Standardized Position Description
for Employment Assistance Manager, GS-101-11


INTRODUCTION: The purpose of the position is to manage the military spouse and family member employment program within the local community and overseas. The incumbent provides comprehensive employment assistance for Department of Defense (DOD) personnel. This may include eligible military members, reservists and civilian personnel of all Services.

DUTIES AND RESPOSIBILITIES:

1. Implements and directs program goals and objectives for the installation and surrounding area for the spouse and family member employment assistance program. Interviews, counsels and advises on career, occupational, volunteer and educational issues. Uses assessment tools and techniques (e.g., surveys, questionnaires and needs assessments, interviews, etc.) to compile work and experience profiles on clients. Uses appropriate career inventories and aptitude tests to help clients focus their interests and identify goals. Develops a long-range plan that recognizes the individual's personal and vocational needs and assists the client in outlining milestones to achieve those goals.

2. Establishes and maintains continuous relationships with corporate industry personnel, small business agencies, local chambers of commerce, economic development council, state employment services, universities and private employment agencies. Develops a database of job opportunities for family and negotiation techniques to create job opportunities for DOD personnel. Uses appropriate resources to analyze career inventories and aptitude tests to assist clients in identifying interests and goals. Develops long range plan that recognizes the individual's personal and vocational needs.

3. Develops and implements a follow-up system to identify, interpret and track program effectiveness and success. Gathers specific statistics regarding employment trends on military family members, youth and DOD personnel and reports information to the Family Center Director for use at intermediate command, Headquarters and OSD level.

4. Designs effective marketing strategy and public relations programs to ensure target population (e.g., DOD personnel, base population, local employers) are informed of the DOD employment assistance program. Consults and briefs commanders, installation leadership and the community at large to keep them abreast of local and national employment trends, employment demographics for spouses and family members of DOD personnel and work-family issues. Writes and publishes articles and develops promotional materials. Researches occupational trends and educational programs to become knowledgeable of the physical, metal, educational and experiential requirements of various occupations. Establishes contacts with professional associations, trade unions, the Civilian Personnel Office (appropriated and Nonappropriated fund), the Installation Education Office, Army, Air Force, Navy, Marine Corps Exchanges, successfully employed DOD personnel and others to ensure follow-up and to deliver comprehensive employment assistance services.

5. Designs coordinates, conducts and evaluates workshops and seminars on specific job skills such as resume writing, interviewing techniques, salary negotiation, networking and achieving a professional image. Develops local networks to enhance program delivery when available (e.g., guest speakers, subject matter experts, etc.). Works independently or with Family Center staff such as relocation and transition managers to develop course curricula and prepare accompanying resource materials. Organizes and implements initiatives such as job fairs and executive career study groups that invite prospective employers to the installation. Lack of available community resources requires application of innovative techniques to develop suitable curricula substitutions.

6. Recruits, trains, oversees and evaluates volunteer staff for the program. Recommends duties and responsibilities for job descriptions, coordinates assignments and implements recognition activities for volunteer staff.

III. CONTROLS OVER THE WORK: Works under the general supervision of the Family Center director or Career Center manager who provides overall program direction and resources and relies upon incumbent to exercise sound judgment and initiative in carrying out responsibilities. Incumbent has wide latitude for independent action in accomplishment of outlined duties. Work is evaluated in terms of overall program effectiveness, soundness of recommendations and effective use of resources.


EVALUATION
Employment Assistance Manager, GS-101-11



1. References:
      a. USOPM Series Definition for the GS-101, Social Sciences Series.
      b. USOPMPCS for the GS-180, Psychologist Series.

1. Background. The statutory and policy guidance for the military spouse and family member employment program are contained in Public Law 101-189, Military Relocation Assistance which requires that spouses be provided settling-in services with emphasis on spouse employment assistance information: DoD Directive 1342.17, "Family Policy," which directs that family support systems be allocated resources to accomplish their mission and DoD Instruction 1342.22, "Family Centers," which states " ... all DoD family centers shall provide the following baseline service ... employment assistance."

2. Determination of Series and Title. The position manages the military spouse and family member employment program which assists military members and their families plan career goals, work with potential employers to create job opportunities, reviews and analyzes program effectiveness, publicizes the program to create awareness, and provides seminars and workshops for clients to assist in developing job placement skills. The incumbent develops course curricla, organizes job fairs, and directs volunteers who staff the program.

There is no specific series for this type of work. The incumbent applies personnel and management techniques in providing career counseling developing job opportunities, and training programs designed to assist a broad client base. The incumbent uses appropriate resources to analyze career inventories and aptitude tests to assist clients to identifying interests and goals. The administration and analysis of these measurement instruments requires a professional position typical of those included in the Social Science Group, GS-100. Similar functions are performed by psychologists in providing consultative services when applying professional knowledges. Likewise, professional Social Workers provide consultation and advice on a broad range of issues, including employment opportunities. The work requires a knowledge of the social and cultural characteristic of the clients served, and the professional skills to assess needs and provide the full range of service designed to meet them. This work, performed in conjunction with a network of services provided by the family center, places the position in the GS-101 social Science series, with a title of employment assistance manager.

3. Grade Determination. The GS-11 is supported by comparison to the GS-180-11 Psychologist. Here, the incumbent exercises professional judgemental and creativity in applying existing theory and available methods and precedents to the conditions and needs of a specific project. Studies typical of the GS-11 do not involve the development of new instruments methods or criteria but the adaptation of types which had previous success in similar situations. These circumstances are typical of the long range plans prepared by the incumbent of the subject position when analyzing the client's personal and vocational needs. The level of responsibility has the GS-180-11 Psychologist typically working under the guidance and review of more experienced Psychologists. The subject position reports to the Family Center Director of Career Center Manager. In cases where these positions are not professional, the subject position may obtain professional advice from colleagues in other organizations. Since the complexity of the projects is associated with the standardization typical of the GS-11, the level of responsibility is also at the GS-11 because most of the professional work will be covered by existing procedures or guidance


Standardized Position Description
for Employment Assistance Manager, GS-101-9


INTRODUCTION: The purpose of the position is to manage the military spouse and family member employment program within the local community and overseas. The incumbent provides comprehensive employment assistance for Department of Defense (DoD) personnel. This may include eligible military members, reservists and civilian personnel of all Services.

DUTIES AND RESPONSIBILITIES:

1. Implements and directs program goals and objectives for the installation and surrounding area for the spouse and family member employment assistance program. Interviews, counsels and advises on career, occupational, volunteer and educational issues. Compile work and experience profiles on clients. Uses appropriate career inventories and aptitude tests to help client focus their interests and identify goals.

2. Establishes and maintains continuous relationships with corporate industry personnel, small business agencies, local chambers of commerce, economic development council, state employment services, universities and private employment agencies. Develops a database of job opportunities for DoD personnel. Uses appropriate resources to analyze career inventories and aptitude tests to assist clients in identifying interests and goals.

3. Develops and implements a follow-up system to identify, interpret and track program effectiveness and success. Gathers specific statistics regarding employment trends on military family members, youth and DoD personnel and reports information to the Family Center Director for use at intermediate command, Headquarters and OSD level.

4. Designs effective marketing strategy and public relations programs to ensure target population (e.g., DoD personnel, base population, local employers) are informed of the DoD employment assistance program. Writes and publishes articles and develops promotional materials. Researches occupational trends and educational programs to become knowledgeable of the physical, mental educational and experiential requirements of various occupations. Establishes contacts with professional associations, trade unions, the Civilian Personnel Office (appropriated and Nonappropriated fund), the Installation Education Office, Army, Air Force, Navy and Marine corps Exchanges, successfully employed DoD personnel and others to ensure follow-up and to deliver comprehensive employment assistance services.

5. Designs, coordinates, conducts and evaluates workshops and seminars on specific job skills such as resume writing, interviewing techniques, salary negotiation, networking and achieving a professional image. Develops local networks to enhance program delivery when available (e.g. guest speakers, subject matter experts, etc.). Works independently or with Family Center staff such as relocation and transition managers to develop course curricula and prepare accompanying resource materials. Organizes and implements initiatives such as job fairs and executive career study groups that invite prospective employers to the installation. Lack of available community resources requires application of innovative techniques to develop suitable curricula substitutions.

6. Recruits, trains, overseas and evaluates volunteer staff for the program. Recommends duties and responsibilities for job description, coordinates assignments and implements recognition activities for volunteer staff.

III. CONTROLS OVER THE WORK. The Family Center Director or Career Center Manager provides general instructions regarding the objectives of the assignment and work priorities. More detailed instructions are provided when new, unusual, or controversial situations are anticipated. Work is evaluated for technical soundness, adherence to instructions, and adequacy of recommendations and conclusions.


EVALUATION
Employment Assistance Manager, GS-101-09



1. References:
      a. USOPM Series Definition for the GS-101, social Sciences Series.
      b. USOPMPCS for the GS-180, Psychologist Series.

2. Background. The statutory and policy guidance for the military spouse and family member employment program are contained in Public Law 101-189, Nov 1989, Military Relocation Assistance which requires that spouses be provided settling-in services which emphasis on spouse employment assistance information, DoD Directive 1342.17, "Family Policy," which directs that family support systems be allocated resources to accomplish their mission, and DoD Instruction 1342.22, "Family Centers," which states " ... all DoD family centers shall provide the following baseline service ... employment assistance."

3. Determination of Series and Title. The position manages the military spouse and family member employment program which assists military members and their families plan career goals, work with potential employers to create job opportunities, reviews and analyzes program effectiveness, publicizes the program to create awareness, and provides seminars and workshops for clients to assist in developing job placement skills. The incumbent develops course curricula, organizes job fairs, and directs volunteers who staff the program.

There is no specific series for this type of work. The incumbent applies personnel and management techniques in providing career counseling, developing job opportunities, and training programs designed to assist a broad client base. The incumbent uses appropriate resources to analyze career inventories and aptitude tests to assist clients in identifying interests and goals. The administration and analysis of these measurement instruments requires a professional position typical of those included in the Social Science Group, GS-100. Similar functions are performed by psychologists in providing consultative services when applying professional knowledges. Likewise, professional Social Workers provide consultation and advice on a broad range of issues, including employment opportunities. The work requires a knowledge of the social and cultural characteristic of the clients served, and the professional skills to assess needs and provide the full range of service designed to meet them. This work, performed in conjunction with a network of services provided by the family center, places the position in the GS-101 social Science series, with a title of employment assistance manager.

4. Grade Determination. The GS-9 is similar to the GS-11, with the exception that the GS-11 develops long-term plans that recognize the clients' individual and personal needs. At the GS-9 level, psychologists provide factual data to clients concerning their aptitudes, Interests, abilities, and achievement levels as revealed by objective tests, information concerning occupational characteristics and requirements, job opportunities, relative salaries, etc. and information regarding appropriate educational institutions, their programs and requirements. Usually, clients for whom these services are rendered have the capacity to accept, understand, and act on the facts with little need for psychologically structured help in interpreting these facts, nor do they have mental or physical disabilities that present serious problems in vocational or educational choice or personal adjustment. GS-9 psychologists select an appropriate combination of standard objective tests, administer and score the tests and interpret them to the client in terms of the relationship of the intelligence, interests, attitudes and aptitudes so revealed to occupational and educational requirements. The level of responsibility for GS-9 is where psychologists are expected to plan their own work and follow established techniques in its accomplishment. The supervisor or other professional is available to provide guidance on problems not previously encountered. The subject position is appropriately classified at the GS-9 level.


Standardized Position Description
for Employment Assistance Manager, GS-101-7


INTRODUCTION: The purpose of the position is to manage the military spouse and family member employment program within the local community and overseas. The incumbent provides comprehensive employment assistance for Department of Defense (DoD) personnel. This may include eligible military members, reservists and civilian personnel of all Services.

DUTIES AND RESPONSIBILITIES:

1. Implements and directs program goals and objectives for the installation and surrounding area for the spouse and family member employment assistance program. Interviews and advises on career, occupational, volunteer and educational issues. Compile work and experience profiles on clients. Refer clients to use appropriate career inventories and aptitude tests to help clients focus their interests and identify goals.

2. Establishes and maintains continuous relationships with corporate industry personnel, small business agencies, local chambers of commerce, economic development council, state employment services, universities and private employment agencies. Develops a database of job opportunities for family members through acquired knowledge of client skills and abilities. Uses appropriate resources to analyze career inventories and aptitude tests to assist clients in identifying interests and goals.

3. Develops and implements a follow-up system to identify, interpret and track program effectiveness and success. Gathers specific statistics regarding employment trends on military family members, youth and DoD personnel and reports information to the Family Center Director for use at intermediate command, Headquarters and OSD level.

4. Proposes a marketing strategy and public relations programs to ensure target population (e.g., DoD personnel, base population, local employers) are informed of the DoD employment assistance program. Drafts articles and promotional materials. Researches occupational trends and educational programs to become knowledgeable of the physical, mental, educational and experimental requirements of various occupations. Establishes contacts with professional associations, trade unions, the Civilian Personnel Office (appropriated and Nonappropriated fund), the installation Education Office, Army, Air Force, Navy and Marine Corps Exchanges, successfully employed DoD personnel and others to ensure follow-up and to deliver comprehensive employment assistance services.

5. Coordinates, conducts and evaluates workshops and seminars on specific job skills such as resume writing, interviewing techniques, salary negotiation, networking and achieving a professional image. Develops local networks to enhance program delivery when available (e.g., guest speakers, subject matter experts, etc.). Works with Family Center staff such as relocation and transition managers to develop course curricula and prepare accompanying resource materials. Organizes and implements initiatives such as job fairs and executive career study groups that invite prospective employers to the installation. Lack of available community resources requires consideration of innovative techniques to develop suitable curricula substitutions.

6. Recommends duties and responsibilities for job descriptions, coordinates assignments and implements recognition activities for volunteer staff.

III. CONTROLS OVER THE WORK. The Family Center Director or Career Center Manager provides specific instructions regarding the methods and procedures to be followed and the results expected. Employee completes routine assignments. Work is evaluated for technical soundness, adherence to Instructions, and acceptability of recommendations.


EVALUATION
Employment Assistance Manager, GS-101-07

1. References:
a. USOPM Series Definition for the GS-101, Social Sciences Series.
b. USOPMPCS for the GS-180, Psychologist Series.

2. Background. The statutory and policy guidance for the military spouse and family member employment program are contained in Public Law 101.189, Nov 1989, Military Relocation Assistance which requires that spouses be provided settling-in services with emphasis on spouse employment assistance information; DoD Directive 1342.17, "Family Policy" which directs that family support systems be allocated resources to accomplish their mission; and DoD Instruction 1342.22, "Family Centers," which states " ....all DoD family centers shall provide the following baseline service ... employment assistance."

3. Determination of Series and Title. The position manages the military spouse and family member employment program which assists military members and their families plan career goals, work with potential employers to create job opportunities, reviews and analyzes program effectiveness, publicizes the program to create awareness, and provides seminars and workshops for clients to assist in developing job placement skills. The incumbent develops course curricula, organizes job fairs, and directs volunteers who staff the program.

There is no specific series for this type of work. The incumbent applies personnel and management techniques in providing career counseling, developing job opportunities, and training programs designed to assist a broad client base. The incumbent uses appropriate resources to analyze career inventories and aptitude tests to assist clients in identifying interests and goals. The administration and analysis of these measurement instruments requires a professional position typical of those included in the Social Science Group, GS-100. Similar functions are performed by psychologists in providing consultative services when applying professional knowledges. Likewise, professional Social Workers provide consultation and advice on a broad range of issues, including employment opportunities. The work requires a knowledge of the social and cultural characteristic of the clients served, and the professional skills to assess needs and provide the full range of service designed to meet them. This work, performed in conjunction with a network services provided by the Family center, places the position in the GS-101 social Sciences series, with a title of employment assistance manager.

Grade Determination. The GS-7 although typically developmental, can be considered a full performance level in limited circumstances, e.g., where a higher graded staff member routinely performs part of the program or is available for consultation, or workload at the installation does not require the full complement of services. The GS-7 is a similar to the GS-9, with the exception that the GS-9 makes preliminary interpretation of the validity and significance of data and functions with more professional independence in the client contacts. At the GS-7 level, psychologists perform the less difficult and more routine tasks the typical support higher-level, psychologists perform the less difficult and more routine tasks that typically support higher-level psychologists. For example, they administer tests for research, counseling, or clinical purposes, interview counseling and clinical clients, employees, and others to obtain specific data on specific issues. They observe and note significant responses and assess whether circumstances invalidate the data. They construct testing and other measurement devices and questionnaires that parallel existing instruments or for which prototype specifications exist, working mainly with existing sources. Typically, the GS-7 level receives assignments with a discussion of the purpose, scope, and controversial issues. Given the framework, the GS-7 plans the work and applies established standard methods for accomplishment. The supervisor reviews completed work for adherence to instructions, completeness, accuracy, and thoroughness in the application of established methods. The personal contacts of subject position exceed those of the GS-7 requirements described, in that the position deals with a larger client base and professional associations, etc. Subject position compares favorable to the GS-7 level in nature of work and level of responsibility.