VACANCY ANNOUNCEMENT. Air Force Office of Special Investigations Telegraph Road Quantico, VA 22134

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VACANCY ANNOUNCEMENT Air Force Office of Special Investigations 27130 Telegraph Road Quantico, VA 22134 JOB TITLE: Criminal Investigator, Director of Criminal Investigations DEPARTMENT: Department of

to December 5, 2016 SALARY RANGE: $87,263 - $113,444 / Per Year SERIES & GRADE: GS-1811-14 POSITION INFORMATION: Full Time - Excepted Service Permanent LAW ENFORCEMENT RETIREMENT: This position is

1 VACANCY ANNOUNCEMENT Air Force Office of Special Investigations Telegraph Road Quantico, VA JOB TITLE: Criminal Investigator, Director of Criminal Investigations DEPARTMENT: Department of the Air Force AGENCY: Air Force Office of Special Investigations (AFOSI) JOB ANNOUNCEMENT NUMBER: JRN-INT-07 MANPOWER POSITION CONTROL NUMBER (MPCN): OPEN PERIOD: November 14, 2016 to December 5, 2016 SALARY RANGE: $87,263 - $113,444 / Per Year SERIES & GRADE: GS POSITION INFORMATION: Full Time - Excepted Service Permanent LAW ENFORCEMENT RETIREMENT: This position is covered as Secondary under the special retirement provisions for law enforcement officers meaning experience in a rigorous law enforcement position, or equivalent experience outside the Federal Government, is a mandatory prerequisite. Employees may retain FERS special LEO retirement coverage in a secondary position only if they have at least three years of service in a covered primary position and transfer without a break in service to a secondary LEO position. PROMOTION POTENTIAL: GS DUTY LOCATION: AFOSI 3rd Field Investigations Region, Scott AFB, IL WHO MAY APPLY: AFOSI GS-1811 employees: PLEASE NOTE - This announcement is limited to promotion candidates only. SUPERVISORY STATUS: The incumbent of this position performs supervisory duties, but supervisory duties encompass less than 25% of the incumbent's regularly scheduled workweek which is the minimum amount required by OPM to be titled a "supervisor". KEY CAREER POSITION (KCP): Defense National Relocation Program (DNRP) entitlements: This position is not identified as a Key Career Position (KCP) for AFOSI. IAW AFMAN GM 3, employees selected for non-kcp positions are eligible for DNRP Destination Services assistance, i.e., Home finding for Buyers, Home finding for Renters, and Mortgage Counseling, but ARE NOT ELIGIBLE for Guaranteed Home Sale (GHS) or Property 1

2 Management Services (PMS). However, these employees remain eligible for reimbursement of other moving and real estate expenses. This is an Air Force-level change that impacts all centrally managed career fields. MOBILITY: This position requires the employee to sign a mobility agreement as a condition of employment in accordance with Chapter 16 of AFMAN , Civilian Field Management and Development. Applicants must be willing to accept assignments anywhere in the U.S. and/or in overseas locations. TRAVEL REQUIRED Requires occasional travel away from the normal duty station May require travel via various military or commercial means May require international travel RELOCATION EXPENSES Yes PCS expenses will be paid IAW the Joint Travel Regulation and AFMAN EMERGENCY ESSENTIAL: This position is not Emergency Essential (E-E) DUTIES: Position is integral to AFOSI s 3rd Field Investigations Region (FIR 3) Criminal Investigations mission, supporting all Operating Locations, Detachments and Squadrons that FIR 3 manages and supports. Independently conducts and/or leads comprehensive evaluations of AFOSI command matters, (i.e., programs, functions, activities and their end results), exercising a comprehensive knowledge of DoD, USAF and AFOSI s mission, priorities and objectives and senior management desires and intents for the mission. Evaluates a wide range of laws, policies and regulations to include precedents and historical situations applicable to USAF/AFOSI mission accomplishments. Assess and improve AFOSI s criminal and economic programs effectiveness, management processes and systems, plus responsiveness to MAJCOMs and/or senior echelons requirements. AFOSI s key programs encompass law enforcement, economic crime and security. These programs are frequently affected by executive orders, Joint Chiefs of Staff priorities, legislation, and/or public opinion. Generates timely, accurate, relevant, objective and useable information to support command decision-making. Identifies and resolves issues of concern to the commander and senior leadership. Performs operational liaison visits for AFOSI with U.S. federal, state, local and foreign counterpart law enforcement and security agencies for the purpose of enhancing and coordinating working relationships. Interacts with senior level counterparts to negotiate investigative, jurisdiction or security requirements affecting the integrity of the DoD and USAF. Coordinates investigative/security support with senior government officials including the Department of Justice, Department of State and other federal agencies to obtain support for investigations/operations projects or programs. Ensures unit personnel conduct thorough and timely investigations in accordance with published policy. QUALIFICATIONS REQUIRED: All qualifications for this position must be met prior to employee s assignment to the position. 2

3 Knowledge, at a mastery level, of the laws, regulations, advanced principles and concepts, techniques, and legal processes and approaches related to investigative and enforcement work. Knowledge of the rules of evidence, criminal procedures, and court decisions concerning admissibility of evidence, constitutional rights, search and seizure, apprehension, and related criminal investigative and law enforcement matters. Knowledge of relationship between and among Federal, state, and local law enforcement agencies and their functions and jurisdictions. Skill to influence the development and modification of significant policies or programs. Skill in communicating orally and in writing Ability to gather facts and make sound decisions. QUALIFICATIONS DESIRED: Must be exceptionally familiar with special investigative techniques such as forensic sciences, sight and sound monitoring, etc. Understanding of major corporation structures, financial interworking s, production methods, profit and loss, contracting negotiations to execute search warrants, service subpoenas, and gather evidence. Knowledge of Department of Justice and Department of State requirements for investigation of foreign citizen criminal suspects, tracing of monies channeled into foreign bank accounts or US citizens absconding in foreign countries. Specialized Experience: To qualify for the GS level, applicant must have 52 weeks of specialized experience equivalent to at least next lower grade level. ADDITIONAL REQUIREMENTS: Driver s License: This position requires the incumbent employee to drive a motor vehicle. Incumbent must possess and maintain a valid state driver s license. Drug Testing: Position is designated by the Air Force as a testing designated position under the Air Force Civilian Drug Testing Program and subject to random drug testing. Firearms: The duties of this position require the incumbent to carry a firearm. Applicants must meet initial and continuing AFOSI qualifications in the use of firearms. Lautenberg Amendment: This position requires the incumbent to carry a firearm. Any person who has been convicted of a misdemeanor crime of domestic violence cannot lawfully possess a firearm or ammunition (18 U.S.C. Section 922(g) ((9)). Medical, Health and Fitness Requirements: Must be physically fit in order to perform strenuous and physically demanding duties May be required to take a series of vaccinations and immunizations Moderate to arduous physical exertion involving standing, walking, running 3

4 The use of firearms Exposure to inclement weather or other environmental hazards Manual dexterity Arms, hands, legs, and feet must be sufficiently intact and functioning in order that applicants may perform the duties satisfactorily Sufficiently good vision in each eye, with or without correction, is required to perform the duties satisfactorily. Near vision, corrective lenses permitted, must be sufficient to read printed material the size of typewritten characters. Adequate hearing is required in order to perform duties safely and satisfactorily; hearing loss, as measured by an audiometer, must not exceed 35 decibels at 1000, 2000, and 3000 Hz levels Must possess emotional and mental stability Any physical or mental condition that would cause the applicant to be a hazard to themselves or others is disqualifying Must successfully pass a pre-employment medical examination (including vision, hearing, cardiovascular and mobility of extremities) by an authorized Government physician and be determined physically able to perform duties without being a hazard to themselves or others Polygraph Examination: Applicants are subject to counterintelligence scope polygraph examinations as determined by the command. Failure to successfully complete a polygraph examination could result in disciplinary action as determined by the command. Security Clearance: Position is critical sensitive and requires a Top Secret security clearance with a special background investigation (SBI). Work Environment: Employees may be assigned anywhere in the U.S. or overseas. In addition, employees may be required to work in areas of unrest or in war zones. Work Location: Some work may be performed in overseas areas of political unrest that may involve a risk to the incumbent and require a wide range of safety precautions. Work Schedule: Employee may be subject to work schedules in excess of 50 hours per week, as required. Employee may be required to work overtime and must be available to work other than normal duty hours which may include weekends, evenings and/or holidays Employee may be recalled to duty. BENEFITS: LEAP: 1811 series employees receive Law Enforcement Availability Pay (LEAP) of up to 25% of their adjusted basic pay as compensation for working a substantial amount of unscheduled overtime hours and for being available to work a substantial amount of unscheduled overtime hours. Total salary cannot normally exceed the maximum biweekly premium pay limitation of 5 USC

5 Locality Pay: This position is authorized locality pay based on the location of permanent assignment. HOW TO APPLY: To apply for this position, you must complete and submit the documentation specified in the Required Documents sections below. If your application package is incomplete, received outside the area of consideration or you are not qualified for the position, your application will not be considered. The complete application must be submitted by 2359 (EST) on December 5, 2016 to receive consideration. Required documentation can either be ed or mailed via the United States Postal Service (USPS). Packages can either be ed or mailed via the United States Postal Service (USPS). 1. instructions complete packages to 2. USPS instructions send complete packages to: SA Karen L. Peterson, HQ AFOSI/DPA, Telegraph Road, Quantico, VA If mailing via the USPS, must be postmarked no later than December 5, Additionally, applicants should ensure they telephonically contact SA Peterson to advise they have submitted a package via the USPS. As a part of the selection process, information will be obtained from your Civilian Career Brief and most recent Career Development Plan (CDP). If the information reported on your CDP does not match the information on your Civilian Career Brief, you will be required to provide documentation to validate. REQUIRED DOCUMENTS: The following documents are required for ALL APPLICANTS: 1. Self-Nomination for Reassignment or Promotion (SNRP) Form 120 a. Applicants are responsible for routing the SNRP through their chain of command to obtain First and Second Level Reviews b. Completed SNRPs must contain both First and Second Level Reviews 2. Narrative Responses to Leadership Qualities (LQs) a. Applicants are responsible for addressing each of the following LQs b. Highly recommend applicants pay particular attention to the information discussing how to draft narrative responses and the required page limitations What are Leadership Qualities (LQs)? LQs are those attributes AFOSI has determined are key and essential to success as a future senior civilian leader. They assist in assessing whether an individual has the broad skills necessary for a variety of senior civilian leadership positions. Successful performance in a leadership position requires competence in the LQs. Each LQ is interdependent and a competitive applicant will have various experiences in all the three categories. Under each LQ, applicants will find specific competencies that are reflective of the attributes sought for each quality. 5

6 As part of the Promotion Selection Process (PSP), each applicant must provide a written response discussing their individual experiences, education, or training that demonstrates their skills in a particular LQ. The key to a well-written LQ response is to give readers (Promotion Selection Panel members) specific information about your achievements and should highlight the specific competencies spelled out for each LQ. Because the competencies are cross-cutting, they should be addressed over the entire response as much as possible. A LQ response may include one to two examples of relevant experience, but remember the number of examples is not as important as assuring that your experience matches the competencies sought in each LQ. Responses should be written as a narrative (not bullet formatted), using current experience (less than 10 yrs old), following specified size and page limits (TIMES NEW ROMAN/12 FONT/SINGLE SPACED W/ONE INCH MARGINS/NO MORE THAN 3 PAGES, 1 PAGE PER LQ, IN ONE WORD DOCUMENT), and should not make specific reference to known figures (General Y, Ambassador B, etc), reveal law enforcement sensitive or classified information, use bureaucratic words or expressions, and/or make disparaging remarks about former colleagues or supervisors. Applicants should use the Challenge-Context-Action-Result model when addressing each LQ: CHALLENGE. Describe a specific problem or goal. CONTEXT. Describe the individuals and groups you worked with, and/or the environment in which you worked, to address a particular challenge. ACTION. Discuss the specific actions YOU took to address a challenge. RESULT. Give specific examples of measures/outcomes that had some impact on the unit/organization. These accomplishments demonstrate the quality and effectiveness of your leadership skills. Applicants should keep the C-CAR model in mind as they write their narratives, but the C-CAR elements should be addressed within the construct of a flowing narrative rather than segregated under Challenge, Context, Action, or Result headers. In short, strong narratives include specific examples of experience; what the applicant did, how they did it, and a sharp focus on results. It s imperative that applicants describe experience and accomplishments in a clear and organized manner, avoid vague statements, and highlight measureable results. Most importantly, when applicants are finished drafting their narratives, they should ask current senior leaders to review their package and provide constructive feedback. The following LQs must be addressed by each applicant: LQ 1: Leading Change Definition: This LQ involves the ability to bring about change, both within and outside the unit or organization, to meet specified goals. Inherent to this LQ is the ability to establish a vision and to implement it in a changing environment. 6

7 Creativity and Innovation: Develops new insights into situations; questions conventional approaches; encourages new ideas; designs and implements new or cutting edge programs/processes. External Awareness: Understands local, national, and international policies and trends that affect the organization and is aware of the organization's impact on the external environment. Flexibility: Is open to change and new information; rapidly adapts to new information, changing conditions, or unexpected obstacles. Resilience: Deals effectively with pressure; remains optimistic and persistent, even under adversity. Recovers quickly from setbacks. LQ 2: Leading People Definition: This LQ involves the ability to lead people toward meeting the unit or organization's vision, mission, and goals. Inherent to this LQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates teamwork, and supports resolution of conflicts. Conflict Management: Encourages differences of opinions. Anticipates and takes steps to prevent counter-productive confrontations. Manages and resolves conflicts in a constructive manner. Leveraging Diversity: Fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization. Developing Others: Develops the ability of others to perform and contribute to the organization by providing feedback and opportunities to learn through formal and informal methods. Team Building: Inspires and fosters team commitment, spirit, pride, and trust. Facilitates cooperation and motivates team members to accomplish group goals. LQ 3: Building Coalitions Definition: This LQ involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. Partnering: Develops networks and builds alliances; collaborates across boundaries to build strategic relationships and achieve common goals. Political Savvy: Identifies the internal and external politics that impact the work of the organization. Perceives organizational and political reality and acts accordingly. Influencing/Negotiating: Persuades others; builds consensus through give and take; gains cooperation from others to obtain information and accomplish goals. 7

8 For additional information on how to draft effective LQ narrative responses, please see the following website: IMPORTANT INFORMATION Selection will be made on merit without regard to race, color, religion, sex, national origin, marital status, physical handicap, political affiliation or non-merit factor. The Department of the Air Force is an Equal Opportunity Employer. 8

Civilian Agent FAQ. Does fluency in a foreign language give me any priority over applicants without a language skill?

Civilian Agent FAQ. Does fluency in a foreign language give me any priority over applicants without a language skill? How can I obtain an application package? Civilian Agent FAQ There is no application package to obtain. Application instructions are detailed online within each of the posted vacancy announcements. A required