Alaska National Guard Active Guard Reserve (AGR) Position Announcement # AKANG 18-47 https://dmva.alaska.gov/employment/ POSITION TITLE: OPEN DATE: CLOSE DATE: Production Recruiter Retainer 8R000 15 Mar 2018 14 Apr 2018 UNIT OF ACTIVITY/DUTY LOCATION: GRADE REQUIREMENT: 176 Wing, Joint Base Elmendorf Fort Richardson, Alaska Min: E4 Max: E6 SELECTING SUPERVISOR: Position Number PHYSICAL PROFILE: Miller, Dianna E., MSgt 707876 PULHES 111321 AREAS OF CONSIDERATION On-board AK ANG AGR (Any AFSC) Alaska Air National Guard members (Any AFSC) Nationwide military members eligible for membership in the AKANG (Any AFSC) *In addition to criteria listed on attached pages* - Security Clearance - Must be able to obtain: Secret - Aptitude Requirement: N/A - Strength requirement: Demonstrated ability to lift 40lbs. MAJOR DUTIES MAY INCLUE AIR GUARD: Please refer to attached pages for more info on the major duties and initial qualifications for this position for this AFSC or go to: https://www.my.af.mil to review the AFECD INITIAL ELIGIBILITY CRITERIA PREFERED QUALIFICATIONS In addition to the initial eligibility criteria and required forms listed application procedures, the following are preferred qualifications: - Resume - Cover Letter - Last 3 Enlisted/Officer Performance Evaluations - Letters of Recommendation will be accepted - E-4 with Airman Leadership School completed Skill level commensurate with grade. - Outstanding in appearance, military bearing, professional military image, and conduct both on/off duty. - Overall rating of "Exceeded some, but not all expectations" or "Exceeded most, if not all expectations" and/or an overall 5 rating on last 3 EPRs. - Score 80 or above on last two fitness tests, or 90 or above on most recent fitness test, no failure on any portion within the last 12 months. - No history of emotional instability, personality disorder, or other unresolved mental health problems. - No record of alcohol or substance abuse, financial irresponsibility, domestic violence, or child abuse. - Possess a valid state driver s license to operate government motor vehicles (GMV) in accordance with AFI 24-301, Vehicle Operations. - Must maintain local network access IAW AFMANs 17-1201, User Responsibilities and Guidance for Information Systems and 17-1301, Computer Security.
SPECIAL ANNOUNCEMENT CRITERIA Upon selection additional medical verification will be required prior to start of AGR tour Continuation beyond initial tour may be subject to evaluation based on AGR Continuation Board INSTRUCTIONS FOR APPLICANTS Applicants must not be entitled to receive Federal military retired or retainer pay or Federal civil service annuities and not be eligible for immediate Federal civil service annuities Individuals who have been separated from other military services for cause, unsuitability, or unfitness for military service are not eligible to enter the AGR program IAW ANGI 36-101 Initial tours may not exceed 6 years AGR tours may not extend beyond an Enlisted member s ETS or an Officer s MSD Airmen must meet the minimum requirements for each fitness component in addition to scoring an overall composite of 75 or higher for entry into the AGR program. For members with a documented Duty Limitation Code (DLC) which prohibits them from performing one or more components of the Fitness Assessment, an overall "Pass" rating is required Individuals selected for AGR tours must meet the Preventative Health Assessment (PHA)/physical qualifications outlined in AFI 48-123, Medical Examination and Standards. They must also be current in all Individual Medical Readiness (IMR) requirements to include immunizations. RCPHA/PHA and dental must be conducted not more than 12 months prior to entry on AGR duty and an HIV test must be completed not more than six months prior to the start date of the AGR tour. Individuals transferring from Title 10 (Regular Air Force or Reserve Component Title 10 Statutory Tour) are not required to have a new physical unless the previous physical is over 12 months old at time of entry into AGR status An applicant s military grade cannot exceed the maximum military authorized grade on the UMD for the AGR position. Enlisted Airmen who are voluntarily assigned to a position which would cause an overgrade must indicate in writing a willingness to be administratively reduced in grade in accordance with ANGI 36-2503, Administrative Demotion of Airmen, when assigned to the position. Acceptance of demotion must be in writing and included in the assignment application package. Application Package will not be forwarded without statement ANGI 36-101 applicant must be able to complete 20 years of active federal service prior to MSD for officers and age 60 for enlisted members. Exceptions may be considered. If a selectee does not possess the advertised AFSC, he/she must complete the required training/assignment criteria within 12 months of being assigned to the position. Failure to do so may result in immediate termination. Extension past 12-months will only be considered if the delay is through no fault of the selectee Members currently on occational tours exceeding 180 consecutive days may be considered as full-time AGR (members currently on occasional tours 179 days or less are not considered AGR). Any further questions regarding the AGR program may be answered in ANGI 36-101 APPLICATION PROCEDURES Interested applicants who meet the eligibility criteria listed in this announcement may apply by submitting the below listed documents to ng.ak.akarng.mbx.hro-agr@mail.mil. Hard copy applications will NOT be accepted. All applications must be typed or printed in legible dark ink and must be signed and dated with original signature. Applications received with an unsigned NGB 34-1 will not be forwarded for consideration. Applicants may include copies of training certificates or any documentation that may be applicable to the position they are applying for. Per ANGI 36-101, the application package must include at minimum the signed NGB 34-1, current Report of Individual Person (RIP), and current Report of Individual Fitness. Items 1-3 are required by the Human Resource Office to determine initial qualifications. If the required documents are not submitted, a letter of explanation must be included. Incomplete packages will not be considered for the position vacancy. 1. Signed NGB Form 34-1 Application Form for Active Guard/Reserve (AGR) Position dated 20131111 (http://dmva.alaska.gov/employment.htm) (Cannot use outdated NGB 34-1) 2. CURRENT Records Review RIP available on vmpf (http://www.afpc.randolph.af.mil/vs) (Must be a full RIP) 3. CURRENT PASSING Report of Individual Fitness from Air Force Fitness Management Systems (AFFMS) or AF Fitness Assessment Scorecard or a signed letter from the Unit Fitness Monitor. 4. Items requested in the "PREFERED QUALIFICATIONS" section above. - Resume - Cover Letter - Last 3 EPR's/NCOER's - Letter of Recommendation EMAILING REQUIREMENTS: Ensure all requirements are consolidated into ONE single PDF (adobe portfolio is not recomended) PDF File Name should be: Position Announcement Number, Last name, First name, Grade Example: ANG 18-XX Doe, Jane E1 Email Subject should be: Position Announcement Number Example: ANG 18-XX Email Application Package to ng.ak.akarng.mbx.hro-agr@mail.mil ** Applications will not be accepted through AMRDEC** QUESTIONS: To verify receipt of application or have issues, you may call DSN 317-384-4467 or Commercial 907-428-6467 and/or DSN 317-384-4242 or Commercial 907-428-6242 Applicants are encouraged to call HRO to verify receipt prior to closeout date. NSTRUCTIONS TO COMMANDERS/SUPERVISORS: This position vacancy announcement will be given the broadest possible dissemination. A copy of this announcement will be posted on your unit/activity bulletin board. Selecting supervisor will contact qualified applicants for interviews. After the Human Resources Officer (HRO) approves the selection package, the HRO office will send a notification letter to all applicants of their selection/non-selection. The selection of an applicant is not final until the individual has been notified by the HRO-AGR. After the selecting supervisor makes a selection, the routing of the selection package begins and ends with HRO. THE ALASKA NATIONAL GUARD IS AN EQUAL OPPORTUNITY EMPLOYER All applicants will be protected under Title VI of the Civil Rights Act of 1964. Eligible applicants will be considered without regard to race, age, religion, marital status, national origin, political affiliation or any other non-merit factor. Due to restrictions in assignment to certain units and AFSC/MOS some positions may have gender restrictions.
SDI 8R000 ENLISTED ACCESSIONS RECRUITER (Changed 31 Oct 16, Effective 8 Feb 16, Effective 5 Apr 16) 1. Special Duty Summary. Organizes and conducts programs to recruit sufficient personnel to satisfy the requirements of the United States Air Force. Related DoD Occupational Subgroup: 150100. 2. Duties and Responsibilities: 2.1. Conducts recruiting program. Responsible for interviewing, screening, testing and evaluating applicants from various sources to achieve recruiting goals. Develops information sources such as employment agencies, driver s license and job market lists, high school and college student lists, and separation reports, in securing names of potential prospects for enlistment, commissioning and the Air Force Reserve Officer Training Corps. Makes oral and film presentations to high school and college classes to establish contact with prospects. Maintains informational records to enable follow-up contacts with prospective enlistees. Prepares enlistment and commissioning case files on personnel who are enlisting or applying for a commission in the Unites States Air Force. Informs interested persons of military obligations, officer and airman career structure, educational and training opportunities and other military benefits and entitlements. 2.2. Implements publicity programs. Plans and coordinates sales promotional projects using media such as direct mail, press, radio and television presentations. Presents Air Force orientations to civic, social, educational and student organizations. Distributes advertising and publicity materials to places frequented by persons of military age. Mails literature to persons of military age to stimulate interest in the Air Force. 2.3. Conducts community relations programs. Assists and participates in special events such as state and municipal ceremonies, exhibits, fairs, parades, centennials and sporting events. Plans for and accompanies groups on tours of military installations. Participates in community activities such as fund-raising drives, blood donor drives and patriotic holidays. Establishes and maintains contact with high school, college, business and industry officials to enhance the prestige of the Air Force in the community. 2.4. Plans and performs recruiting activities. Maintains market data. Collects and monitors production reports of recruiting activities. Implements plans and procedures to record production flow and reporting. Ensures proper distribution and use of advertising and publicity materials. Manages and controls lead resources. Provides management assistance in support of all recruiting programs. Retrieves and maintains date of enlistment reports and provides analysis to flight chief. Assists in policy development and ensures timely implementation. 3. Special Duty Qualifications: 3.1. Knowledge. Knowledge of the organization, mission, policies, and history of the United States Air Force is mandatory. 3.2. Education. Completion of high school or general educational equivalency is mandatory. SSgts must have completed Airman Leadership School. 3.3. Training. For retention, completion of the recruiter course is mandatory. 3.4. Experience. For entry, prior qualification at the 5-skill level (3-skill level if no 5-skill level exists) in any AFSC is mandatory. 3.5. Other. The following are mandatory: 3.5.1. For entry: 3.5.1.1. For RegAF position, approved candidate on the developmental special duty nomination list. 3.5.1.2. E-4 with Airman Leadership School completed (AFR only) or E-5 through E-7. 3.5.1.3. Skill level commensurate with grade. 3.5.1.4. Outstanding in appearance, military bearing, professional military image, and conduct both on/off duty. 3.5.1.5. Nominative CC/CCMs must ensure candidates demonstrate the maturity and ability to operate in an autonomous environment, without direct day-to-day ysupervision. 3.5.1.6. Overall rating of "Exceeded some, but not all expectations" or "Exceeded most, if not all expectations" and/or an overall 5 rating on last 3 EPRs. 3.5.1.7. Score 80 or above on last two fitness tests, or 90 or above on most recent fitness test, no failure on any portion within the last 12 months. For AFR, no current fitness exemptions. 3.5.1.8. For RegAF, no record of disciplinary action that resulted in an Article 15 or Unfavorable Information File. For AFR, must be approved by the Air Force Reserve Command (AFRC) Recruiting Service Commander after review of a mandatory background check by AFRC Judge Advocate for uniform code of military justice actions. 3.5.1.9. See attachment 4 for additional mandatory entry requirements. 3.5.2. For entry and retention: 3.5.2.1. No history of emotional instability, y,p personality disorder, or other unresolved mental health problems. 3.5.2.2. No record of alcohol or substance abuse, financial irresponsibility, domestic violence, or child abuse. 3.5.2.3. No record of conviction by summary, special, or general courts-martial. 3.5.2.4. No record of disciplinary action (Letter of Reprimand [LOR] or Article 15) for committing acts of malpractice or misconduct as defined in AFRSI 36-2001, Recruiting Procedures for the Air Force, engaging in an unprofessional or inappropriate relationship as defined in AFI 36-2909, Professional and Unprofessional Relationships, or documented failures (LOR or Article 15) to exercise sound leadership principles with respect to morale or welfare of subordinates. 336
3.5.2.5. Possess a valid state driver s license to operate government motor vehicles (GMV) in accordance with AFI 24-301, Vehicle Operations. 3.5.2.6. Must maintain local network access IAW AFMANs 17-1201, User Responsibilities and Guidance for Information Systems and 17-1301, Computer Security. 3.5.2.7. For AFR, Specialty requires routine access to Secret material or similar environment. For award and retention of SDI 8R000, completion of a current National Agency Check, Local Agency Checks and Credit (NACLC) according to AFI 31-501, Personnel Security Program Management. 3.5.3. For retention, must attain/maintain training standards and task certifications according to specific duty position JQS and in accordance with AFRSI 36-2201, Air Force Recruiting Service (AFRS) Training Program. Utilization note (RegAF only): Award of this SDI is only authorized when an airman is filling a funded 8R000 unit manpower document (UMD) authorization. When the member is filling a valid 8R000 UMD authorization, 8R000 is authorized as the awarded (secondary, third or fourth), Control and Duty AFSC. The CAFSC will be updated after the member graduates from the formal school and signs into the new duty position (this is the same time the DAFSC changes). If there is no formal school, then the CAFSC will be updated using the same effective date as the DAFSC. Once the member is no longer filling a valid 8R000 UMD authorization, 8R000 is no longer authorized as the Control and Duty AFSC but will remain as an awarded (secondary, third or fourth) AFSC IAW AFI 36-2101, paragraph 4.1.2 unless the member is disqualified from the SDI then it will not remain as an awarded AFSC. Further, 8R000 is not authorized for award as the PAFSC when filling a funded 8R000 UMD authorization unless incumbent has no other awarded AFSCs. Airmen performing 8R000 duties but not filling a funded 8R000 UMD authorization will have no change in their awarded and control AFSCs. Ensure airmen employed outside of their CAFSC are managed IAW AFI 36-2101, Classification of Military Personnel (Officer and Enlisted), paragraph 3.34. Use Outside of Control AFSC. 337
CEM Code 3G000 AFSC 3G091, Superintendent AFSC 3G071, Craftsman AFSC 3G051, Journeyman AFSC 3G031, Apprentice AFSC 3G011, Helper AIR NATIONAL GUARD STRENGTH MANAGEMENT (Established 31 Oct 16) 1. Specialty Summary. Organizes and conducts programs to recruit and retain sufficient personnel to satisfy the requirements of the Air National Guard. Not applicable to the Regular Air Force or Air Force Reserve. Related DoD Occupational Subgroup: 150100. 2. Duties and Responsibilities: 2.1. Production Recruiter Retainer (PRR). 2.1.1. Conducts United States Air National Guard recruiting and retention programs under the Strength Management Team (SMT) structure. Organizes and executes programs to enlist/appoint and retain quality personnel to satisfy strength requirements of the wing and state as outlined in applicable ANGIs, AFIs, and higher headquarter publications and directives. Reviews eligibility factors and counsels applicants for direct job placement into ANG units. Responsible for interviewing, screening, testing and evaluating applicants from all sources to achieve recruiting goals. Develops assigned recruiting zone information sources such as employment agencies, driver s license and job market lists, high school and college student lists, separation reports, etc., in securing names of potential enlistment prospects. Assist with updating unit vacancy reports coordinating with In-Service Recruiters to maximize Regular Air Force Palace Front/Palace Chase programs to gain qualified Airman leaving active duty. Makes oral and video presentations to high school and college classes to initiate prospect contact. Maintains records for follow-up contact with prospective enlistees. Prepares enlistment case files on Air National Guard enlistees. Informs interested persons of military obligations, airman career structure, educational and training opportunities and other military benefits and entitlements. Initiates strategic plans for assigned zone in accordance with NGB guidance and periodically reviews for most effective implementation based on evolving needs and resource pool dynamics. 2.1.2. Assists Recruiting and Retention Manager (RRM) with implementing retention programs. Proactively works with unit members to ensure the completion of retention interviews, exit surveys, and all other retention efforts are properly executed. 2.1.3. Implements publicity programs for assigned recruiting zone. Plans and coordinates sales promotional projects using available media to include press, radio and television presentations. Presents Air National Guard orientations to civic, social, educational and student organizations. Distributes advertising and publicity materials to places frequented by persons of military age. Provides and explains literature to persons of military age to stimulate interest in the Air National Guard while attending events. 2.1.4. Conducts community relations programs for assigned recruiting zone. Coordinates Center of Influence (COI) events IAW NGB guidance. Assists and participates in special events such as state and municipal ceremonies, exhibits, fairs, parades and sporting events. Plans for and accompanies groups on tours of Air National Guard installations. Establishes and maintains contact with high school, college, business and industry officials to enhance the prestige of the Air National Guard in the community. 2.2. Recruiting Retention Manager (RRM). Develops annual unit recruiting plan, to include goals and objectives, recruiting activities, advertising initiatives and financial planning under the Strength Management Team structure per NGB guidance. Serves as the primary recruiting and retention OJT trainer for PRRs. Maintain training records, conduct training classes and refresher training for all assigned Production Recruiters and Retainers (PRRs). Supervise all wing PRRs. Coaches assigned PRRs on problem areas, offer solutions, and recommend corrective, or referral action as necessary. Reviews all PRR accession process actions for accuracy and ensures PRRs understand how to properly review applicant eligibility factors. Oversees applicant processing by PRRs to ensure proper placement of prior and non-prior service applicants into the wing/unit. Assists state Recruiting and Retention Superintendent (RRS) in establishing local recruiting and retention production standards based on unit strength requirements. Serves as the Primary or Alternate Resource Advisor for the Operations and Maintenance (O&M) wing funds and provides input for execution of Local Advertising Program (LAP) funds. Ensures AFRISS-TF, DMDC and Mil-PDS are utilized to their full capabilities by all recruiting and retention personnel. Manages office administration/poc for all wing recruiting and retention activities. Coordinates monthly with the co-located RRM(s) and the Unit Manpower Document (UMD) Monitor to identify current and projected vacancies. Provides recruiting and retention statistics and analyses to the Wing Commander monthly and/or quarterly (as appropriate) in coordination with the RRS. Informs RRS of recruiting and personnel force management issues and concerns and route all issues requiring NGB involvement through the RRS. Establish recruiting zones for PRRs for accountability purposes and tracking per NGB guidance. Ensures State RRS and NGB recruiting and retention goals are met. Assigns production goals to PRRs. Ensures recruiting efforts reflect NGB initiatives and meet state and wing strength requirements to include mirroring the local diversity demographics. Responsible for inputs and updates to the recruiting and retention admin website, as required. Utilizing Local Recruiting Advertising Support (LRAS), develop local awareness publicity programs using media such as direct mail, press, radio, and television presentations. Manages Center of Influence (COI) events IAW NGB guidance. Provides marketing support to assigned recruiters. Develops marketing information sources such as employment agencies, driver s license lists, high school and college student lists and separation reports, secure names of potential prospects for enlistment into the ANG or commissioning of Air National Guard Officers. Plans and conducts recruiter marketing training to include hands-on television and radio station spots. Conducts training and evaluates PRRs oral and film presentations to target audiences at high school and college campuses. Serves as the liaison between Unit Commanders and state military officials. Assists the state Recruiting 247
and Retention Superintendent in the management and implementation of the Local Recruiting Advertising Support (LRAS) state budget. 2.3.Recruiting Retention Superintendents (RRS). Responsible for managerial oversight of all the State s ANG Recruiting and Retention Strength Management Team (SMT) Programs. Advises state command staff on all R&R issues, provides periodic updates on the status of all programs and offers recommendations concerning R&R related force management concerns. Initiates, tracks, and manages state strategic recruiting and retention plans in accordance with NGB directives and reviews periodically. Manages state R&R team manpower to meet mission requirements. Prepares, submits and coordinates all manpower requests with NGB/A1Y and the Career Field Functional Manager (CFFM). Participates in the hiring process of all R&R personnel and ensures applicants meet all mandatory eligibility criteria listed in the Air Force Enlisted Classification Directory (AFECD). Maintains oversight of all R&R training programs for the State. Oversees and manages advertising and marketing support provided to recruiters. Plans and conducts recruiter advertising and marketing training. Conducts training for PRRs and RRMs. Assists the unit/wing RRMs in the management of the advertising and budget. Provides direction, development, execution and operation of the Air National Recruiting Programs, including data analysis, program implementation and execution. Monitors the effectiveness of state/unit level officer and enlisted recruiting programs. Monitors the quality of Air National Guard accessions by identifying trends and irregularities. Monitors state/unit strength levels, with special emphasis on reenlistment rates, internal officer recruiting, ANG to ANG transfers, and Palace Chase/Palace Front Accessions. Maintains contact with unit RRMs and NGB to ensure effective communication, education and customer service are provided. Evaluates overall state retention programs by analyzing state status cards, strategic plans, and retention training and NGB/A1Y Standardization and Evaluation team inspections/ visits. Reviews AFRISS-TF and Mil-PDS reports and data to identify trends and provide analysis to leadership at all levels. Ensures proper coordination between the Air Force liaison and MEPS commander and proper scheduling of Air National Guard applicants to the MEPS is accomplished. Reviews flow and trend data for qualification, classification and component transfer of Air National Guard applicants. Oversees recruiting and retention operational matters and interprets recruiting directives for assigned units. Oversees the recruiting and retention practices, production and training of subordinate recruiting and retention personnel. Develops and maintains market data and allocates recruiting and retention goals. Collects and monitors production reports of recruiting and retention activities. Implements plans and procedures to record production flow and reporting. Ensures proper distribution and use of advertising and publicity materials. Assists in policy development and ensures timely implementation. 2.4 NGB Staff. Air National Guard Bureau NCOs, Superintendents and Managers will be the Subject Matter Experts in each of the programs used by the state superintendents, RRMs and PRRs. They plan, execute, evaluate and train in all matters required, write policy and instruction pertaining to all areas of Recruiting, Retention and assign all manpower involved. ANG In-Service Recruiters will seek out qualified Active Duty members who wish to join the Air National Guard via the Palace Chase and Palace Front programs and guide them through the process in coordination with the unit SMT. 3. Specialty Qualifications: 3.1. Knowledge. Knowledge of the organization, mission, policies, and history of the United States Air Force and Air National Guard is mandatory. 3.2. Education. For entry into this specialty, completion of high school or general educational equivalency is mandatory. 3.3. Training. 3.3.1. 3G031. Completion of the Air National Guard Basic Recruiting Course, Active Duty Recruiter Course, or Air Force Reserve Recruiting Course is mandatory. 3.4. Experience. The following experience is mandatory for award of the AFSC indicated: 3.4.1. 3G051. Qualification in and possession of AFSC 3G031. 3.4.2. 3G071. Qualification in and possession of AFSC 3G051. 3.4.3. 3G091. Qualification in and possession of AFSC 3G071. Also, 24 months experience in AFSC 3G071. 3.4.4. 3G000. Qualification in and possession of AFSC 3G091. Also, recommend 24 months experience in AFSC 3G091 at the Air National Guard Bureau. 3.5. Other. The following are mandatory as indicated: 3.5.1. For entry into this specialty: 3.5.1.1. Must be qualified in a valid Air Force Specialty Code (AFSC) and possess the appropriate skill level commensurate with grade/rank. 3.5.1.2. Must have a passing and current Fitness Assessment. 3.5.1.3. Must be in the grade of E-4 (Senior Airman) through E-6 (Technical Sergeant). 3.5.1.4. Outstanding in appearance, military bearing, professional military image, and conduct both on/off duty. 3.5.1.5. Demonstrate the maturity and ability to operate in autonomous environments, without direct day to day supervision. 3.5.1.6. See attachment 4 for additional mandatory entry requirements. 3.5.2. For entry, award and retention of this specialty: 3.5.2.1. No history of emotional instability, personality disorder, or other unresolved mental health problems. 3.5.2.2. No record of alcohol or substance abuse, financial irresponsibility, domestic violence, or child abuse. 3.5.2.3. Must possess a valid state driver s license to operate government motor vehicles (GMV) in accordance with AFI 24-301, Vehicle Operations. 3.5.2.4. No record of disciplinary action (Letter of Reprimand [LOR] or Article 15) for committing acts of malpractice or misconduct as defined in ANGI 36-2602, Air National Guard Recruiting and Retention Programs, or engaging in an unprofessional or inappropriate relationship as defined in AFI 36-2909, Professional and Unprofessional Relationships, or documented failures (LOR or Article 15) to exercise sound leadership principles with respect to morale or welfare of subordinates. 3.5.2.5. Must maintain an Air Force Network License according to AFI 33-115, Vol 2, Licensing Network Users and Certifying Network Professionals. 248