Angestellte/r (Betriebsorganisation)
Grafenwoehr, Germany
Ausschreibungsbereich
WHO MAY APPLY?
Current INTERNAL Local National Employees throughout Germany. This covers all current Local National employees of the U.S. Forces in Germany, including U.S. Air Force and AAFES-Europe within Germany.
Hauptaufgaben
Maintains and controls the Table of Distribution and Allowances (TDA) and other manning documentation for the Training Support Activity Europe (TSAE). Coordinates all civilian personnel actions as a basis for the manpower utilization and requirements report. Has signature authority via DCPDS/AUTONOA on all requests for personnel actions to control the assignments of civilian personnel as authorized by the TDA of the command. Participates in analysis of new manpower requirements regulations and documents, and evaluates the impact on the organization. Reviews and analyzes request for manpower changes and supporting documents submitted by management, discusses extraneous or inappropriate statements with originators, develops constructive recommendations and proposal. Participates in requirements determination studies, work center descriptions, standing operating procedures, related materials, and workload data, to evaluate requests for additional spaces, conversion of spaces, and personnel required for newly assigned functions. Suggests ways and means to solve problems created by non-critical situations and to assure proper operation of TSAE Headquarters and activity under survey, and furnishes supporting information and data. Serves as point of contact for all civilian personnel management activities and related actions for the TSAE. Identifies, analyzes, and makes recommendations to resolve problems and situations in personnel, organizational structure, and/or administration. Initiates, controls, and coordinates submission of personnel actions to the servicing civilian personnel center(s) to ensure timely processing of actions. Provides advice to managers on civilian personnel issues, management, hiring freezes, budget restraints, use of over hire positions, Allowances & Entitlements (TQSA, LQA) and numerous other technical personnel issues. Independently advises employees of policies, procedures, allowances & entitlements, and provides assistance to resolve a myriad of problems encountered. Serves as Human Resource liaison between the servicing CPAC/CHRA (Civilian Personnel Advisory Center/Civilian Human Resources Agency) and management on a wide range of personnel related matters. Interprets, analyzes and informs management officials and employees of new/revised operational procedures. Serves as liaison between the TSAE and external job applicants by participating in Job Fairs, providing advice to potential candidates and supporting the hiring process. Serves as the Organizational Integration Management (OIM)/ Betriebliches Eingliederungsmanagement (BEM) Representative of the TSAE HQ. Verifies sick absence statistics; establishes initial and recurring contacts with employees subject to the OIM process, and informs employees in writing about the OIM process, applying predefined templates and documents as defined in the Shop Agreement. Serves as OIM representative to the works council and if applicable, the Severely Handicapped Representative and the employee. Applying a consensus and outcome-oriented approach, incumbent jointly acts with external host-nation agencies, to include Integration Offices, etc. Prepares appropriate documentation on the entire OIM process and ensures it meets applicable provisions and requirements. On a case specific basis, actively and in cooperation with management officials develops solutions and recommendations in order to overcome absences while working towards the continuation of the employer-employee relationship. As an integral element, recognizes the need for rehabilitation aid. Works with all internal and external stakeholders to assess feasibility of recommended actions. In supporting the OIM process, prepares documents in the appropriate format (factsheet, cost calculations, feasibility studies) to allow for further decision making. Liaises with Labor Advisor and CPAC personnel to process any potential further personnel actions and/or outcomes from the OIM process. With the employee's consent and by consulting the organizational stakeholders, determines if and how health risks can be overcome by targeted measures within the organization with special focus on if, and to what extent changes at the worksite are possible.
Qualifikationsanforderungen
Explanations to the E&T Levels (Education & Training Levels) can be found at the link "Description of the Education & Training Levels".
https://portal.chra.army.mil/mnrs?sys_id=0a86e971cd2d2d10aaffb5ebb50f5ac9&view=sp&id=mnrs_kb_article&table=kb_knowledge
C-5a:
E&T Level I: 2 years of creditable experience as defined in A below PLUS 2 years of experience as defined in B below.
Current employees who do not meet E&T Level I and who are not in the same or similar occupation must have 2 additional years of creditable experience as described in A below.
E&T Level II: 1 years of creditable experience as defined in A below PLUS 2 years of experience as defined in B below.
E&T Level III: 1 year of experience as defined in B below.
E&T Level IV: No additional experience required.
Current employees who have served one year in the same or similar occupation are qualified for the next higher grade.
Experience A: Included clerical work in an office or store, working with computers, bookkeeping, making and recording inventories, telephone marketing, arranging for events or as a cashier, etc.
Experience B: Experience in the same or similar line of work as the job for which considered. The experience must demonstrate that the applicant possesses the particular knowledge, skills and abilities required in the position. The predominant experience must have been gained at a comparable level of difficulty to the position to be filled. The amount of the higher level experience must be in a reasonable relation to the required total number of years.
C-6:
E&T Level I: 2 years of creditable experience as defined in A below PLUS 3 years of experience as defined in B below.
Current employees who do not meet E&T Level I and who are not in the same or similar occupation must have 2 additional years of creditable experience as described in A below.
E&T Level II: 1 years of creditable experience as defined in A below PLUS 3 years of experience as defined in B below.
E&T Level III: 2 years of creditable experience as defined in B below.
E&T Level IV: 1 year of creditable experience as defined in B below.
E&T Level V: No additional experience required.
Current employees who have served one year in the same or similar occupation are qualified for the next higher grade.
Experience A: Included clerical work in an office or store, working with computers, bookkeeping, making and recording inventories, telephone marketing, arranging for events or as a cashier, etc.
Experience B: Experience in the same or similar line of work as the job for which considered. The experience must demonstrate that the applicant possesses the particular knowledge, skills and abilities required in the position. The predominant experience must have been gained at a comparable level of difficulty to the position to be filled. The amount of the higher level experience must be in a reasonable relation to the required total number of years.
• Applicants must be in possession of a German driver's license class B.
• Office automation skills are required.
LANGUAGE PROFICIENCY LEVEL:
English Language Proficiency level A1 AND German Language Proficiency level C1 required.
Description of the Language Levels:
https://portal.chra.army.mil/mnrs?sys_id=13a66d71cd2d2d10aaffb5ebb50f5aa0&view=sp&id=mnrs_kb_article&table=kb_knowledge
Auswahlkriterien auswählen
General Information for LN Job Announcements - please read:
https://portal.chra.army.mil/mnrs?sys_id=77e3ac4a5ce32110924578e08ba9227c&view=sp&id=mnrs_kb_article&table=kb_knowledge
Beschäftigungsbedingungen
• Position may be filled at the C-5A or at the full performance level, C-06. The incumbent may be non-competitively promoted to the next higher or full performance level in accordance with regulatory requirements, upon completion of required training, and recommendation of supervisor.
• The incumbent of this position is occasionally required to perform TDY (Temporary Duty Travel).
• Employee may perform the work at a location away from the regular worksite (e.g. at home) on a non-routine, ad-hoc basis. This includes work performed to complete a short-term special assignment or to accommodate special circumstances.
WE OFFER:
- a global employer who stands for cultural diversity and equal opportunities
- employment in an international environment with a welcoming atmosphere
- high level of job security and attractive pay under German tariff agreements (CTA II; Protection Agreement) including, but not limited to, the following tariff entitlements:
- 30 days of annual leave; 36 days for severely handicapped employees (additional time-off on 24 & 31 December per tariff agreement)
- vacation and Christmas pay (total of 13 monthly salaries)
- various additional social benefits (e.g., employer pension scheme through Allianz group insurance; property accrual payments)
Beyond the tariff agreement,
- usually time off on 8-9 U.S. holidays due to work hour redistribution (governed by shop agreement)
- employer-specific programs for flexible work schedules; mobile work; length-of-service/performance awards
- health promotion and fitness programs, including free use of employer-run fitness centers.