures to create a uniform set of
agency-wide standards and processes.

Tasks include:
Evaluated and reviewed use of resources, planned future needs, and worked

with others to combine efforts and coordinate comprehensive plans. For


example, implemented and maintained enterprise servers and systems.
Analyzed feasibility studies of current IT requirements and forecasted future
needs.
Managed special projects that had a significant impact on the delivery of
customer support services. For example, planned and coordinated actions with
interagency infrastructure protection groups to ensure an integrated response
to problems of a potentially extensive nature.
IT Research and Analysis Work 25%
Provides expert analysis on complex project or program-related information
technology issues or problems where new analytical techniques must be
developed to evaluate findings.
Conduct technology research and development initiatives to identify appropriate
technologies that can be leveraged to further Agency goals, missions, and
objectives.
Participates with in-depth research and development of new and improved
systems for use in program and volunteer operations; and ensures that systems
are both in conformance with Agency architectural guidelines, and designed to
serve both user and program needs efficiently and cost-effectively.

Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
to business processes, and optimization of existing architecture.
IT Project Planning and Management 25%
Plans and manages IT projects involving interrelated technology specialty areas
and multiple stages of the systems development lifecycle.
Administers and manages information technology (IT) projects for major office or
program issues of broad impact. Provide sound advice regarding technology
issues and recommend technical solutions when appropriate.
Develop recurring lifecycle review of the Agency information technology
infrastructure.
Provide oversight for the optimization of technical infrastructure for
performance, stability, and reliability. Serve as technical counterpart for
Network, LAN/WAN environments.
Coordinate development and maintenance of the Enterprise Architecture (EA)

cross-agency technical reference model.


Participates in determining user IT requirements and ensures those needs are
met while maintaining system integration between posts and Headquarters.
Works as a team member on various IT initiatives. Provide project management
and consultation for infrastructure related technology initiatives. Performs other
duties of special project nature and receives on-the-job training of a technical
nature as required to fulfill the requirements of the Office of the CIO.

Tasks include:
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
to business processes, and optimization of existing architecture.
Managed IT projects involving interrelated disciplines and multiple stages of the
system development lifecycle.

Collateral Duties

Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
Mastery of, and skill in applying, advanced IT principles, concepts, methods,
standards, and practices sufficient to accomplish assignments such as: develop
and interpret policies, procedures, and strategies governing the planning and
delivery of services throughout the agency; provide expert technical advice,
guidance, and recommendations to management and other technical specialists
on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence
important agency IT policies or programs. Mastery of, and skill in applying, most
of the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and
their applications to business processes; IT security concepts, standards, and
methods; project management principles, methods, and practices including
developing plans and schedules, estimating resource requirements, defining
milestones and deliverables, monitoring activities, and evaluating and reporting
on accomplishments; and oral and written communication techniques. Ensures
the integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems
that meet current and future business requirements and apply and extend,
enhance, or optimize the existing architecture. Manages assigned projects.
Communicates complex technical requirements to non-technical personnel.
Prepares and presents briefings to senior management officials on
complex/controversial issues.

Fact or 2-4 Supervisory Cont rols


The incumbent works under the general direction of the Division Chief Technical
Infrastructure & Support, who sets overall objectives and assists in establishing
priorities and is available to provide general guidance and timeframes. Within a
broad set of guidelines the incumbent works independently, making decisions
on the creation, resolution, and disposition of all technical considerations
affecting Peace Corps technology. Assignments are typically given in the form of
general business or technology issues to be solved and the incumbent is
expected to exercise independent initiative, decision making, research, and skill
in carrying out all assignments. The supervisor reviews work in terms of
soundness of overall approach, effectiveness, customer satisfaction with the
results, ability to fulfill all responsibilities.
Fact or 3-4 Guidelines
Guidelines include relevant governmental and Peace Corps policies, regulations
and other guidance for the use of information technology although not all
guidance is clearly defined and available. Manufacturers and vendor's technical
manuals and technical specifications may also be applicable, as well as internal
procedures. Typically, guidelines are very general and may evolve over time, or
be non-existent often requiring input from the incumbent. The individual is
expected to translate the broad goals and requirements of the Office of the CIO
and program offices into useful technical solutions, and use considerable
initiative to identify and resolve problems without specific guidance from the
supervisor or written guidance.
Fact or 4-5 Complexit y
Assignments are diverse and cover a wide range of computer hardware and
software platforms. They involve use of complex computer technology, and
systems analysis and design concepts. The work involves a depth of complexity
in the specialty areas of microcomputer technology and telecommunications.
The incumbent will be expected to provide sound advice and consultation in all
areas of technology infrastructure. The nature of the job assumes the ability to
convert varying sets of procedures into systematic processes, and translate
these complexities into terms understandable by non-technical management and
staff.
Fact or 5-4 Scope and Ef f ect
This position provides technical focus for the research and development of
information technology. This position provides Agency-wide technical focus for
the agency's computer platforms with respect to the design, and implementation
of the agency's technology infrastructure. The incumbent has responsibility for
maintaining the integrity of technology infrastructure throughout the agency. The
work impacts on all parts of the agency, external partners, and thousands of
Peace Corps Volunteers who use or benefit from these computer capabilities.
The use of these technologies, when designed and implemented effectively,
plays a major role in improving the productivity of almost all Peace Corps
employees.
Fact or 6-3 Personal Cont act s
Contacts are typically with technical experts and subject matter, system users
and program managers at Peace Corps headquarters and field offices (both
overseas and domestic). They may also be with computer industry
representatives, representatives of private support, constituent, or professional
groups sharing Peace Corps information. The incumbent may also work with

software and hardware vendors to evaluate products, equipment, and service


offerings. They assist the agency CIO, Chief Architect, and other staff in
evaluating systems software performance on both operational and experimental
systems. The incumbent works with staff and contract vendors throughout the
Peace Corps to design and develop the Agency technology infrastructure. The
incumbent may also work with-other government agencies and organizations in
the private sector to coordinate technology information transfer, develop and
share best-practices information, and stay current with state-of-the-art
technology and problem resolution techniques.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence and persuade employees and managers
to accept and implement findings, advice, guidance, and recommendations in
the technology specialty area(s) of the position. May encounter resistance as a
result of issues such as organizational conflict, competing objectives, or
resource problems. Must be skillful in approaching contacts to obtain the
desired effect; e.g., gaining compliance with established policies and regulations
by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:

Equivalent Titles:
Equivalent Privat e Sect or T it les:

Equivalent Milit ary T it les:

Project Planner
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
IT Systems Analyst
Information Technology Analyst
Project Manager
Supervisor, Network C ontrol O perators
Systems Specialist
System Programmer
Information Technology Specialist
Systems Administrator
Program Manager
Telecommunications Manager
Systems Analyst
C omputer and Information Systems Managers
Network Analyst
Network Specialist

Network O perations and Systems O fficer (II/III) (0650)


C omputer Systems Analyst (9735)
Information Assurance Technician (0689)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Administrative Specialist


Classification: FP-0301-7
This Version: 2.1
Most Recent Version: 2.1
Position Description

Position Number: D10733


Introductory Statement: This position is located in the Inter American Pacific (IAP) Regional Office. The
Administrative Specialist will be responsible for a wide range of purchasing, administrative, logistical
coordination and liaison activities for the office. It is expected that the Administrative Specialist will work
with discretion, tact, tone and diplomacy.
MDAs and Duties for this Position
Performs Trainee Work 100%
As an advanced trainee, increases knowledge, skills, and abilities in the occupation.
Researches regulations and other pertinent directives for answers to questions prior
to consulting with the supervisor or a higher-grade employee. Successfully
completes required formal and on-the-job training, and demonstrates a progressive
ability to independently accomplish assignments.
Increases networks and contacts beneficial to the successful performance of
assignments. Contacts extend beyond the immediate work area and the work
requires effective coordination and solicitation of cooperative efforts from other
administrative or support staff.
Maintains the office calendar and with guidance schedules appointments, training
sessions, and conferences. Schedules and prioritizes appointments and meetings
for the supervisor. Coordinates to ensure that key staff members are present at
meetings, and briefs the participants before meetings occur. Researches and
provides background on the subject matter of meetings and conferences. Attends
meetings, notes commitments made, informs staff of the commitments, arranges for
staff to implement them, follows up on action items with appropriate staff members,
and prepares minutes. As requested, may be asked to attend meetings on behalf of
management and take summary notes of meetings.
Coordinates and schedules travel, to include developing itineraries, supporting
documents, and reimbursements. Establishes an action tracking system, and
follows up with staff to ensure that assignments have been completed. Establishes
and maintains paper and electronic filing systems.
Composes non-technical written products from oral instructions, information obtained
from files, and data obtained from staff members. With guidance, sends materials to
the appropriate person. Reviews non-technical materials prepared by others for
grammar, punctuation, spelling, and clarity of expression. Ascertains that materials
have been coordinated correctly and are in accordance with established policy.
Under supervision, drafts, edits, reviews, and proofreads papers, memoranda, and

other documents for the department. Acts on a variety of routine and non-routine
matters and correspondence to which the manager must personally respond.
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources. With guidance, completes special research
requests. Exchanges and develops information, resolves discrepancies, and makes
recommendations about conflicting program-related materials. Collects program
information from specialists, enters it into a variety of electronic information
systems including databases, searches for related information, retrieves all relevant
data, and performs preliminary analysis (quantitative or qualitative).
Screens telephone calls and visitor requests. Helps customers formally outline their
situation and state the reasons for their inquiry. In a training capacity, answers
questions routine inquiries requiring knowledge of the organization's activities or its
internal administrative procedures and other matters necessary to implement the
supervisor's policies, directives, and instructions. Maintains awareness of the
substantive programs of the office and provides information to authorized
individuals. Refers inquiries requiring technical program knowledge to an appropriate
staff member for follow up. Serves as liaison between the supervisor and
subordinate units. Tracks cases to resolution and reports outcomes. May be
responsible for handling sensitive, problematic issues requiring an understanding of
policies and superb judgment. With access to records and other information about
volunteers, employee agrees to keep all such information strictly confidential and to
refrain from discussing information with anyone else without proper authority.

Tasks include:
Researched issues and analyzed data to support project recommendations of
higher-grade specialists.
Coordinated with other staff members in completing ad hoc work assignments.
Suggested inputs into policies and procedures as an advanced trainee.

Collateral Duties

Factor Statements
Factor 1-6 Knowledge Required by the Position
The work requires a basic foundation of the concepts and principles and of the
conventional methodology required within the profession. This knowledge would
typically be gained through a bachelor's degree program in the profession and
additional experience/internship in the field. Additionally, a general familiarity with
the agency's professional practices, policies, and procedures is required for the
advanced trainee to perform assignments independently.
Factor 2-2 Supervisory Controls
The supervisor provides continuing or individual assignments by indicating generally
what is to be done, limitations, quality and quantity expected, deadlines, and priority
of assignments. The supervisor provides additional, specific instructions for new,
difficult, or unusual assignments including suggested work methods or advice on
source material available. The trainee uses initiative in carrying out recurring
assignments independently without specific instructions, but refers deviations,

problems, and unfamiliar situations not covered by instructions to the supervisor for
decision or help. The supervisor assures that finished work and methods used are
technically accurate and in compliance with instructions or established procedures.
However, review of the work increases if the employee has not previously performed
similar assignments.
Factor 3-2 Guidelines
Uses established guidelines in the form of standard instructions, literature,
precedents, and practices concerned with the assigned function. Judgment is
required in locating and selecting the most appropriate guidelines and references.
This may include exercising discretion, i.e., in selecting among alternatives and
making minor deviations occasionally to adapt guidelines to specific cases.
Situations to which existing guidelines are inapplicable or those requiring significant
deviations are referred to the supervisor.
Factor 4-2 Complexity
Assignments consist of specific, well defined tasks which typically are designed to
orient the trainee in the administrative policies and regulations, technical programs,
organization operating procedures, and the specialty area with which the
organization is concerned. The differences among assignments are easily
recognized and are of a factual nature such as a specified analysis, test, or
procedure to carry out. Typically, the work is routine and includes carrying out
common qualitative and quantitative analyses; conducting routine tests; and/or
preparing test samples, draft designs, or tentative professional opinion.
Factor 5-2 Scope and Effect
Work involves routine or well established procedures that comprise a complete
segment of an assignment or project of broader scope. Work efforts affect the
accuracy and reliability of the work being performed by other professionals.
Factor 6-2 Personal Contacts
Contacts are with a number of individuals in the employee's organization or setting,
but in different disciplines. Contacts might include inspectors, managers, and
workers in adjacent organizations or other individuals concerned with the industry,
science, or profession.
Factor 7-1 Purpose of Contacts
Contacts are for the purpose of exchanging factual and professional information.
Factor 8-1 Physical Demands
Work is primarily sedentary although some walking or bending may be involved in
conducting fact-finding studies.
Factor 9-1 Work Environment
Work is usually conducted in offices and office areas where there may be
occasional exposure to unsafe practices or conditions associated with office
operations that require normal safety precautions.
Other Significant Facts:

Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Customer Service Representative
Program Analyst
Program Specialist
Staff Assistant
Administrative Assistant
Clerk Typist
Typist
Office Manager
Receptionist
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Program Assistant
Secretary

Equivalent Military Titles:

Administrative Assistant (2605)


Planning, Programming, And Budgeting Systems (PPBS) Officer (3450)
Administrative Clerk (0151)
Executive Assistant (9930)
Functional Support and Administration Specialists (DG 9750)

Copyright 20 13 Avue Technologies Corporation, All Rights Reserved.

Position Title: Supervisory IT Specialist (Software Quality Assurance and


Support)
Classification: FP-2210-2
This Version: 1.0
Most Recent Version: 1.3
Position Description

Position Number: D10828


Introductory Statement: This position is located in the Office of the CIO in the Enterprise Business
Software Services (EBSS) division. The incumbent serves as the Chief Software Quality Assurance and
Support in EBSS. The incumbent coordinates work processes for the Application Systems Quality
Assurance and Support Division which includes software quality assurance and support activities of
business application systems and related services. The Application Systems Quality Assurance and
Support Division manages and provides all software quality and support services for Peace Corps
business application systems regardless of development or deployment platform. As the Chief of Software
Quality Assurance (QA) and Support, you will be responsible for ensuring the quality of software being
delivered by the OCIO and that the software support engineers deliver high quality service to agency staff
worldwide. The Chief must be able to work in an environment where team work is used to achieve results
within the department as well as the agency as a whole.
MDAs and Duties for this Position
Software Quality Assurance Testing 30%
You would be responsible for the enterprise-wide quality strategy that ensures the
agency meets its software quality goals. In doing so, you would manage a team of
QA professionals in testing web-based and desktop solutions. In addition, you would
be responsible for developing software testing strategies, tactics and processes,
while driving process improvements and efficiencies. Your functions would include
the establishment of best practices, team training, department succession planning
and mentorship of the QA team. You would work with a specialized group of
professionals on complex, multi-faceted prototype systems.
As a supervisor-level employee, this position requires the ability to accurately scope
work and contribute to new product development and accurately drive team to meet
software quality expectations. Manager duties include the ability to proactively
assess the relevance of the QA team against general metrics such as disciplinespecific metrics towards the goal of improving efficiency and effectiveness in testing
and quality standards.
Key activities include:
-Develop and apply customized test procedures for web-based and desktop software
solutions
-Assign the necessary QA resources
-Maintain a high standard of quality assurance standards
-Evaluate testing procedures at close of project
-Define and track quality assurance metrics
-Validate product against specifications documenting through test cases and clear
and concise defect reports

-Work closely with developers, engineers and others to provide additional


research/debugging of issues where more information is needed to understand and
resolve the issues
-Keep up-to-date with current Web development and coding standards
-Manage the planning/scheduling of the QA process for each project
-Lead initiatives to improve testing coverage and team efficiency; assure team
deliverables, and serve as a strong proponent of quality within the team through
close interaction within the QA team, as well as with other engineering and cross
functional teams
-Develop strategies and monitor/maintain use of the agency's System Development
Lifecycle process
-Implement automated testing, white box and black box processes/procedures as
appropriate
-Communicate major status of projects, test personnel, customer concerns, etc. to
the Department Manager.
-Contribute to requirements understanding, automation, testing, and processes for
distributed software components
-Lead teams of QA engineers to deliver on test cases, automation and test
execution using proven QA tools, processes (Agile/SCRUM)
-Mentor and coach QA engineers and seek opportunity to bring in continuous
improvements to functional QA in every aspect (coverage, performance, reliability,
deployment, automation)
-Develop, review, and publish standards, policies and procedures for all functions
involved with or related to the quality and testing of Software Products.

Tasks include:
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Vendor/Contractor Evaluation and Monitoring 10%
Manages and coordinates contract administration activities for long-term, extensive
technical service contracts.
Acquires information technology (IT) hardware and/or software, services, and
maintenance in multi-year (5 and 10 year) IT contracts. Reviews and coordinates
requests from clients. Determines the type of hardware that is most appropriate to
meet user needs. Determines the type and version of software that is most
appropriate. Determines the number of licenses or maintenance service agreements
that should be purchased. Participates in the design and development stages of
software developed under contract.

Tasks include:
Coordinated contract administration activities for long-term, extensive technical

service contracts.
Supervisory and/or Managerial Responsibilities 30%
Supervises a group of employees performing work at the FP-3 level. Provides
administrative and technical supervision necessary for accomplishing the work of
the unit.
Performs the administrative and human resource management functions relative to
the staff supervised. Establishes guidelines and performance expectations for staff
members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance; demonstrates
and conducts work performance critiques. Provides informal feedback and
periodically evaluates employee performance. Resolves informal complaints and
grievances. Develops work improvement plans, recommending personnel actions as
necessary. Provides advice and counsel to workers related to work and
administrative matters. Effects disciplinary measures as appropriate to the authority
delegated in this area. Reviews and approves or disapproves leave requests.
Assures that subordinates are trained and fully comply with the provisions of the
safety regulations.
The incumbent is responsible for furthering the goals of equal employment
opportunity (EEO) by taking positive steps to assure the accomplishment of
affirmative action objectives and by adhering to nondiscriminatory employment
practices in regard to race, color, religion, sex, national origin, age, or handicap.
Specifically, incumbent initiates nondiscriminatory practices and affirmative action
for the area under his/her supervision in the following: (1) merit promotion of
employees and recruitment and hiring of applicants; (2) fair treatment of all
employees; (3) encouragement and recognition of employee achievements; (4)
career development of employees; and (5) full utilization of their skills.

Tasks include:
Coordinated the work of a wide variety of participants when there were significant or
major advancements or issues in the program area or subject matter field related to
the program area supervised.
Had delegated authority to establish annual, multi-year, or similar long-range plans
and schedules covering the work of an organizational unit, plan for long-range
staffing needs, and implement (through subordinate organizational units or others)
the goals and objectives for an assigned program.
Wrote reports in the specialization or subject matter area of the position, some of
which have been recognized by others as having an important influence in the
program area.
Analyzed issues related to the establishment of program goals and objectives for
major agency program areas supervised. Provided recommendations on the
development of program implementation, operation, and evaluation
strategies/methodologies.
Justified, defended, negotiated, or settled matters involving significant or
controversial issues. Participated in conferences, meetings, or presentations
involving problems or issues of considerable consequence or importance to the work
of an agency.
Software Support Engineering 30%
As a technical authority, plans, develops, organizes, administers, evaluates, and

coordinates a comprehensive computer software quality assurance program for all


quality assurance functional program areas.
The support functions include directing the 3rd tier support operations for the OCIO.
This includes managing the activities of OCIO's dedicated support software
engineers. This key role is responsible for motivating, mentoring and developing a
team to deliver high performance support to agency staff. The role will also interact
with customers at both a tactical and a strategic level, as well as participate in
regular service review meetings with senior management.

Key activities include:
-An Excellent knowledge of Microsoft based operating systems and technologies
-Recruitment, management and development of software support engineers
-Ensure that customers receive quality support in a timely manner
-Act as escalation point in provision of technical solutions and service to customers
-Provide input into product development processes
-Communicating with programming staff on issues relating to bug fixes, product
enhancements, etc.
-Communicating with database engineering staff on issues relating to bug fixes,
table changes, etc.
-Act as a technical resource to agency employees
-Finding ways to improve the overall customer experience
-Providing feedback on our products from a customer and technical perspective
-Documenting solutions in our online community
-Manage and monitor support tickets

Tasks include:
Developed strategies to address serious deficiencies during product testing or initial
development stages.

Collateral Duties

Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish assignments
such as: develop and interpret policies, procedures, and strategies governing the
planning and delivery of services throughout the agency; provide expert technical
advice, guidance, and recommendations to management and other technical
specialists on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence
important agency IT policies or programs. Mastery of, and skill in applying, most of
the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and their
applications to business processes; IT security concepts, standards, and methods;
project management principles, methods, and practices including developing plans
and schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to

integration/interoperability issues. Designs, develops, and manages systems that


meet current and future business requirements and apply and extend, enhance, or
optimize the existing architecture. Manages assigned projects. Communicates
complex technical requirements to non-technical personnel. Prepares and presents
briefings to senior management officials on complex/controversial issues.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment
including possible stages, and possible approaches. The employee determines the
most appropriate principles, practices, and methods to apply in all phases of
assignments, including the approach to be taken, degree of intensity, and depth of
research in management advisories; frequently interprets regulations on his/her own
initiative, applies new methods to resolve complex and/or intricate, controversial, or
unprecedented issues and problems, and resolves most of the conflicts that arise;
and keeps the supervisor informed of progress and of potentially controversial
matters. The supervisor reviews completed work for soundness of overall approach,
effectiveness in meeting requirements or producing expected results, the feasibility
of recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Factor 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments are
often scarce, inapplicable or have gaps in specificity that require considerable
interpretation and/or adaptation for application to issues and problems. The
employee uses judgment, initiative, and resourcefulness in deviating from
established methods to modify, adapt, and/or refine broader guidelines to resolve
specific complex and/or intricate issues and problems; treat specific issues or
problems; research trends and patterns; develop new methods and criteria; and/or
propose new policies and practices.
Factor 4-5 Complexity
Work consists of a variety of duties requiring the application of many different and
unrelated processes and methods to a broad range of IT activities or to the in-depth
analysis of IT issues. The employee makes decisions that involve major
uncertainties with regard to the most effective approach or methodology to be
applied. These changes typically result from continuing changes in customer
business requirements; or rapidly evolving technology in the specialty areas. The
employee develops new standards, methods, and techniques; evaluates the impact
of technological change; and/or conceives of solutions to highly complex technical
issues. The work frequently involves integrating the activities of multiple specialty
areas.
Factor 5-4 Scope and Effect
The purpose of the position is to manage IT projects for major organizations or
programs of broad impact. The employee undertakes or participates in special
projects, ongoing analyses, investigations and initiatives that have high priority for
high-level management, such as, producing complex written reports; organizing
special committees, workshops, or other gatherings; initiating program reviews; or
developing or fostering cross-agency activities. The work influences new initiatives
and projects to improve, facilitate, and integrate IT programs.
Factor 6-3 Personal Contacts

Personal contacts are with individuals or groups from outside the agency, including
consultants, contractors, vendors, or representatives of professional associations,
the media, or public interest groups, in moderately unstructured settings. Contacts
are related to technological information and developments applicable to assigned IT
projects. Contacts may also include agency officials who are several managerial
levels removed from the employee when such contacts occur on an ad hoc basis.
Factor 7-3 Purpose of Contacts
The purpose of contacts is to influence and persuade employees and managers to
accept and implement findings, advice, guidance, and recommendations in the
technology specialty area(s) of the position. May encounter resistance as a result
of issues such as organizational conflict, competing objectives, or resource
problems. Must be skillful in approaching contacts to obtain the desired effect; e.g.,
gaining compliance with established policies and regulations by persuasion or
negotiation.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in conjunction
with travel to and attendance at meetings and conferences away from the work site.
Some employees may carry light items such as papers, books, or small parts, or
drive a motor vehicle. The work does not require any special physical effort.
Factor 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Some employees may occasionally be exposed to uncomfortable conditions in such
places as research and production facilities.
Supervisory Factor Statements
Factor 1-4 Program Scope and Effect
Directs a segment of a professional, highly technical, or complex administrative
program which involves the development of major aspects of key agency scientific,
medical, legal, administrative, regulatory, policy development or comparable, highly
technical programs; or that includes major, highly technical operations at the
Government's largest most complex industrial installations. Impacts an agency's
headquarters operations, several bureau-wide programs, or most of an agency's
entire field establishment; or facilitates the agency's accomplishment of its primary
mission or programs of national significance; or impacts large segments of the
Nation's population or segments of one or a few large industries; or receives frequent
or continuing congressional or media attention.
Factor 2-2 Organizational Setting
The position is accountable to a position that is one reporting level below the first
SES, or equivalent or higher level position in the direct supervisory chain.
Factor 3-2 Supervisory/Managerial Authority Exercised
In addition to elementary supervisory authorities and responsibilities, this position
plans and schedules ongoing production-oriented work on quarterly and annual
basis, or direct assignments of similar duration. Adjusts staffing levels or work
procedures within the organizational unit(s) to accommodate resource allocation
decisions made at higher echelons. Justifies the purchase of new equipment.

Imp