HR ASSISTANT (INFORMATION SYSTEMS) GS-0203-7

Position Description

This position is located in the Naval Supply Systems Command (NAVSUP), Corporate Operations Directorate, Policy and Programs Division. The Policy and Programs Division is responsible for the development, implementation and administration of an Enterprise-wide Human Resources (HR) Program, providing oversight on policies and programs encompassing Outreach and Recruitment, Staffing and Placement, Position Classification and Position Management, and Civilian Personnel Data Systems Management. The incumbent provides administrative support and may serve as a coordinator and analyst for HR IT Systems for the NAVSUP Enterprise. Provides support and advice regarding the HR systems’ access processes to Command Partners, at both CONUS and OCONUS locations.

FACTOR 1: Knowledge Required by the Position Factor Level: 1-4 550 pts Basic knowledge of, and skill in applying, a standardized body of HR rules, procedures, and operations concerning HR functions in Civilian Human Resources, such as Staffing, classification, Outreach, etc. to perform a variety of interrelated and/or non-standard HR Support work. Knowledge of the various IT systems necessary in order to facilitate workload (DCPDS, e-Verify, USAStaffing, Flankspeed, HR Link, HR Tracker, Protrack, and others). Needs IT knowledge to provide system related support to internal and external customers. Knowledge of Navy correspondence and correspondence procedures, and other general administrative and clerical methods in order to perform miscellaneous administrative support duties. Skilled in oral and written communication to effectively communicate. Knowledge of various computer software packages, such as MS Office to perform operations or to prepare comles documents containing tables or graphs. Ability to use online HR resources to obtain information accessible over the internet as needed. Must be proficient in computer use. FACTOR 2: Supervisory Controls Factor Level: 2-3 275 pts The incumbent works independently by planning day to day work, which is reoccurring monthly reports, system access request submissions, completing MAAD forms, etc., which require successive steps to completion. Basic problems are resolved, but more dynamic issues are brought to a supervisor or higher level HR Specialist for resolution. May handle issues that have solutions governed by established instructions, policies and guides. Supervisor reviews draft email Page 4 of 5 correspondence, GEMS, and other informative communications for accuracy and appropriateness; however, other assignments, such as monthly reporting, Taskers, system access requests and resolution tickets are not reviewed by the supervisor, unless an issue arises requiring resolution. FACTOR 3: Guidelines Factor Level: 3-3 275 pts The employee uses a number of established resources, such as system access SOPs, guidance from the HRO (Tracker) OCHR, MAHRS (system access), SUP 06, Flankspeed, etc. as reference material to inform how day to day work is accomplished. Significant deviations from existing resources is referred to the supervisor or higher-graded colleague for proper way forward, to review responses to customers, etc. FACTOR 4: Complexity Factor Level: 4-3 150 pts The incumbent supports various HR programs that are different and have unrelated processes and procedures, such as the Staffing, Classification, and Outreach Programs. The employee may support all or a few of the programs at any one time. This requires the employee to consider and adjust to many different types of procedures when dealing with issues, and analyzes different types of issues prevalent to each program. Basic issues are handled independently, but the incumbent may also reach out to the Program Manager or supervisor for guidance or to consider recommendations. The incumbent works directly with internal and external customers, which can drive the quality and timeliness of the HR product and service delivery. The work tasks completed supports employees across the enterprise, which can impact an employees’ ability to complete work, how they view the HR Department, and how they feel about the organization. FACTOR 5: Scope and Effect Factor Level: 5-3 150 pts The work, problems, questions and situations are routine within the HR Policy and Program Office, such as processing system access forms, providing reoccurring month reports, submitting PRs, handling trouble tickets, completing MAAD forms, planning the accesses for HR new hires, Furlough Tasker, etc. Ensures correct forms, PRs, trouble tickets are used, filled out correctly and submitted in a timely fashion. Communicates with employees if there are form errors and follows up with employees once the processes are complete. This impacts employees’ access records, supervisor hierarchical records in DCPDs- MyBiz, HR programs, and service provided. Work has a direct effect on the quality and adequacy of employee records, program operations, and services provided through the HR office. Work also affects the social and economic well being of persons serviced through the HR office. FACTOR 6: Personal Contacts Factor Level: 6-2 pts The incumbent communicates with employees and managers at various levels throughout the enterprise, such as internal HR staff, other HQ departments, ESCH III organizations and various ACOMS . There is little to no interaction with the general public. FACTOR 7: Purpose of Contacts Factor Level: 7B 75 pts Page 5 of 5 These contacts are made to coordinate day to day tasks that involve internal and external customers. These interactions include initial contacts for HR services, basic issues and problem resolution, and presenting information to small and large groups. The need for tact and diplomacy is key due to the nature of work in human resources. FACTOR 8: Physical Demands Factor Level: 8-1 5 pts 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, or small parts; or driving an automobile. No special physical demands are required to perform the work. Incumbent may be subject to occasional travel of up to 25%. This may require walking, bending and climbing during visits to various Navy and commercial installations. During the course of this travel, industrial facilities may be visited or toured. FACTOR 9: Work Environment Factor Level: 9-1 5 pts Work is done primarily in an office setting. The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, residences, or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals. The work area is adequately lighted, heated, and ventilated. OTHER CONDITIONS: CLASSIFICATION SUMMARY References Used: Assistance Work in the Human Resources Group, GS-0200 December 2000 While OPM defines HR Assistance as assistants provide support for HR specialists involved in using HR information systems; in delivering HR services to military personnel; and in classification, recruitment and placement, employee benefits, human resource development, performance management, and employee and labor management relations. They work in HR offices, examining or job information centers or offices, or administrative support offices; this position supports all of those functions and must have knowledge of the work that is being supported

Position Duties/Responsibilities

General Administrative Support Performs a variety of technical, administrative, and clerical support services within the department for HR management and various HR programs: Staffing, Classification, Outreach, etc. Maintains electronic and manual files, prepares miscellaneous documents and correspondence. Locates information or documents as requested by others. May assist in maintaining supplies for the department. Maintains and updates the master leave spreadsheet for HR employees. Additionally maintains the SUP31 phone distribution roster. Employee makes sure all MAAD and other new hire paperwork is submitted to the appropriate POCs in a timely fashion to ensure that new SUP31 employees are properly established when reporting for their EOD. The incumbent is responsible for pulling, processing request for, and delivering various personnel data reports from HRLINK, or other systems, to various Enterprise stakeholders. Responsible for ensuring that PII and other sensitive information is properly handled and/or removed to avoid spillage. Responsibilities also include completing and delivering a series of ad hoc, biweekly, monthly, quarterly reports to customers in a timely fashion. Also, responsible for annual data calls, and special projects which require HR data to be used in order to complete. Drafts and/or sends GEMS to a variety of Command partners on various HR related subjects. May train HR back-ups and interns to assist in HR administrative duties, when needed. Uses Microsoft office products (Word, Excel, PowerPoint, Outlook, etc.) to complete duties. Page 2 of 5 Uses tact and diplomacy when dealing with internal and external customers. 50% HR IT Systems Support Assists the HR Department with developing, coordinating and maintaining SharePoint sites. Supports program managers with HR IT System programs, such as straight forward system functionality and processes. Partners with senior HR specialist and customers to ensure a thorough understanding of the NAVSUP HR IT Systems access processes and policies. Considers and weighs the impact of system recommendations on the overall effect to the NAVSUP HRO IT Systems program when planning and executing assignments. Collaborates with senior HR specialists in meetings and conferences involving training and developmental programs, policies, or systems. Participates in various workgroups that support Agency HR IT Systems Initiatives. Provides briefings/training to NAVSUP personnel as necessary at various levels within the organization. Responds to internal and external customer inquiries about HR IT Systems and policies. Troubleshoots and remedies basic system users’ errors and assists technical personnel with isolating and resolving systems issues. Makes recommendations for process improvement; communicates with all levels of management within NAVSUP to provide detailed written and verbal responses to customer inquiries. Establishes and maintains liaison with various partners (e.g. OCHR, MAHRS, IT professionals and BSC technical representatives) regarding system maintenance and troubleshooting. Maintains continuous liaison with NAVSUP HRO Tracker administrators throughout NAVSUP on system use and troubleshooting. Provides technical guidance and training to users and administrators on system accesses and basic HRIS (DCDPS, AutoNOA, USAStaffing, etc.) functionalities and provides special reports on request. Assists in communicating changes to users throughout the Agency. Develops learning aids, and other documentation in support of system changes and updates as they occur. Provides support to the system administrator for the NAVSUP HRO Tracker as needed which may include providing a basic level of HRO Tracker support troubleshooting, documenting remedies/solutions via the BSC help desk. Assists in the responses to DCPDS trouble tickets utilizing standard help desk protocols. General system administration includes coordinating interfaces and reconciliation processes, ensuring (DCPDS) hierarchy and personnel information is accurate and correct. Incumbent is responsible for handling all system access requests (e.g. DCPDS, HRLINK, USAStaffing, eOPF and others as needed). Researches systems problems, such as hosting, basic infrastructure, support structure, governing regulations, and common system issues. Recommends corrective action, work-around, and/or reports problems. Follows up with technical POCs to ensure timely response to reported issues. Uses Excel, and other tools to develop reports using procedures and data sources created by others. Manages recurring report programs. Monitors help email accounts and prepares responses, sometimes requiring research and coordination with HRO Staff, OCHR technical representatives, and supporting contractors. Maintains a positive relationship with internal and external customers. Uses knowledge of Personally Identifiable Information (PII) and security standards to ensure Page 3 of 5 account security requirements are followed. Information commonly accessed by the incumbent is covered by the Privacy Act. 35% Contract Support Functions as the main COR for all SUP31 contracts, including cyberFEDS. Responsible for conducting market research, getting quotes from vendors, and completing contracting forms and paperwork using the Protrack system. Additionally, enters PRs into ERP, and ensures that the contract is executed on time, and that the vendor is paid through WAWF. Provides assistance between internal and external stakeholders when technical or other issues arise on a contract. Required to be in good standing and complete all required training and educational requirements in order to be a COR. 10% Performs other duties as assigned.

Pay Plan

GS

Grade

7

Full Performance Level

7

Telework Eligible

Yes

Qualifications

Please know this recruiting event does not require traditional rating and ranking procedures as stated in OPM policy guidelines. However, candidates must meet minimum qualifications for the position and educational eligibility requirements.