Program Analyst, FP- 0343- 4

Position Number: D01010 Introductory Statement: This position is in the Office of Medical Services, Epidemiology and Quality Improvement Unit. The Office of Medical Services provides for applicant medical screening, in-service health support for Volunteers, and post-service health claims processing. The incumbent serves in providing substantive administrative and management-oriented support within the Epidemiology and Quality Improvement Unit in the monitoring of Quality Improvement program and in managing Environmental Health and Safety program initiatives. Quality/Productivity Program Administration Work 35% Plans, schedules and conducts projects to evaluate the quality (effectiveness and efficiency) of the Volunteer Health System. Evaluates established programs and makes recommendations for administering an organizational quality management program with quality assurance and productivity elements. Evaluates the impact of plans implemented to improve service delivery; manages and analyzes data collected from such projects Conducts surveys and reviews to identify organizational goals and to ensure that organizational resources are being appropriately utilized. Conducts special studies to resolve administrative problems that arise in the course of normal operations, and presents conclusions/recommendations. Formulates and provides guidance for administrative planning activities, based on the collection, management, monitoring, tracking, analysis, and interpretation of operational program data. Writes reports that summarize these project assessment outcomes; formulates recommendations concerning needed changes in the Volunteer Health System that will improve quality. Medical Accreditation Program Administration 25% Manages the PCMO performance evaluation program that maintains, updates, and verifies the Peace Corps Medical Officer credentials, service history and performance evaluation database; develops a manual covering the administrative aspects of the conduct and maintenance of this program.Establishes procedures to meet unusual or unique standards. Incumbent is fully aware of quality assurance aspects, assembles, and monitors current required materials to assist the Chief in satisfying requirements. Incumbent prepares all necessary documentation for accreditation process. Ensures annual licenses of department are current, initiates purchase orders for payment of annual fees for accreditation and participates in annual site inspections. Administrative Program Planning Work 20% Analyzes established programs and performs program liaison duties to support long-and short-range administrative planning activities for the organization. Develops and reviews purchase requests, travel authorizations, and other actions resulting in the expenditure of funds and liaisons with external program offices and external agency consultants (e.g., Volunteer Support, Fiscal Services, Accounting, Contracts, Regional Operations, Travel, IRM, environmental health expert panel members and the Environmental Health Scientific Advisory Council) to resolve issues independently. Serves as the contact person concerning administrative issues. Manages budget execution requirements for the Offices of Medical Services' Epidemiology and Quality Improvement Unit initiatives. The incumbent has delegated authority from the Medical Epidemiologist to resolve all financial transactions and issues related to these accounts. Conducts Studies in Support Services Program Areas 20% Conducts studies of organizations with varied missions that involve administrative or program issues not commonly encountered. Determines pertinent issues and collects relevant information from a wide variety of sources. Reviews information and applies analytical techniques of a moderately complex nature. Develops recommendations, taking into account unanticipated changes and unusual factors. Manages the annual worldwide Peace Corps Medical Officer and Health Unit Survey Project which includes updating the questionnaire, logistics, analyzing collected data and writing summary reports of the survey findings. Serves as the administrator of the Environmental Health Working Group (EHWG). In this role the incumbent plans and implements, in collaboration with the Medical Epidemiologist, convening of panels of environmental health experts who serve to advise Peace Corps on environmental health and safety issues; undertakes literature reviews and produces synthesized summaries of the literature of identified environmental health topics for utilization by the EHWG; prepares summary reports of these meetings. Carries out a variety of special assignments.

OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The work requires demonstrated knowledge of the theory and principles of health care administration, including experience in the quality assurance aspect of quality improvement including using indicator analysis (such as surveillance data), application of qualitative and quantitative analytic tools; development and administration of questionnaires/instruments for measuring quality in the health care setting; graphing; calculations of means, modes, standard deviations or simialar statistical measures; use of spreadsheets; experience in summary report writing and creation of appropriate graphics using Harvard Graphics or other graphics package for IBM-compatible computer or Macintosh to accompany reports, when appropriate; experience in database management and tracking systems. Demonstrated knowledge of environmental health (through graduate training or on-the-job experience); demonstrated experience interacting with specialists in the area of clinical medicine and public health; experience in workshop and/or meeting coordination; demonstrated writing skills in report formulation. Demonstrated experience in formulating purchase requests or similar fiscal tools; managing travel arrangements; administrative oversight of other project funds that require interacting with fiscal and contracts office personnel; interactions with experts in various fields of clinical and public health to insure optimal project implementation. Demonstrated experience in the adminstrative oversight of large projects or contracts including application of evaluative and analytic methods. Must also have the ability to write clear and comprehensive policies, procedures, reports, directives, and correspondence; the ability to conduct fact-finding concerning a variety of subjects and develop analytical and effective recommendations; and the ability to plan, coordinate, and conduct special projects and programs reviews. Must have skill in inter-personal communications demonstrating the ability to clearly explain and support conclusions, recommendations, policies, and/or procedures. Factor 2- 4 Supervisory Controls The incumbent works under the general supervision of the Medical Epidemiologist in consultation with the Quality Improvement Medical Advisor who makes assignments in general terms and relies on the incumbent to carry these out independently. Work products produced are considered as technically authoritative but are subject to review to ensure compatibility with organizational goals, time frames, and effectiveness in meeting stated objectives. Guidance is provided for complex programmatic and managerial decisions especially with respect to controversial matters or in areas in which overall Peace Corps policy has not been formulated. Factor 3- 4 Guidelines Guidelines include government-wide, and other Federal agency policy statements, directives, procedural guidance, and vendors' technical manuals and literature. Guidelines also include labor agreements, Federal regulations, and the program's implementing guidance and instructions (i.e. Broad general guidelines provided by the Office of Personnel Management, the Office of Management and Budget, the Peace Corps Manual, Technical Guidelines, Roundtable Recommendations, and Joint Commission International documents). Incumbent will be asked to demonstrate judgment in the interpretation of these guidelines in the implementation of assigned duties. Guidance is provided for controversial matters in areas in which overall Peace Corps policy has not been formulated. Factor 4- 5 Complexity Analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing and conducting studies are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 4 Scope and Effect Planning and advisory responsibilities are concerned with major support services program areas which are often interrelated and which require consideration of the impact of changes made in one program on other support services or administrative programs or program areas.

Factor 6- 3 Personal Contacts Contacts are generally with top managers of other major programs or functions within an agency, in service agencies, or in private organizations. Factor 7- 3 Purpose of Contacts The contacts are typically for the purpose of negotiating the resolution of major problems (e.g., impasses encountered by subordinate supervisors in their assigned areas of responsibility or problems encountered with top managers in other agencies about the provision of common support services). Contacts also involve the negotiation of changes in the procedures and regulations of other agencies when those procedures and regulations have a serious impact on the chief's own support services programs. Factor 8- 1 Physical Demands The work is both sedentary and, occasionally, physically challenging. Some physical effort, such as standing, walking, bending, or sitting, or occasionally carrying items such as mail, records, etc. may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office.

Overseas Support Services Specialist, FP- 1101- 5

Position Number: D09727 Introductory Statement: This position is located in the Office of Administrative Services (M/AS) in the Overseas Support Division of the Peace Corps Headquarters in Washington, DC. The incumbent is responsible to the Chief, Overseas Support Division for the process management and execution of all actions necessary to purchase, and ensure delivery of pharmaceuticals, and medical and administrative supplies and equipment required by Peace Corps Posts worldwide. On a daily basis, the incumbent generally supports an assigned geographic region but must be equally capable of supporting the Division's entire range of responsibilities. Additionally, the incumbent is responsible for completion of all the financial management system requirements necessary to support the recording, obligation and liquidation of Post funds committed for each purchase processed by the Overseas Support Division. The incumbent serves as a liaison with interagency branches, GSA, other Federal agencies, vendors, and the public sector as required and assists the Division chief in the accomplishment of ad hoc project work and logistical research requirements. Acquisition of Products and Services 30% Researches, locates, and recommends purchasing supplies for off-the-shelf items or services that are available from numerous sources, e.g., pharmaceuticals, and medical and administrative supplies and equipment required by Peace Corps Posts worldwide. Reviews requisitions to ensure adequacy and completeness prior to initiation of purchasing action. Recommends appropriate method of procurement for requirements involving standardized specifications and established markets. Develops procurement plans by reviewing previous history, market conditions, and specifications or technical data packages. Adequate price competition is available for the items or services procured. Ensures purchases are in compliance with federal regulatory guidelines. Serves as a central point of contact on assigned procurements and responds to inquiries. Audits the monthly blanket purchase agreement process as assigned by the Division Chief to ensure compliance with the standard of operations. Performs monthly closeout of each blanket purchase agreement for resolution of invoice and payment. Identifies and resolves any issues identified in the audit. Audit includes assessment of each blanket purchase agreement in accordance with Federal regulations the administration of the contract until final delivery and payments. Ensures all supplies and equipment are packaged in accordance with the Transportation Division, State Department and Agency standard guidelines. Coordinates and arranges the shipment of supplies and equipment with freight forwarders when appropriate. Agency-Wide Technical Resource 25% Uses established guidelines to perform routine support activities for overseas programs in one or more geographic regions relative to purchasing pharmaceuticals and medical supplies and equipment. Maintains constant interface with overseas Post staffs, and Headquarters representatives for overseas Posts keeping them apprised of the status of pending procurements, required resolutions of funding issues and delivery/shipping timeliness. Serves as a primary Agency liaison with overseas Posts, U.S. Public Health Service and other supply agencies for overseas requisitions, worldwide shipping matters and general assistance to overseas Posts and visiting staff. Performs research necessary for all specialized equipment, supplies, and medications for overseas Posts. Works with higher-grade specialists to assure established policy and strategy are applied to the procurement of medical and pharmaceutical supplies. Reviews policy and guidance for consistent application. Serves as front-line customer service representative and liaison to both Posts and Headquarters staffs regarding logistical support. Prepares Written Guidance 15% Develops and revises forms, standard operating procedures, training materials and handbooks regarding delivery and procurement of medical supplies and equipment for approval from the Division Chief. Rewrites portions of supply regulations and manuals to reflect minor changes in regulations, procedures, or terminology. Assures consistency with current agency practices. Prepares information notices of changes for users. OTHER SIGNIFICANT FACTS: Performs other duties as assigned.

Factor 1- 6 Knowledge Required by the Position The position requires: (1) Knowledge of procurement administration regulations, procedures, and practices to analyze and process procurement requests; (2) Skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature. Factor 2- 3 Supervisory Controls The supervisor assigns work in terms of objectives and priorities. Assistance is provided on new or unusual assignments. The employee exercises initiative and judgment in evaluating and processing procurement actions and monitoring expenditures in accordance with standard practices and established procedures. Recommendations are reviewed prior to purchase for documentation, judgment, and compliance with policies and procedures. Factor 3- 3 Guidelines Guidelines consist of standard reference material, texts, and manuals on procurement procedures and practices. The employee uses judgment in choosing, interpreting, or adapting available guidelines to specific processes and issues. Cases are well-precedented and are covered by a number of directly applicable administration guidelines. The employee must use judgment in researching regulations and in determining the relationship between guidelines and supply program effectiveness. Factor 4- 3 Complexity The work principally involves dealing with problems and relationships related to purchasing medical, pharmaceutical, and administrative supplies of limited functional scope and complexity. Advice, assistance, and determinations are based upon analysis of the available means for purchase, review of appropriate records or similar documentation,and application of standard administrative guidelines. Factor 5- 3 Scope and Effect Plans and carries out projects to process and provide advice and assistance on purchase proposals that are limited in functional scope and complexity. Identifies, analyzes, and makes recommendations to resolve conventional problems and situations. May be assigned portions of broader requisitions or participate in the evaluation of program effectiveness. May develop detailed procedures and guidelines to supplement established administrative regulations or program guidance. Completed reports and recommendations influence decisions by managers concerning the requisition proposals. The work affects the ability of Posts and Headquarters staff to receive necessary supplies. Factor 6- 2 Personal Contacts Contacts are with employees, supervisors, and managers of the same agency, but outside of the immediate office, and individuals outside the agency, such as venders, in a moderately structured setting. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice to managers on non-controversial supply purchases, issues, and proposals. Contacts typically involve such matters as identification of decision-making alternatives; or recommendations for resolving administrative problems and questions. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office. May require occasional travel.

Traffic Management Specialist, FP- 2130- 5

Position Number: D09783 Introductory Statement: This position is located in the Transportation Branch, General Services Division, Office of Administrative Services. The Transportation Branch is responsible for directing the Peace Corps' complex, worldwide transportation management program and operations. This program includes developing and implementing Agency-wide travel and traffic management policies and procedures; monitoring the efficiency of the Agency's travel and traffic activities; reviewing and authorizing the travel of persons and the transportation of things; and arranging for the travel of Peace Corps staff, trainees, and volunteers, including obtaining necessary passports and visas, and the transportation of their personal effects and household goods. The incumbent serves as the Branch's senior traffic management specialist and Acting Branch Chief during supervisor's absence. Traffic Policies and Programs Technical and Analytical Work 75% Analyzes and resolves problems of a procedural nature associated with Agency-wide travel and traffic management. Monitors and analyzes the day-to-day implementation and operation of the Agency's travel and transportation operations, policies and procedures, recommending to the Branch Chief changes to improve efficiency and reduce costs. Maintains liaison with the Department of State and other Federal agencies on travel and traffic management matters to obtain guidance on problem situations and discuss issues of mutual interest. Provides advice and guidance to internal organizations on the efficient and economical use of transportation resources. Visits field offices to appraise traffic management programs and operations. Investigates complaints by and against carriers to determine whether policies governing rate or service negotiations should be modified. Gives on-the-spot assistance to area offices to obtain immediate improvement of unsatisfactory conditions and to resolve troublesome areas. Reports on operations with recommendations for changing programs, increasing economy of operations, and making traffic management function more effectively. Initiates negotiations with carriers, Agency Contracts Office and the GSA to obtain more satisfactory rates, services, or privileges. Serves as a technical expert in carrier's proposals for cost and traffic flow data. Evaluates the impact of such changes on Government-wide traffic for Headquarters and Area Offices, and recommends appropriate actions to moderate potential effects. Provides assistance to Branch Chief in monitoring the performance of the Travel Management Center, including review of travel itineraries for accuracy and adherence to Federal and Agency travel regulations and policies. Serves as a technical expert to the Travel Management Center regarding issues related to passport and visa problems. Assists in resolving problems, complaints, discrepancies and misunderstandings that develop between Agency staff and the Travel Management Center. Ensures all office operations are within Agency and Government guidelines. Serves as the Senior Traffic Management Specialist and technical expert to the Branch Staff. Ensures the staff is properly trained and current in the operation of the transportation of personal effects and household goods, and the Branch's automated travel reservation system. Interprets Federal and Agency travel policy and procedures, recommending alternative travel modes and resolving scheduling conflicts. Reviews and approves staff, trainee and volunteer travel and transportation requests, ensuring travel itineraries prepared by Branch staff are correct and within approved standards. Provides guidance and assistance to Peace Corps offices, including Volunteer Recruitment and Selection Service Centers and Area Offices, on the preparation of travel and transportation authorizations, the control and issuance of Government Transportation Requests (GTRs), and transportation problems. Conducts, or participates in conducting travel and transportation training sessions for domestic and overseas staff. Determines training material needed, develops material. Evaluates delivery and content of training to determine effectiveness. Serves as Acting Branch Chief . Arranges for the shipment and/or storage of household and personal effects to destinations both foreign and domestic. Prepares and processes the necessary shipping and storage documents and receipts, forwarding to shipping and receiving points. Contacts carriers relative to scheduling, expediting, and other disposition of shipments. Special Traffic Management Studies 25%

Carries out successive steps to perform conventional studies of traffic systems and operations using well-established criteria, methods, and procedures. Conducts studies and evaluates need for increased automation in order to meet future Agency needs. Redesigns, and evaluates need for continued use of existing forms and recommends design of new forms. Surveys commercial freight forwarders to determine best tariff rates and most efficient operation, advises Branch Chief of findings and makes recommendations. Monitors and analyzes changes in Government travel regulations and guidance issued by the Comptroller General, General Services Administration, Department of State and Office of Management and Budget. Determines impact on Agency and develops Branch and Agency guidance, and instructions implementing these changes. Drafts and assists in revising Peace Corps Manual Sections dealing with travel and transportation matters for staff and volunteers. Drafts internal Office and Agency memoranda regarding travel procedures and guidelines. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The employee applies a practical knowledge of industry practices and procedures and the established regulations, requirements and techniques related to a transportation functional program. This knowledge is used to perform independent work involving specified segments of large project or well-defined projects of lesser scope that require the application of standardized traffic management methods and procedures. The work requires skill in analyzing and interpreting technical transportiaon requirements and guidelines to perform a variety of assignments for which there are general precedents. Employee uses knowledge of transportation regulation to analyze and solve problems of a procedural or factual nature. Factor 2- 3 Supervisory Controls The Chief of Transportation Branch assigns specific project in terms of issues or problems to be studied and sets priorities and deadlines for completing the work. For continuing assignments or projects, the supervisor generally indicates the overall results expected. The supervisor or a higher grad specialist provides assistance on potentially controversial issues or problems, or on situations that do not have clear precedents. The employee plans, coordinates, and carries out the successive steps in factfinding and analysis to complete each phase of assigned projects. The employee resolves work problems, without reference to the supervisor, in accordance with standard traffic management policies and guides, applicable precedents, and previous training. Completed work is reviewed for conformance with overall requirements, technical adequacy, and adherence to policy guidelines. Techniques used during the course of assignments are not normally subject to detailed review. Factor 3- 3 Guidelines Guidelines regularly used in the work include command, bureau, or equivalent level instructions that implement agency policy; locally developed standard operating instructions; and various traffic and freight manuals, rating and routing guides, handbooks, and trade journals. Material referenced in the guidelines is not always directly applicable to specific assignments or projects. However, precedent cases covering similar subjects or issues are generally available. Judgment is used in selecting precedents and in interpreting or adapting available guidelines to issues or problems arising in the work. Conflicts are resolved in the guidelines according to project or assignment requirements and consistency is ensured with transportation program policies and objectives. Factor 4- 3 Complexity Assignments involve performance of varied duties requiring the use of different and unrelated processes, methods, practices, and/or criteria. Work assignments include: providing advice and guidance to procurement organization on the efficient and economical use of transportation resources; furnishing guidance on transportation requirements to contractors; analyzing transportation characteristics of equipment and commodities for consistency of freight classification; studying an installation's transportation or freight handling operations to identify ways to improve efficiency and productivity; using established mathematical models to develop forecasts of the movement of cargo within a transportation network; and analyzing transportation costs of items to recommend more efficient and economical storage, distribution, or stocking points.

Assignments require the selection and application of different methods and procedures, depending on the particular phase of the project and/or the nature of the problems encountered. The work involves consideration of such factors as the type of transportation service required, cost, program needs, lead time required, and applicable transportation regulations and guidelines. Findings and recommendations resulting from studies or other assignments are based on the application of well-established transportation guidelines, regulations, and techniques; on analysis of work observations; and on review of transportation and shipping records or other documentation, such as procurement requests and research of precedent cases or studies. Factor 5- 3 Scope and Effect The purpose of the work is to resolve a variety of conventional transportation problems, questions, or situations. Work may include planning, monitoring, or coordinating the organization's established transportation modes such as scheduled truck or cargo services. In other assignments, independent performance of studies and analyses of traffic systems or operations may be performed. This work may also include developing detailed guidelines to supplement established procedures. The results of the work primarily affect the organization's ability to meet local transportation requirements. Some priority transportation requirements may affect operations at multiple sites. In some instances the work products affect the outcome of broader and complex studies or analyses performed by other specialists. Factor 6- 2 Personal Contacts Personal contacts are with employees and supervisors of the same agency, but outside the immediate office. Persons contacted include those performing transportation or related functions, such as supply at higher organizational levels within the agency. Also includes contact outside the agency in a moderately structured situation, such as exchanges of information by phone and in occasional meetings with counterparts in transportation and other related programs. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice to managers and program officials on transportation considerations of the organization's mission and program. Contact typically involve noncontroversial issues or problems and include such matters ad identification of alternatives and recommendations for resolving traffic management problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required, such as walking, standing, bending, or carrying light items. No special physical demands are required. Factor 9- 1 Work Environment The work is performed in an office setting, involves minimal risk or discomfort, and requires normal safety precautions. The work area is adequately lighted, heated, and ventilated.

Supervisory Training Specialist, FP- 1712- 3

Position Number: D09629 Introductory Statement: This position is located in the Peace Corps, Center for Field Assistance and Applied Research, Overseas Training Division, Staging Unit. Staging Unit is responsible for conducting pre-overseas departure events (staging events) for applicants invited to become Peace Crops Volunteers. The incumbent coordinates a broad spectrum of activities that relate to the entire staging process and its relationship to the broader training delivery system. The incumbent is oversees staging staff is fulfilling liaison activities with all offices involved in the delivery of Peace Corps Volunteers. Responsible for ensuring quality control and monitoring of all staging events;'staging program development and design improvement, staging policy development and implementation; and management of all contract staff for staging events. The incumbent supervises a temporary and permanent staff of two training specialists, three training technicians, and student aides. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the GS-11 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Training Program Coordination Activities 25% Coordinates a broad spectrum of activities that related to the entire staging process and its relationship to the broader training delivery system. Is responsible for overseeing staging staff in fulfilling liaison activities with all offices involved in the delivery of Peace Corps Volunteers. Oversees, coordinates, and evaluates overall educational program activities and the implementation of basic national guidelines, for a significant organizational segment of an agency, such as a regional office, Center, or major field installation. Coordinates and negotiates matters of considerable consequence. Resolves matters that are often controversial, complicated, set general precedent, or affect prominent and fundamental policy issues in the subject-matter field. Establishes and maintains professional contacts with leading practitioners, researchers, and others in education and training institutions, research organizations, and industry. Training Course Development and/or Consultation 25% Has input into, and develops and implements, training models pertinent to the entire training delivery system and in relationship to ensuring effective stagings for Peace Corps trainees. Utilizes a curriculum development effort and various design approaches including Instructional Systems Design (ISD) to redevelop models in the training delivery system and for stagings. Develops and implements models and adjusts models based on changes in recruitment and feedback from hosts. Serves as an expert consultant in a broad specialty area in education and training, or a subject-matter field. Develops original course plan and design for basic course concepts. Courses are unusually broad and cover highly complex material, such as in newly emerging or rapidly changing scientific areas. Plans, develops, and implements curriculum for a broad range of educational programs that are non-standardized or where special problems exist. Assesses program or course curriculum, content, and instructional materials to coordinate the development of course products. Resolves training matters that are controversial, complicated, or set general precedent; involve coordinating or negotiating matters of considerable consequence; or affect prominent and fundamental policy issues. Develops and applies new program methods, approaches, and technology.

Course Evaluation for Training Programs 25% Designs and implements a data gathering system to analyze post feedback on effectiveness of stagings and other models in the training delivery system. Collaborates with staff in designing, delivery, evaluating and redesigning effective training based on standards and competencies. Evaluates curricula for a significant organizational segment of an agency, such as a regional office, Center, or major field installation. Troubleshooting duties frequently require problem-solving, technical review, and leadership for the education and training organization. Resolves problems that are often controversial, complicated, or set general precedent; negotiates or coordinates matters of considerable consequence or affect prominent and fundamental policy issues in a specific subject-matter field. Provides highly specialized external evaluation, complex statistical data, and/or course revision recommendations for review and use. Evaluates complex course assessment design procedures. Investigates new concepts and innovations applicable to external evaluation efforts and to specific training and initiates proposals for pure and hybrid application to such training. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position Mastery of the concepts, principles, and methods of training development to develop broad guidelines or regulations, or to conduct projects to resolve complex systemic problems for an agency. Expert knowledge of the problem solving techniques of the field and the legal framework in which the program operates; and a high level of skill in interpreting and developing guidelines and regulations that are questioned, challenged, or require negotiating to secure acceptance. Comprehensive knowledge of the mission, organization, and work processes of agency programs and their relationship to training processes. Ability to develop, design and evaluate employee training and development programs, courses, materials, aids, etc., and employ state-of-the-art training delivery systems. Factor 2- 4 Supervisory Controls The supervisor sets overall program objectives and resources available, and collaborates in developing deadlines and approaches to unusual or particularly sensitive program and/or individual situation problems. The employee exercises judgment in planning and carrying out assignments. The work is reviewed in terms of fulfillment of assignment objectives. Factor 3- 4 Guidelines Guidelines include laws, regulations, agency policy, accepted education procedures, and accepted training standards. Available general policies and precedents provide very limited and often inadequate guidance for the major areas and critical issues involved. Employee uses experienced professional judgment and resourcefulness in such significant matters as deviating form traditional methods and practices; modifying criteria for assessing value of proposals for new major projects; and changing established mechanisms for evaluating performance of grantees and contractors when these mechanisms are not adequate or appropriate. Factor 4- 5 Complexity Performs complete assignments involving a wide variety of duties, employing a broad range of fact-finding and analytical techniques, and requiring decisions in interpreting varied and complex factual situations in the context of the requirements of applicable laws, regulations, or policies. Assignments are to solve highly complex problems including rapidly changing conditions requiring consideration of changes in a short period of time, precedent setting issues, in-depth analysis of highly complex organizations, dealing with powerful organizations such as unions that challenge facts, dispute methods, etc., and dealing with problems that have been particularly resistant to solutions in the past. Decisions are complex and difficult due to major areas of uncertainty due to complexity of organizations served, innovative application of new techniques, and technologies to current and projected training or development needs, ambiguity of conditions, conflicting laws, precedents, etc. Factor 5- 4 Scope and Effect The work involves the establishment of training development management criteria, the formulation of special studies/projects, the assessment of program effectiveness, or the study and analysis of unusual and difficult problems or issues. Additionally, the work also concerns resolving sensitive problems and issues, and developing new methods, procedures, and processes where none previously existed. Decisions, findings, and recommendations are of major significance to top management and often serve as the basis for new training development systems, policies, regulations, or programs, and the well being of significant numbers of people. The work performed has a direct impact on the effectiveness and efficiency of agency operations and the ability of the agency to meet its mission goals. Factor 6- 3 Personal Contacts

Contacts are generally with managers, subject matter specialists, and other officials outside the federal government, e.g., state and local school systems, post-secondary institutions, research organizations, and public interest groups. In many positions, individuals involved have grants or contracts on education problems and issues, or are associated with organizations and institutions that have such grants or contracts. These contacts are generally not established on routine basis, and occur in a variety of places, inside and outside the agency. Factor 7- 3 Purpose of Contacts The purpose of contacts is to motivate, influence, and persuade individuals and groups who are suspicious, fearful, or otherwise not inclined to be cooperative to accept changes in training development methods, practices, or programs, or to adopt new approaches. Employee must be skillful in dealing with those persons and groups to achieve agreement on changes that will be in harmony with agency objectives and policies, or to gain compliance with training regulations and other legal requirements. Factor 8- 1 Physical Demands No special physical demands such as above average ability, dexterity, or strength are required to perform the work. Work is sedentary and the employee may sit comfortably. There may be some walking, standing, bending, carrying of light items, driving of an automobile, etc. Fieldwork may involve traveling to interviews, meetings, and sources of information. Factor 9- 1 Work Environment Work is usually performed in offices, meeting rooms, schools, or similar settings. The work areas are adequately lighted, heated, and ventilated. Many positions involve travel, including the normal everyday risks and discomforts of auto, bus, rail, and air transportation. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect Directs a program segment that performs technical, administrative, protective, investigative, or professional work. The program segment and work directed typically have coverage which encompasses a major metropolitan area, a State, or a small region of several States; or when most of an area's taxpayers or businesses are covered, coverage comparable to a small city. Providing complex administrative or technical or professional services directly affecting a large or complex multi-mission military installation also falls at this level. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others;

- Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; - Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters. - Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager; - Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases; - Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 2 Nature of Contacts Contacts may be informal, occur in conferences and meetings, or take place through telephone, and sometimes require nonroutine or special preparation. Frequent contacts are comparable to any of the following: - members of the business community or the general public; - higher ranking managers, supervisors, and staff of program, administrative, and other work units and activities throughout the field activity, installation, command (below major command level) or major organization level of the agency; - representatives of local public interest groups; - case workers in congressional district offices; - technical or operating level employees of State and local governments; - reporters for local and other limited media outlets reaching a small, general population. Factor 4B- 2 Purpose of Contacts The purpose of contacts is to ensure that information provided to outside parties is accurate and consistent; to plan and coordinate the work directed with that of others outside the subordinate organization; and/or to resolve differences of opinion among managers, supervisors, employees, contractors or others. Factor 5- 6 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-11 or equivalent. Factor 6- 4 Other Conditions Supervision involves substantial coordination and integration of a number of major work assignments, projects, or program segments of professional, scientific, technical, or administrative work comparable in difficulty to the GS-11 level.

OR This position directs subordinate supervisors and/or contractors who each direct substantial workloads comparable to GS-9 or GS-10.

Information Technology Specialist (SYSANALYSIS), FP- 22103

Position Number: D09455 Introductory Statement: This position is located in the Office of the Chief Information Officer (CIO), Peace Corps. The purpose of the position is to design and review Agency-wide Information Technology Infrastructure that supports the Agency's information systems and initiatives. IT Policy/Guidelines Development 25% Develops and implements directives to implement high-level policy changes that impact significant agency technology resource requirements. Develop policies, standards, and procedures, in conjunction with the Enterprise Architecture to ensure all Agency systems are consistent with overall Agency strategies and plans. Drafts various domestic and overseas guideline material, including polices, procedures, regulations, manuals, and forms. Align domestic & overseas technology architectures to create a uniform set of agency-wide standards and processes. IT Research and Analysis Work 25% Provides expert analysis and advice on complex program related information technology (IT) issues or problems where new analytical techniques must be developed to identify and evaluate findings. Conduct technology research and development initiatives to identify appropriate technologies that can be leveraged to further Agency goals, missions, and objectives. Participates with in-depth research and development of new and improved systems for use in program and volunteer operations; and ensures that systems are both in conformance with Agency architectural guidelines, and designed to serve both user and program needs efficiently and cost-effectively. Systems Analysis 25% Provides expert evaluation of the requirements, analyzes alternatives, and recommends technical solutions relating to the complete life cycle for information systems and information systems components. Perform ongoing systems analysis of current Agency technology infrastructure to ensure that it is inline with current and future Agency initiatives and strategic goals and consistent with Agency policies, regulations and enterprise architecture. Provide technical leadership in development of infrastructure for continuous operations and disaster recovery efforts. Develop and maintain infrastructure related design documentation and technical process models. IT Project Planning and Management 25% Administers and manages information technology (IT) projects for major office or program issues of broad impact. Provide sound advice regarding technology issues and recommend technical solutions when appropriate. Develop recurring lifecycle review of the Agency information technology infrastructure. Provide oversight for the optimization of technical infrastructure for performance, stability, and reliability. Serve as technical counterpart for Network, LAN/WAN environments. Coordinate development and maintenance of the Enterprise Architecture (EA) cross-agency technical reference model. Participates in determining user IT requirements and ensures those needs are met while maintaining system integration between posts and Headquarters. Works as a team member on various IT initiatives. Provide project management and consultation for infrastructure related technology initiatives. Performs other duties of special project nature and receives on-the-job training of a technical nature as required to fulfill the requirements of the Office of the CIO. OTHER SIGNIFICANT FACTS:

Performs other duties as assigned. Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position Mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues. Factor 2- 4 Supervisory Controls The incumbent works under the general direction of the Division Chief Technical Infrastructure & Support, who sets overall objectives and assists in establishing priorities and is available to provide general guidance and timeframes. Within a broad set of guidelines the incumbent works independently, making decisions on the creation, resolution, and disposition of all technical considerations affecting Peace Corps technology. Assignments are typically given in the form of general business or technology issues to be solved and the incumbent is expected to exercise independent initiative, decision making, research, and skill in carrying out all assignments. The supervisor reviews work in terms of soundness of overall approach, effectiveness, customer satisfaction with the results, ability to fulfill all responsibilities. Factor 3- 4 Guidelines Guidelines include relevant governmental and Peace Corps policies, regulations and other guidance for the use of information technology although not all guidance is clearly defined and available. Manufacturers and vendor's technical manuals and technical specifications may also be applicable, as well as internal procedures. Typically, guidelines are very general and may evolve over time, or be non-existent often requiring input from the incumbent. The individual is expected to translate the broad goals and requirements of the Office of the CIO and program offices into useful technical solutions, and use considerable initiative to identify and resolve problems without specific guidance from the supervisor or written guidance. Factor 4- 5 Complexity Assignments are diverse and cover a wide range of computer hardware and software platforms. They involve use of complex computer technology, and systems analysis and design concepts. The work involves a depth of complexity in the specialty areas of microcomputer technology and telecommunications. The incumbent will be expected to provide sound advice and consultation in all areas of technology infrastructure. The nature of the job assumes the ability to convert varying sets of procedures into systematic processes, and translate these complexities into terms understandable by non-technical management and staff. Factor 5- 4 Scope and Effect This position provides technical focus for the research and development of information technology. This position provides Agency-wide technical focus for the agency's computer platforms with respect to the design, and implementation of the agency's technology infrastructure. The incumbent has responsibility for maintaining the integrity of technology infrastructure throughout the agency. The work impacts on all parts of the agency, external partners, and thousands of Peace Corps Volunteers who use or benefit from these computer capabilities. The use of these technologies, when designed and implemented effectively, plays a major role in improving the productivity of almost all Peace Corps employees. Factor 6- 3 Personal Contacts

Contacts are typically with technical experts and subject matter, system users and program managers at Peace Corps headquarters and field offices (both overseas and domestic). They may also be with computer industry representatives, representatives of private support, constituent, or professional groups sharing Peace Corps information. The incumbent may also work with software and hardware vendors to evaluate products, equipment, and service offerings. They assist the agency CIO, Chief Architect, and other staff in evaluating systems software performance on both operational and experimental systems. The incumbent works with staff and contract vendors throughout the Peace Corps to design and develop the Agency technology infrastructure. The incumbent may also work with-other government agencies and organizations in the private sector to coordinate technology information transfer, develop and share best-practices information, and stay current with state-of-the-art technology and problem resolution techniques. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings, advice, guidance, and recommendations in the technology specialty area(s) of the position. May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Administrative Clerk (OA), FP- 0303- 9

Position Number: D09406 Introductory Statement: This position is located in the Office of World Wise Schools (WWS), a global education program of the Peace Corps, which matches Volunteers serving overseas with U.S. classes in grades three through twelve in an informal exhange. In addition to matching Volunteers with classes, WWS prepares and distributes supplemental education materials to third through twelfth grade teachers throughout the U.S. who are participating in the program. WWS also arranges for returned Volunteers to share their overseas experiences with U.S. classes. This temporary data entry position will assist the Agency and Domestic Programs with various computer projects related to World Wise Schools in support of Peace Corps Day. Office Automation Work 65% Performs complex office automation duties requiring different approaches and methods from assignment to assignment. Chooses from a range of software applications, (e.g., word processing, graphics, spreadsheet, and project management), to perform a broad range of duties. Selects the application appropriate to the search, sort, and calculation requirements of documents generated. Produces a variety of reports and lists. Using word processing software, produces a variety of materials such as spreadsheets, plans, procedures, memoranda, letters, and lists. Develops detailed procedures and functions for entering and printing data in varying combinations and formats to meet reporting/documentation requirements. Identifies office automation tasks that can be performed more efficiently and develops new methods or procedures for performing them, such as creating macros or setting up document shells or format styles that expedite the production of documents. Enters data from incoming reply cards from returned Peace Corps Volunteers and educators for Peace Corps Day into a FileMaker Pro Database. Generates lists of respondents to mail to World Wise Schools' liaisons around the country. Clerical or Administrative Practices and Procedures 35% Reads and keeps apprised of organizational and Agency-wide directives and procedures in order to be aware of changes and new requirements affecting the work of the organization. Such procedures concern preparation and processing of correspondence, reports, and forms; hard-copy and electronic filing; mail procedures; and, security procedures. Prints labels and assists in the assembly and mailing of speakers' kits to respondents. Works with Outreach Coordinator and Peace Corps Day Assistant on other projects, as requested. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 3 Knowledge Required by the Position The position requires knowledge of a body of standardized rules, procedures, or operations requiring considerable training and experience to perform the full range of standard clerical assignments and resolve recurring problems. Factor 2- 2 Supervisory Controls The incumbent works under the general supervision of the Director of WWS, who provides continuing or individual assignments by indicating generally what is to be done, limitations, quality and quantity expected, deadlines, and priority of assignments. The supervisor provides additional, specific instructions for new, difficult, or unusual assignments including suggested work methods or advice on source material available. The employee uses initiative in carrying out recurring assignments independently without specific instruction but refers deviations, problems, and unfamiliar situations not covered by instructions to the supervisor for decision or help. The supervisor assures that finished work and methods used are technically accurate and in compliance with instructions or established procedures. Review of the work increases with more difficult assignments if the employee has not previously performed similar assignments. Factor 3- 2 Guidelines

Procedures for doing the work have been established, and a number of specific guidelines are available. The number and similarity of guidelines and work situations requires the employee to use judgment in locating and selecting the most appropriate guidelines, references, and procedures for application and in making minor deviations to adapt the guidelines in specific cases. At this level, the employee may also determine which of several established alternatives to use. Situations to which the existing guidelines cannot be applied or significant proposed deviations from the guidelines are referred to the supervisor. Factor 4- 3 Complexity The work includes various duties involving different and unrelated processes and methods. The decision regarding what needs to be done depends upon the analysis of the subject, phase, or issues involved in each assignment, and the chosen course of action may have to be selected from many alternatives. The work involves conditions and elements that must be identified and analyzed to discern interrelationships. Factor 5- 2 Scope and Effect The purpose of the position is to execute specific rules, regulations, or procedures that typically comprise a complete segment of an assignment or project of broader scope. The work product or service affects the accuracy, reliability, or acceptability of further processes or services. Factor 6- 2 Personal Contacts The personal contacts are with employees in the same agency but outside the immediate organization. People contacted generally are engaged in different functions, missions, and kinds of work, e.g., representatives from various levels within the agency such as headquarters, regional, district, or field offices, or other operating offices in the immediate installation. Factor 7- 1 Purpose of Contacts The purpose of the contacts is to obtain, clarify, or give facts or information regardless of the nature of those facts; i.e., the facts or information may range from easily understood to highly technical. Factor 8- 1 Physical Demands 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, small parts; or driving an automobile, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms. The work area is adequately lighted, heated, and ventilated.

Information Technology Specialist (Security), FP- 2210- 3

Position Number: D09417 Introductory Statement: This position is located in the Office of the Chief Information Officer (CIO). The incumbent reports to the Agency Information Technology Security Program Manager (ITSPM) and the incumbent serves as the Certification and Accreditation Specialist responsible for assisting in and supporting IT systems Certification and Accreditation (C&A) activities: documentation, testing, and reporting. These activities include test planning, review and analysis; user training, policy and procedural changes, preparation of Statements of Work, and supervision of contractors. Duties also include monitoring and evaluating systems' compliance with federal government IT security C&A requirements. The incumbent also reviews policy and procedures for information technology systems security and assures their compliance with Agency and Federal security policy, standards, and procedures. The incumbent researches problems and analyzes the information to develop many of the objectives with which they work. Guidelines and time constraints for completing projects are defined in conjunction with the customer and the ITSPM and/or CIO. The incumbent will assemble all relative information, build a catalog of requirements definition, and proceed at a , pace that meets the general guidelines for each project. In most instances, the incumbent is responsible for initiating research and keeping management aware in new or pending issues and. Solutions Administration of Information Technology Systems Security 100% Ensures the rigorous application of information security/information assurance policies, principles, and practices in the delivery of systems administration services for a major segment of an agency, such as a region or multi-state area. Resolves hardware/software interface and interoperability problems. As the technical operations assistant to the Agency IT Security Program Manager(ITSPM) reviews and recommends policies and procedures for Agency C&A activities. Administers and assists in the supervision of contract staff. Consults with customers to identify and specify C&A requirements in the implementation of security procedures and processes. Monitors and evaluates systems' compliance with Federal and Agency IT security requirements. Assists the proper protection of evidence and investigation of computer crimes and security incidents. Plans systems implementation and ensures the rigorous application of information security and information. Prepares, maintains, and oversees Certification and Accreditation (C&A) system security testing, planning and documentation. Researches problems and analyzes the information to develop objectives. Assembles information and requirements to meet project needs. Prepares detailed specifications that describe required C&A related enhancements to procedures or software and hardware configuration suites and advises development teams of applications security and controls to be implemented. Works with system owners, sponsors, and management to discuss and define requirements for future as well as existing systems. Initiates research and keeps management aware of new or pending issues and solutions. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position Mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical

personnel. Prepares and presents briefings to senior management officials on complex/controversial issues. Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment including possible stages, and possible approaches. The employee determines the most appropriate principles, practices, and methods to apply in all phases of assignments, including the approach to be taken, degree of intensity, and depth of research in management advisories; frequently interprets regulations on his/her own initiative, applies new methods to resolve complex and/or intricate, controversial, or unprecedented issues and problems, and resolves most of the conflicts that arise; and keeps the supervisor informed of progress and of potentially controversial matters. The supervisor reviews completed work for soundness of overall approach, effectiveness in meeting requirements or producing expected results, the feasibility of recommendations, and adherence to requirements. The supervisor does not usually review methods used. Factor 3- 4 Guidelines The employee uses guidelines and precedents that are very general regarding agency policy statements and objectives. Guidelines specific to assignments are often scarce, inapplicable or have gaps in specificity that require considerable interpretation and/or adaptation for application to issues and problems. The employee uses judgment, initiative, and resourcefulness in deviating from established methods to modify, adapt, and/or refine broader guidelines to resolve specific complex and/or intricate issues and problems; treat specific issues or problems; research trends and patterns; develop new methods and criteria; and/or propose new policies and practices. Factor 4- 5 Complexity Work consists of a variety of duties requiring the application of many different and unrelated processes and methods to a broad range of IT activities or to the in-depth analysis of IT issues. The employee makes decisions that involve major uncertainties with regard to the most effective approach or methodology to be applied. These changes typically result from continuing changes in customer business requirements; or rapidly evolving technology in the specialty areas. The employee develops new standards, methods, and techniques; evaluates the impact of technological change; and/or conceives of solutions to highly complex technical issues. The work frequently involves integrating the activities of multiple specialty areas. Factor 5- 4 Scope and Effect Work involves managing IT projects for major office or program issues of broad impact. Conceives of and implements new initiatives and projects to strengthen, facilitate, and integrate IT programs. Undertakes or participates in special projects, ongoing analyses, investigations and initiatives that have high priority for high-level management, such as, producing complex written reports; organizing special committees, workshops, or other gatherings; initiating program reviews; developing or fostering cross-agency activities. Factor 6- 3 Personal Contacts Contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings, advice, guidance, and recommendations in the technology specialty area(s) of the position. May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Management Analyst, FP- 0343- 3

Position Number: d10101 Introductory Statement: This position is located in the Office of Administrative Services (M/AS) in the Reference, Research and Distribution Division (RRDD) of the Peace Corps headquarters in Washington, DC. The incumbent reports to the Supervisory Management Analyst and serves as the Agency Records Management Officer, responsible for implementing the agency's program for management of federal records. The incumbent serves as the Agency Paperwork Reduction Act Officer and is the primary point of contact for development, approval, processing, and distribution of information collection forms and coordination with the Office of Management and Budget (OMB) Records Management Program Administration 30% The employee serves as the agency Records Management Officer and primary liaison with the National Archives and Records Administration (NARA). The employee is responsible for administering the Inter-Agency agreements between the Peace Corps, the National Archives and Records Administration (NARA), and the Washington National Records Center (WNRC). Maintains and monitors an integrated records and reporting system that affects policies and programs throughout the agency. Establishes and promotes a records management program for a major multi-functional organization or program at the national level. Works to improve records management program areas, such as centralized records function, standardized handling/retention procedures, conversion from paper to film/electronic data, and document searches. Develops tools promoting effective coordination of decentralized records management activities to ensure the accessibility and security of the agency information. Analyzes problems and issues involving the development of records management systems, file and records utilization procedures, and potential automation of information processing methods. Assures conformance to the rules, regulations, and policies of the National Archives and Records Administration and Peace Corps for all records maintained by the agency. Duties require a substantial knowledge of legal requirements for records retention, and of records maintenance for manual and automated records Administrative Program Planning Work 25% Serves as principal liaison to an important agency organization for long-range planning on administrative management matters. Develops recommendations and advice on administrative requirements for a complex organization. Participates in developing and implementing administrative management policies. Reviews and interprets policy and directive materials, independently initiating action to implement such material by preparing memoranda, bulletins, other directives and correspondence. Establishes follow-up procedures to ensure any actions are implemented in a timely manner. Takes actions to implement programs or activities and to correct problems. Works closely with organizations serviced by reviewing, analyzing, and making recommendations on proposed policy and procedure program changes, organizational changes, and more. Provides training to the agency staff in records management including individual sessions; conducts inventory of records; creates and/or amends new record schedules, amends records schedules; processes and submits new schedules for temporary and permanent records; facilitates annual update to Privacy Act System of Records Schedules; provides federal records shipment materials to appropriate offices and individuals. Reviews and processes SF-135s, SF-115, and SF-258s to accomplish all records management actions. Develops and participates in outreach activities to increase personal and agency awareness of current federal records and information management policies and practices. Conducts Studies in Support Services Program Areas 20% Monitors, analyzes and evaluates work relative to development, disposition, and destruction of Agency records, in all formats and/or execution phases of the Records Management program. Interprets Peace Corps records management policies and procedure and provides general and technical advice and assistance to senior staff and employees. Ensures permanently valuable information is preserved, and that all other information is retained, reviewed, and disposed of systematically. Provides expert analysis and advice on complex program issues. Identifies relevant issues based on operations and changing program requirements. Collects relevant information from varied sources that may be difficult to access. Carries out a variety of special assignments requiring extensive coordination with other departments, external agencies, and the private sector. Plans, organizes, and conducts studies or surveys of a specialized support services function or functions. Analyzes operations, requirements, systems, etc. Devises new analytical techniques to evaluate findings. Makes authoritative recommendations to management for the modification, consolidation, standardization, or obsolescence of systems. Prepares Reports and Oral Presentations Relevant to Work Assignments 20%

Writes correspondence, reports, grant proposals (budget), or other documents related to self-directed work assignments or developmental activities. Gathers, interprets, and analyzes information to develop. Records information to reports. Prepares and delivers oral presentations to a variety of audiences within the Library of Congress and the professional community. Actively participates in discussions and meetings. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position (1) Mastery of a wide range of qualitative and/or quantitative methods for the assessment and improvement of program effectiveness or the improvement of complex management processes and systems; (2) Comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs; (3) Knowledge of agency program goals and objectives, the sequence and timing of key program events and milestones, and methods of evaluating the worth of program accomplishments; and (4) Skill to plan, organize, and direct team study work and to negotiate effectively with management to accept and implement recommendations where the proposals involve substantial agency resources, require extensive changes in established procedures, or may be in conflict with the desires of the activity studied. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies and management and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Administrative policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Administrative guidelines usually cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee may refine or develop more specific guidelines such as implementing regulations or methods. Factor 4- 5 Complexity Analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 4 Scope and Effect Assesses the productivity, effectiveness, and efficiency of program operations and/or analyzes and resolves problems in the staffing, effectiveness and efficiency of administrative support and staff activities. Establishes criteria to measure and/or predict the attainment of program or organizational goals and objectives. Contributes to the improvement of productivity, effectiveness, and efficiency in program operations and/or administrative support activities at different echelons and/or geographical locations within the organization. Work affects the plans, goals, and effectiveness of missions and programs at these various echelons or locations. The work may affect the nature of administrative work done in components of other agencies. Factor 6- 3 Personal Contacts Contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts

The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office.

Information Technology Specialist (DATAMGT), FP- 2210- 2

Position Number: D09340 Introductory Statement: This position serves as the Peace Corps Data Administration Program Manager and Lead Data Architect in the Office of IT Architecture, Standards and Practices. The purpose of the Data Administration Program is to ensure the effective and efficient availability, management, and use of data resources throughout the Peace Corps. Functional areas of responsibility include data organization, structure, storage, location, access, processing, integrity, accuracy, and communication of data and information throughout the Agency. The incumbent is responsible for developing long-range plans, strategies, policies, and standards for data administration, data and information sharing selection and utilization of data management systems, tools, and methodologies and for providing leadership and management of all data related aspects of the Agency Enterprise Information Architecture. The position is located within the office of IT Architecture Standards and Practices and reports to the Director of that organization. Database Design and Development 40% As a recognized technical expert, develops policy and guidelines for the development of data structures and access strategies that conform to business and mission requirements. Leads projects to develop and implement new data management designs. Develops logical data models to be translated into workable physical database designs. Selects modeling methodologies and tools. Generates models that are capable of accommodating new and unanticipated business requirements and processes. Verifies model integrity and maintains and revises existing models. Anticipates changes in business requirements. Ensures that data models are capable of responding to changing requirements. Adapts modeling tools and approaches to meet the unique requirements of an assignment. Program Planning and Management 40% Coordinates and directs the accomplishment of all functions comprising the assigned mission of the organization, encompassing difficult and diverse functions or issues that affect critical aspects of the major programs of the agency. As an expert on long-range planning, recommends and participates in developing strategies for implementing planning for a major office or program. Establishes short- and long-range goals of the organization, develops detailed plans for implementing them, and oversees implementation of the goals in subordinate organizations. Determines if adjustments or changes in objectives or emphasis are needed in organization functions. Recommends and/or puts into action organizational or process changes. Reviews past work histories and known future requirements and determines future resource requirements of the organization, estimating short- and long-range personnel, budgetary, space, and equipment needs. Recommends staffing patterns based on workloads and fiscal limitations. Predicts organization demands and recommends reallocation or augmentation of existing resources as necessary. Determines the need for written policies and procedures, designates subordinates to develop policy and procedural documents, and reviews and approves them upon completion. Conducts periodic and comprehensive evaluations of ongoing functions to ensure that the organization meets its stated goals, and identifies areas where operational efficiency can be enhanced. Reviews productivity in all areas, monitors problem areas, and oversees implementation of solutions that will eliminate them. Takes actions necessary to maintain or improve the quality and quantity of operational services that involve the introduction or refinement of automation, reorganization of operating sections and units, reassignment of personnel, development of proposals to increase the organization's resources, or other actions. Directs the capture, reporting, and analysis of statistical data relating to the organization's operations and directs or personally performs special studies or projects. Prepares and contributes to reports and other presentations on program planning and evaluation. Designs and conducts a wide variety of comprehensive studies and detailed analyses of complex functions and processes related to program planning and management. Identifies and proposes solutions to management problems that are of major importance to planning program direction. IT Policy/Guidelines Development 20% Develops policies, guidelines, and standards for the planning, development, integration, implementation, and evaluation of information technology (IT) systems and subsystems that meet overall information needs of multiple major organizational units.

Analyzes statutory requirements against existing directives to assess the degree of change necessary to comply with the new requirements. Coordinates comments on revised directives as part of the review process and incorporates comments or resolves issues into the final directive. Analyzes feasibility studies, proposals, and in-depth analyses of current requirements and forecast trends for future needs. Keeps abreast of changing and emerging technology. Makes recommendations on adopting changes. Leads major agency-wide IT policy development efforts. Directs work assigned to a project team, reviewing and refining the final products prior to submission to management. Coordinates policy dissemination, manages policy maintenance, and develops mechanisms to measure policy effectiveness and compliance. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position Mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues. Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the agency. The employee is responsible for a significant agency or equivalent level IT program or function; defines objectives; interprets policies promulgated by authorities senior to the immediate supervisor and determines their effect on program needs; independently plans, designs, and carries out the work to be done; and is a technical authority. The supervisor reviews work for potential impact on broad agency policy objectives and program goals; normally accepts work as being technically authoritative; and normally accepts work without significant change. Factor 3- 5 Guidelines The employee uses guidelines that are often ambiguous and express conflicting or incompatible goals and objectives, requiring extensive interpretation. The employee uses judgment and ingenuity and exercises broad latitude to: determine the intent of applicable guidelines; develop policy and guidelines for specific areas of work; and formulate interpretations that may take the form of policy statements and guidelines. Top agency management officials and senior staff recognize the employee as a technical expert. Factor 4- 5 Complexity Work consists of a variety of duties requiring the application of many different and unrelated processes and methods to a broad range of IT activities or to the in-depth analysis of IT issues. The employee makes decisions that involve major uncertainties with regard to the most effective approach or methodology to be applied. These changes typically result from continuing changes in customer business requirements; or rapidly evolving technology in the specialty areas. The employee develops new standards, methods, and techniques; evaluates the impact of technological change; and/or conceives of solutions to highly complex technical issues. The work frequently involves integrating the activities of multiple specialty areas. Factor 5- 5 Scope and Effect

Work involves isolating and defining unprecedented conditions, resolving critical problems, and/or developing, testing, and implementing new technologies. Work affects the work of other technical experts or the development of major aspects of agency-wide IT programs. Factor 6- 3 Personal Contacts Contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings, advice, guidance, and recommendations in the technology specialty area(s) of the position. May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Supervisory Information Technology Specialist, FP- 2210- 2

Position Number: D09666 Introductory Statement: This position provides assistance to the Chief Information Officer (CIO) in developing strategic plans to ensure the Peace Corps' ability to respond to major changes in business models and new technologies that affect the accomplishment of the agencys mission. The Chief assists the CIO in the implementation of plans, budgets, and policies governing agency-wide IT and programs that support Peace Corps mission and strategic plan. The Division of Information Technology Policy and Training directs the agency information technology training program and supports the IT Governance program through the direction and management of the Account Representatives. The Office of Chief Information Officer provides leadership, vision and direction on strategic use of IT to support core business process and to achieve mission critical goals Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the FP-3 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Training Program Coordination Activities 25% Provides leadership, advice, and guidance at national level. Anticipates changes or new developments in the technology or educational field affecting a specific specialty area and program operations. Develops advance plans to ensure timely introduction of new or revised procedures, techniques, or operational concepts into the training program. Conceives, develops, and introduces new program objectives, goals, systems, and concepts. Customer Support and Configuration Management 25% As a recognized technical expert, exercises broad latitude in developing policies and guidelines for customer support services. Manages special projects that have a significant impact on the delivery of customer support services, such as infrastructure or work force relocation. Represents the customer support office in planning for the installation and implementation of new systems (e.g., upgrade to a new operating system). Leads efforts to define post-implementation support requirements. Develops service level agreements (SLAs) that define requirements and expectations for the delivery of customer support services. Develops and implements performance criteria to ensure that requirements are achieved. Leads quick-response teams in responding to customer service problems resulting from catastrophic events, such as virus infections or power outages. Consults with other experts in other specialty areas to develop integrated action plans. Issues technical bulletins to inform customers of problems and to instruct them in taking necessary actions. Develops and updates customer policies and procedures to ensure appropriate responses to future incidents of a similar nature. Exercises considerable judgment in planning and coordinating actions with interagency infrastructure protection groups to ensure an integrated response to problems of a potentially more extensive nature.

Explores ways to upgrade or enhance the level of services provided. Implements changes in response to changes in customer requirements. Resolves issues related to the delivery of services. Keeps abreast of changes in customer mission requirements through interaction with management in customer organization. Initiates service modifications to meet changing requirements. Represents the customer service discipline on applications development teams to ensure that customer service requirements are addressed during the systems development process from translation of functional requirements through systems testing. Negotiates with other senior members of the applications development team to ensure applications are customer oriented. Reviews technical and design specifications. Recommends changes needed to address customer support requirements. Develops specifications for user instruction manuals based on customers' needs. Defines procedures for providing post-implementation support. IT Policy/Guidelines Development 15% Develops policies, guidelines, and standards for the planning, development, integration, implementation, and evaluation of information technology (IT) systems and subsystems that meet overall information needs of multiple major organizational units. Analyzes statutory requirements against existing directives to assess the degree of change necessary to comply with the new requirements. Coordinates comments on revised directives as part of the review process and incorporates comments or resolves issues into the final directive. Analyzes feasibility studies, proposals, and in-depth analyses of current requirements and forecast trends for future needs. Keeps abreast of changing and emerging technology. Makes recommendations on adopting changes. Leads major agency-wide IT policy development efforts. Directs work assigned to a project team, reviewing and refining the final products prior to submission to management. Coordinates policy dissemination, manages policy maintenance, and develops mechanisms to measure policy effectiveness and compliance. Contracting Officer's Representative 10% Initiates contact and provides expert technical advice and direction to contractor professionals. Serves as a senior technical contact and/or Contracting Officer's Technical Representative. Keeps the Contracting Officer informed on progress, proposed contract modifications, validity of claims, analysis of proposals, and assessment of contract time extensions. Work complexities require the development of alternate solutions to reduce time and costs, versatility and innovation, and short cuts or compromises that are considered risky. Resolves unusual demands caused by extraordinary urgency, safety, or economic restraints. Monitors off-site research that has been contracted out. Performs additional data systems and analysis work. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position Mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues. Factor 2- 5 Supervisory Controls

The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the agency. The employee is responsible for a significant agency or equivalent level IT program or function; defines objectives; interprets policies promulgated by authorities senior to the immediate supervisor and determines their effect on program needs; independently plans, designs, and carries out the work to be done; and is a technical authority. The supervisor reviews work for potential impact on broad agency policy objectives and program goals; normally accepts work as being technically authoritative; and normally accepts work without significant change. Factor 3- 5 Guidelines The employee uses guidelines that are often ambiguous and express conflicting or incompatible goals and objectives, requiring extensive interpretation. The employee uses judgment and ingenuity and exercises broad latitude to: determine the intent of applicable guidelines; develop policy and guidelines for specific areas of work; and formulate interpretations that may take the form of policy statements and guidelines. Top agency management officials and senior staff recognize the employee as a technical expert. Factor 4- 5 Complexity Work consists of a variety of duties requiring the application of many different and unrelated processes and methods to a broad range of IT activities or to the in-depth analysis of IT issues. The employee makes decisions that involve major uncertainties with regard to the most effective approach or methodology to be applied. These changes typically result from continuing changes in customer business requirements; or rapidly evolving technology in the specialty areas. The employee develops new standards, methods, and techniques; evaluates the impact of technological change; and/or conceives of solutions to highly complex technical issues. The work frequently involves integrating the activities of multiple specialty areas. Factor 5- 5 Scope and Effect Work involves isolating and defining unprecedented conditions, resolving critical problems, and/or developing, testing, and implementing new technologies. Work affects the work of other technical experts or the development of major aspects of agency-wide IT programs. Factor 6- 3 Personal Contacts Contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings, advice, guidance, and recommendations in the technology specialty area(s) of the position. May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries;

or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; - Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters. - Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager; - Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases; - Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up to date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following:

- High ranking military of civilian managers, supervisors, and technical staff at bureau and major organization levels of the agency; with agency headquarters administrative support staff; or with comparable personnel in other Federal agencies; - Key staff of public interest groups (usually in formal briefings) with significant political influence or media coverage; - Journalists representing influential city or county newspapers or comparable radio or television coverage; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearing, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher, or equivalent. Factor 6- 5 Other Conditions Supervision and oversight involve significant and extensive coordination and integration of a number of important projects or program segments of professional, scientific, technical, and managerial or administrative work comparable in difficulty to the GS-12 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed. OR Supervision involves directing a highly technical, professional, administrative or comparable work at GS-13 or above which involves extreme urgency, unusual controversy, or other, comparable demands due to research, development, test and evaluation, design, policy analysis, public safety, public health, medical, regulatory, or comparable implications. OR This position manages work through subordinate supervisors and/or contractors who each direct substantial workloads comparable to the GS-11 level.

Administrative Assistant (OA), FP- 0303- 7

Position Number: D09537 Introductory Statement: The purpose of the position is to provide administrative support to the Chief of Operations, the Deputy Chief of Operations, and the Country Desk Unit staff as necessary/appropriate. The position requires knowledge of Peace Corps operations, policies, procedures, management, and programs. This is a career ladder FP-6/7. Program Services and Support 35% Independently completes special research requests. Exchanges and develops information, resolves discrepancies, and makes recommendations about conflicting program-related materials. Collects program information from technical specialists, enters it into a variety of electronic information systems, searches for related information, and retrieves all relevant data. Consolidates the information into presentation format. Information Dissemination to the Public 25% Provides advice and counseling to customers regarding a variety of issues that require different and unrelated processes to answer. Helps customers formally outline their situation and state the reasons for their inquiry. Determines a course of action, performs research, and makes written or oral contacts with internal and external experts. Provides customer service and outlines options available to clients. Provides customers with detailed explanations of researched results, including options available to them, qualifying conditions, and reporting requirements. Tracks cases to resolution and reports outcomes. Background Research 20% Develops and maintains systems to retain materials needed to respond to requests from within and outside the Agency. Independently responds to in-depth requests for information from Office or Bureau resources. Office Automation Work 20% Integrates several types of software, such as spreadsheet, database, word processing, desktop publishing, and graphics applications, to generate specific working documents and forms. Selects an appropriate system, application, and format for producing program support materials to meet specific requirements. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 4 Knowledge Required by the Position The position requires practical knowledge of standard procedures in an administrative or technical field, requiring extended training or experience; knowledge to accomplish specialized office support duties, and the ability to extract information from various sources when this requires considering the applicability of information and the characteristics and quality of the sources. Factor 2- 3 Supervisory Controls The supervisor makes assignments by defining objectives, priorities, and deadlines and assists the employee with unusual situations which do not have clear precedents. The employee plans and carries out the successive steps and handles problems and deviations in the work assignment in accordance with instructions, policies, previous training, or accepted practices in the occupation. Factor 3- 3 Guidelines Guidelines are available but are not completely applicable to the work or have gaps in specificity. The employee uses judgment in interpreting and adapting guidelines such as agency policies, regulations, precedents, and work directions for application to specific cases or problems. The employee analyzes results and recommended changes. Factor 4- 3 Complexity The work includes various duties involving different and unrelated processes and methods. The decision regarding what needs to be done depends upon the analysis of the subject, phase, or issues involved in each assignment, and the chosen course of action may have to be selected from many alternatives. The work involves conditions and elements that must be identified and analyzed to discern interrelationships. Factor 5- 3 Scope and Effect

The purpose of the position is involves treating a variety of conventional problems, questions, or situations in conformance with established criteria. The work product or service affects the design or operation of systems, programs, or equipment; the adequacy of such activities as field investigations, testing operations, or research conclusions; or the social, physical, and economic well being of persons. Factor 6- 2 Personal Contacts The personal contacts are with employees in the same agency but outside the immediate organization. People contacted generally are engaged in different functions, missions, and kinds of work, e.g., representatives from various levels within the agency such as headquarters, regional, district, or field offices, or other operating offices in the immediate installation. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan, coordinate, or advise on work efforts or to resolve operating problems by influencing or motivating individuals or groups who are working toward mutual goals and who have basically cooperative attitudes. Factor 8- 1 Physical Demands 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, small parts; or driving an automobile, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, or libraries. The work area is adequately lighted, heated, and ventilated.

Deputy Chief Financial Officer, FP- 0505- 1

Position Number: D09709 Introductory Statement: The position is located in the Office of the Chief Financial Officer (OCFO) and reports to the Chief Financial Officer (CFO). Organizations within OCFO include Global Accounts Payable, Financial Policy and Cash Management, Accounting and Financial Reporting, Volunteer and PSC Services, Budget and Analysis, Performance Reporting and Compliance, and Financial Systems. The CFO reports to the Director of the Peace Corps and is responsible for overseeing all planning, budgeting and financial management functions of the Agency. As the Deputy Chief Financial Officer, the incumbent serves as the principal advisor and assistant to the CFO and directly manages the operations of the Office. Supervisory and/or Managerial Responsibilities 25% Provides leadership and guidance to the financial management staff. Supervises a group of employees performing work at the FP-2 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Financial Advisory Services 75% Serves as the Deputy Chief Financial Officer, participating fully in the planning, policy, program development and management of OCFO. Performs such functions as the CFO shall assign or delegate. Acts as the CFO during the absence of the CFO. As a technical authority, advises and makes recommendations for the use of multi-source funds on an agency-wide or national basis, e.g., appropriated, reimbursable, or trust fund accounts. Exercises technical authority and control of funding requests, obligations, and expenditures. Recommends the use of appropriated and reimbursable funds in accordance with the requirements and purpose of parent appropriations. Makes financial arrangements with other Federal agencies under authority of the Economy Act. Assists the CFO in meeting the requirements of the Chief Financial Officer's Act and the Accountability of Tax Dollars Act. Develops, revises, and adapts financial policies, procedures, and practices related to the analysis, forecasting, and control of the usage of funds. Provides assistance in the study, analysis, and evaluation of funds usage and funds control systems. Directs and administers financial program processes and functions paramount to the effective control and usage of government funds. Reviews activities, annual operating plans, programs, and policies of OCFO and its various reporting elements. Advises the CFO as to the progress of such programs and recommends changes in policy, program intent, and operating procedures to improve OCFO's mission effectiveness. Assists the CFO in providing timely and useful budget and financial advise, financial information and analysis, and recommendations to the Director, senior Agency officials, and Congress. Represents the office in various conferences and Budget/Administrative Officer Training/Country Director Training events. Ensures that the views of all components of the Peace Corps are represented when financial and/or budget changes are considered. Represents the CFO at meetings or in negotiations with senior Agency officials, other Federal Executive agencies or offices, and on interagency committees. Conveys and interprets policies, objectives, and decisions of the Director to ensure that close cooperation is maintained with these groups or agencies at all times and that the objectives of the Director are attained.

Leads the OCFO and other Agency units through the annual financial statement preparation and audit. Factor 1- 8 Knowledge Required by the Position The position requires mastery of the concepts, principles, practices, laws and regulations which apply to financial management operations for substantive national programs and services including expert knowledge of OMB and congressional laws, regulations, policies and directives; knowledge of the process and procedures in which budgets are developed, transmitted, presented, examined by OMB, and reviewed by Congress; knowledge of the financial management and program objectives of the organization, OMB, and Congress; knowledge of applicable legislation, statutes, regulations, policies, and procedures in order to develop policy documents, technical assistance papers, and other materials requiring in-depth expertise in financial theory, techniques, and methodologies; knowledge of the organization and operations of financial management systems; knowledge of the theory, principles, concepts, and practices of financial management; ability to develop and apply financial management techniques and methodologies to plan, execute, or review financial management programs; ability to write to write letters, memoranda, and other documents, such as operating procedures, directives, and/or guides to convey information relating to financial management activities; and ability to deal tactfully and convincingly with others regarding the coordination of policies and procedures. Factor 2- 5 Supervisory Controls As a recognized financial management authority, the employee is subject only to administrative and policy direction concerning overall program priorities and objectives. The employee is typically delegated complete responsibility and authority to plan, schedule, and carry out major financial management programs. Program guidance, policies, and implementation strategies are normally reviewed by management officials only for potential influence on broad agency policy objectives and program goals. Findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines Guidelines consist of general financial policy statements for the program and may include reference to pertinent legislative history, related court decisions, state and local laws, or policy initiatives of agency management. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on financial management. Factor 4- 6 Complexity The work consists of analyzing, planning, scheduling, and coordinating the amount, sequence, and timing of financial actions in all phases of resource and financial management programs. Such programs have extensive budgetary, reporting, and financial impacts on the programs of such entities as other Federal agencies, State and local governments, major private industrial firms, and/or foreign countries. Assignments require the need to develop and submit requests to OMB and/or Congress for appropriations, reapportionment, deferrals, rescission, and borrowing from the U.S. Treasury. The employee makes decisions and recommendations to address undefined issues that require much consideration and extensive analysis of the immediate and long-range implications of any action. In making decisions and recommendations, the employee must consider the intent of financial and/or budgetary and program legislation and the effect on achievement of national economic and social goals; the impact of financial and/or budgetary actions upon the finances of prime contractors; delivery of benefits and services to the general public and provision of grants and subsidies; and/or alternative ways to resolve conflicting objectives that result form important national program goals that overlap or conflict with goals of other programs or national priorities. Factor 5- 6 Scope and Effect The purpose of the position is to plan, develop, and carry out vital financial programs that are essential to the mission of the agency or that affect large numbers of people on a long-term or continuing basis. The work typically embraces several financial activities or functions. The work affects one or more of the following outcomes: the well-being of the nation on a long-term basis; the shaping of broad national programs and/or the national economy, or the economies of foreign governments; and/or the development of wide-ranging policies that affect the overall efficiency and economy of major agency programs. Factor 6- 4 Personal Contacts Personal contacts are with high-ranking officials from outside the agency at national or international levels, in highly unstructured settings. Factor 7- 4 Purpose of Contacts

The purpose of the contacts is to present, justify, defend, negotiate, or settle matters involving significant or controversial issues. The persons contacted typically have diverse viewpoints, goals, or objectives. This requires the employee to work with the individuals contacted to achieve a common understanding of issues and problems. The employee must often negotiate a compromise or develop suitable problem resolution alternatives. Generally, the topics under discussion involve long-range issues or problems. Factor 8- 1 Physical Demands The work is primarily sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking, standing, bending, or carrying of light items. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work is usually performed in an office setting. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect Directs a program segment that performs technical, administrative, protective, investigative, or professional work. The program segment and work directed typically have coverage which encompasses a major metropolitan area, a State, or a small region of several States; or when most of an area's taxpayers or businesses are covered, coverage comparable to a small city. Providing complex administrative or technical or professional services directly affecting a large or complex multi-mission military installation also falls at this level. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 3 Organizational Setting The position is accountable to a position that is SES level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 3 Supervisory/Managerial Authority Exercised Exercises delegated managerial authority to set a series of annual, multi-year, or similar types of long-range work plans and schedules for in-service or contracted work. Assures implementation (by lower and subordinate organizational units or others) of the goals and objectives for the program segment(s) or function(s) they oversee. Determines goals and objectives that need additional emphasis; determine the best approach or solution for resolving budget shortages; and plan for long range staffing needs, including such matters as whether to contract out work. Works closely with high level program officials (or comparable agency level staff personnel) in the development of overall goals and objectives for assigned staff function(s), program(s), or program segment(s). OR Exercises at least eight of the following supervisory authorities and responsibilities: - Uses any of the following to direct, coordinate, or oversee work: supervisors, leaders, team chiefs, group coordinators, committee chairs, or comparable personnel; and/or provides similar oversight of contractors; - Exercises significant responsibilities in dealing with officials of other units or organizations or in advising management official of higher rank; - Assures reasonable equity (among units, groups, teams, projects, etc.) of performance standards and rating techniques developed by subordinates or assuring comparable equity in the assessment by subordinates of the adequacy of contractor capabilities or of contractor completed work; - Directs a program or major program segment with significant resources (e.g., one at a multi-million dollar level of annual resources); - Makes decisions on work problems presented by subordinate supervisors, team leaders, or similar personnel, or by contractors;

- Evaluates subordinate supervisors or leaders and serving as the reviewing official on evaluations of nonsupervisory employees rated by subordinate supervisors;- Makes or approves selections for subordinate supervisory positions and for work leader, group leader, or project director positions responsible for coordinating the work of others, and similar positions; - Hears and resolves group grievances or serious employee complaints; - Reviews and approves serious disciplinary actions (e.g., suspensions) involving non-supervisor subordinates; - Makes decisions on nonroutine, costly, or controversial training needs and training requests related to employees of the unit; - Determines whether contractor performed work meets standards of adequacy necessary for authorization of payment; - Approves expenses comparable to within-grade increases, extensive overtime, and employee travel; - Recommends awards or bonuses for nonsupervisory personnel and changes in position classification, subject to approval by higher level officials, supervisors, or others; - Finds and implements ways to eliminate or reduce significant bottlenecks and barriers to production, promote team building, or improve business practices. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up-to-date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following: - High ranking military or civilian managers, supervisors, and technical staff at bureau and major organization levels of the agency; with agency headquarters administrative support staff; or with comparable personnel in other Federal agencies; - Key staff of public interest groups (usually in formal briefings) with significant political influence or media coverage; - Journalists representing influential city or county newspapers or comparable radio or television coverage; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher, or equivalent. Factor 6- 5 Other Conditions Supervision and oversight involve significant and extensive coordination and integration of a number of important projects or program segments of professional, scientific, technical, and managerial or administrative work comparable in difficulty to the GS-12 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed. OR Supervision involves directing a highly technical, professional, administrative or comparable work at GS-13 or above which involves extreme urgency, unusual controversy, or other, comparable demands due to research, development, test and evaluation, design, policy analysis, public safety, public health, medical, regulatory, or comparable implications. OR

This position manages work through subordinate supervisors and/or contractors who each direct substantial workloads comparable to the GS-11 level.

Financial Program Specialist, FP- 0501- 2

Position Number: D09461 Introductory Statement: This position is located in the Peace Corps, Office of the Chief Financial Officer, Financial Systems. Incumbent serves as a senior level financial systems program specialist planning and implementing procedures for one or more financial modules (Accounting, Purchasing, General ledger, Accounts Payable, Account Receivable) as well as the interfaces between them and other systems involved in budget management and budget execution in an integrated financial management system. Incumbent also serves as a subject matter expert on Federal and Agency policy, regulations and procedures for financial management that relate to funds management, internal controls, and a variety of other complex financial operations and processes. Applies an in-depth professional knowledge of Federal financial management systems and of Peace Corps' unique requirements for maintaining global financial operations in overseas posts. Budget Systems Administration 60% Provides high-level technical expertise and major technical responsibility for developing, monitoring, and maintaining multiple budget systems databases or applications. Serves as a technical expert for a single database such as Oracle, DB2, or Sybase. Diagnoses and resolves the most complex budget data management problems and issues. Establishes and enforces database standards, procedures and guidelines. Participates in the planning of future budget systems database expansion, enhancements, and selection. Analyzes, reviews and recommends upgrades for existing databases. Selects and recommends database management tools to better facilitate application development, data administration, and database administration functions. Applies database changes and testing for vendor maintenance fixes, new releases and packages. Conducts tests and evaluates database package tools with systems development teams and others, including end users. Provides consultation and instruction to other specialists on database and file accessing techniques, search strategies, processing and space utilization efficiencies, database security procedures, backup and program recovery techniques, and testing techniques. Financial Advisory Services 40% Develops strategies for planning and implementing financial policies, procedures, and management controls for a significant organizational component or to fulfill multi-year objectives for a program with national impact. Provides financial advice to management officials for proper program planning and effective decision-making. Provides financial advice applicable to all stages of program planning and policy formulation. Serves as a technical authority in determining shortand long-range program goals, objectives, and key indicators that measure program performance. Collaborates with high-level program management officials in planning annual program activities. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by Position The position requires mastery of the concepts, principles, practices, laws, and regulations of budgeting and/or financing; and the financial and budgetary relationships between subordinate and most senior levels of financial management within the employing entity, and/or between the organization and programs of other Federal, State, and local governments and private industry sufficient to analyze national level programs, and exceptionally large and complex programs; develop, recommend, and implement budgetary and financial policies; interpret and assess the impact of new and revised Congressional legislation on the formulation and execution of budgets; and develop and render authoritative interpretations of Executive orders, OMB guidelines and directives, and policies and precedents within and across agency lines. Factor 2- 5 Supervisory Controls

The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the organization. The employee is delegated complete responsibility and authority to plan, schedule, and carry out major financial management programs. The supervisor reviews program policies and implementation strategies only for potential influence on broad agency policy objectives and program goals. The employee's findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines Guidelines consist of broad financial policy statements, basic legislation, laws, and agency goals. They may include references to pertinent legislative history, related court decisions, state and local laws, or policy initiatives of agency management. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on financial management. Factor 4- 5 Complexity The work consists of selecting and using many different and unrelated analytical techniques and methods relative to substantive agency programs with widely varying needs, goals, objectives, work processes, and timetables. Such programs relate to many echelons and components within a large Federal department or agency, to other agencies, to private industry, or to the public. The employee recommends changes in funding and budget plans that, if accepted, require management to revise substantive programs. The employee may also be required to brief management officials on the nature of the testimony to be given to fund granting and approving officials; evaluate the reactions of fund granting and approving officials to budget proposals; and/or respond to questions and comments concerning financial management. The employee devises and applies innovative criteria to evaluate the progress and cost effectiveness of program plans, goals, and objectives. The employee may also encounter and resolve issues in work environments characterized by continually changing program objectives, plans, and funding requirements resulting from new legislation, revised policies, and shifting demand for good and services. Factor 5- 5 Scope and Effect The purpose of the work is to isolate and define unknown conditions, resolve critical problems, and develop new theories for major financial aspects of substantive, mission-oriented programs. The employee develops long-range financial plans, goals, objectives, and milestones or evaluates the effectiveness of financial management efforts within the organizations assigned; coordinates information outputs from financial management systems that support management of programs funded by a number of appropriations; and provides expert advice to program officials and other specialists on interpretation of accounting, budget, and financial regulations pertinent to systems development efforts or program operations. The work affects major aspects of program or missions, and/or the well-being of substantial numbers of people. Factor 6- 3 Personal Contacts Personal contacts are with officials, managers, professionals, and employees and executives of other agencies and outside organizations. The contacts are not established on a routine or recurring basis, the purpose and extent of each contact is different, and the role and authority of each party is identified and developed during the course of the contact. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence or persuade others to accept critical or controversial observations, findings, and recommendations. Other contacts are to persuade managers and subject-matter experts or others on such matters as the use of alternative methods, the allocation of limited resources, or a particularly controversial interpretation of program policy. Often the contacts are influential and are strong adherents of opposing views. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in factories, warehouses, supply depots, and similar areas. Work may also require walking and standing in conjunction with travel to and attendance at meeting and conferences away from the work site. Position may require carrying light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some positions may be exposed to uncomfortable conditions in such places as factories, construction yards, and supply yards.

Financial Program Specialist, FP- 0501- 2

Position Number: D09261 Introductory Statement: This position is located in the Personal Service Contractor area of the Office of the Chief Financial Officer, Volunteer and PSC Services. Incumbent serves as the lead over the Financial Management Analysts. Financial Advisory Services 25% Develops strategies for planning and implementing financial policies, procedures, and management controls for a significant organizational component or to fulfill multi-year objectives for a program with national impact. Provides financial advice to management officials for proper program planning and effective decision-making. Provides financial advice applicable to all stages of program planning and policy formulation. Serves as a technical authority in determining shortand long-range program goals, objectives, and key indicators that measure program performance. Collaborates with high-level program management officials in planning annual program activities. Financial Review and Analysis of Budget Program 25% Serves as an expert, analyzing and resolving complex issues related to the financial program aspects of a significant organizational segment of an agency, such as a regional office, Center, or major field installation. Prepares detailed analyses and estimates of annual funding needs for one or more future budget years. Provides management officials with procedural and regulatory guidance concerning availability of or limitations on the use of funds. Performs operational program budget execution duties. Performs studies and audits on control and use of funds throughout the year. Analyzes and forecasts usage of funds within an organization. Assures that obligations incurred and resulting expenditures of funds are in accordance with pertinent laws and regulations. Compiles and coordinates the presentation of materials for assigned area of the budget. Analyzes and evaluates the effects of program plans and budget issues. Continually monitors control point expenditures in relation to planned levels. Prepares reports of analysis, making recommendations for remedial action. Evaluates relationships between major operating program changes and the financial state of the organization. Takes action to ensure adequate funds for program coverage. Financial Reports and Data Analysis 20% Serves as organizational expert in analyzing and resolving complex issues related to the financial aspects of region-wide programs. Prepares recommendations for program managers. Financial Systems Management 15% Provides expert technical guidance in planning, testing, revising, implementing, and maintaining an entire system or major portion of a complex financial system. Analyzes and evaluates systems procedures, policies, and issues. Develops and implements financial policies, procedures and systems requirements. Conceptualizes integrating systems and recognizes potential interface problems with other systems. Initiates, coordinates, and resolves controversial or key issues and problems related to financial systems design and modification. Reviews test proposals and evaluation plans to determine impact on and compatibility with financial systems and operational requirements. Ensures systems designs provide for the integrity of financial data and maintain effective internal controls. Designs/conducts management reviews, research projects, and financial systems analysis. Provides advisory services to high-ranking officials. Coordinates with the agency legislative liaison on proposed financial legislative matters. Prepares comprehensive written reports and presents briefings and presentations. Financial Resources Reporting 15% Prepares regular and specialized financial reports using a wide variety of sources for substantive agency programs. Analyzes financial data to identify problem areas and develops plans to implement national policy issues. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by Position

The position requires mastery of the concepts, principles, practices, laws, and regulations of budgeting and/or financing; and the financial and budgetary relationships between subordinate and most senior levels of financial management within the employing entity, and/or between the organization and programs of other Federal, State, and local governments and private industry sufficient to analyze national level programs, and exceptionally large and complex programs; develop, recommend, and implement budgetary and financial policies; interpret and assess the impact of new and revised Congressional legislation on the formulation and execution of budgets; and develop and render authoritative interpretations of Executive orders, OMB guidelines and directives, and policies and precedents within and across agency lines. Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the organization. The employee is delegated complete responsibility and authority to plan, schedule, and carry out major financial management programs. The supervisor reviews program policies and implementation strategies only for potential influence on broad agency policy objectives and program goals. The employee's findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines Guidelines consist of broad financial policy statements, basic legislation, laws, and agency goals. They may include references to pertinent legislative history, related court decisions, state and local laws, or policy initiatives of agency management. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on financial management. Factor 4- 5 Complexity The work consists of selecting and using many different and unrelated analytical techniques and methods relative to substantive agency programs with widely varying needs, goals, objectives, work processes, and timetables. Such programs relate to many echelons and components within a large Federal department or agency, to other agencies, to private industry, or to the public. The employee recommends changes in funding and budget plans that, if accepted, require management to revise substantive programs. The employee may also be required to brief management officials on the nature of the testimony to be given to fund granting and approving officials; evaluate the reactions of fund granting and approving officials to budget proposals; and/or respond to questions and comments concerning financial management. The employee devises and applies innovative criteria to evaluate the progress and cost effectiveness of program plans, goals, and objectives. The employee may also encounter and resolve issues in work environments characterized by continually changing program objectives, plans, and funding requirements resulting from new legislation, revised policies, and shifting demand for good and services. Factor 5- 5 Scope and Effect The purpose of the work is to isolate and define unknown conditions, resolve critical problems, and develop new theories for major financial aspects of substantive, mission-oriented programs. The employee develops long-range financial plans, goals, objectives, and milestones or evaluates the effectiveness of financial management efforts within the organizations assigned; coordinates information outputs from financial management systems that support management of programs funded by a number of appropriations; and provides expert advice to program officials and other specialists on interpretation of accounting, budget, and financial regulations pertinent to systems development efforts or program operations. The work affects major aspects of program or missions, and/or the well-being of substantial numbers of people. Factor 6- 3 Personal Contacts Personal contacts are with officials, managers, professionals, and employees and executives of other agencies and outside organizations. The contacts are not established on a routine or recurring basis, the purpose and extent of each contact is different, and the role and authority of each party is identified and developed during the course of the contact. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence or persuade others to accept critical or controversial observations, findings, and recommendations. Other contacts are to persuade managers and subject-matter experts or others on such matters as the use of alternative methods, the allocation of limited resources, or a particularly controversial interpretation of program policy. Often the contacts are influential and are strong adherents of opposing views. Factor 8- 1 Physical Demands

The work is sedentary. Some work may require walking in factories, warehouses, supply depots, and similar areas. Work may also require walking and standing in conjunction with travel to and attendance at meeting and conferences away from the work site. Position may require carrying light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some positions may be exposed to uncomfortable conditions in such places as factories, construction yards, and supply yards.

Supervisory Finance Officer, FP- 0501- 2

Position Number: D09844 Introductory Statement: This position is located in the Peace Corps, Office of the Chief Financial Officer, Volunteer and PSC Services. Supervisory and/or Managerial Responsibilities 40% Supervises a group of employees performing work at the GS-3 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Financial Advisory Services 30% Develops strategies for planning and implementing financial policies, procedures, and management controls for a significant organizational component or to fulfill multi-year objectives for a program with national impact. Provides financial advice to management officials for proper program planning and effective decision-making. Provides financial advice applicable to all stages of program planning and policy formulation. Serves as a technical authority in determining shortand long-range program goals, objectives, and key indicators that measure program performance. Collaborates with high-level program management officials in planning annual program activities, such as the end of fiscal year closing. Determines the need for written policies and procedures. Conducts comprehensive evaluations of ongoing functions to ensure that the organization meets its stated goals, and identifies areas where operational efficiency can be enhanced. Reviews productivity in all areas, monitors problem areas, and oversees implementation of solutions that will eliminate them. Recommends actions necessary to maintain or improve the quality and quantity of operational services that involve the introduction or refinement of automation, reorganization of operating sections and units, reassignment of personnel, development of proposals to increase the organization's resources, or other actions. Financial Data Analysis and Reconciliation 10% Reviews reconciliations and reports to ensure accuracy and timeliness and to provide agency-wide policy and oversight on a variety of operating accounting and financial reporting matters. Provides timely and accurate financial management records for reducing errors and reconciling reports. Plans, develops and implements department-wide procedures, policies, and guidelines related to complete financial programs to facilitate the preparation of earnings statements, accounting records, tax documents, related reports, and the control, monitoring, and timely reconciliation of accounts. Coordinates and evaluates accounting program studies and analyses to determine legal and regulatory compliance, workflow, and other financial considerations. Makes decisions related to problems that are controversial or unique and require modifications to systems and procedures, and to organizational structures. Financial Disbursement Activities 10%

Provides direction and guidance on a broad range of cash disbursement activities for Volunteers and Personal Service Contactors (PSC). Oversees research and analysis to resolve unusual and complex problems dealing with a variety of payment issues such as any illegal, improper, or incorrect payment resulting from any false, inaccurate, or misleading certification. Serves as certifying official authorizing the disbursement of government funds in accordance with policy, precedent, and legal regulations. Emergency Management Notification/Activation 5% Monitors and oversees the emergency financial aspects of national systems or programs, such as Post suspensions, closings, and evacuations. Ensures appropriate administrative services and communications exist to support the financial needs of Volunteers and PSCs during and following an emergency. Provides assessments of emergency situations (i.e., evacuations) and recommendations on improvements for future situations. Correspondence and Customer Service 5% Analyzes communications on the most controversial, politically sensitive, complex, or far-reaching matters to ensure conformance with executive policy. Gathers background information, ascertains various positions on issues raised, and clarifies policy questions up and down the managerial chain. This may include Congressional inquires related to Volunteer payments, Descriptions of Service (DOS), etc. Prepares responses that are consistent with the agency policy and reflect the position of organizational executives. Follows up on critical payment issues and ensures a timely resolution. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by Position The position requires mastery of the concepts, principles, practices, laws, and regulations of budgeting and/or financing; and the financial and budgetary relationships between subordinate and most senior levels of financial management within the employing entity, and/or between the organization and programs of other Federal, State, and local governments and private industry sufficient to analyze national level programs, and exceptionally large and complex programs; develop, recommend, and implement budgetary and financial policies; interpret and assess the impact of new and revised Congressional legislation on the formulation and execution of budgets; and develop and render authoritative interpretations of Executive orders, OMB guidelines and directives, and policies and precedents within and across agency lines. Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the organization. The employee is delegated complete responsibility and authority to plan, schedule, and carry out major financial management programs. The supervisor reviews program policies and implementation strategies only for potential influence on broad agency policy objectives and program goals. The employee's findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines Guidelines consist of broad financial policy statements, basic legislation, laws, and agency goals. They may include references to pertinent legislative history, related court decisions, state and local laws, or policy initiatives of agency management. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on financial management. Factor 4- 5 Complexity The work consists of selecting and using many different and unrelated analytical techniques and methods relative to substantive agency programs with widely varying needs, goals, objectives, work processes, and timetables. Such programs relate to many echelons and components within a large Federal department or agency, to other agencies, to private industry, or to the public. The employee recommends changes in funding and budget plans that, if accepted, require management to revise substantive programs. The employee may also be required to brief management officials on the nature of the testimony to be given to fund granting and approving officials; evaluate the reactions of fund granting and approving officials to budget proposals; and/or respond to questions and comments concerning financial management.

The employee devises and applies innovative criteria to evaluate the progress and cost effectiveness of program plans, goals, and objectives. The employee may also encounter and resolve issues in work environments characterized by continually changing program objectives, plans, and funding requirements resulting from new legislation, revised policies, and shifting demand for good and services. Factor 5- 5 Scope and Effect The purpose of the work is to isolate and define unknown conditions, resolve critical problems, and develop new theories for major financial aspects of substantive, mission-oriented programs. The employee develops long-range financial plans, goals, objectives, and milestones or evaluates the effectiveness of financial management efforts within the organizations assigned; coordinates information outputs from financial management systems that support management of programs funded by a number of appropriations; and provides expert advice to program officials and other specialists on interpretation of accounting, budget, and financial regulations pertinent to systems development efforts or program operations. The work affects major aspects of program or missions, and/or the well-being of substantial numbers of people. Factor 6- 3 Personal Contacts Personal contacts are with officials, managers, professionals, and employees and executives of other agencies and outside organizations. The contacts are not established on a routine or recurring basis, the purpose and extent of each contact is different, and the role and authority of each party is identified and developed during the course of the contact. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence or persuade others to accept critical or controversial observations, findings, and recommendations. Other contacts are to persuade managers and subject-matter experts or others on such matters as the use of alternative methods, the allocation of limited resources, or a particularly controversial interpretation of program policy. Often the contacts are influential and are strong adherents of opposing views. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in factories, warehouses, supply depots, and similar areas. Work may also require walking and standing in conjunction with travel to and attendance at meeting and conferences away from the work site. Position may require carrying light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some positions may be exposed to uncomfortable conditions in such places as factories, construction yards, and supply yards. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies.

OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; - Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters. - Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager; - Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases; - Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up to date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following: - High ranking military of civilian managers, supervisors, and technical staff at bureau and major organization levels of the agency; with agency headquarters administrative support staff; or with comparable personnel in other Federal agencies; - Key staff of public interest groups (usually in formal briefings) with significant political influence or media coverage; - Journalists representing influential city or county newspapers or comparable radio or television coverage; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts

The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearing, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is FP-3 or higher, or equivalent. Factor 6- 5 Other Conditions Supervision and oversight involve significant and extensive coordination and integration of a number of important projects or program segments of professional, scientific, technical, and managerial or administrative work comparable in difficulty to the FP-4 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed. OR Supervision involves directing a highly technical, professional, administrative or comparable work at FP-3 or above which involves extreme urgency, unusual controversy, or other, comparable demands due to research, development, test and evaluation, design, policy analysis, public safety, public health, medical, regulatory, or comparable implications. OR This position manages work through subordinate supervisors and/or contractors who each direct substantial workloads comparable to the FP-4 level.

Administrative Assistant, FP- 0303- 7

Position Number: d10104 Introductory Statement: This position is located in the Office of Management, Overseas Building Operations. the purpose is to provide technical/data/entry/administrative assistance on a daily basis for operations of various programs and projects thru the chief of the organization. This positior reports to the Chief of Overseas Building Operations. Program Services and Support 15% Independently completes special research requests. Exchanges and develops information, resolves discrepancies, and makes recommendations about conflicting program-related materials. Collects program information from technical specialists, enters it into a variety of electronic information systems, searches for related information, and retrieves all relevant data. Consolidates the information into presentation format. Office Activities Coordination 15% Manages office operations for an organization with a mission that affects a wide range of agency activities. Maintains the supervisor's calendar and independently schedules appointments, training sessions, and conferences. Responsible for coordination of all conferences and travel required by the office. Coordinates with subordinate supervisors to ensure that key staff members are present at meetings, and briefs the participants before meetings occur. Researches and provides background on the subject matter of meetings and conferences. Attends the meetings, prepares minutes, and follows up on action items with appropriate staff members. Independently carries out administrative and clerical support functions, coordinating with subordinate units to implement office procedures throughout the organization. Uses knowledge of assigned programs, priorities, goals, and objectives to identify workflow problems or other situations that have a negative impact on organizational efficiency. Recommends changes to rectify the problems. Serves as liaison between the supervisor and subordinate units, answering questions concerning procedures related to procuring supplies and office services. Screens all telephone calls and visitor requests, answering many procedural questions with personal knowledge of program activities. Coordinates with subordinate supervisors to determine the appropriate staff members for handling technical inquiries. Program Coordination 14% Incumbent manages staff completion of required documents such as: Confidential Financial Disclosure Reports and timely participation in the annual Employee Evaluation Program (including notifying superiors of requirements to conduct mid-term reviews and Appraisal Committee chairs of the need to complete their reviews). Maintains such centralized information as locator cards and and lists of staff member's security clearance levels, dates for periodic update, etc. Mail, Correspondence, and Report Processing 12% Reviews incoming mail and correspondence for the supervisor. Personally composes non-technical correspondence and reports from oral instructions, information obtained from files, and data obtained from staff members. Independently determines the appropriate person to receive technical inquiries using personal knowledge of assigned organization programs, priorities, goals, and objectives. Manages correspondence services for an organization with a mission that affects a wide range of agency activities. Establishes a sophisticated action tracking system, and follows up with subordinate supervisors to ensure that assignments have been completed. Independently prepares responses that address clerical and administrative issues. Reviews non-technical materials prepared by others for grammar, punctuation, spelling, and clarity of expression. Ascertains that materials have been coordinated correctly and are in accordance with established policy. Checks with the originator to ensure that the intended content has been retained through the editing process. Carries out special projects such as assembling reports and publications into a finished, comprehensive document. Develops background information and prepares outlines for the supervisor's public speaking engagements, papers, correspondence, and reports. Uses automated tools to prepare graphics and overheads for presentations. Clerical or Administrative Practices and Procedures 12%

Facilitates Agency-wide communication by assuring that all Overseas Building Operations staff are fully informed on internal and Agency-wide procedures. Initiates development of new or revised administrative policies and procedures necessary for efficient administrative functioning of the department, independently or as a member of a team. Correspondence Control 12% Proofs and edits, as necessary, finished documents for responsiveness and completeness, that all required issues are addressed, that the response is in accordance with established policy, and that appropriate coordination and clearances have been achieved. Works with drafter to correct apparent inadequacies, suggests alternative wording and/or phrasing, and advises superiors of remaining unresolved issues. Checks accuracy of all references and citations and reviews attachments for relevance and completeness. Data Collection, Research, and Tracking Support 10% Assists in the planning, review, and reporting of data/statistical results of program/project studies. Establishes protocols for incoming data, organizes computerized data sets, and retrieves computerized data. Performs a basic analysis of the data and generates a variety of reports. Maintains automated system of program-specific data to track suspenses on items such as project milestones, progress reports, compliance strategies, and corrective actions. Implements, monitors, and controls an automated data collection system which addresses the identification of prioritization, assignment, action, and documentation activities. Develops, implements, monitors, and enforces a system that catalogs all facets of program areas and enumerates items systematically, chronologically, and descriptively. Maintains office files in accordance with established records management guidance for retention and destruction periods. the employee is responsible for notifying the Records Management Officer upon the creation of new files for the purpose of scheduling with NARA. Customer Services and Transactional Problem Resolution 10% Determines the scope and nature of actions required to resolve customer service problems and process transactions, based on experience and past practice. Reviews applicable guidelines to consider options. Approves routine actions which are within the scope of assigned responsibilities. Identifies obvious trends, changes in customer preferences, or deviations in standard practices that could potentially impact services provided by the organization or customer satisfaction. Responds to a variety of questions related to findings that originate from personnel within or outside the office or agency, such as vendors or overseas posts. Troubleshoots one or more areas that may be resistant to traditional approaches. Corrects discrepancies based on extensive practical experience. Alerts supervisor of controversial situations or problems that are resistant to conventional solutions. Recommends new or revised operating procedures to meet changing business needs. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 4 Knowledge Required by the Position The position requires practical knowledge of standard procedures in an administrative or technical field, requiring extended training or experience; knowledge to accomplish specialized office support duties, and the ability to extract information from various sources when this requires considering the applicability of information and the characteristics and quality of the sources. Factor 2- 3 Supervisory Controls The supervisor makes assignments by defining objectives, priorities, and deadlines and assists the employee with unusual situations which do not have clear precedents. The employee plans and carries out the successive steps and handles problems and deviations in the work assignment in accordance with instructions, policies, previous training, or accepted practices in the occupation. Factor 3- 3 Guidelines Guidelines are available but are not completely applicable to the work or have gaps in specificity. The employee uses judgment in interpreting and adapting guidelines such as agency policies, regulations, precedents, and work directions for application to specific cases or problems. The employee analyzes results and recommended changes. Factor 4- 3 Complexity

The work includes various duties involving different and unrelated processes and methods. The decision regarding what needs to be done depends upon the analysis of the subject, phase, or issues involved in each assignment, and the chosen course of action may have to be selected from many alternatives. The work involves conditions and elements that must be identified and analyzed to discern interrelationships. Factor 5- 3 Scope and Effect The purpose of the position is to resolve a variety of conventional problems, questions, or situations in conformance with established criteria. The work product or service affects the design or operation of systems, programs, or equipment; the adequacy of such activities as field investigations, testing operations, or research conclusions; or the social, physical, and economic well being of a variety of individuals. Factor 6- 2 Personal Contacts Personal contacts are with employees in the same agency but outside the immediate organization. People contacted generally are engaged in different functions, missions, and kinds of work, e.g., representatives from various levels within the agency such as headquarters, regional, district, or field offices, or other operating offices in the immediate installation. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan, coordinate, or advise on work efforts or to resolve operating problems by influencing or motivating individuals or groups who are working toward mutual goals and who have basically cooperative attitudes. Factor 8- 1 Physical Demands 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, small parts; or driving an automobile, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, or libraries. The work area is adequately lighted, heated, and ventilated.

Payroll Services Specialist, FP- 0501- 5

Position Number: D10131 Introductory Statement: This position is located in the Office of Human Resources Management, Payroll/Systems Branch. The incumbent of this position is responsible for the full realm of payroll actions in support of domestic and international agency personnel. Payroll Services 60% Identifies and resolves an extensive range of difficult, sensitive, and unprecedented technical or procedural problems and issues, such as evaluating conflicting requirements to process pay cases that involve entitlements to all types of premium pay, allotments, sub-allotments, or cost centers, and retroactive reconstruction of documentation. Provides authoritative technical advice to timekeepers, personnel, and administrative staff on pay-related issues. Serves as a technical authority in identifying patterns and systemic issues and recommending improvements and solutions, such as adapting payroll operating procedures to resolve procedural problems as a result of frequent regulatory or systems changes. Recommends guidance, improvements, revised procedures, and solutions for general administrative application. Processes complex, unprecedented, or unusual actions complicated by a variety of factors such as types of pay plans; types of appointments, employment situations, and conditions; groups of employees with work schedules that vary from week to week; entitlements including the full premium pay, allowances, and a world-wide workforce. Records, reconciles, and balances pay data involving a number of deductions, allotments, and cost centers. Makes retroactive adjustments and traces and reconciles errors in pay actions that require extensive research. Verifies documentation, processes, and resolves problems dealing with withholdings for special pay entitlements, such as final salary payments to beneficiaries of deceased employees or salary withholdings for alimony, child support garnishments, and bankruptcy. Analyzes and troubeshoots problems in existing personnel, payroll, and time and attendance systems, recommends solutions, and jointly works with human resources and information management staff to enhance and refine existing software. Independently determines actions to be taken in resolving pay and leave issues which may be retroactive over an extended period of time. Audits time and attendance cards after payment and leave are released to the processing center. Oversees the data input from rejected T/As, missing T/As, and missing personnel actions. Follows-up on error listings and computer edits from data input. Ensures personnel actions and T/As are submitted on a timely basis. Provides assistance to timekeepers on proper coding payroll information for T/A input on a variety of pay entitlements, such as Sunday differential, COLAs, FLSA, SFS, etc., Comp time for travel. Financial Reports and Data Analysis 20% Provides support and assists in review of straightforward, routine funding data and cost information to provide input to overall program status. Prepares, audits, and confirms statements and analysis concerning disbursement data. Financial Resources Reporting 20% Prepares a variety of routine financial reports for management review. Processes a variety of complex payment and detailed audit reports. Researches, compiles, and summarizes data for monthly commitment, obligation, and cost status reports. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires knowledge of the employing organization's mission, functions, goals, objectives, work processes, and sources of funding; knowledge of commonly used finance practices, procedures, regulations, precedents, policies, and guides; and knowledge of agency programs and their governing statutes, regulations, practices, and procedures to relate to the financial needs of the serviced organizations. Knowledge of the theories, principles, practices, and techniques of financial management and financial analysis programs and knowledge of their governing statutes, regulations and procedures to determine the degree of compliance, reasonableness of operations, and adherence to accepted financial principles.

Skill in establishing and maintaining effective working relationships with others to present facts in clear, logical and concise terms. Factor 2- 3 Supervisory Controls The supervisor assigns work with deadlines, possible precedents, and objectives outlined. The employee independently plans and carries out the accomplishments in conformance with accepted financial methods, approaches, and practices. Unprecedented problems or controversial information are brought to the supervisor's attention. The work is reviewed for its technical soundness and conformity with applicable policies, regulations, and procedures, and adherence to requirements. The methods used are not normally reviewed in detail. Factor 3- 3 Guidelines Guidelines consist of standard reference materials, texts, and manuals. The guidelines that are available provide a preferred approach or describe generally accepted standards rather than precisely delineating requirements. Guidelines include plans for commonly performed reviews which provide a preferred approach or include standards that describe the generally accepted requirements for recording and reporting transactions rather than the specific systems in use. The employee interprets and adapts the guides, modifying the information presented to fit the situation at hand. Methods and techniques normally applied are inadequate in some respects and require adaptation to the peculiarities of the assignment. The employee uses judgment in studying programs, operations, and systems and in making recommendations. Factor 4- 3 Complexity The work consists of performing varied duties by applying a series of different and unrelated, but established methods, practices, and techniques to compile, analyze, and/or summarize payroll information. The employee compiles, analyzes, and summarizes payroll information related to assigned areas of the organization's financial program. The employee bases decisions on the local controls over and regulations pertaining to payroll matters. Factor 5- 3 Scope and Effect The purpose of the work is to perform a variety of tasks in a limited financial functional area, using standard methods to resolve conventional problems and issues. The work affects the information available on the amount, timeliness, and availability of funds, and the availability fo financial data to others. Factor 6- 2 Personal Contacts Personal contacts are with employees and managers in the agency, both inside and outside the immediate organization, and with individuals outside the agency in a moderately structured situation. Individuals contacted are usually aware of the identity of the incumbent, and the purpose of the contact. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan, coordinate, or advise on work efforts, or to resolve issues or operating problems by influencing or persuading people who are working toward mutual goals and have basically cooperative attitudes. Contacts typically involve identifying options for resolving problems. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in factories, warehouses, supply depots, and similar areas. Work may also require walking and standing in conjunction with travel to and attendance at meeting and conferences away from the work site. Position may require carrying light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some positions may be exposed to uncomfortable conditions in such places as factories, construction yards, and supply yards.

Human Resources Specialist (HR Development), FP- 0201- 2

Position Number: D09804 Introductory Statement: Serves as a policy advisor and authority to the Director, Peace Corps Human Resource Management Office, and other key executives within Peace Corps on workforce development programs. Provides expert advice on the implications of proposed management actions and accomplishes necessary follow-on activities in support of decisions. Makes policy and regulatory interpretations involving highly. complex and precedent setting situations. Assures that the Peace Corps viewpoint and mission requirements are fully considered by proponents of proposed. policies or programs. Represents the Director, HRM at key policy meetings and conferences, both within and outside Peace Corps on Workforce Development and Training program issues. Workforce Learning and Development 50% Reviews and evaluates interrelated and interdependent Human Resources management program operations of U.S. Peace Corps. As the recognized Agency expert on workforce learning and development, is responsible for the development and execution of a cohesive training and development program. Plans, develops, and evaluates the total organizational workforce development functions, and makes recommendations for improving complex workforce development programs and policies. Collaborates with management officials on the assessment of current and anticipated workforce learning and development needs. Documents and compiles those needs into a comprehensive agency training program. Evaluates career development programs. Develops and formulates an annual master training plan and objectives. Justifies and negotiates current and future requirements for fiscal resources, facilities and personnel required to conduct the Agency's workforce development objectives. Initiates training modifications to support changes in technology and ensures stateof-the-art equipment in support of training needs. Markets and communicates training opportunities and services provided. Conducts research and development in new training technologies and leads the implementation of best value technologies. Provides for in-house or contractor design, development, delivery and evaluation of technical and non-technical courses that provides the most effective and efficient methodology, medium and cost. Cultivates sources for training and develops partnerships with other agencies, business, industry, and academia to ensure that the serviced workforce has the knowledge-based skills and tools to succeed. Briefs senior management officials on workforce development programs and initiatives. Develops the Agency/s workforce development program philosophies and policy concepts. Formulates requirements in terms of program objectives. Prepares plans and systems methodology necessary for support program objectives. Studies and evaluates new and complex legislation, public laws, regulations, policies, and procedures related to human resource development, including Peace Corps initiatives that impact the Peace Corps workforce development programs. Determines the need for developing supplemental guidance to alleviate interpretative difficulties through the Agency. Develops and issues guidance in the form of regulations, policy, and program objectives based on specialized Agency situations and mission requirements. Furnishes guidance to all levels of management of the Peace Corps, including domestic and worldwide international staff concerning implementation of workforce development plans and programs. Coordinates the assessment of strategic level training requirements to ensure compliance with Peace Corps goal of workforce revitalization. Identifies areas to measure the agency's success in workforce development and training. Provides comprehensive and direct advice and guidance to supported organizations through onsite visits and telephone or written correspondence on all facets of the program. Oversight and Evaluation 50% Serves as a Peace Corps senior advisor on broad and complex program areas that have national and mission-critical impact. Provides workforce development and training program oversight, evaluates program effectiveness in meeting requirements, and recommends changes to programs as needed. Plans and/or conducts assessments and evaluations of overall workforce development and training programs. Evaluates problems, deficiencies, and inadequacies identified in administering training and development programs within the agency. Obtains necessary information through interviews, reports, review of known or suspected problem areas and other appropriate sources. Translates findings into specific corrective action including new or revised program requirements or guidance, training, or other appropriate measures. Provides feedback and follow up to assure completion of required corrective actions. Prepares and presents reports and briefings on program status and/or recommend action to key staff elements. Keeps abreast of trends in training and development concepts and philosophies and changes in Peace Corps policies, procedures, techniques, and programs. Evaluates and determines direct and indirect impact on training and development program of new legislation, executive,

and regulatory issuances. Keeps current on the frequent and rapid fluctuations, changes, and developments in major mission assignments, and how they affect the training programs. Reviews and evaluates the effectiveness of all civilian training and leader development program policies and practices through reports, conferences, on-site staff visits and other contacts. Responsible for implementation and coordination of Peace Corps Leadership Development initiatives - makes recommendations along with the review and assessment of impact of the recommendations on the current and future force. Findings are translated into specific corrective actions, including new or revised policies or program requirements. Prepares and presents reports and briefings on program status and planned improvement actions to key executives. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires mastery of advanced HRM principles, concepts, regulations, and practices of any applicable speciality, as well as analytical methods and techniques, and seasoned consultative skill sufficient to resolve HRM problems not susceptible to treatment by standard methods. Mastery of the relationships between subordinate and senior levels of HR management within the employing entity and/or between the organization and programs of other Federal departments, bureaus, or equivalent organizations; and a wide range of qualitative and/or quantitative methods sufficient to: 1) Design and conduct comprehensive HR studies characterized by boundaries that are extremely broad and difficult to determine in advance; 2) Identify and propose solutions to HRM problems and issues that are characterized by their breadth, importance, and severity and for which previous studies and established techniques are frequently inadequate; 3) Collaborate with and/or lead management in employing change process concepts and techniques by assessing organizational readiness for change, marketing organizational awareness, and leading change initiatives; 4) Develop recommendations for legislation that would modify the way agencies conduct programs, evaluate new or modified legislation for projected impact upon existing agency programs, or translate complex legislation to meet agency needs; 5) Plan, organize, and/or direct team efforts to persuade management officials to accept and implement recommendations, where the proposals involve substantial agency resources or require extensive changes in established procedures and methods; 6) Evaluate and make recommendations concerning overall plans and proposals for complex agency projects; 7) Develop, interpret, and analyze data extracts and reports from automated HR databases and/or develop the most efficient and effective automated systems approaches for presenting HR reports and graphics for management; 8) Provide authoritative advisory service and/or develop authoritative policy interpretations; 9) Plan, organize, and conduct research of complex legal problems that involve major areas of uncertainty in approach, methodology, or interpretation to identify appropriate courses of action; 10) Resolve problems characterized by their breadth, importance, and severity for which previous studies and techniques have proven to be inadequate; 11) Prepare recommendations to significantly change or modify one or more major programs, evaluate the content of new legislation for impact on agency programs and/or to translate legislation into program goals and objectives. Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the organization. The employee is responsible for a significant program or function. The employee defines objectives and interprets policies promulgated by authorities senior to the immediate supervisor, determining their effect on program needs. The employee independently plans, designs, and carries out the work to be done and is a technical authority in her/his area. The supervisor reviews work for potential impact on broad agency policy objectives and program goals. Work is normally accepted as being technically authoritative and it is normally accepted without significant change. Factor 3- 5 Guidelines Guidelines used are very general regarding agency policy statements and objectives. The employee uses guidelines that are often ambiguous and express conflicting or incompatible goals and objectives, requiring extensive interpretation. The employee uses judgment and ingenuity and exercises broad latitude to: determine the intent of applicable guidelines; develop policy and guidelines for specific areas of work; and formulate interpretations that may take the form of policy statements and guidelines. Factor 4- 5 Complexity The work consists of addressing issues that significantly affect long-range implementation of substantive operational and/or policy program(s) throughout an agency, bureau, service, or major military command with numerous subordinate HR offices. The employee understands and interprets interrelated program issues that affect long-range program planning, design, and execution. Integrates the work of a team into authoritative report(s) outlining options, recommendations, and conclusions reached. Researches statutory, regulatory, court and/or administrative precedents, and other legal opinions or documentary material. Interprets and evaluates questionable or discrepant information and synthesizes intricate information to arrive at legally supportable conclusions. The employee develops new HR techniques

and/or establishes new criteria or approaches and methods for program implementation and evaluation requiring a substantial depth of research and analysis which serve as precedents for others. Performs analyses that are complicated by major areas of uncertainty in the appropriate approach, methodology, or interpretation because of continuing program changes, technological developments, or conflicting requirements. Works on cases that: involve matters that are contentious and/or susceptible to widely varying interpretations; and require creating new techniques, establishing criteria, or developing new information. Factor 5- 5 Scope and Effect Analyzes, evaluates, and develops major aspects of agencywide HR programs that require isolating and defining unknown conditions, resolving critical problems, or developing new concepts and methodologies. Work involves issues of sensitivity and potential controversy that when resolved may promote advances in principal HR program plans, goals, objectives, and milestones. Work establishes precedents for other technical experts to follow. Findings and recommendations are typically of major significance to agency management officials and often serve as the basis for new legislation, regulations, or programs. Work may also influence and persuade top management officials to change major HR policies or procedures. Factor 6- 3 Personal Contacts Personal contacts include persons outside the agency, including consultants, contractors, or business executives, in moderately unstructured settings. This level may also include contacts with agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. The incumbent must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings and recommendations. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in offices, hospitals, shipyards, depots, warehouses, and similar areas for meetings and to conduct HR work. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite. Some employees may carry light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Public Affairs Specialist, FP- 1035- 4

Position Number: D09740 Introductory Statement: This position is located in Volunteer Recruitment and Selection, Office of Recruitment, within the jurisdiction of the regional recruitment office (RRO). The Public Affairs Specialist (PAS) provides marketing, advertising, and public affairs support to the regional recruitment office. Public Affairs Program Planning and Evaluation 30% Collaborates with the Regional Office Manager and Recruitment Coordinator to develop a strategic plan for lead generation. Develops and recommends to the Regional Manager a written communications/marketing strategy and budget designed to generate specific recruitment leads, including leads to applicants with scarce skills, minorities, and older Americans, and to increase public awareness about the Peace Corps. Assists recruiters to develop recruitment campaign plans and strategies by researching the markets in which campaigns are scheduled. Recommends media and marketing techniques likely to be most productive in terms of public response. Develops communication plans by considering such items as specific topics or aspects to emphasize, the most effective media to use in communicating with intended audiences, and the kind of information various groups want or need. Participates in the planning and implementation of a proactive external communication program to disseminate information about activities and their effects on stakeholders. Develops and implements strategies to solve complex public affairs problems. Researches, plans, develops, and coordinates promotional material for internal communication programs as well as community service projects. Designs and prepares briefing materials using a variety of communication methods. Communicates information about the programs, policies, and events of the agency organization to a variety of audiences, including all levels of media. Organizes and coordinates print and broadcast news and information media interviews with key agency officials, and oversees all arrangements with the media. Provides photographs, tapes, publications, and other materials and conducts briefings. Participates in the planning and implementation of community relations activities and special events. Communications Liaison 25% Serves as Regional Office liaison, and works closely with personnel of the Office of Press Relations on a wide variety of matters or issues, such as coordinating media appearances of the Peace Corps Director. Establishes and maintains key points of contact with the media; RPCV groups; and media staff at universities, government agencies, corporations and non-profit organizations to convey Peace Corps recruitment needs and program information, and to support national initiatives. Communicates new initiatives/activities having a direct impact on public understanding and perception of the agency programs. Employs a variety of techniques to analyze effectiveness of products, orientations, and briefings. Advises managers and staff on methods to employ in communicating information regarding the agency programs, services, and policies. Trains recruiters, campus representatives, and returned Peace Corps Volunteers (RPCVs) in media interview and public speaking techniques, and in presentation delivery and message development. Preparation of Marketing, Publicity, and Promotional Materials 25% Coordinates with agency staff in the preparation of program publicity and marketing for print and electronic distribution. Prepares a variety of documents, including correspondence, memoranda, invoices, charts, graphs, promotional materials, meeting announcements, mailing lists, forms, and other program-related materials. Develops promotional and registration materials for programs, seminars, and events. Directs the RRO advertising program. Negotiates advertisement transactions and advertisement placements. Writes, designs, and places advertisements in support of recruitment campaigns. Serves as the agency representative to local advertising agencies.

Develops and pitches articles and feature stories and writes news releases on Peace Corps accomplishments and volunteers. Serves as photographer for the RRO, and photographs Volunteers, agency staff, and events. Photos may be used to illustrate articles and may be published in agency or other publications. Functions as a liaison with the Office of Communications to manage and centralize marketing materials. Design of Publications, Exhibits, and Presentations 20% Designs publications, exhibits, and presentations which present information in specialized subject matter areas such as a field peculiar to the employing organization, or a range of general subjects relating to the work of the organization. This knowledge is needed to understand the specifications with little explanation or research. Directs or performs related graphic design work, newsletter layouts, and web page design maintenance. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position Knowledge applicable to a wide range of duties involving oral and written communication principles, practices, techniques, and methods; analytical methods; and interpersonal relations practices. Skill in applying such knowledge in the modification of standard methods and adaptation of approaches in developing new information materials aimed at enhancing the understanding of groups or individuals of the significant issues of and agency's program. Knowledge applicable to skill in assessing public reaction and identifying extent of understanding achieved to evaluate effectiveness of information programs. Knowledge and skill to explain significant issues to generally responsive groups or individuals interested in the agency's programs. Factor 2- 4 Supervisory Controls The supervisor determines the overall objectives and resources available for the specialist's assignment. However, specific activities may stem from specialist's contacts with program managers, although final clearance of such requests are approved by the supervisor. The specialist and supervisor jointly develop deadlines, projects, and nature of the planned assignments. The public affairs specialist is responsible for planning and carrying out the project or assignment including resolving most problems, coordinating the work with others, interpreting policy in terms of established objectives, determining approach to be taken, and the methods and techniques to be employed. The specialist keeps the supervisor informed of progress, potential controversies, or wide-ranging implications. Completed work is reviewed in terms of satisfying expected results of projects or assignments, responsiveness, and conformance with agency policy. Factor 3- 3 Guidelines Guidelines including operating instructions, public affairs manuals, agency or local policies and regulations, and standard agency public affairs practices and precedents are readily available and generally applicable to situations encountered, although some gaps exist in specific areas. For routine work situations, the public affairs specialist independently selects, interprets, and applies the guides, modifying and adapting them to suit specific situations not directly covered by the guidelines. In addition, the specialist is beginning to interpret and apply guidelines and precedents in some unusual situations without assistance from others. Factor 4- 4 Complexity The work requires the application of advanced communication and analytical practices, methods and techniques to the solution of complex public affairs problems such as developing and presenting informational material to achieve understanding of various points of view or concepts from publics with varying levels of understanding and different interests and perspectives on the subjects; employing a number of information gathering techniques in collecting and analyzing public reaction to information programs; and developing recommendations for management in improving the agency's communication with the general public and specialized groups. Decisions regarding what needs to be done are based upon an analysis of the need for modifying standard communication practices and approaches such as analyzing reaction to information programs from a variety of groups having different interests and goals from the agency; determining the feasibility of using various information gathering techniques in obtaining reaction from agency publics and evaluating the effect of various information program approaches to the development of communication interchanges with agency publics. The work requires making decisions on which of a variety of oral and written communication methods and approaches to employ in presenting and explaining programs and policies in a logical and clarifying manner, in a structured setting, in achieving understanding from the agency's publics, some with differing interests, on the programs or policies advocated by the agency. Factor 5- 3 Scope and Effect

The work involves performing duties of a recurring nature in dealing with precedented public affairs matters such as responding to media questions on standard agency policies, explaining the benefits of program-developed research to interested groups, or developing parts of a communication plan for an organization. The work affects the development or operation of the organization's communication plan or impacts the social or economic well-being of individuals served or affected by agency programs or policies. Factor 6- 3 Personal Contacts Personal contacts are with specialized groups or individuals from outside the employing agency where the contact is not routinely established, the purpose of each contact is different, and the roles of the public affairs specialist and the other person are established during the contact. Typical of such contacts are with representatives of the news media, organized groups desiring to provide input to agency decisions, or professional or trade organizations affected by agency programs. OR The personal contacts are with employees or management officials in the same agency, but outside the immediate organization. Such contacts are moderately unstructured in that they are not established on a routine basis, the purpose and extent of each contact is different, and the role and authority of each party is identified and developed during the course of the contact. Typical contacts at this level involve situations in which the public affairs specialist advises program managers or management officials. These consulting relationships constitute moderately unstructured situations when the issues are sensitive or controversial, the meetings are not routine, and the parties hold opposing points-of-view on a given course of action. This level typically occurs where the specialist is an in-house consultant and experiences the same difficulty in encouraging agency managers to adopt recommendations as would be found in relationships with persons outside the agency. Factor 7- 2 Purpose of Contacts The purpose of contacts is to coordinate activities or plans with management officials, other public affairs specialists, contractors, groups or individuals sharing the same goals and interests as the public affairs specialist; or advise program managers on techniques to use in disseminating or collecting information; or present analyses of factual information used in developing strategies for communicating agency policies and programs. Factor 8- 1 Physical Demands Work is usually performed sitting at a desk, in news conferences, briefings, meetings, etc.; or riding in an automobile or public transportation. There may be occasional brief visits to industrial or construction sites, national parks or forests, military equipment test sites, etc.; however, no special physical demands are involved in performing the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts requiring normal safety precautions typical of office settings or commercial vehicles such as planes, trains, buses, or automobiles. The work area is adequately lighted, heated, and ventilated.

Recruitment Coordinator, FP- 0301- 4

Position Number: D09610 Introductory Statement: This position is located in an Area Office under the jurisdiction of the Associate Director for Volunteer Recruitment and Selection, Office of Recruitment. The Area Office serves as the Peace Corps primary recruitment source and is relied upon to recruit, screen, and guide qualified applicants through the selection process. Area Offices work very closely with the community and the Office of Placement to ensure that the demand for qualified applicants is met on a continuing basis. The incumbent of this position services as the communication and reporting link between the Area Office and Headquarters; as team leader, coordinating and evaluating the day-to-day recruitment process for the Area Office; and on a limited basis, as determined by the Area Manager, for performing the functions of a Recruiter. Voluntary Recruitment Program Coordination 100% Receives all reports and statistics from the Headquarters Office of Volunteer Recruitment and Selection (VRS). Analyzes information and disseminates to Area Office staff, and assures that the Area Office staff takes the necessary steps to follow up. Reviews, analyzes, and evaluates in-house data. Works closely with the Area Manager to make appropriate modifications to recruitment strategies and sites or nomination and pre-nomination procedures, based upon conclusions drawn from in-house data. Correlates the results of this data with data from the Headquarters Office and makes program changes or modifications consistent with the analysis of this data. Analyzes data received from recruitment trips or form specific recruitment strategies and determines whether these trips or strategies are productive and cost effective. Compiles and synthesizes programmatic and demographic data and generally advises the Area Manager of applicant trends. Utilizes information to determine the workload and productivity of individual recruiters. Compiles programmatic data and presents it in the appropriate form to the Washington Office. Analyzes and evaluates applicant information received from the IBM mainframe and determines the types of applicants presently in demand, projects future demand for skilled applicants. Utilizes 600 report to determine the status of all applicants submitted by the office. Follows-up with recruiters, as necessary. Quantitatively and qualitatively analyzes and evaluates the effectiveness of Area Office operations in meeting established goals and objectives. Prepares summary reports and briefings for Area Manager. May act as the initial reviewer/interviewer, determining the extent of the applicant's interest and suitability. Distributes and controls the workload of each Recruiter, ensuring an equitable distribution of work. Provides backup and expertise to the Recruiters in the office. Assist Recruiters in bringing applicants to the readiness stage required for submission to the "Round Robin." Reviews all qualification determinations made by Recruiters, particularly difficult or controversial determinations, and assists the Recruiter with the resolution of difficult cases. Discusses difficult cases with Area Manager who has final authority. Reviews applicant files for appropriate skill coding, accuracy of data and completeness of application file. Conducts the office's "Round Robin" meeting where applicants are presented and a consensus formed as to which ones will be presented to the Headquarters for specific vacancies. Leads discussion, making final decisions based upon the demand for Peace Corps volunteers with specific skills and the latest reports from the Headquarters Office. Makes limited trips to surrounding areas or recruitment trips to assigned areas. May coordinate or serve as the Contracting Officer's Technical Representative (COTR) for the contract recruiters. Works to ensure the quality and timeliness of their work and keeps them informed of Peace Corps initiatives and goals. Coordinates all the initial and on-going training in-house training for new Recruiters. Modifies or adapts analytical techniques, evaluation criteria, and methods of measurement to provide a valid assessment of programs or related initiatives, and predict outcomes. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position

The position requires: (1) Knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources in the area studied; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; (5) Skill in conducting detailed analyses of complex functions and work processes; and (6) Interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the work, coordinating with staff, and conducting all phases of the assigned program. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of the Guide to Placement, Peace Corps initiatives and screening criteria, as well as general administrative policies, and program, management, and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Program guidelines cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee refines or develops more specific guidelines, such as implementing regulations or methods and procedures. Factor 4- 5 Complexity The employee analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of programs, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conditions, such as conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and/or findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 4 Scope and Effect The purpose of the work is to assess the productivity, effectiveness, and efficiency of program operations and/or to analyze and resolve a variety of unusual conditions, problems, or questions. The employee establishes criteria to measure and/or predict the attainment of program or organizational goals and objectives; and/or improves the productivity, effectiveness, and efficiency in program operations and/or administrative support activities at different echelons and/or geographical locations within an agency, or in other agencies. The work products affect the plans, goals, and effectiveness of substantial agency mission areas and programs. Factor 6- 3 Personal Contacts Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness issues. The employee may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Assessment and Placement Assistant, FP- 0303- 6

Position Number: D09402 Introductory Statement: This position is located in the Department of Volunteer Recruitment and Selection/Office of Placement, U.S. Peace Corps. Incumbent, as a Placement Assistant, works under the general administrative and technical supervision of the Division Chief and technical guidance of the Placement Specialists in the desk unit. The Office of Placement is responsible for: (a) the central coordination of the Peace Corps Volunteer Delivery System; (b) the evaluation and selection of Peace Corps applicants; (c) issuance of invitations for Volunteer service; (d) projection and monitoring of fill rates of Peace Corps programs; (e) identification of skills both needed and available to perform specific Volunteer assignments; and (f) preparation of major recruitment documents for nationwide use by the Office of Recruitment. The Office of Placement collects and disseminates skill data relative to supply and demand and serves as a resource in these matters. The office processes 7 - 8,000 applications a year and places 3,500 - 4,000 applicants in Peace Corps assignments. Staffing Program Support 60% Screens applicant files for completeness and determines if the applicant meets legal, skill and suitability criteria. Using established guidelines, identifies applicants requiring follow-up by Placement Specialists. This involves making an objective and thorough review of the applicant file including Volunteer application, references and other supporting documents. Oversees the gathering of all information needed by the Placement Specialists to make final skill and suitability determinations. Refers legal and medical issues to the appropriate Peace Corps staff. Prepares country specific invitation kits, mails invitations and provides information to applicants. Conducts follow-up on applicants not responding to invitations and takes appropriate action in handling request for delays and alternative assignments. Takes accepts or declines phone calls from applicants who have received invitations. Advises them regarding travel, passports, visas and Staging. Records appropriate actions on the applicants file and computerized database taken at the Placement level and enters computer codes for applicant status changes (e.g., accepts, declines, defactos, and others). Accuracy is critical as the entire agency but OMS, IO, Travel, and VSPS in particular-rely on this data. Processes the full range of official staffing actions and performs the full range of technical staffing projects. Office Activities Coordination 40% Provides telephone coverage for the desk unit and informs applicants on the status of their application in Placement and Medical Services. Counsels applicants, when appropriate, on placement matters and related issues. Matters requiring technical judgment and decision-making are referred to the appropriate Placement Specialist or Division Chief. Initiates/prepares communication via letter, phone or e-mail with applicants to provide or to request needed information. Carries out work assignments such as revising record keeping systems, filing,and commenting on the affect of proposed changes in procedures. Maintains desk records and filing system. Systematically evaluates and improves office operations for an extensive organization with varying functions performed in subordinate offices. Closes out programmatic records and assures accuracy of final computer data of all applications on the desk. Keeps appraised of current information and developments relative to assigned skill areas, as well as policy and procedural changes for use in resolution of operational issues and day-to-day problems. Provides information to responsible parties on the availability of supplies and resources utilized in placement functions. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 5 Knowledge Required by the Position

The position requires practical knowledge of technical methods to perform assignments requiring substantive training and/or experience, such as carrying out limited technical projects involving the use of specialized techniques, and requiring analysis and developing preliminary or final conclusions; knowledge of organization procedures and standards for completed assignments or documents, and knowledge of the mission, functions, goals, policies, and priorities of the agency and the organization as it affects the completion of assignments. Factor 2- 3 Supervisory Controls The supervisor makes assignments by defining objectives, priorities, and deadlines and assists the employee with unusual situations which do not have clear precedents. The employee plans and carries out the successive steps and handles problems and deviations in the work assignment in accordance with instructions, policies, previous training, or accepted practices in the occupation. Completed work is usually evaluated for technical soundness, appropriateness, and conformity to policy and requirements. The methods used in arriving at the end results are not usually reviewed in detail. Factor 3- 3 Guidelines Guidelines are available but are not completely applicable to the work or have gaps in specificity. The employee uses judgment in interpreting and adapting guidelines such as agency policies, regulations, precedents, and work directions for application to specific cases or problems. The employee analyzes results and recommended changes. Factor 4- 3 Complexity The work includes various duties involving different and unrelated processes and methods. The decision regarding what needs to be done depends upon the analysis of the subject, phase, or issues involved in each assignment, and the chosen course of action may have to be selected from many alternatives. The work involves conditions and elements that must be identified and analyzed to discern interrelationships. Factor 5- 3 Scope and Effect The purpose of the work is to resolve a variety of conventional problems, questions, or situations in conformance with established criteria. The work product or service affects the design or operation of systems, programs, or equipment; the adequacy of such activities as field investigations, testing operations, or research conclusions; or the social, physical, and economic well being of a variety of individuals. Factor 6- 2 Personal Contacts Personal contacts are with employees in the same agency but outside the immediate organization. People contacted generally are engaged in different functions, missions, and kinds of work, e.g., representatives from various levels within the agency such as headquarters, regional, district, or field offices, or other operating offices in the immediate installation. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan, coordinate, or advise on work efforts or to resolve operating problems by influencing or motivating individuals or groups who are working toward mutual goals and who have basically cooperative attitudes. Factor 8- 1 Physical Demands 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, small parts; or driving an automobile, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, or libraries. The work area is adequately lighted, heated, and ventilated.

Cross-Cultural and Diversity Training Specialist, FP- 1712- 3

Position Number: D9240 Introductory Statement: This position is located in the Training and Staff Development Unit (TSDU0 of the Overseas Training Division (OTD) of the Center for Field Assistance and Applied Research. The incumbent reports directly to the Chief of the Overseas Training Division. The Training and Staff Development Unit develops innovative approaches to training for volunteers and addresses staff development needs for overseas staff. The TSDU conducts Overseas Staff Training (OST), oversees the agency's language testing system, and provides field support for the agency's volunteer training continuum. Training specialists within this unit also coordinate the development of training materials and oversee a variety of activity requests from posts. The Cross Cultural and Diversity Training Specialist will focus primarily on providing support to Peace Corps cross cultural and diversity training programs worldwide specific duties include: Monitoring training programs that integrate cross-cultural, language, technical, health, safety security, and global initiatives training'; collaborating with the programming and training staff on identifying and developing resources to enhance cross cultural and diversity training; promoting professional development of worldwide cross-cultural training staff; recommending improvements to cross-cultural and diversity training programs, and evaluating field requests for support. Agency-Wide Technical Resource 45% Analyzes, formulates, and develops ideas, concepts, and methodology for new or revised policies, procedures, and systems for designing, implementing, and evaluating programs worldwide related to cross-cultural and diversity training. Conducts research in strategy, design techniques, and methodology. Identifies concepts and ideas that have proved successful, and develops alternative concepts and techniques for use in a variety of situations. Assesses strategic training designs and methodologies used, to determine that they will accomplish established learning objectives. Considers various differences among client countries and the types of factors that influence the implementation of cross-cultural and diversity training programs. Provides leadership and expert advice and assistance to the Regional office clients and field-based staff in defining cross-cultural and diversity training issues, conducting analysis of training programs, making training recommendations, conceptualizing new programs, or in redesigning ongoing ones, etc., to ensure that they address current and pressing issues. Provides expertise and professional judgment in selecting interventions, and subsequent programming, budgeting, implementation, and evaluation issues. Identifies key cross-cultural and diversity training issues and constraints that can be overcome by policy or other initiatives, working in collaboration within the Regional office clientele and field-based staff. Marshals resources to ensure worldwide dissemination of cross-cultural and diversity training issues, by geographic region or sub-region. Maintains continuing relations with other USG agencies, non-governmental institutions, universities, and various development organizations concerned with cross-cultural and diversity training issues. Provides recommendations on training issues, and modifications to programs and MATERIALS where relevant. Prepares and provides materials on cross-cultural and diversity training activities. Selects and leads training assessment teams to provide on-site technical assistance in defining training plans, and designing specific programs, participates in impact evaluations of programs. Develops indicators that may be applied worldwide, in measuring the probable successes, inadequacies, or failures of cross-cultural and diversity training programs. Training Course/Program Modification 15% Responsible for monitoring and modification of highly complex curricula pertaining to cross-cultural and diversity training. Courses usually cover subject areas for which there is an abundance of source information; however, the information may be scattered or unorganized, requiring supplemental research, coordination, and adaptation. Training Aids and Devices 10% Serves as an international authority in the development of cross-cultural and diversity training aids and devices, and for their respective development and/or procurement. Recognized as an authoritative consultant in planning and developing experiential training programs, evaluating learning results, and using the findings in planning, developing, and installing new or modified cross-cultural and diversity training programs.

Determines the need for and generates surveys and studies. Independently plans and carries out projects through to their conclusion. Work projects typically have a significant impact on a broad segment of the staff and trainee body in the cross-cultural and diversity training programs that are evident throughout the agency. Training Course Development and/or Consultation 10% Serves as an expert consultant in the specialty area of cross-cultural and diversity training. Develops original course plan and design for basic course concepts. Courses are unusually broad and cover highly complex material, such as in newly emerging or changing cross-cultural and divesity training areas. Plans, develops, and implements curriculum for cross-cultural and diversity training programs that are non-standardized or where special problems exist. Assesses program or course curriculum, content, and instructional materials to coordinate the development of course products. Resolves training matters that are controversial, complicated, or set general precedent; involve coordinating or negotiating matters of considerable consequence; or affect prominent and fundamental policy issues. Develops and applies new program methods, approaches, and technology. Conducts Studies and Analyses on Course-Related Subjects 10% Determines the need for and generates surveys and studies. Independently plans and carries out projects through to their conclusion. Work projects typically have a significant impact on a broad segment of the staff and student body in the education and training program that is evident throughout the agency. Products may radically change the training content or the education and training techniques and methods used in teaching certain subjects to specific segments of the student population. Recognized as an authoritative consultant planning and developing experiential training programs, evaluating results, and using the findings in planning, developing, and installing new or modified programs. Resolves matters that are often controversial, complicated, or set general precedent. Provides advice and consultation to management regarding training system/device acquisition or modification related to the interpretation of training requirements. Staff and Faculty Development 5% Establishes guidelines and policy for staff and training of trainer programs. Plans and develops experimental programs, resulting in new or modified instructional methods and programs. Evaluates instructional systems methodologies, technology, training, performance, quality, and leadership initiatives for the agency. Coordinates key field-based training staff regarding development programs. Instructional Program Evaluation 5% As an authoritative consultant, establishes guidelines and policy for evaluation and quality assessment of new or modified instructional programs. Applies professional skill and knowledge to develop innovative and effective solutions for evaluation issues. Measures and analyzes the effectiveness and efficiency of instructional programs related to cross-cultural and diversity training. Evaluates results and applies the findings to solutions of problems involving instructor and course designer training requirements. Studies developments in the fields of performance technology and instructional design for possible application to the education or training programs. OTHER SIGNIFICANT FACTS: Proficiency in English required. Factor 1- 8 Knowledge Required by the Position Mastery of the concepts, principles, and methods of training design and development to develop broad guidelines and strong training programs for the agency. Expert knowledge of the problem solving techniques of the field and the cultural framework in which the program operates; and a high level of skill in interpreting and developing guidelines and regulations that are questioned, challenged, or require negotiating to secure acceptance. Comprehensive knowledge of the mission, organization, and work processes of agency programs and their relationship to training processes. Ability to analyze, design, develop, and evaluate instructional programs, courses, materials, aids, etc., and employ state-of-the-art training delivery systems. Factor 2- 4 Supervisory Controls The supervisor sets overall program objectives and resources available, and collaborates in developing deadlines and approaches to unusual or particularly sensitive program and/or individual situation problems. The employee exercises judgment in planning and carrying out assignments. The work is reviewed in terms of fulfillment of assignment objectives. Factor 3- 4 Guidelines

Guidelines include laws, regulations, agency policy, accepted education procedures, and accepted training standards. Available general policies and precedents provide very limited and often inadequate guidance for the major areas and critical issues involved. Employee uses experienced professional judgment and resourcefulness in such significant matters as deviating form traditional methods and practices; modifying criteria for assessing value of proposals for new major projects; and changing established mechanisms for evaluating performance of grantees and contractors when these mechanisms are not adequate or appropriate. Factor 4- 5 Complexity Performs complete assignments involving a wide variety of duties, employing a broad range of fact-finding and analytical techniques, and requiring decisions in interpreting varied and complex factual situations in the context of the requirements of applicable laws, regulations, or policies. Assignments are to solve highly complex problems including rapidly changing conditions requiring consideration of changes in a short period of time, precedent setting issues, in-depth analysis of highly complex organizations, dealing with powerful organizations such as unions that challenge facts, dispute methods, etc., and dealing with problems that have been particularly resistant to solutions in the past. Decisions are complex and difficult due to major areas of uncertainty due to complexity of organizations served, innovative application of new techniques, and technologies to current and projected training or development needs, ambiguity of conditions, conflicting laws, precedents, etc. Factor 5- 3 Scope and Effect The work involves dealing with a variety of problems, questions, or situations in a specialized area of education and training development for the purpose of recommending course requirements, reviewing course content, and providing instruction in covering a variety of topics in well-established. The employee develops or revises objective tests and determines suitability for intended use, ease of administration and scoring, misleading terminology, overlapping items, items with clues to answers, and similar deficiencies. Studies course objectives, outlines, or other available training materials, or consults instructor or subject-matter specialist in developing test items and analyzes trial administration of tests to determine reliability and presents recommendations on test items to use. Employee's recommendations and work products have an influence on the operating methods, conduct, effectiveness, and costs of a project or endeavor, the purpose of which is to improve specific education and training methods or practices. Factor 6- 3 Personal Contacts Contacts are generally with managers, subject matter specialists, and other officials outside the federal government, e.g., state and local school systems, post-secondary institutions, research organizations, and public interest groups. In many positions, individuals involved have grants or contracts on education problems and issues, or are associated with organizations and institutions that have such grants or contracts. These contacts are generally not established on routine basis, and occur in a variety of places, inside and outside the agency. Factor 7- 2 Purpose of Contacts The purpose of contacts is to advise on training program issues, and to consult and assist individuals and officials of organizations on problems, questions, and programs when the goals of the person contacted are similar to those of the training specialist. Employee provides advice, clarifies problems, and resolves questions regarding plans, schedules, and course content requirements with a variety of officials such as managers and professional staff members of state and local school systems, post-secondary school institutions, and other education and training development groups and organizations. Factor 8- 1 Physical Demands No special physical demands such as above average ability, dexterity, or strength are required to perform the work. Work is sedentary and the employee may sit comfortably. There may be some walking, standing, bending, carrying of light items, driving of an automobile, etc. Fieldwork may involve traveling to interviews, meetings, and sources of information. Factor 9- 1 Work Environment Work is usually performed in offices, meeting rooms, or similar settings. The work areas are adequately lighted, heated, and ventilated. Many positions involve travel, including the normal everyday risks and discomforts of auto, bus, rail, and air transportation.

Director, Office of Communications, FE- 0301

Position Number: D09794 Introductory Statement: The incumbent is a member of the Directors senior staff. As such, the incumbent is privy to the philosophies of the Peace Corps Director. A confidential relationship between the Director and the incumbent is imperative as the incumbent speaks for the Director and is expected to reflect the Directors philosophies in conversations with leading figures of the government, business, and other groups. The incumbent also represents the views and directions of the Director in communications with agency managers, program officials, and the public. Advice and Guidance 25% Serves as the primary agency advisor on communications. Counsels senior management staff and officials at multiple levels of the agency such as the following units within the Office of Communications: Internet Communications, Video Productions and Publications. Develops a strategic plan for the most efficient and effective roles for these units in furthering a coherent Agency-wide communications strategy. Program Management and Oversight 25% Has overall responsibility, as well as delegated authority, for the oversight and administration of broad, emerging, and/or critical agency programs or operations. Primarily responsible for the direction and management of large-scale agency programs and operations to efficiently achieve specified goals and objectives. Evaluates current and proposed programs and operations and recommends actions to initiate, modify, or discontinue projects as needed. Receives administrative direction in terms of the broadly defined missions and functions of the agency. Interviews and recommends candidates for vacancies, evaluates staff, handles grievances and disciplinary actions, recommends promotions and special commendations, and implements or recommends training programs as appropriate. Promotes the spirit and practice of diversity and/or Equal Employment Opportunity programs, ensuring that the commitment to equal opportunity without regard to race, color, religion, sex, and national origin is carried forward in all aspects of Human Resources management. Policy Development 25% Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Translates new legislation into program goals, actions, and policies, interpreting the impact of new legislative requirements on agency programs. Recognized as an agency authority in formulating new policies and program objectives that have a broad or long-range impact on one or more significant programs of the agency. Provides management and consulting services to top executives of the agency on change management and internal business process improvements to improve the effectiveness of major agency operations and functions. Liaison and Public Contact 25% Establishes and maintains effective working relationships with various high-level individuals, including Members of Congress and their staff, other legislative and executive agencies, executives of major corporations, and distinguished members of the public. Establishes and maintains close and cooperative working relationships with the agency or department management and officials, government agencies, and other institutions with related interests, in order to advance the programs and objectives of the agency. Communicates with the management team on the status of different work activities and efforts. Reports regularly on the effectiveness of specific programs. Actively participates in boards and committees as the representative of the agency in dealing with matters which extend well beyond the assigned program responsibility. Serves as the principal representative and consultant for the agency at interagency and international meetings dealing with issues and information in the area of expertise and program responsibility. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 1 Program Scope and Effect

Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program managed directly involves the national interest and the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy; and has a pervasive impact on the general public. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 1 Supervisory/Managerial Authority Exercised Exercises delegated authority to oversee the overall planning, direction, and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational units or lower organizational levels. Approves multi-year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manages the overall work to enhance achievement of the goals and objectives. Oversees the revision of long range plans, goals, and objectives for the work directed. Manages the development of policy changes in response to changes in levels of appropriations or other legislative changes. Manages organizational changes to the organization directed, or major changes to the structure and content of the program or program segments directed. Exercises discretionary authority to approve the allocation and distribution of funds in the organization's budget. OR Exercises final authority for the full range of personnel actions and organizational design proposals recommended by subordinate supervisors, although it is possible formal clearance may be required for a few actions, such as removals and incentive awards above set dollar levels. Factor 4- 1 Nature of Contacts Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation for these meetings typically includes using briefing packages or similar presentation materials that requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside the employing agency, such as top- and mid-level corporate executives or national officers of employee organizations; - Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature; - Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments; - Nationally recognized journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media; - Senior level or executive level heads of bureaus and higher level organizations in other Federal agencies. Factor 5- 1 Purpose of Contacts The purpose is to influence, motivate, or persuade persons or groups to accept opinions or take actions related to advancing the fundamental goals and objectives of the program or segments directed. Contacts may involve the commitment or distribution of major resources, competing objectives, resource limitations or reductions, or comparable issues. Person contacted come from a variety of backgrounds and have different perspectives. The exchange of information will require highly developed communication skills, negotiation, conflict resolution, leadership, and similar skills in order to obtain the desired results. Factor 6- 1 Difficulty of Typical Work Directed

The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher level, or equivalent. Factor 7- 1 Other Conditions Supervision and oversight involves exceptional coordination and integration of a number of very important and complex program segments or programs of professional, scientific, technical, managerial, or administrative work comparable in difficulty to GS-13 or higher level, or equivalent. Supervision and resource management involve major decisions and actions that have a direct and substantial effect on the organizations and programs managed. OR This position manages through subordinate supervisors and/or contractors who each direct workloads comparable to GS-12 or higher.

Occupational Health Nurse, Post-Service Unit, FP- 0610- 4

Position Number: D09647 Introductory Statement: This position is located in the Office of Medical Services, Office of Volunteer Support. The incumbent is assigned to the Post-Service Unit which is responsible for providing medical and dental services for Returned Peace Corps Volunteers (RPCVs) as defined in the Peace Corps Act. The unit is responsible for organizing, controlling, evaluating, and coordinating claims filed by RPCVs at their close of service for the Peace Corps with the Office of Workers Compensation (OWCP), Department of Labor (DOL), under the Federal Employees Compensation Act (FECA). It also establishes and participates in re-employment programs for long-term disabled claimants in conjunction with the DOL. The incumbent provides comprehensive case management designed to improve service to RPCVs seeking post-service medical and dental services. The incumbent provides information to claimants and facilitates authorizations for assessments and referral to the OWCP. Evaluates and Instructs Volunteers 50% Interviews clients and families, interprets institution's guidelines and eligibility requirements, and completes a comprehensive physical/mental history and assessment. Assesses the complaints and problems identified by the RPCV to determine the relationship to in-service medical conditions. Decides on the appropriate course of action and if needed, issues an authorization for an assessment of a condition. D. Investigates and determines validity of allegations regarding injuries, illnesses, or death through documentation in the RPCV Health Record. Makes determinations on a full range of medical and non-medical issues encountered. Patients/volunteers tend to have frequent and severe health issues. Provides Consulting Services 50% Advises and counsels RPCVs, claimants, beneficiaries, medical providers, and PCMOs regarding the benefits and requirements of FECA. Advises RPCVs regarding the need to pursue claims through the OWCP and the approval process by the DOL. Prepares a wide range of complete disability and death claims. Works closely with supervisory claims examiners at OWCP regarding claimants' requests. Maintains current record for compensation claims filed with OWCP. Assists in serving as a specialty consultant to all nursing services and health disciplines within the agency and to healthcare professionals from medical facilities and agencies outside the agency. The employee keeps the supervisor informed of progress and seeks advice for unusual problems. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position This position requires a professional knowledge of a wide range of nursing concepts, principles, and practices to perform highly specialized nursing assignments of advanced nature and considerable difficulty requiring extended specialized training and experience. Factor 2- 4 Supervisory Controls The supervisor sets overall objectives and resources available. The nurse and supervisor consult on work and develop decisions together. Expertly plans and performs work independently, resolves most conflicts, coordinates with others on teams and in communities. Work is reviewed for effectiveness in meeting requirements. Factor 3- 4 Guidelines General administrative policies and precedents exist, but are of only limited use in performing the work. Uses initiative and resourcefulness in deviating from traditional methods, or in researching trends and patterns to develop new methods, criteria, or proposed new polices. Factor 4- 4 Complexity Performs independent assignments. The assessment of patient conditions includes, for example, interpreting physical examination and laboratory reports, developing nursing plans, and evaluating need for improved health care. The work requires making decisions concerning the implementation of data, planning, and refining methods. Factor 5- 4 Scope and Effect

The purpose of the work is to establish criteria and assess effectiveness of patient treatment. The product affects a wide range of agency activities or how the agency is perceived or regarded by the community or population served. Factor 6- 3 Personal Contacts The personal contacts are with individuals or groups from outside the employing agency in a moderately unstructured setting (e.g., the contacts are not established on a routine basis; the purpose and extent of each contact is different and the role and authority of each party is identified and developed during the course of the contact). Typical of contacts are those with persons in their capacities as tribal officials, manufacturers, contractors, professors, attorneys, scientists, representatives of professional or trade organization, the news media, and organized or ad hoc public action groups. Factor 7- 2 Purpose of Contacts The purpose is to influence or motivate persons or groups. Persons contacted may be fearful or hesitant, requiring great skill in approaching the person or group to obtain the desired effect. Factor 8- 1 Physical Demands The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, books, small parts; driving an automobile, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves normal, everyday risks or discomforts typical of such places as offices, meeting and training rooms, libraries, and residences or commercial vehicles such as airplanes, trains, or buses. The work area is adequately lighted, heated, and ventilated.

Special Assistant for Diversity Recruitment, FP- 0301- 4

Position Number: D8301J Introductory Statement: This position is located in the Dallas Regional Office under the jurisdiction of the VRS/Office of Recruitment. The purpose of this position is to serve as a Special Assistant for Diversity Recruitment under the general supervision of the Regional manager. And as such to design, develop and implement programs unique to the recruitment of targeted populations for Peace Corps programs. Program and Policy Advice and Guidance 30% Assists in the development and implementation of awareness and recruiting strategies specifically designed to convey the benefits of Peace Corps service to targeted groups. Communicates that volunteer experience enhances the development of leadership skills. Provides guidance and advice concerning program-related or administrative policies and/or management and organizational theories that require considerable adaptation and/or interpretation for application to internal program issues and problems, or where decisions about how to proceed are complicated by conflicting program goals and objectives. Special Project Planning or Accomplishment 30% Develops data base of c contacts and organizations. Plans and carries out awareness and recruitment events. Processes resulting applications and correspondence. Conducts interviews with minority and other targeted applicants produced by related recruitment and awareness activities. Ensures consistent communication with applicants as they progress through the volunteer delivery system. Initiates studies and projects that focus on minority and other target group attitudes toward Peace Corps service and yield information that can be used to enhance current recruitment techniques. Solves unusual problems in performing a variety of duties related to special projects involving administrative or program issues. Conducts extensive research of data from diverse sources. Extracts and assembles information. Uses advanced analytical techniques to develop conclusions. Develops written reports or oral presentations to recommend changes to programs or procedures. Special Events or Public Program Activities 30% Develops, in collaboration with Public Affairs Specialists, appropriate public service announcements, correspondence, information materials, as well as advertising and media campaigns. Implements public awareness activities and disseminates recruitment related materials to the public. Assists in establishing a regional marketing plan for selected target populations. Identifies and secures opportunities to present the Peace Corps recruitment message. Participates in interviews with print and electronic media. Acts as resource for ideas on community campaign and special event planning and implementation. Acts as office liaison for one or more campus recruiters and assists with development of recruiting schedule. Coordinates special projects as assigned. Responds to verbal and written inquiries about Peace Corps. Explains policies and/or procedures on public facilities and special events programs to staff and representatives from the federal and private sector. Recommends policy and standards for the conduct of special events. Ensures compliance with this policy by caterers, outside contractors and vendors, and event sponsors from the federal and private sectors. Identifies the need for consultants and monitors or the need for audits of any aspect of special events program. Recommends and conducts studies of special events programs. Evaluates study results and consultant reports and makes recommendations. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position

The position requires: (1) Knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources in the area studied; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; (5) Skill in conducting detailed analyses of complex functions and work processes; and (6) Interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies, and program, management, and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Program guidelines cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee refines or develops more specific guidelines, such as implementing regulations or methods and procedures. Factor 4- 5 Complexity The employee analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of programs, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conditions, such as conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and/or findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 3 Scope and Effect The purpose of the work is to assess the productivity, effectiveness, and efficiency of program operations and/or to analyze and resolve a variety of unusual conditions, problems, or questions. The employee establishes criteria to measure and/or predict the attainment of program or organizational goals and objectives; and/or improves the productivity, effectiveness, and efficiency in program operations and/or administrative support activities at different echelons and/or geographical locations within an agency, or in other agencies. The work products affect the plans, goals, and effectiveness of substantial agency mission areas and programs. Factor 6- 2 Personal Contacts Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis. Factor 7- 2 Purpose of Contacts The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness issues. The employee may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment

The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Human Resources Specialist, FP- 0201- 2

Position Number: D09318 Introductory Statement: The incumbent of this position works directly for the Human Resources Director and serves as the Human Capital Management Officer for the Peace Corps. Specifically, the incumbent is responsible for Workforce Planning, Program Evaluation and Strategic Planning. Human Resources Program Planning and Management 40% Reviews and evaluates interrelated and interdependent Human Resources management program operations of an entire agency, or of a major agency organizational segment, such as a large regional office. Provides staff-level/expert advice to operating Human Resources offices or to other program evaluation staff members in the development of solutions to especially complex and difficult problems of program improvement in two or more interrelated Human Resources management fields. Considers and evaluates the impact of changes in legislative and regulatory requirements. Reports directly to top management officials with authority for program leadership and direction, policy development, program and management guidance, oversight, strategic planning, priority development, advisory and consultation services related to interrelated Human Resources functional areas, such as classification and position management, pay administration, staffing and recruitment, employee and labor relations, employee/organizational development, personnel management evaluations, conflict resolution, diversity, workforce enhancement and EO complaints processing. Takes the lead for planning and implementing Departmental and Office of Personnel Management projects and mandates. Provides operational services in support of the accomplishment of GPRA and workforce planning goals. Plans, implements, and evaluates Human Resources functions and operational support to the field and central office units of the agency. Assesses overall resource values and determines how best to achieve goals. Provides leadership and makes decisions on the general philosophy and direction for assigned programs. Human Resources Advisory Services 30% Provides agency-wide advisory, consultative, and technical services to Human Resources staff and all levels of line managers on issues affecting the full range of Human Resources management disciplines. Provides final interpretations of complex and diverse guidance material, documents, and references, including, but not limited to the U.S. Code; Congressional intent; judicial decisions, rulings, and decrees; OPM, Department, Agency, and other organizational directives; Executive Orders; and decisions and rulings from GAO, CBO, Comptrollers General, GSA, FLRA, OSHA, NLRB, EEOC, MSPB, and other offices having authority or rulemaking responsibility over any aspect of the work and employment of federal employees and their conditions of employment. Change Management Strategy Development and Implementation 20% Collaborates and consults with key management officials to build consensus for resolving issues that involve major precedent-setting cases or Human Resources program changes that significantly affect how the agency does business, such as the implementation of automated classification and staffing systems. Employs change management process concepts and techniques, such as those involved with strategic planning and workforce development initiatives, by assessing organizational readiness for change, marketing organizational awareness, and leading change initiatives. Develops appropriate interventions for management on significant issues and concerns that cross Human Resources specialty areas. Creates and implements program and process remedies involving novel and highly complex issues that result in major precedent-setting decisions, and involve powerful competing interests. Negotiates matters involving multiple, broad, and complex issues that require development of tradeoffs and compromises, such as the development of a plan of action to deal with all of the human capital aspects of a decision or mandate to contract out a significant amount of work presently performed by the agency employees. Research and Analysis of Human Resources Issues 10% Performs Human Resource-related studies requiring detailed documentation, extensive research, and authoritative interpretations of the spirit and letter of the law, executive orders, court decisions, regulations, and broad policy statements that provide the framework for major agency-wide program decisions.

Adapts and creates new methods to complete studies that demand use of a broad range of fact-finding and analytical techniques. Collects, analyzes, and prepares expert recommendations related to cases involving large quantities of disputed data that overlap functional areas, such as internal recruitment and placement practices or past practices that have EEO and Labor Relations implications. Provides expert policy interpretations on interrelated program issues that cross Human Resources specialty areas, are sensitive, highly complex, visible, and controversial, and affect many individuals and/or organizations within the agency. Makes recommendations and decisions involving novel and highly complex and significant issues that result in major precedent-setting decisions and impact on the agency programs. Matters being analyzed involve broad and complex issues that encompass a variety of Human Resource disciplines, the agency operational practices, mission requirements, legislative mandates, court or regulatory authority decisions, or other rulings or decrees that require development of tradeoffs, compromises, and compliance plans of action. Serves as a technical expert in handling difficult, complex, sensitive cases involving multiple controversial Human Resources issues that have agency-wide effect, and/or affect large numbers of individuals, including employees, annuitants, and job applicants. Examples of cases include claims of misfiled, improperly administered, or incorrectly adjudicated retirement claims for retired military employees belonging to a Title VII protected group who subsequently retired from civilian government service. Advises senior management and staff members on preparation of position papers, reports, studies, summaries, and formal actions where there are few guidelines and broadly stated objectives. Factor 1- 8 Knowledge Required by the Position The position requires mastery of advanced HRM principles, concepts, regulations, and practices of any applicable speciality, as well as analytical methods and techniques, and seasoned consultative skill sufficient to resolve HRM problems not susceptible to treatment by standard methods. Mastery of the relationships between subordinate and senior levels of HR management within the employing entity and/or between the organization and programs of other Federal departments, bureaus, or equivalent organizations; and a wide range of qualitative and/or quantitative methods sufficient to: 1) Design and conduct comprehensive HR studies characterized by boundaries that are extremely broad and difficult to determine in advance; 2) Identify and propose solutions to HRM problems and issues that are characterized by their breadth, importance, and severity and for which previous studies and established techniques are frequently inadequate; 3) Collaborate with and/or lead management in employing change process concepts and techniques by assessing organizational readiness for change, marketing organizational awareness, and leading change initiatives; 4) Develop recommendations for legislation that would modify the way agencies conduct programs, evaluate new or modified legislation for projected impact upon existing agency programs, or translate complex legislation to meet agency needs; 5) Plan, organize, and/or direct team efforts to persuade management officials to accept and implement recommendations, where the proposals involve substantial agency resources or require extensive changes in established procedures and methods; 6) Evaluate and make recommendations concerning overall plans and proposals for complex agency projects; 7) Develop, interpret, and analyze data extracts and reports from automated HR databases and/or develop the most efficient and effective automated systems approaches for presenting HR reports and graphics for management; 8) Provide authoritative advisory service and/or develop authoritative policy interpretations; 9) Plan, organize, and conduct research of complex legal problems that involve major areas of uncertainty in approach, methodology, or interpretation to identify appropriate courses of action; 10) Resolve problems characterized by their breadth, importance, and severity for which previous studies and techniques have proven to be inadequate; 11) Prepare recommendations to significantly change or modify one or more major programs, evaluate the content of new legislation for impact on agency programs and/or to translate legislation into program goals and objectives. Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the organization. The employee is responsible for a significant program or function. The employee defines objectives and interprets policies promulgated by authorities senior to the immediate supervisor, determining their effect on program needs. The employee independently plans, designs, and carries out the work to be done and is a technical authority in her/his area. The supervisor reviews work for potential impact on broad agency policy objectives and program goals. Work is normally accepted as being technically authoritative and it is normally accepted without significant change. Factor 3- 5 Guidelines

Guidelines used are very general regarding agency policy statements and objectives. The employee uses guidelines that are often ambiguous and express conflicting or incompatible goals and objectives, requiring extensive interpretation. The employee uses judgment and ingenuity and exercises broad latitude to: determine the intent of applicable guidelines; develop policy and guidelines for specific areas of work; and formulate interpretations that may take the form of policy statements and guidelines. Factor 4- 5 Complexity The work consists of addressing issues that significantly affect long-range implementation of substantive operational and/or policy program(s) throughout an agency, bureau, service, or major military command with numerous subordinate HR offices. The employee understands and interprets interrelated program issues that affect long-range program planning, design, and execution. Integrates the work of a team into authoritative report(s) outlining options, recommendations, and conclusions reached. Researches statutory, regulatory, court and/or administrative precedents, and other legal opinions or documentary material. Interprets and evaluates questionable or discrepant information and synthesizes intricate information to arrive at legally supportable conclusions. The employee develops new HR techniques and/or establishes new criteria or approaches and methods for program implementation and evaluation requiring a substantial depth of research and analysis which serve as precedents for others. Performs analyses that are complicated by major areas of uncertainty in the appropriate approach, methodology, or interpretation because of continuing program changes, technological developments, or conflicting requirements. Works on cases that: involve matters that are contentious and/or susceptible to widely varying interpretations; and require creating new techniques, establishing criteria, or developing new information. Factor 5- 5 Scope and Effect Analyzes, evaluates, and develops major aspects of agencywide HR programs that require isolating and defining unknown conditions, resolving critical problems, or developing new concepts and methodologies. Work involves issues of sensitivity and potential controversy that when resolved may promote advances in principal HR program plans, goals, objectives, and milestones. Work establishes precedents for other technical experts to follow. Findings and recommendations are typically of major significance to agency management officials and often serve as the basis for new legislation, regulations, or programs. Work may also influence and persuade top management officials to change major HR policies or procedures. Factor 6- 3 Personal Contacts Personal contacts include persons outside the agency, including consultants, contractors, or business executives, in moderately unstructured settings. This level may also include contacts with agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. The incumbent must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings and recommendations. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in offices, hospitals, shipyards, depots, warehouses, and similar areas for meetings and to conduct HR work. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite. Some employees may carry light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Support Services Supervisor, FP- 0342- 1

Position Number: D10021 Introductory Statement: Administers Support Service Operations 25% Plans and coordinates total support services programs and operations on an agency-wide basis or with major sub-organizations that operate autonomously. The operations require consideration and integration of the specialized needs of diverse operating elements within the organization and the continual need to advise management about total support services where there are major agency or organizational changes in such areas as mission, programs, or facilities. Plans, establishes, and coordinates support services work within the broad administrative framework of the agency. Makes recommendations regarding general administrative policy and support services policy with nation-wide impacts. Performs long- and short-range planning to ensure the most effective use of manpower, money, and materials resources within the areas of responsibility. Plans and designs programs that require innovative or substantially modified systems and procedures because of changes in functions performed, new legislative requirements, or technological advances. Serves as authoritative source on the technical, regulatory, and procedural aspects of service programs. Provides oversight on contracts involving a broad range of technical and administrative services to the agency. Program and Policy Advice and Guidance 25% Provides expert advice and guidance on government programs and policies which are of significant interest to the public and Congress, e.g., the programs cut across or strongly influence a number of agencies, and/or the employee's recommendations directly impact key governmental functions or result in substantial redirection of Federal efforts or policies related to major national issues. Contacts, advises, and collaborates with high-ranking officials such as agency heads, top congressional staff officials, state government executives, legislative leaders, and executives of comparable private sector organizations. Presents findings and recommendations at national and international seminars and symposia. Prepares reports and/or written analyses regarding the agency policies and positions on difficult or complex matters. Program Planning and Management Work 25% Plans, organizes, and carries out analytical studies involving the planning, development, and implementation of major agency programs of national scope and impact. Participates in the development and documentation of long- and short-range planning efforts. Reviews long- and short-range plans, resource projections, priorities, justifications, etc. Makes recommendations on planning efforts that can be undertaken within existing resource levels and advises on the impact of efforts that require additional resources. Prepares and contributes to reports and other presentations on program planning and evaluation. Designs and conducts a wide variety of comprehensive studies and detailed analyses of complex functions and processes related to long-range planning. Identifies and proposes solutions to management problems which are of major importance to planning program direction. Formulates and recommends plans to improve program policies, practices, methods, and organizational structure. Coordinates requirements among organizational units in the formative stages of program initiation, project design, project implementation, and management of ongoing programs. Translates management goals and objectives into effective operations and establishes control systems and progress reporting requirements that monitor production goals or program priorities in order to evaluate progress and results. Adjusts progress schedules and priorities to meet new requirements or unforeseen situations. Presentation of Findings and Recommendations 25% Provides authoritative findings, guidance, and recommendations on agency-wide programs. Researches, analyzes, and provides expert technical advice and assistance on complex program issues, such as issues or problems which impact major, agency-wide programs. Recommendations may pertain to complex conclusions from evaluative studies; interrelated issues concerned with cross-cutting or conflicting goals; and adherence to budget constraints as they relate to cost/benefit analysis. Recommendations impact long-range planning and implementation of program objectives.

OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position Must have knowledge of organizations serviced that generally consist of a large number of subdivisions, and frequently involve satellites or different organizational levels (such as would be found in a significant organizational segment of an agency, such as a regional office, Center, or major field installation.) Installations or facilities with host-tenant agreements are also typical of this level. The functions performed by these organizations are very diverse, and usually include several major programs or functions. Considerable ability to adapt and vary procedures is necessary in the manner in which support services are provided because of the number and differences in programs and functions that must be given support. Support services chiefs at this level must have the ability to regularly negotiate with and advise managers at all organizational levels concerning improvements in the services provided. Thorough knowledge of coordinating support services programs and functions within subordinate (or satellite) organizations, and knowledge of the day-to-day direction of the services element in the immediate organization. Must employ working knowledge of organization policy for the subordinate support services operations and knowledge of periodic review procedures of the manner in which subordinate units support the work of their serviced organizations and the review procedures involved with taking (or recommending) action on the services programs of the subordinate units. Must have demonstrated knowledge of the principles and practices of supervision and experience in supervising professional, technical, clerical, and wage grade personnel, including first-line supervisor of such personnel. Must also have the ability to write clear and comprehensive policies, procedures, reports, directives, and correspondence; the ability to conduct fact-finding concerning a variety of subjects and develop analytical and effective recommendations; and the ability to plan, coordinate, and conduct special projects and programs reviews. Must have skill in inter-personal communications demonstrating the ability to clearly explain and support conclusions, recommendations, policies, procedures, etc. to all levels of personnel. Factor 2- 5 Supervisory Controls The incumbent is responsible for planning, establishing, and coordinating support services programs within the broad administrative framework of an agency. The methodology employed and technical determinations made are typically accepted as authoritative. Review of the work is generally in terms of how well the support services program is integrated with the total administrative program of the agency. Factor 3- 5 Guidelines Guidelines include the basic administrative management policies of an agency, as well as the basic orders and regulations of service or other agencies, e.g., Government Printing Office, General Services Administration, Defense Logistics Agency, and others. Factor 4- 6 Complexity The incumbent is responsible for planning, directing, and coordinating support services programs and functions that require a very high degree of analytical and technical ability in applying these services to organizational programs and functions. Factor 5- 6 Scope and Effect The incumbent is concerned with planning and coordinating total support services programs and operations, usually on an agency-wide basis (or for major sub-organizations thereof that operate autonomously). The operations require consideration and integration of the specialized needs of diverse operating elements within the organization and the continual need for advising managers about total support services where there are major agency or organization changes in such areas as mission, programs, or facilities. Factor 6- 3 Personal Contacts Contacts are generally with top managers of other major programs or functions within an agency, in service agencies, or in private organizations. Factor 7- 3 Purpose of Contacts

The contacts are typically for the purpose of negotiating the resolution of major problems (e.g., impasses encountered by subordinate supervisors in their assigned areas of responsibility or problems encountered with top managers in other agencies about the provision of common support services). Contacts also involve the negotiation of changes in the procedures and regulations of other agencies when those procedures and regulations have a serious impact on the chief's own support services programs. Factor 8- 1 Physical Demands The work is both sedentary and, occasionally, physically challenging. Some physical effort, such as standing, walking, bending, or sitting, or occasionally carrying items such as mail, records, etc. may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office.

Video Production Manager, FP- 1071- 3

Position Number: D09770 Introductory Statement: This position is located in the Office of Communications, reporting to the Director of Communications. As Video Production Manager, the incumbent participates in all phases of video development of Peace Corps productions, as assigned by the Director of Communications. Video Production Services 35% Serves as a subject matter expert on all aspects of the most complex program productions. Responsible for the production values and aesthetic qualities of the production and has control of the artistic and creative aspects. Conceptualizes and designs complex program productions with innovative and creative formats. Develops and fine tunes topical program proposals to ensure the accuracy of all aspects of production in a timely manner. Coordinates production elements including coordination with set and graphic designers, directs the implementation of multiple visual and audio elements on cue. Acts as producer, director, and off-line and on-line editor of video projects. Develops long-term strategies, production schedules and budgets for video projects. Drafts conceptual proposals for high profile video projects, such as the recruitment video. Maintains a log of various agency videos, cataloging respective videos to assure that records on requested materials are readily retrievable. Assists in the establishment and maintenance of a video library for the Agency. Recommends polices, procedures and guidelines in the areas of video, film and radio and television advertising and documentation. Participates in the studio production of programs, including audio coordination, visual effects coordination, and teleprompter operation. Responsible for overall pre-production coordination and set-up, e.g., approving the lighting of the set, selecting and approving music and sound effects, obtaining all necessary performance and clearance rights, etc. Sets production priorities and schedules for each program. Plans television production within an established budget. Provides expert technical advice to the producer of the program being edited, concerning creative use of audiovisual images and equipment to communicate ideas. Conducts reviews of the latest in complex audiovisual editing equipment and makes recommendations concerning purchases from a variety of sources. Creates and Manages the Production Process 35% Incumbent is responsible for the creative development, production, and dissemination of audiovisual materials, including press packages, recruitment videos, web videos, films, special events, etc. Stays current with the most recent production advancements in the fields of radio, video, and/or motion picture technology, in order to create products technically and aesthetically comparable to those produced by the commercial television and film industries. Responsible for the final production including narration, pace, special effects, editing style, and visual content. Assigns projects and tasks to Audiovisual Production Specialist(s) and Assistant(s) and provides oversight and supervision to their work. Drafts statements of work for video contractors, reviews previous work done by contractors, and makes recommendations to the Director of Communications for selection of contractors. Oversees all work done by contractors, Including editors, videographers, cinematographers, photographers, producers, and directors. Works with Peace Corps contracting officers and is familiar with the procurement process. Helps manage Peace Corps' audiovisual center, including all current inventories, e.g., films, tapes and equipment. Ensures that all equipment Is maintained and serviced regularly. Makes recommendations on the acquisition of audiovisual materials and equipment. Keeps abreast of the latest audiovisual techiques and equipment by attending seminars and demonstrations. Recommends policies, guidelines, and procedures for the operation and maintenance of the audiovisual center. Establishes and maintains liaison with other government agencies and private organizations on audiovisual matters to generate support for Peace Corps activities. Keeps abreast of resources available through these channels, and determines feasibility of and recommends "partnership" projects which might be equally beneficial. Film and Other Medium Productions 30% Applies a mastery of production methods and techniques to direct and/or edit complicated in-house and remote productions involving multiple sources. These projects require the application of significant coordination efforts to successfully complete the productions. For example, coordinates recording sessions in public places and coordinates contracts for various professional services.

Oversees Photo Archives operation to preserve, catalog, and reproduce historical photography assets for the agency. Serves as still photographer for events at agency headquarters. Assigns projects and tasks to Photo Archivist(s) and provides oversight and supervision to their work. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position Employees apply knowledge derived from a mastery of the methods, techniques, and practices associated with the development of original television or motion picture productions, and skill in applying this knowledge to the design of highly complex, large-scale projects. They use this knowledge to conceptualize and design productions where there is no established format or where obstacles exist to traditional approaches and the program content and treatment of the subject are left largely to the discretion of the employee. Employees have knowledge of the most recent advancements in the fields of video or motion picture technology and of the range and level of sophistication of national or international viewing habits. This knowledge is used to develop programming technically and aesthetically comparable to that produced by the commercial television and film industries, adapted to audience characteristics and desired reactions to the product. Factor 2- 4 Supervisory Controls The employee is given only the overall objectives and resource limitations of the production and participates with the supervisor in developing deadlines. The employee works with the supervisor or client to establish the extent of coverage required and to develop specific ideas on how best to present the subject (for example, camera angles, lighting, mood, or special effects). The employee, having developed expertise in the field, independently plans and carries out all phases of the production. He/she resolves most differences that arise with clients and other production personnel on technical and artistic considerations; coordinates the work with clients, contractors, camera operators, actors, editors, and other personnel involved in the production process; and interprets policy regarding the treatment of given topics. Completed work is reviewed only in terms of its effectiveness in meeting the objectives of the assignment within the given budget limitations. Factor 3- 4 Guidelines The subject to be depicted is presented only in conceptual terms and guidelines are limited to general agency policy governing program content. The format, style, and treatment of the topic are largely left to the discretion of the employee. The employee uses initiative and resourcefulness in researching the topics to be presented, planning the most effective means of communicating the information desired, and deviating from standard methods to achieve unusual visual or dramatic effects designed to attract and hold the attention of the audience. Factor 4- 5 Complexity The work involves producing a wide range of audiovisual products using many different production methods and techniques. At this level, employees serve as project managers with responsibility for actively participating with clients in exploring new means of presenting information in audiovisual format. Productions are usually intended for mass viewing and are required to be of the same level of technical and aesthetic quality as those produced by the large commercial production companies. In addition, the productions are typically large-scale, require many months of preplanning, and are complicated by the controversial, sensitive, or emotional nature of the subject matter. These elements impose very difficult coordination requirements in, for example, assuring that the views of all groups interested in the project have been considered or that major ideas are presented in a manner that will engender understanding, empathy, or support. The employee makes decisions that determine the way the subject will be treated. This involves gauging such intangible elements as audience attitudes and probable reactions, and designing productions that will achieve multiple objectives (for example, to inform, inspire, influence, and entertain). The work requires developing new techniques and approaches in translating subject-matter ideas and information into unique audiovisual products. Factor 5- 5 Scope and Effect The purpose of the work is to plan the audiovisual coverage of critical news stories or important public information or educational features. The work is complicated by such factors as rapidly changing events, controversial subject matter, or shifting or ambivalent public attitudes towards the topic.

The work affects the well-being of substantial numbers of people either on a national or international scale by informing them of world events or providing information vital to public health or safety. Factor 6- 2 Personal Contacts Persons contacted include, individuals or groups from outside the agency on matters for which there is no routine working relationship already established. Factor 7- 2 Purpose of Contacts The purpose is to influence, motivate, interrogate, or control persons or groups. At this level the persons contacted may be fearful, skeptical, uncooperative, or dangerous. Therefore, the employee must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations, by persuasion or negotiation, or gaining information by establishing rapport with a suspicious informant. Factor 8- 1 Physical Demands The work is primarily sedentary, although there is some walking, travel, and carrying of lightweight equipment and materials. Factor 9- 1 Work Environment The work is typically performed in adequately lighted and climate controlled offices and studios and requires no special safety precautions.

Executive Assistant, FP- 0301- 4

Position Number: D09255 Introductory Statement: This position is in the Peace Corps, Office of the Inspector General. The incumbent provides support to the IG in a wide range of capacities. The incumbent serves as the fact-finder and problem solver in a variety of complex and sensitive matters pertaining to the administrative operations of the Office. The incumbent serves as office manager for a staff. The incumbent performs duties requiring familiarity with the operations of an agency of the Executive branch. Administrative Program Planning Work 40% Analyzes established programs and performs program liaison duties to support long-and short-range administrative planning activities for the organization. Serves as principal administrative liaison between the Office of the Inspector General and other agency offices and organizations. For example, serves as liaison with the Office of Executive Secretariat with regard to congressional and executive correspondence and works with attorneys and personnel from other offices to ensure a timely response for all action items. Incumbent may be assigned to independently draft documents on a variety of topics. The incumbent analyzes problems related to the administration of the Office and researches various policies, internal rules and other subjects relevant to the resolution of such problems. Incumbent must have knowledge and skills related to the administrative management of an Executive branch, other legal office or comparable entity including such things as congressional, executive, or other highly sensitive correspondence control. Receives and reads incoming correspondence, reports, and other materials. The incumbent may provide a direct response, identifies action required by the materials, and/or routes the materials to action officer. Incumbent reviews all incoming and outgoing correspondence and documents to ensure appropriate procedures and that appropriate clearances have been obtained in accordance with agency policies and the views of the IG. Keeps the Office informed, as appropriate, on administrative and other matters and the appropriate sources for quick information, past practices, and clearance procedures involved in handling various reports and communications. The incumbent must have knowledge and skills, including in the areas of policy and rules, related to the administrative management of an office in the Executive branch, other branches, law firms, or other comparable legal entities. Establishes and maintains general and specific files and records for the Inspector General as well as control systems for the coordination of all other matters in the Office. Ensures compliance by all office staff with established administrative systems and keeps the IG advised of the status of work. Serves as liaison for the Inspector General with agency staff, assists visitors, keeps the Inspector General's calendar, and determines whether persons seeking appointments should be placed on the calendar or referred to other members of the staff. Special Projects and Assignments 25% Manages special projects as assigned by the Inspector General which involve major agency program issues of broad impact. Performs special assignments on request, such as participating in intra-agency or inter-agency studies and task forces. As requested by the Inspector General, attends and takes summary notes of intra-agency or inter-agency meetings and conferences. Solves unusual problems in performing a variety of duties related to special projects involving administrative or program issues. Program and Policy Advice and Guidance 20% Performs other administrative and related duties as assigned by the Inspector General to facilitate the smooth functioning of the Office including assisting staff with projects and cases. Provides advice and guidance, where possible and applicable, to resolve, implement, or manage program or policy issues that involve areas of uncertainty in approach or methodology. Prepares reports and/or written analyses regarding the agency policies and positions on difficult or complex matters, as well as reports to be filed with other departments or agencies. Modifies qualitative and quantitative analytical methods to fit a wide range of variables, including issues, problems, or concepts that are not susceptible to direct observation and analysis. Provides backup for certain duties requiring familiarity with regulations and laws affecting Executive branch operations, operations of other branches, or operations of other comparable legal organizations such as assisting in the administration of the Peace Corps' ethics program and reviewing the Federal Register for regulations affecting the Peace Corps. Collects and maintains materials for the Inspector General's information and use. Problem Identification and Resolution 15%

Anticipates and works to prevent difficulties that may arise in the course of the business of the Office of the Inspector General. Researches and identifies program issues or problems impacting program initiatives in major agency organizational components, such as a regional or overseas office or program. Makes recommendations for and coordinates resolutions and improvements, where appropriate. Independently researches and resolves problems of a common or immediate nature. Makes recommendations for and coordinates resolutions. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The position requires: (1) Knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources in the area studied; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; (5) Skill in conducting detailed analyses of complex functions and work processes; and (6) Interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Broad technical knowledge in planning background and experience in various functional areas. Serves as the primary point of contact for the Office of the General Counsel on a wide range of topics and issues. Knowledge and experience in the work of the Executive branch or other branches of government or other comparable legal organizations or entities andtheir missions. Exceptional oral presentation and written communication skills. Must be capable of giving short and "no notice" presentations and discussions on program status and justify complex programs to top level management. Skill in problem solving by identifying and analyzing problems; distinguishing between relevant and irrelevant information to make logical decisions; provides solutions to individual and organizational problems. Ability to use desktop computer programs, particularly MS Access, MS Word, MS Outlook, PowerPoint, and Windows XP, and assist others in the use of those programs. Skill in establishing and maintaining files, records, and administrative control systems, both electronically and in hard copy. Skill in controlling, drafting, and editing exexcutive correspondence. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 3 Guidelines Guidelines consist of procedures, policies, and manuals covering the application of analytical methods and techniques, and reference material, instructions, and regulations covering the subjects involved. The guidelines are not completely applicable to the work or have gaps in specificity, requiring the employee to use judgment in choosing, interpreting, and adapting guidelines to specific issues or subjects studied. Factor 4- 4 Complexity The work involves gathering information, identifying and analyzing issues, and developing recommendations to resolve substantive problems of effectiveness and efficiency of work operations in a program or program support setting. Issues, problems, or concepts are not always susceptible to direct observation and analysis. Difficulty is encountered in measuring effectiveness and productivity due to variations in the nature of administrative processes. Information about the study subject matter area is often conflicting or incomplete, cannot readily be obtained by direct means, or is otherwise difficult to document. Originality is required in refining existing work methods and techniques for application to the analysis of specific program issues or resolution of program problems. Factor 5- 3 Scope and Effect

The purpose of the work is to identify, analyze, and make recommendations to resolve conventional program or organizational issues, problems, or situations. The employee is assigned portions of broader studies, or participates in the evaluation of program effectiveness at the operating or local level. Completed reports and recommendations influence decisions by higher-grade specialists or managers concerning administrative or program operations. Factor 6- 2 Personal Contacts Personal contacts are with individuals inside and outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice to managers on non-controversial organization or program related issues and concerns. Contacts typically involve such matters as identification of decision-making alternatives; appraisals of success in meeting goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Auditor, FP- 0511- 4

Position Number: D01023 Introductory Statement: This position is located in the Office of the Inspector General (OIG). The incumbent serves as an auditor under the general supervision of the Assistant Inspector General for Audits (AIGA) in the OIG. Audit Reviews, Surveys, and Examinations 50% Performs standard survey activities in which there is latitude in the way the surveys and examinations are designed and implemented, such as gathering profile data in determining the scope of survey work and identifying computerized data files for which computer-assisted audit techniques could be used to analyze program data. Conducts preliminary audit surveys in accordance with a prescribed audit program. Adapts or develops survey plans, including items such as the extent of examinations. Technical Advice and Guidance in Auditing 50% Provides technical advice and consultation to other professionals on conventional audit projects with complex features. For example, advises other auditors on activities that require the sorting out of convoluted factual situations and the application of a variety of audit principles to determine discrepancies in the operations scrutinized. Develops or modifies methods and techniques using accepted auditing and accounting principles, theories, techniques and methodology. Advises on adapting guidelines to specific cases or problems. Provides guidance in the interpretation of a large number of varied policies and regulations. Consults and coordinates with other auditors and professionals in the agency and those of other agencies who are in the same or complimentary areas of responsibility. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The work requires professional, comprehensive knowledge of theories, practices, methods, and techniques of accounting and auditing; and organizational or program practices, policies, and functions sufficient to independently plan and conduct a variety of assignments or investigations; analyze accounting systems or modify and adapt conventional accounting and analytical techniques to solve a variety of accounting problems; and develop or modify methods and techniques to resolve a variety of auditing problems. Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment including possible stages, and possible approaches. The employee is responsible for planning and carrying out the assignment; directing other functional specialists; resolving most of the conflicts that arise; coordinating the work with others as necessary; interpreting policy and regulatory requirements; developing changes to plans and/or methodology; and/or providing recommendations for improvements in order to meet program objectives. The employee keeps the supervisor informed of progress and of potentially controversial matters. Completed work is reviewed for soundness of overall approach, effectiveness in meeting requirements or expected results, the feasibility of recommendations, and adherence to requirements. Factor 3- 3 Guidelines Guidelines provide a preferred approach or describe generally accepted standards, rather than precisely delineating requirements. Consequently, a situation may require a level of detail or scope of instruction that is greater than what the guidelines provide. Guidelines include audit plans for commonly performed audits that often are completed on a recurring schedule with defined approaches and specific objectives that are substantially the same for almost all audit engagements. The employee uses judgment to adapt the guidelines to specific cases or problems and/or to interpret a large number of varied policies and regulations. Factor 4- 4 Complexity The work consists of varied duties that require applying many different and unrelated processes and methods to a broad range of activities or to activities that entail substantial depth of analysis. The employee must originate new techniques, establish criteria, and develop new information to carry out assignments, such as planning, coordinating, and conducting audits and developing reports on work processes and accounting systems.

The employee must make decisions and resolve problems that require considerable innovation and originality. In addition, the employee must make these decisions in a work environment characterized by conditions such as complex and variable programs; resistance of program officials or participants to findings; and variability in the way programs and systems are set up or operated. Factor 5- 3 Scope and Effect The work involves independently conducting a variety of tasks in limited functional areas. The employee uses standard audit procedures to measure the degree of program and financial management compliance with regulations and adherence to accepted accounting principles and management practices. Work affects the operation of systems or programs and the adequacy of investigations by providing the information necessary for corrective actions. Factor 6- 3 Personal Contacts Personal contacts are with officials, managers, professionals, and employees and executives of other agencies and outside organizations. Typical of these contacts are representatives of contractors, attorneys and accountants of business firms, representatives of state and local governments or other Federal agencies, and/or various levels of agency management such as policy review boards at higher levels in the agency. Contacts are not routine or recurring, and the role and authority of each individual is identified during the course of the meeting. Factor 7- 2 Purpose of Contacts The purpose of contacts is to plan, coordinate, or conduct audit assignments. The auditor arranges for interviews and meetings and obtains information. The auditor discusses with others such matters as the significance of guidelines, appropriateness of recommendations, necessity for additional facts, and the preferred methods for data gathering. The auditor resolves problems related to assignment of audit responsibility, coordinates the technical support of subject-matter experts, and, in general, resolves questions and clarifies problems. Though differences of opinion may exist, the persons contacted are usually working toward a common goal and generally are cooperative. Factor 8- 1 Physical Demands The work is principally sedentary, but may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Employees may carry light items, or drive a motor vehicle. No special physical effort or ability is required to do the work. Factor 9- 1 Work Environment The work is performed in an adequately lighted, heated, and ventilated office setting. Some employees may occasionally be exposed to uncomfortable conditions in such places as factories, construction yards, and supply yards.

Regional Recruiter, FP- 0301- 5

Position Number: D09384 Introductory Statement: This position is located in a Regional Office under the jurisdiction of the Office of Volunteer Recruitment and Selection, Peace Corps. The incumbent serves as a Volunteer Recruiter under the general supervision of the Regional Manager. The purpose of the position is to recruit qualified applicants and screen those candidates for volunteer service in the Peace Corps and the United Nations Volunteer program, and to build awareness of all Peace Corps programs. Campaign Responsibilities 30% Assists as a team member in marketing campaigns for campus and community-based recruitment. Assumes responsibility for overall planning of campaigns, generally coordinates all aspects of campaigns and, as appropriate, monitors the work of team members. Reviews all information pertinent to planned campaigns and develops recruitment awareness plans that effectively utilize staff and other resources to reach targeted markets, i.e. scarce skills, senior Americans and minorities. Assists Public Affairs Specialist in planning campaign publicity and securing local media support. Contacts community, professional and academic resource people and organizations, enlisting their support of local recruitment efforts. Ensures that appropriate printed materials are prepared and necessary equipment is secured for campaigns. Arranges public speaking engagements and audio-visual presentations. As necessary, makes travel and logistical arrangements related to campaigns. Travels to campaign sites within the Regional Office jurisdiction to conduct on-site awareness activities and interviews. Prepares written reports highlighting relevant campaign plans, activities and results. Candidate Screening and Processing 30% Provides applicants with specific and directly applicable information on the organization's recruitment and placement procedures. Encourages qualified individuals to submit applications to the Peace Corps and tactfully discourages those people with non-competitive skills or low motivation from applying. Counsels non-competitive applicants in ways to enhance skills to improve future placement possibilities. Assess candidates' skills, suitability and legal status to determine appropriate processing, i.e., nomination; disqualification; or further review, e.g., reference check, legal review, etc. Matches applicants' qualifications against available programs. Conducts personal and telephone interviews to determine candidates' suitability competitiveness, and professional qualifications and/or skills for Peace Corps service. Enters and retrieves information relevant to recruitment via agency information management systems. As necessary, contacts applicants by telephone, email and/or regular mail to obtain additional information/clarification regarding skills and experience and other relevant data. Maintains application filing system in accordance with Regional Office procedures and Privacy Act regulations. Ensures that all application information is current and that final action taken on applications is appropriate and timely. Records tracking information and maintains a tracking system. Ensures that applications are complete. Candidate Evaluation 20% Incumbent applies accepted analytical and evaluative techniques to the identification and consideration of issues or problems of a procedural or factual nature. Writes evaulations of applicants using evidence from the interview, personal judgment, and information contained in the application. Evaluations are based on standard Peace Corps assessment dimensions, and weigh heavily in final decisions made by other VRS personnel in selecting or rejecting applicants. Nominates qualified and competitive applicants to Peace Corps or UNV positions. Information Dissemination 10% disseminates informational material to a wide range of groups including the general public, the news media, students and community groups. Seeks opportunities to present the Peace Corps recruitment message through public forums and the media, utilizing available technology including the internet. Makes presentations before classes, campus and professional organizations, and comunity groups that promote Peace Corps and highlight recruitment needs. Participates in interviews with print and electronic media. Responds to general inquiries about the Peace Corps by explaining terms and conditions of service, application and selection procedures, etc., and provides other relevant programmatic information. Provides written materials and applications to interested individuals. Strategy Contracts 10%

Performs straightforward and non-controversial tasks to assist in the development and maintenance of relationships with various stakeholders. As assigned, serves as Project Coordinator for Strategy Contracts. Participates in the training and orientation of campus representatives and other university staff. Monitors contract production in accordance with VRS policy, and provides technical assistance to campus representatives as necessary. Helps to train new staff and provides ongoing advice and assistance to all Regional Office staff on interviewing, nomination procedures, and campaign planning and implementation. Participates in staff meetings, training conferences, and training activities. As assigned, serves on Project Teams, committees, and task forces. Factor 1- 6 Knowledge Required by the Position The position requires knowledge of, and skill in applying, fundamental HRM laws, principles, systems, policies, methods, practices, and techniques of any applicable specialization; as well as interviewing, analytical, and research techniques sufficient to: 1) Conduct factfinding and recommend solutions to moderately difficult but well-precedented and/or recurring issues and problems; 2) Advise on and/or resolve moderately complex, non-controversial, well-precedented factual, procedural and/or recurring issues for which there are one or more readily apparent solutions; 3) Make informed judgments on problems and issues; 4) Perform management advisory services for specific requests related to immediate problems of limited scope; 5) Analyze segments of broader HRM issues or problems; e.g., the functional relationships between specializations and the impact of decisions made in one specialization on the entire HR system; 6) Locate appropriate and applicable precedents, legal documentation, and legislative history; 7) Interpret and analyze basic issues of fact and law; 7) Develop and prepare clear explanations of case facts; 8) Select the appropriate basic legal and regulatory provisions applicable to the case; 9) Identify and analyze numerous facts and allegations to determine accuracy and applicability to the cases; and 10) Express legal recommendations clearly and concisely in both written and oral form. Factor 2- 3 Supervisory Controls The supervisor outlines or discusses possible problem areas and defines objectives, plans, priorities, and deadlines. Assignments have clear precedents requiring successive steps in planning and execution. The employee independently plans and carries out the assignments in conformance with accepted policies and practices. Adheres to instructions, policies, and guidelines in exercising judgment to resolve commonly encountered work problems and deviations. Directs controversial information or findings to the attention of the supervisor for direction or guidance. The supervisor provides assistance on controversial or unusual situations that do not have clear precedents. Completed work is reviewed for conformity with policy, the effectiveness of the employee's approach to the problem, technical soundness, and adherence to deadlines. The supervisor does not usually review in detail the methods used to complete the assignment. Factor 3- 3 Guidelines The employee uses a wide variety of reference materials and manuals. Reference materials are not always directly applicable to issues and problems or have gaps in specificity. Precedents are available outlining the preferred approach to more general problems or issues. The employee uses judgment in researching, choosing, interpreting, modifying, and applying available guidelines for adaptation to specific problems or issues. Factor 4- 3 Complexity The work consists of applying established analytical techniques to problems and issues more of a technical rather than an advisory nature, and issues and problems of the same type. Determines the most effective technical approaches to the problem requiring the application of established analytical techniques and methods and standard regulations and procedures. Verifies and assesses relevant facts from several sources and examines documentation, ensuring compliance with applicable regulations and procedures. Analyzes and reconciles discrepancies or inconsistencies and researches precedent studies. Resolves a moderate range of problems or situations requiring the use of established analytical techniques to isolate and evaluate appropriate precedents in order to examine and analyze documentation, to reconcile discrepancies or inconsistencies, or to develop supportable conclusions based on standardized research. Identifies a variety of issues and their factual relationships. Analyzes relevant factors and conditions and chooses a course of action from many alternatives. Considers and integrates management's request with the appropriateness and applicability of established HR policies, regulations, and procedures. Recognizes the need to modify established procedures in response to persistent problems. Analyzes appropriate principles, laws, practices, and procedures to determine interrelationships between existing conditions and issues. Factor 5- 3 Scope and Effect Applies accepted criteria, principles, and standard methods to resolve a variety of conventional issues and problems or to portions of broader studies that require developing detailed procedures and guidelines to supplement existing guidance. Work reports and recommendations influence the decisions made by managers and other employees and affect customer perception of the overall quality and service of the HR program.

Factor 6- 2 Personal Contacts Personal contacts include employees and managers in the agency, both inside and outside the immediate office or related units, as well as employees, representatives of private concerns, applicants, retirees, beneficiaries, and/or the general public, in moderately structured settings. Contact with employees and managers may be from various levels in the agency, such as: headquarters, region, district, field office, or other operating office at the same location. Factor 7- 2 Purpose of Contacts The purpose of contacts is to plan, coordinate, or advise on work efforts, or to resolve issues or operating problems by influencing or persuading people who are working toward mutual goals and have basically cooperative attitudes. Contacts typically involve identifying options for resolving problems. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in offices, hospitals, shipyards, depots, warehouses, and similar areas for meetings and to conduct HR work. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite. Some employees may carry light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Health Benefits Specialist, FP- 0301- 5

Position Number: D09744 Introductory Statement: This position is located in the Office of Medical Services (OMS) under the Associate Director of Volunteer Support. The OMS is responsible for Peace Corps pre-service medical clearance of applicants, in-service health care, and post-service health benefits programs. The Post-Service Unit is responsible for the planning, organizing, controlling, evaluation and coordination of health benefits for returned Volunteers. In addition, the Post-Service Unit processes workers' compensation claims for both returned Volunteers and Agency employees with the Office of Worker' Compensation Program (OWCP), Department of Labor (DOL) under the federal Employees' Compensation Act (FECA). Administrative Functions 67% Coordinates a variety of post-service health benefits activities; organizes and manages office systems; serves as a troubleshooter on various issues; conducts research and analysis and presents findings; prepares routine and special summary reports and findings on issues; and performs assigned administrative functions for the Post-Service Manager such as coordinating DOL District Office reviews including travel arrangements and documentation preparation. Assures the completeness and accuracy of post-service and workers' compensation statistics and data bases. Enters data into computer files. Prints, maintains and coordinates distribution of reports. Utilizes computer applications to prepare data in chart and graph format for presentations. Provides follow-up on complaints or problems that are called to the attention of the Post-Service Manager. Explores the basis for complaints. Informs the manager of internal issues/problems, identifies those that require immediate attention and offers solution. Serves as assistant to the Post-Service Manager in the discharge of varied responsibilities associated with the management of the unit. Assists in the resolution of complex program or administrative issues or problems related to health benefits. Maintains integrity of Volunteer Health Records and Workers' compensation program files. Collaborates with Medical Records Department and overseas medical officers to optimize health record delivery to the Post-Service Unit. Coordinates record retirement procedures or workers' compensation files. Maintains confidentiality of all Volunteer/customer records and case information. Prepares written responses to correspondence from returned Volunteers, DOL, health care providers and others; drafts worldwide cables, post-service informational documents and procedures. Selects appropriate mechanism to communicate with customers, including email, cable and fax. Participates fully as a team member; actively participating in the Post-Service Process Review Team, identifying problems; and offering suggestions for improvement. Employee Benefits Services 33% Prepares and distributes claim packets to returned Volunteers. Assists claimants with form completion. Collects information necessary to file claims. Participates in the preparation and case management of workers' compensation case by completing forms, obtaining needed reports, forwarding appropriate documentation to DOL, and collaborating with DOL and providers. Works independently to prepare uncomplicated claims, such as dental, pregnancy, TB skin tests conversions, etc. Processes bills. Reviews for completeness and accuracy; determines relationship to OWCP claim or post-service medical evaluation; forwards OWCP case information/bills and post-service evaluation bills for payment; returns incomplete bills; and advises providers and claimants of billing requirements. Demonstrates knowledge of the requirements, procedures and benefits of all post service health benefits programs and assists in providing routine advice, guidance, and information to groups and individual employees on employee benefits. Factor 1- 6 Knowledge Required by the Position

The position requires: (1) Skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; (2) Knowledge of the theory and principles of management and organization; (3) Ability to use qualitative and quantitative analytical techniques; and (4) Skill in conducting interviews with supervisors and employees to obtain information about organizational missions, functions, and work procedures. Factor 2- 3 Supervisory Controls The supervisor assigns specific projects in terms of issues, organizations, functions, or work processes to be studied and sets deadlines for completing the work. The supervisor or higher-grade analyst provides assistance/guidance on controversial issues or assignments for which precedent studies are not available. The employee plans, coordinates, and carries out the successive steps in fact-finding and analysis of issues in accordance with accepted office policies, applicable precedents, organizational concepts, management theory, and occupational training. Work is reviewed for conformance with overall requirements, contribution to the study objectives, consistency of facts and figures, choice of analytical methods, and practicality of recommendations. Factor 3- 3 Guidelines Guidelines consist of standard reference material, texts, and manuals covering the application of analytical methods and techniques and instructions and manuals covering the subjects involved. The employee uses judgment in choosing, interpreting, or adapting available guidelines to specific issues or subjects studied. Subjects studied may be covered by a wide variety of administrative regulations and procedural guidelines. The employee must use judgment in researching regulations and in determining the relationship between guidelines and organizational efficiency, program effectiveness, or employee productivity. Factor 4- 3 Complexity The work principally involves dealing with problems and relationships of a procedural nature. Projects usually take place within organizations with related functions and objectives, although organization and work procedures differ from one assignment to the next. Findings and recommendations are based upon analysis of work observations, review of production records or similar documentation, research of precedent studies, and application of standard administrative guidelines. Factor 5- 3 Scope and Effect The purpose of the work is to identify, analyze, and make recommendations to resolve conventional program or organizational issues, problems, or situations. May be assigned portions of broader studies of largely administrative organizations or participate in the evaluation of program effectiveness at the operating level. May develop detailed procedures and guidelines to supplement established administrative regulations or program guidance. Completed reports and recommendations influence decisions by managers concerning internal operations. Factor 6- 2 Personal Contacts Contacts are with employees, supervisors, and managers of the same agency, but outside of the immediate office, or employees and representatives of private concerns in a moderately structured setting. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice to managers on non-controversial organization or program related issues and concerns. Contacts typically involve such matters as identification of decision-making alternatives; appraisals of success in meeting goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is sedentary. Factor 9- 1 Work Environment The work is typically performed in an adequately lighted and climate controlled office.

Special Services Officer, FP- 0301- 3

Position Number: D09413 Introductory Statement: This position is located in the Office of Special Services under the Department of Volunteer Support and reports to the Director of Special Services. The Office of Special Services is responsible for providing support to Peace Corps trainees, Volunteers, families, and Peace Corps overseas staff. The purpose of this position is to serve as an expert on Peace Corps policies and procedures which pertain to Volunteer support. In this capacity, the Special Service Officer functions as a case manager performing the full range of support functions. The Special Service Officer serves as an expert and/or clinical case manager and is responsible for the planning, design, implementation and evaluation of training in the social service program support area. Voluntary Services Program Coordination 65% Employee has full volunteer services program responsibility for the planning, design, implementation and evaluation of training in the social service program support area. Assess volunteer support needs and issues and designs/coordinates appropriate interventions, including training for staff and volunteers. Designs and maintains a comprehensive file system of consultants available to respond to Volunteer and staff support needs. Interprets and provides technical assistance on Volunteer support policies, regulations and procedures to overseas staff, Volunteers/trainees, Regional staff and other officials; and drafts communications to the field. Advises on problem cases and makes recommendations resulting in policy or procedural changes for Agency consideration. In cases involving contested administrative separation, coordinates and manages the appeal procedures. Analyzes and evaluates documentation; convenes, serves on and presents the case to the Volunteer/trainee appeal board; writes case summary reports, reflects the Appeal Board's deliberations in evaluating the case, and recommends decisions on the appeal and relief to be granted. Submits reports to Deciding Official for final decisions. Prepares follow-up letters for signature by the Deciding Official. Assists early terminating Volunteers with PC/Washington consultation services. Conducts assessment interviews with Volunteers and recommends courses of action. Acts as advocate for volunteers and assists in the transition to private life. Reviews and authorizes Volunteers and trainees requests for emergency leave. Provides them personal support when home on emergency leave, and counsels and advises them on policy and program options. Serves as liaison with the field in cases requiring extended leave. Provides liaison with families concerning the welfare, whereabouts and status of Volunteer/trainee and with family situations or events. During non-business hours, serves as Duty Officer on a rotating basis with other M/SS professional staff. As such, manages all agency emergency communications, determining what action is necessary and either independently resolving situations or referring them to senior management as appropriate. On rotating basis coordinates activity related to Volunteer/trainee deaths and disappearances. Advises Peace Corps personnel, initiates and coordinates logistics to return remains and personal effects to the U.S., provides assistance and support to the family, ensures claims and financial matters are completed, and composes correspondence for signatures of the Director of Peace Corps, and the President and Secretary of State of the United States. Serves as liaison with families during emergency or crisis', including natural disasters and political emergencies. Provides technical assistance and administrative support in efforts to remove Volunteers/ trainees from troubled areas. Conducts training workshops on crisis management, conflict resolution and Volunteer safety and support. As assigned, temporarily assumes responsibilities for countries other than that of assignment and serves as Office representative on Peace Corps task forces and work groups. Various duties may involve travel within the U.S. or overseas. Provides Training Services 35% Develops and/or revises training materials, training methods, training designs or aids for training purposes. Participates in and directs the training of support personnel. Plans, coordinates and/or conducts or facilitates training or workshops related to Volunteer and staff support.

Conducts training workshops on crisis management, conflict resolution, and Volunteer safety and support. This may include travel within the U.S. and overseas. Training requires expertise in facilitation and training skills. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires: (1) Mastery of the laws, policies, and regulations of an administrative field sufficient to apply new theories and developments to problems not susceptible to treatment by accepted methods, and make decisions or recommendations that significantly change, interpret, or develop major public policies or programs; (2) Mastery of a wide range of methods for the assessment and improvement of complex programs, processes and systems; (3) Skill to plan, organize, and implement programs, plans, and proposals involving substantial agency resources, or that require extensive changes in established procedures. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies and management and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Administrative policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Administrative guidelines usually cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee may refine or develop more specific guidelines such as implementing regulations or methods. Factor 4- 5 Complexity Analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing and conducting studies are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 5 Scope and Effect Analyzes and evaluates major administrative aspects of substantive, mission-oriented programs. Develops long-range program plans, goals, objectives, and milestones or evaluates the effectiveness of programs conducted throughout an agency, or for a significant organizational segment of an agency, such as a regional office, Center, or major field installation. Identifies and develops ways to resolve problems or cope with issues which directly affect the accomplishment of principal program goals and objectives. Develops new ways to resolve major administrative problems or plans the most significant administrative management aspects of professional or scientific programs. Develops administrative regulations or guidelines for the conduct of program operations or new criteria for measuring program accomplishments. Study reports contain findings and recommendations of major significance to top management of the agency, and often serve as the basis for new administrative systems, legislation, regulations, or programs. Factor 6- 3 Personal Contacts Contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts

The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness issues. The employee may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment The work is typically performed in an adequately lighted and climate controlled office.

Budget Analyst, FP- 0560- 4

Position Number: D09614 Introductory Statement: This position is located in the Peace Corps, Office of the Chief Financial Officer, Budget and Analysis. The incumbent performs budget reviews and analyses, reconciles accounts, and provides information and reports to client offices in support of the Agency's budget execution function. Budget Analysis 40% Reviews and analyzes historical data and estimates, as well as current spending records and trends, for a budget that covers large operating programs or a functional area for an assigned area of an organization's financial program. Prepares budget estimates for salaries, supplies, and services, analyzing the distribution of funds, and actual experience as compared to planned data. Reviews and justifies Detailed Operating Plans, Plan and Budget Reviews, Strategic Plan submissions, and Close-out Reviews for assigned headquarters offices and/or overseas posts. Provides clear written and oral guidance with respect to all budget exercises for the benefit of assigned client offices. Reviews and analyzes detailed budget submissions and provides critical and constructive advice to client offices and Team Manager. Verifies against historical information and other independent sources of data. Provides Team Manager with advice resulting from reviews. Analyzes fiscal impact of request for agency resources and makes funding recommendations to decision-makers. Prepares complex fiscal analyses and makes well-argued oral and written presentations to decision-makers. Works with accounting staff to improve and streamline financial processes, budget execution operations, and post support. Maintains and makes available accounting documents and other documentation in support of agency's annual financial statements and audit. Budget Obligations/Expenditures Monitoring 40% Identifies differences between proposed changes to operating programs and projected spending for those programs. Recommends actions to accommodate differences. Reviews and coordinates accounting documents that reflect relatively stable budget execution activities, such as obligations, payments, corrections, adjustments, receivables, apportionments, and allotments. Monitors, tracks, and reports on program obligations. Assures that program funding data is entered into the agency's financial management system correctly. Conducts annual year-end-closing activities, and performs reconciliation with accounting. Reviews and coordinates accounting records and prepares apportionments, allocations, and operating budgets. Monitors, tracks, and reports on program obligations. Proactively monitors spending patterns and special issues, such as end of year spending. Suggest solutions to funds control issues. Assist client offices to reconcile accounts and deobligate unneeded balances. Confirms availability of funds and assures consistency with Operating Plan. Assures that program funding data is entered into agency financial system correctly. Conducts year-end closing activities and reconciles with accounting records. Provides budget and financial support to assigned client offices and assists client offices to resolve financial problems. Provides budgetary and financial management training to client office staff. Reconciles payroll detail reports to general ledger postings and detailed operating budgets. Reconciles FTEs to detailed operating budgets. Budget Reprogramming Actions 20% Identifies trends indicating a deficit in future funds. Makes recommendations to program managers for the reprogramming of funds between accounts to meet revised requirements or support the accomplishment of planned operations. Studies problem areas in anticipation of corrective action needed. enters budget adjustments into automated budget system. Reviews recommendations, approves reprogramming, and reprograms funds within assigned operating program. Forwards requests to reprogram funds between operating programs to a higher level. Factor 1- 7 Knowledge Required by the Position

Detailed knowledge of Federal Government budgetary policies, procedures and regulations. Some knowledge of the application of appropriations laws to expenditure issues. Knowledge and skill in the application of methods and techniques to analyze and evaluate the effects of continuing changes in program plans and funding. Knowledge of the use of automated accounting and budget systems for purposes of generating budget to actual reports. Factor 2- 4 Supervisory Controls Work is assigned in terms of responsibility for specific areas of the budget and/or major components of the agency and financial objectives to be met. The employee keeps the supervisor informed of budget and program actions in assigned area of responsibility which have substantial impact upon other work areas and segments of the agency's operating budget. Completed work is reviewed for effectiveness in meeting budgetary goals and objectives and adequacy of recommendations made to management. Factor 3- 3 Guidelines A large number of agency and installation policies, regulations, and directives are available which provide guidance and instructions on the various phases and processes of budgeting. The employee uses judgment in choosing and applying, from among the many guides and references, those which most nearly cover the particular situation. The application of guidelines requires the use of analytical methods and techniques. Factor 4- 4 Complexity The work involves the performance of a wide variety of analytical and technical budget administration functions for substantive programs and/or support activities which are funded through many separate sources. The employee is responsible for selecting the appropriate budgetary and/or program changes and evaluating the significance of conflicting budgetary data. Employee works with some independence. Employee's work products are reviewed on a regular basis by Team Manager. Factor 5- 3 Scope and Effect The incumbent applies the principles, practices, regulations, and procedures of one or more complete phases of the annual budget process. Work products, advice, and services rendered affect the amount of timely compliance with legal and regulatory guides. Factor 6- 3 Personal Contacts Contacts are with individuals from outside agencies who represent the budget and program interest of other agencies, contractors, and private business, etc. Contacts normally take place at formal budget briefings, conferences, hearings, or negotiations which are arranged well in advance. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to resolve budgetary issues and problems and carry out budgetary transactions to achieve mutually agreed upon financial and program objectives. Factor 8- 1 Physical Demands The work is sedentary. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. May carry light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions.

Assistant Inspector General for Investigations, FP- 1811- 1

Position Number: D09374 Introductory Statement: The Assistant Inspector General for Investigations (AIGI) is located in the Office of Inspector General (OIG). The OIG is an independent entity within the Peace Corps and has broad responsibility established by the Inspector General Act of 1978, as amended, to: (1) Prevent and detect fraud, waste, and abuse in such programs and operations; (2) Promote economy, efficiency, and effectiveness in the agency's programs, operations, and management; (3) Conduct and supervise audits, evaluations, and investigations relating to programs, management, and operations of the agency; and (4) Keep the Director and the Congress fully and currently informed about problems and deficiencies relating to the administration of such programs and operations and the necessity for, and progress of, corrective action. The incumbent serves as the Assistant Inspector General for Investigations for the Office of Inspector General (OIG). The incumbent is responsible to manage and supervise the conduct of criminal, civil, and administrative investigations, including FECA fraud. The incumbent assures the investigation of credible allegations and designs and implements investigative policies, strategies, and priorities. The incumbent performs such functions as the IG and the DIG shall assign or delegate. Responsibilities include: Investigation Program Management 75% Manages the conduct of criminal, civil, and administrative investigations, including FECA fraud and other issues that affect critical aspects of major agency-wide programs. The incumbent assures the investigation of credible allegations and designs and implements investigative policies, strategies, and priorities. Responsibilities include: - Developing annual investigative plans and schedules. - Determining the scope of investigations and adequacy/completeness of reports. - Consulting with and keeping informed the Inspector General (IG) and Deputy Inspector General (DIG) on investigations, workload, and status of work. - Developing, prescribing and coordinating investigative policies and guidelines for the OIG. - Advising the OIG and the agency on investigative matters and representing the OIG on matters of criminal and fraudulent activity. - Evaluating complaints referred to the OIG for action and assuring effective pursuit of complaints and the timely closing of cases. - Maintaining investigative records in accordance with PCIE/ECIE standards and accepted law enforcement record-keeping requirements. - Producing and supervising the production of investigative reports that reflect professional standards. - Assisting in the preparation of semiannual reports, primarily by summarizing the investigative activities of the OIG. - Working with the other OIG Assistant Inspectors General on joint projects as assigned by the IG or the DIG. - Acting as Team Leader in multi-disciplinary OIG teams. - Representing the IG in conferences and negotiations with agency officials at all levels; with other federal IG offices; and with other federal agencies, e.g., with the Department of Labor, the Department of Justice, other law enforcement and investigative agencies, and the Department of State and its Regional Security Officers in U.S. Embassies. - Representing the IG in coordinating the analysis of crime scene evidence by the FBI laboratory, the Armed Forces laboratory, or other federal, state, or local facility as required and available.

- Representing the IG in coordinating the investigation of crimes in the United States with local law enforcement departments. - Representing the IG in collaborative investigations with the investigative staff of other OIGs. - Coordinating the agency's response to crimes against Volunteers with the agency's Office of Volunteer Support, with the State Department's Regional Security Officers, with local police, and with the OIG's Counsel, as well as with agency staff at posts overseas. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the GS-3/4 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Responsibilities include: - Conducting, managing and supervising the OIG's investigations; - Providing leadership for the investigative function and assuring that the findings and conclusions are sustained by the evidence and that recommendations solicit measurable responses. - Training and providing professional expertise and backup for the investigative staff as needed relative to their skill levels and previous experience in an OIG and in conducting such specific types of investigations as may occur. - Supervising, training, and appraising the performance of investigation staff. - Providing training in investigative aspects of crimes against Volunteers, such as evidence collection and preservation, to the agency's medical officers. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires a mastery of organization/agency main mission laws, regulations, precedents, court decisions, and current instructions concerning major mission objectives. Skill in consolidating ostensibly disparate facts, events, and other types of intelligence material and developing information, guidelines, and techniques for application in the detection, apprehension and prosecution of criminal activity. Skill in coordinating intelligence gathering operations on a sector-wide basis and developing specific cases or complaints. Skill in developing continuing sources of information. Information may relate to variety of criminal activity such as means of travel/transportation of illegal item or person, area political conditions, economic pressures, population changes, availability and sources of fraudulent documents, and other factors that may have an effect on illegal activity. Factor 2- 5 Supervisory Controls The supervisor provides instructions and guidance that are confined to broad objectives and the ultimate goal to be accomplished. The majority of tasks are accomplished with minimum direction, demanding independent judgment and decision. The incumbent independently initiates new projects or activities, formulates and executes new programs, approves technical deviations, enforces policies and standards, and develops policies and regulations to meet the needs of the intelligence organization. Decisions and recommendations vitally affect work operations, are accepted as technically sound, and form the basis for important actions, including obligating funds and approving or disapproving projects, plans, and technical specifications. Work is reviewed for compliance with national requirements and conformance to policy. Factor 3- 5 Guidelines Guidelines are broadly stated agency regulations, policy statements, and federal requirements. Many of the problems encountered are highly unusual, subject to intense controversy as to approach to be taken, or there is scant definitive and authoritative information available. The incumbent exercises a high degree of originality and creativity in developing new methods and techniques that create precedents in investigative work and frequently influence regional and national agency standards and methodology. Factor 4- 6 Complexity Plans, organizes, and completes investigative studies, programs, and projects involving key agency programs. Serves as project expert, assigning segments of studies to various participants inside and outside of the agency. Coordinates the efforts of others and consolidates the findings into a completed project or investigation. There is extreme difficulty in identifying the nature of the issues or problems and in planning, organizing, and determining the scope and depth of the work. The nature and scope of issues are largely undefined. Difficulty is also encountered in separating the substantive nature of programs or issues into their components, determining the nature and magnitude of the required interactions, discerning the intent of legislation and national policies, and determining how to translate the intent into program actions.

Factor 5- 6 Scope and Effect The purpose of the position is to perform very broad and extensive assignments related to investigative programs of significant interest to the public and Congress. The programs typically cut across or strongly influence a number of agencies. In many cases, the programs are of major importance to each of several departments and agencies, and there may be disagreements about which department or agency has primary responsibility for significant aspects of the function. Studies, programs, and projects frequently involve extensive problems of coordination in fact-finding, and in reviewing and testing of recommendations within interested agencies or with outside groups. Recommendations involve highly significant programs or policy matters and result in substantial redirection of federal efforts or policy related to major national issues. The results of the work are critical to the mission of the agency or affect large numbers of people on a long-term, continuing basis. Factor 6- 4 Personal Contacts Personal contacts include top management officials within the agency, as well as high-ranking officials from outside the employing agency at national or international levels. Contacts are in highly unstructured settings and include characteristics such as: the officials are relatively inaccessible; appointments or arrangements have to be made well in advance; and/or each contact is conducted under different ground rules. Examples of contacts are state governors, Members of Congress, heads of national interest groups, mayors of the largest cities, heads of large national civil rights organizations, or presidents of large national corporations. Factor 7- 4 Purpose of Contacts The purpose of contacts is to influence, motivate, interrogate, or control individuals and groups. Contacts involve coordinating investigative efforts, and influencing and motivating individuals and groups to adopt a particular course of action or to change direction. During investigations, contacts are established to detain, control, or interrogate apparent violators of the laws. Persons contacted are frequently uncooperative, uncommunicative, hostile, afraid, evasive, or dangerous. These conditions require skill in approaching individuals and groups and the ability to apply appropriate methods and techniques to collect and evaluate information and interrogate suspects. Factor 8- 1 Physical Demands 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. Factor 9- 1 Work Environment 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. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect Directs a program segment that performs investigative work. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 3 Organizational Setting The position is accountable to a position that is SES level. Factor 3- 3 Supervisory/Managerial Authority Exercised Exercises at least eight of the following supervisory authorities and responsibilities: - Uses any of the following to direct, coordinate, or oversee work: supervisors, leaders, team chiefs, group coordinators, committee chairs, or comparable personnel; and/or provides similar oversight of contractors; - Exercises significant responsibilities in dealing with officials of other units or organizations or in advising management official of higher rank;

- Assures reasonable equity (among units, groups, teams, projects, etc.) of performance standards and rating techniques developed by subordinates or assuring comparable equity in the assessment by subordinates of the adequacy of contractor capabilities or of contractor completed work; - Directs a program or major program segment with significant resources (e.g., one at a multi-million dollar level of annual resources); - Makes decisions on work problems presented by subordinate supervisors, team leaders, or similar personnel, or by contractors; - Evaluates subordinate supervisors or leaders and serving as the reviewing official on evaluations of nonsupervisory employees rated by subordinate supervisors;- Makes or approves selections for subordinate supervisory positions and for work leader, group leader, or project director positions responsible for coordinating the work of others, and similar positions; - Hears and resolves group grievances or serious employee complaints; - Reviews and approves serious disciplinary actions (e.g., suspensions) involving non-supervisor subordinates; - Makes decisions on nonroutine, costly, or controversial training needs and training requests related to employees of the unit; - Determines whether contractor performed work meets standards of adequacy necessary for authorization of payment; - Approves expenses comparable to within-grade increases, extensive overtime, and employee travel; - Recommends awards or bonuses for nonsupervisory personnel and changes in position classification, subject to approval by higher level officials, supervisors, or others; - Finds and implements ways to eliminate or reduce significant bottlenecks and barriers to production, promote team building, or improve business practices. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up-to-date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following: - High ranking military or civilian managers, supervisors, and technical staff at bureau and major organization levels of the agency; with agency headquarters administrative support staff; or with comparable personnel in other Federal agencies; - Key staff of public interest groups (usually in formal briefings) with significant political influence or media coverage; - Journalists representing influential city or county newspapers or comparable radio or television coverage; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is FP-1 or higher, or equivalent. Factor 6- 5 Other Conditions Supervision involves directing professional work at FP-3 or above which involves extreme urgency, unusual controversy, or other, comparable demands due to research, development, test and evaluation, design, policy analysis, public safety, public health, medical, regulatory, or comparable implications.

Senior Special Criminal Investigator, FP- 1811- 2

Position Number: D09699 Introductory Statement: The Office of Inspector General (OIG) is an independent entity within the Peace Corps and has the broad responsibility established by the Inspector General Act of 1978, as amended, (the Act) to: (1) Promote economy, efficiency, and effectiveness in the agencys programs, operations, and management; (2) Prevent and detect fraud, waste, and abuse; (3) Conduct and supervise audits and investigations relating to programs, management, and operations of the agency; and (4) Keep the Director and Congress fully and currently informed about problems/deficiencies relating to the administration of such programs and operations and the necessity for, and progress of, corrective actions. Works as a Senior Criminal Investigator assigned to the Assistant Inspector General for Special Investigations (AIG/I) and performs the following duties: Criminal Investigation Program Management 30% Plans, directs, and controls specific nationwide investigation programs encompassing difficult and diverse functions or issues that affect critical aspects of major agency-wide programs. Collaborates with superiors in the formulation and development of overall investigation program objectives. Devises plans, policies, and procedures governing the execution of specific functions and programs. Makes recommendations concerning the strategic objectives of investigation programs and the means for their attainment. Provides expert budgeting and financial management advice. Synthesizes all data pertaining to investigation operations to formulate and present current and long-range budget recommendations. Prepares budget justifications based on projections of personnel, facilities, and equipment needs submitted by units. Analyzes program fiscal, operational, and equipment reports and identifies potential improvements. Prepares budget justifications and presentation materials for submission to the Office of Management and Budget (OMB) and Congress, and participates in their presentation. Maintains a continuing review of operating and financial programs. Determines the need for budget reprogramming and initiates required action. Ensures that funds are properly allocated and spent in a timely manner. Coordinates the functional areas of staffing and position management, and staff development and evaluation. Assists managers and staff in projecting staffing needs by conducting studies of work flow within the organization that include staffing levels and grades. Analyzes organizational needs for future programs and recommends the type/number of personnel required to accommodate program objectives. Conducts studies and makes recommendations on various administrative and management functions. Performs or oversees the conduct of special analytical studies that evaluate the organizational, operational, and managerial effectiveness of plans, policies, and programs. Keeps managers and supervisors informed of potential problem areas requiring their attention. Prepares a variety of special analyses and reports on program issues. Develops systems and methods for tracking, managing, and reporting. Interprets regulatory, policy, and procedural requirements for the organization. Provides expertise in long-range planning, and plans and develops national and special investigative programs. Introduces new programs, conducts pilot programs, and participates in developing strategies for implementing a major office or program. Participates in exploratory committees to recommend the formation or reorganization of divisions, regions, or programs. Keeps current on proposed or pending changes to legislation, regulations, budgets, administration, and other significant matters affecting agency programs and operations. Conducts or directs the conduct of continuous comprehensive studies of various investigative activities. Personally observes field operations; or plans and directs the conduct of field inspections and surveys, and the review and analysis of reports and recommendations. Reviews past data and projected requirements and determines future resource requirements of the agency, estimating short- and long-range personnel, budgetary, space, and equipment needs. Predicts agency demands and recommends reallocation or augmentation of existing resources as necessary. Criminal Investigation Policy Analysis and Development 30%

Develops policies for collecting, controlling, and disseminating criminal investigation information. Analyzes and develops policies, procedures, and guidelines applicable to specialized segments of criminal investigation programs. Based on an awareness of current operational needs and problems, identifies the need for revisions, changes, or deletions of current policies, procedures, or practices. Performs research and analysis; drafts necessary written documentation; obtains input, review, and concurrence of affected parties; and coordinates the implementation of revised policies. Serves as a senior-level troubleshooter on controversial issues or problems related to program activities with significant impact on policies and activities. Reviews situations or problems, performs research, obtains input from specialists/professionals, and provides authoritative responses in accordance with knowledge of policy. Makes field inspections to ensure compliance with policies and procedures. Provides leadership and guidance to field officers, and resolves problems requiring the interpretation and application of policy and complex phases of the law. Prepares instructions to field offices, ensuring that staff officers are kept informed of changes in policies and procedures. Provides advice on conditions or situations that might affect operations in jurisdictional areas. Investigative Program Liaison Activities 20% Responsible to plan and execute liaison operations for novel, critical, or precedent-setting programs, with national or international implications. Coordinates the conduct of liaison activities and applies authoritative judgment in developing and maintaining relationships with foreign governments, Federal, State, and local government agencies and other law enforcement agencies. For example, develops policy and reviews liaison activities for agency-wide programs. Inform stakeholders of changes in agency programs and operations, conducting briefings on major program changes. Establishes and fosters effective working relationships and information networks with business and industry associations, domestic and foreign universities, and stakeholders in all levels of government, i.e., local, state, and federal government including Congress. Advises and recommends innovative approaches for avoiding and/or resolving problems and reducing conflicts. Investigative Program Advice and Guidance 10% Serves as an authoritative expert and provides advice and guidance in areas that require extensive interpretation for many different and unrelated program processes and methods. For example, provides advice on developing new procedures to coordinate, detect, and eliminate the threat of terrorism. Advises management of significant new changes and development in the broad areas of criminal investigations and law enforcement, and makes recommendations to modify existing policies and procedures as they relate to and impact criminal investigations. Consults with all levels of management and headquarters personnel; foreign governments; Federal, State, and local government agencies; and other law enforcement agencies. Works with program directors to ensure that concerns such as proper requirements definition and adequate funding are met. Intelligence Collection Activities 10% Plans and directs the development, coordination, and evaluation of the intelligence program. Revises and evaluates intelligence reports to establish areas of vulnerability, such as identifying groups providing support to drug trafficking. Coordinates the gathering of intelligence information to identify conspiratorial relationships and to identify and develop mid and high-level informants to ensure the availability of current and accurate information. Plans and coordinates the collection, processing, and dissemination of data and information on the strategic aspects of the intelligence program. Continuously reviews and evaluates information availability in conjunction with collection requirements. Develops or alters collection efforts to improve or meet changing requirements. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires a mastery of organization/agency main mission laws, regulations, precedents, court decisions, and current instructions concerning major mission objectives. Skill in consolidating ostensibly disparate facts, events, and other types of intelligence material and developing information, guidelines, and techniques for application in the detection, apprehension and prosecution of criminal activity. Skill in coordinating intelligence gathering operations on a sector-wide basis and developing specific cases or complaints. Skill in developing continuing sources of information. Information may relate to variety of criminal activity such as means of travel/transportation of illegal item or person, area political conditions, economic pressures, population changes, availability and sources of fraudulent documents, and other factors which may have an effect on illegal activity.

Factor 2- 5 Supervisory Controls The supervisor provides instructions and guidance that are confined to broad objectives and the ultimate goal to be accomplished. The majority of tasks are accomplished with minimum direction, demanding independent judgment and decision. The incumbent independently initiates new projects or activities, formulates and executes new programs, approves technical deviations, enforces policies and standards, and develops policies and regulations to meet the needs of the intelligence organization. Decisions and recommendations vitally affect work operations, are accepted as technically sound, and form the basis for important actions, including obligating funds and approving or disapproving projects, plans, and technical specifications. Work is reviewed for compliance with national requirements and conformance to policy. Factor 3- 5 Guidelines Guidelines are broadly stated agency regulations, policy statements, and federal requirements. Many of the problems encountered are highly unusual, subject to intense controversy as to approach to be taken, or there is scant definitive and authoritative information available. The incumbent exercises a high degree of originality and creativity in developing new methods and techniques which create precedents in investigative work and which frequently influence regional and national agency standards and methodology. Factor 4- 5 Complexity The work consists of investigations which require analysis of interrelated issues involving complex planning and coordination. Decisions on how to proceed are affected by difficult jurisdictional issues requiring sensitivity in handling the number of variations in and level of spin-off investigations, the uncertainties involving the outcome of the investigations, the individuals/organizations affected, or the impact of the investigative activity and the political, social, economic results of exposure, apprehension, and/or imprisonment of prominent persons. The investigations have inter-regional/nationwide ties and require the anticipation and/or influencing of events to reach successful conclusion. Factor 5- 5 Scope and Effect Work involves such things as: isolating and defining issues or conditions where a number of project efforts or studies must be coordinated and integrated, resolving critical problems in agency-wide systems, or developing new approaches and techniques for use by others. Recognized as authorities throughout the intelligence community, with the authority and responsibility for instituting new projects or for redirecting already established projects in the program area for which they are responsible. The employee's advice, guidance, or results affect development of major aspects of intelligence program definition and administration throughout the agency. Such work significantly affects the work methods to be applied by other intelligence specialists throughout the agency and often in other agencies. Factor 6- 3 Personal Contacts Personal contacts are with high-ranking agency, departmental, or congressional officials and other key officials in federal, state, county, and local government and investigative, enforcement, and intelligence agencies. During security, criminal, and counter-intelligence investigations, personal contacts may be with individuals involved in criminal and security incidents. Factor 7- 4 Purpose of Contacts The purpose of contacts is to influence, motivate, interrogate, or control individuals and groups. Contacts involve coordinating investigative efforts, and influencing and motivating individuals and groups to adopt a particular course of action or to change direction. During investigations, contacts are established to detain, control, or interrogate apparent violators of the laws. Persons contacted are frequently uncooperative, uncommunicative, hostile, afraid, evasive, or dangerous. These conditions require skill in approaching individuals and groups and the ability to apply appropriate methods and techniques to collect and evaluate information and interrogate suspects. Factor 8- 2 Physical Demands The work requires frequent and recurring surveillance in which there is a considerable amount of walking, stooping, bending and climbing. The investigator also may be required to occasionally lift and carry moderately heavy objects. Factor 9- 2 Work Environment The work environment involves frequent exposure to moderate risk situations, some discomforts, unpleasant working conditions, and adverse weather conditions, such as hot, cold, dry and wet conditions. Safety or security precautions sometimes are necessary and the investigator may have to use special clothing or gear. May be required to work long and irregular hours, on weekends and at night and change shifts and duty stations.

Suprvisory IT Specialist, FP- 2210- 1

Position Number: D09477 Introductory Statement: The Director, Information Technology (IT) Operations and Infrastructure, Office of the Chief Information Officer (CIO), provides agency wide direction for the planning, operations, management and support of IT infrastructure systems. The Operations and Infrastructure Division manages and provides Network Infrastructure and Help Desk/User Support; implementation of software and hardware solutions; vendor liaison, contract management (COTR functions), computer security, and electronic mail service for the Peace Corps. Supervisory and/or Managerial Responsibilities 100% Supervises a group of employees performing work at the GS-3 level. Provides administrative and technical supervision necessary for accomplishing the work of the directorate. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. * Serves as senior technical advisor to the CIO, Deputy CIO, Chief Architect, and other senior managers in matters related to IT planning and training worldwide. Directs the preparation of IT goals and performance measurements to assess accomplishment of Agency IT mission. Performs technology assessment and research activities to support IT planning and decision making. Provides assistance to the CIO in formulating and implementing internal policies and procedures and in reviewing division and agency IT budget. Develops and implements agency Information Technology training strategy. Directs studies and evaluates the effectiveness of training programs to ensure procedural, policy and regulatory compliance. Develops and promulgates agency IT training policies and standards in coordination with Enterprise Architecture. Develops and promulgates agency IT policies and standards in collaboration with staff and customers. Provides direction for activities to improve agency IT knowledge and skills, including executive training. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention.

or receives frequent or continuing congressional or media attention. Factor 2- 3 Organizational Setting The position is accountable to a position that is SFS level, or higher level; or to a position which directs a substantial FP-3 level workload; or to a position which directs work through subordinate supervisors, officers, contractors, or others. Factor 3- 3 Supervisory/Managerial Authority Exercised Exercises delegated managerial authority to set a series of annual, multi-year, or similar types of long-range work plans and schedules for in-service or contracted work. Assures implementation (by lower and subordinate organizational units or others) of the goals and objectives for the program segment(s) or function(s) they oversee. Determines goals and objectives that need additional emphasis; determine the best approach or solution for resolving budget shortages; and plan for long range staffing needs, including such matters as whether to contract out work. Works closely with high level program officials (or comparable agency level staff personnel) in the development of overall goals and objectives for assigned staff function(s), program(s), or program segment(s). OR Exercises at least eight of the following supervisory authorities and responsibilities: - Uses any of the following to direct, coordinate, or oversee work: supervisors, leaders, team chiefs, group coordinators, committee chairs, or comparable personnel; and/or provides similar oversight of contractors; - Exercises significant responsibilities in dealing with officials of other units or organizations or in advising management official of higher rank; - Assures reasonable equity (among units, groups, teams, projects, etc.) of performance standards and rating techniques developed by subordinates or assuring comparable equity in the assessment by subordinates of the adequacy of contractor capabilities or of contractor completed work; - Directs a program or major program segment with significant resources (e.g., one at a multi-million dollar level of annual resources); - Makes decisions on work problems presented by subordinate supervisors, team leaders, or similar personnel, or by contractors; - Evaluates subordinate supervisors or leaders and serving as the reviewing official on evaluations of nonsupervisory employees rated by subordinate supervisors;- Makes or approves selections for subordinate supervisory positions and for work leader, group leader, or project director positions responsible for coordinating the work of others, and similar positions; - Hears and resolves group grievances or serious employee complaints; - Reviews and approves serious disciplinary actions (e.g., suspensions) involving non-supervisor subordinates; - Makes decisions on nonroutine, costly, or controversial training needs and training requests related to employees of the unit; - Determines whether contractor performed work meets standards of adequacy necessary for authorization of payment; - Approves expenses comparable to within-grade increases, extensive overtime, and employee travel; - Recommends awards or bonuses for nonsupervisory personnel and changes in position classification, subject to approval by higher level officials, supervisors, or others; - Finds and implements ways to eliminate or reduce significant bottlenecks and barriers to production, promote team building, or improve business practices. Factor 4A- 4 Nature of Contacts Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation typically includes briefing packages or similar presentation materials, requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside Peace Corps, such as executive level contracting and other officials of major defense contractors or national officers of employee organizations;

- Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature; - Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments; - Journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media; - SES, or Executive Level heads of bureaus and higher level organizations in other Federal agencies. Factor 4B- 4 Purpose of Contacts The purpose is to influence, motivate, or persuade persons or groups to accept opinions or take actions related to advancing the fundamental goals and objectives of the program or segments directed, or involving the commitment or distribution of major resources, when intense opposition or resistance is encountered due to significant organizational or philosophical conflict, competing objectives, major resource limitations or reductions, or comparable issues. Persons contacted are sufficiently fearful, skeptical, or uncooperative that highly developed communication, negotiation, conflict resolution, leadership, and similar skills must be used to obtain the desired results. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is FP-3 or higher, or equivalent. Factor 6- 6 Other Conditions Supervision and oversight involves exceptional coordination and integration of a number of very important and complex program segments or programs of professional, scientific, technical, managerial, or administrative work comparable in difficulty to FP-3 or higher level. Supervision and resource management involves major decisions and actions that have a direct and substantial effect on the organizations and programs managed. This position manages through subordinate supervisors and/or contractors who each direct workloads comparable to FP-3 or higher.

Administrative Officer, FP- 0341- 2

Position Number: D09608 Introductory Statement: This position is located in the Center for Field Assistance and Applied Research of the Peace Corps. The incumbent reports to the Director of the Center. The Center is the agency's locus of technical assistance, program evaluation, research and innovation in programming and training to advance Volunteer and staff achievement of the Peace Corps' goals in the field The purpose of this position is to administer, coordinate, and evaluate administrative support (budget, fiscal, personnel, procurement, and management services) required by The Centers program activities. Administrative Management of an Organization 45% Provides staff assistance and guidance to the Director, The Center For Field Assistance And Applied Research (The Center), Division Chiefs, and other staff in the overall planning, formulation, and implementation of administrative policies, programs, budgets, and organizational arrangements in support of the Peace Corps mission. Serves as staff aid to the Director/The Center, in reviewing and evaluating administrative support provided to domestic and overseas operations. Assure that support is responsive to program requirements, consistent with sound management practices, and in compliance with applicable law and regulation. Reviews and evaluates current and proposed administrative programs to ensure consistency with goals, plans, and priorities of The Center and the Peace Corps. As a result of these reviews and assessments, develops and implements appropriate changes in The Center's administrative policies and procedures to ensure maximum effectiveness. Oversee implementation of changes with involved staff, other federal agencies, and participating organizations. Identifies and develops methods to resolve organizational administrative problems or cope with issues which directly affect the accomplishment of key agency program goals and objectives. Serves as an expert on the development and implementation of major administrative policies and requirements for substantive, mission-oriented programs. Monitors staffing to assure that adequate personnel support is provided for The Center's programs. Develops staffing strategies to assure that needs are met, considering varied appointing authorities, reimbursable arrangements, the Intergovernmental Personnel Act, and special programs. Reviews and evaluates current and proposed administrative programs to ensure consistency with goals, plans, and priorities of The Center and the Peace Corps. As a result of these reviews and assessments, develops appropriate changes in The Center activities, programs, and structures to insure maximum effectiveness, especially in light of change, circumstances resulting from congressional actions, new technology, presidential directives, and new policies and priorities in the Peace Corps. Oversee implementation of changes with involved staff other federal agencies, and other participating organizations. Maintains liaison with appropriate Peace Corps management units, such as Personnel, Contracts, and Accounting, to obtain policy information and advice as well as recommend administrative improvements. Budgetary Program Management 30% Administers the budget/fiscal program of The Center, including specialized functions and operations connected with requests for authorizing overseas funding of programs, such as budget authority transferred through the Small Projects Assistance program (SPA), and special funding arrangements, such as funding through Inter Agency Agreements (IAAs) with The Agency for International Development and other USGs. Directs preparation and/or develops the operating budget for submission to OPB; prepare supporting materials for presentation to the agency budget office, OMB and The Congress. Develop internal control procedures to assure fiscal integrity, economy, efficiency, and effectiveness. Monitors obligations and expenditures to assure sound funds control. Plans, establishes, and directs programs implementing administrative control systems for a major agency component. Evaluates policy, instructions, and legislative directives affecting operations and maintenance, as well as specific budgetary submissions to ensure adherence to policies and directives. Research and Analysis Work 25%

Plans and organizes studies relating to all components of administrative management required to support training, information collection and exchange, and program support activities. Prepares special reports, assessments and analyses of activities, policies, and functional responsibilities. Advises The Director/The Center, on a continuing basis, of major policy and priority matters bearing upon the nature, magnitude, and prospective development of programs and activities in areas relating to administrative management Provides authoritative guidance and leadership to programs impacting one or several major agency organizations. Plans, organizes, and carries through to completion analytical studies involving issues related to key agency programs. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires a mastery of a wide range of qualitative and/or quantitative methods for development and management of a major administrative program for the assessment and improvement of program effectiveness or the improvement of complex management processes and systems; a comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs; knowledge of agency program goals and objectives, the sequence and timing of key program events and milestones, and methods of evaluating the worth of program accomplishments; and the skill to plan organize, and direct team study work and to negotiate effectively with management to accept and implement recommendations where the proposals involve substantial agency resources, require extensive changes in established procedures, or may be in conflict with the desires of the activity studied. Factor 2- 5 Supervisory Controls As a recognized authority in the analysis and evaluation of programs and issues, the employee is subject only to administrative and policy direction concerning overall project priorities and objectives. The employee is typically delegated complete responsibility and authority to plan, schedule, and carry out major projects. Analyses, evaluations, and recommendations developed by the employee are normally reviewed by management officials only for potential influence on broad agency policy objectives and program goals. Findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines Guidelines consist of basic administrative policy statements concerning the issue or problem being studied, and may include reference to pertinent legislative history, related court decisions, state and local laws, or policy initiatives of agency management. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on program planning and evaluation in a specialized area. Factor 4- 5 Complexity Plans and manages major administrative programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting work are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 5 Scope and Effect The purpose of the position is to plan and carry out programs in various administrative areas, such as human resources, supply, records management, management and program analysis, forms management, budget, etc., to provide for the administrative support of organizations. The employee develops long-range program plans, goals, objectives, and milestones, evaluates the effectiveness of programs conducted throughout an agency. The employee identifies and develops ways to resolve problems or cope with issues which directly affect the accomplishment of principal agency program goals and objectives; develops new ways to resolve major administrative problems or plans for the most significant administrative management aspects of complex operations, such as professional or scientific programs; and/or develops administrative regulations or guidelines for the conduct of major program operations, or new criteria for measuring program accomplishments. The services and recommendations provided are of major significance to the top management officials of the agency, and often serve as the basis for new administrative systems, legislation, regulations,

or programs. Factor 6- 3 Personal Contacts Contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to justify or settle matters involving significant or controversial issues; e.g., recommendations affecting major programs, dealing with substantial expenditures, or significantly changing the nature and scope of organizations. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office. May require occasional travel.

Associate Director of Volunteer Support, FE- 0301

Position Number: D09202 Introductory Statement: The incumbent is a member of the Directors senior staff. As such, the incumbent is privy to the philosophies of the Peace Corps Director. A confidential relationship between the Director and the incumbent is imperative as the incumbent speaks for the Director and is expected to reflect the Directors philosophies in conversations with leading figures of the government, business, and other groups. The incumbent also represents the views and directions of the Director in communications with agency managers, program officials, and the public. The incumbent plays a senior level role in the leadership of the Peace Corps, with responsibility for developing and implementing the Directors broad guidance for Peace Corps program operations and/or support within the organization to which assigned. Advice and Guidance 25% Works closely with key Agency officials in determining their mission needs with respect to Volunteer and Trainee health and welfare services. Serves as the primary agency advisor on various programs and events. Counsels senior management staff and officials at multiple levels of the agency; senior staff of other Federal, state, and local government agencies; and private sector clients and vendors on agency matters. Advises on the appropriate methods and techniques to use in order to achieve program goals and objectives. Serves on inter-agency, national, and/or international special work groups, task forces, or expert panels on special projects or studies critical to the resolution of far-reaching operating issues and problems. Program Management and Oversight 25% Directs Peace Corps programs, systems and procedures providing for world-wide Volunteer and Trainee health and welfare services. Participates closely with the Director and other top Peace Corps officials in the resolution of issues that influence the image and/or character of the agency and its programs. Defines and analyzes problems and effects appropriate solutions. These problems involve the widest range of issues affecting policy direction and resource allocation. Provides authoritative advice to the Director on the effectiveness of established and proposed programs within his or her organization. Through professional subordinates, directs a staff of medical and social service professionals, specialists, technicians and support personnel providing special assistance and advice on difficult matters. Has decision making authority with respect to unique medical and well-being support cases for which regulations and precedents do not exist. Coordinates ad-hoc teams of personnel from other units within Peace Corps to handle specific difficult cases. Administers through a Chief of Medical Services or other senior level direct reports: Pre-service medical clearances and immunization programs; Peace Corps health delivery systems; develops training programs for Peace Corps staff and Volunteers regarding health and welfare issues; Post-service health and disability programs for RPCVs, administers information systems linking headquarters and country posts on concerns of Volunteer health and welfare; compiles administrative reports in regard to Volunteer health and welfare; maintains contractual mechanisms for health and welfare support. Oversees the general business operating activities of the Office of Medical Services and the Office of Special Services, and is responsible for developing and overseeing the budget for both. Has overall responsibility, as well as delegated authority, for the oversight and administration of broad, emerging, and/or critical agency programs or operations. Primarily responsible for the direction and management of large-scale agency programs and operations to efficiently achieve specified goals and objectives. Evaluates current and proposed programs and operations and recommends actions to initiate, modify, or discontinue projects as needed. Receives administrative direction in terms of the broadly defined missions and functions of the agency. Interviews and recommends candidates for vacancies, evaluates staff, handles grievances and disciplinary actions, recommends promotions and special commendations, and implements or recommends training programs as appropriate. Promotes the spirit and practice of diversity and/or Equal Employment Opportunity programs, ensuring that the commitment to equal opportunity without regard to race, color, religion, sex, and national origin is carried forward in all aspects of Human Resources management. Policy Development 25%

Coordinates with other offices and programs the development of policies in regard to Volunteer and Trainee health and welfare issues. Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Translates new legislation into program goals, actions, and policies, interpreting the impact of new legislative requirements on agency programs. Recognized as an agency authority in formulating new policies and program objectives that have a broad or long-range impact on one or more significant programs of the agency. Provides management and consulting services to top executives of the agency on change management and internal business process improvements to improve the effectiveness of major agency operations and functions. Liaison and Public Contact 25% Represents the Director's views in contacts with Members of Congress, other Officials of the Administration, the private sector, and officials of other governments on matters of Peace Corps policy. Analyzes and interprets attitudes of persons contacted and briefs the Director on the opinions and trends which the incumbent is able to identify. Recommends courses of action based on information gathered after considering all ramifications of such information. Provides Peaces Corps liaison with other governmental agencies on matters of health and welfare, including Department of Labor for FECA claims and National Institutes of Health for medical research, HHS, CDC, and DOS. Establishes and maintains effective working relationships with various high-level individuals, including Members of Congress and their staff, other legislative and executive agencies, executives of major corporations, and distinguished members of the public. Establishes and maintains close and cooperative working relationships with the agency or department management and officials, government agencies, and other institutions with related interests, in order to advance the programs and objectives of the agency. Communicates with the management team on the status of different work activities and efforts. Reports regularly on the effectiveness of specific programs. Actively participates in boards and committees as the representative of the agency in dealing with matters which extend well beyond the assigned program responsibility. Serves as the principal representative and consultant for the agency at interagency and international meetings dealing with issues and information in the area of expertise and program responsibility. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 1 Program Scope and Effect Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program managed directly involves the national interest and the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy; and has a pervasive impact on the general public. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 1 Supervisory/Managerial Authority Exercised Exercises delegated authority to oversee the overall planning, direction, and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational units or lower organizational levels. Approves multi-year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manages the overall work to enhance achievement of the goals and objectives. Oversees the revision of long range plans, goals, and objectives for the work directed. Manages the development of policy changes in response to changes in levels of appropriations or other legislative changes. Manages organizational changes to the organization directed, or major changes to the structure and content of the program or program segments directed. Exercises discretionary authority to approve the allocation and distribution of funds in the organization's budget. OR

Exercises final authority for the full range of personnel actions and organizational design proposals recommended by subordinate supervisors, although it is possible formal clearance may be required for a few actions, such as removals and incentive awards above set dollar levels. Factor 4- 1 Nature of Contacts Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation for these meetings typically includes using briefing packages or similar presentation materials that requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside the employing agency, such as top- and mid-level corporate executives or national officers of employee organizations; - Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature; - Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments; - Nationally recognized journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media; - Senior level or executive level heads of bureaus and higher level organizations in other Federal agencies. Factor 5- 1 Purpose of Contacts The purpose is to influence, motivate, or persuade persons or groups to accept opinions or take actions related to advancing the fundamental goals and objectives of the program or segments directed. Contacts may involve the commitment or distribution of major resources, competing objectives, resource limitations or reductions, or comparable issues. Person contacted come from a variety of backgrounds and have different perspectives. The exchange of information will require highly developed communication skills, negotiation, conflict resolution, leadership, and similar skills in order to obtain the desired results. Factor 6- 1 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher level, or equivalent. Factor 7- 1 Other Conditions Supervision and oversight involves exceptional coordination and integration of a number of very important and complex program segments or programs of professional, scientific, technical, managerial, or administrative work comparable in difficulty to GS-13 or higher level, or equivalent. Supervision and resource management involve major decisions and actions that have a direct and substantial effect on the organizations and programs managed. OR This position manages through subordinate supervisors and/or contractors who each direct workloads comparable to GS-12 or higher.

Management and Program Analyst, FP- 0343- 3

Position Number: D10067 Introductory Statement: This position is located in the Office of Management and reports directly to the Associate Director. Liaison Activities 20% Serves as technical expert in the resolution of problems and issues related to substantive mission-oriented programs that influence the development and maintenance of relationships with various agency stakeholders in government. Creates processes by which the organization pursues collaborative arrangements and relationships with stakeholders. Conceives, develops, and implements outreach strategies designed to reach and engage stakeholders in collaborative efforts. Provides advice and assistance on developing policies and procedures for the organization's liaison activities. Plans, organizes, and coordinates briefings and information exchange opportunities. Serves as organizational spokesperson at meetings, formal and informal briefings on technical and complex program activities. Establishes and maintains effective working relationships and information networks with other government agencies and industries affected by organizational programs to gain a better understanding of their interests and to facilitate their participation and understanding. Advises and recommends innovative approaches for avoiding and/or resolving problems and reducing conflicts. Problem Identification and Resolution 15% Researches and identifies complex program issues or problems impacting program initiatives in major agency organizational components, such as a regional office or program covering a multi-state area. Makes recommendations for and coordinates resolutions and improvements. Program and Policy Advice and Guidance 10% Provides advice and guidance to resolve, implement, or manage program or policy issues that involve major areas of uncertainty in approach or methodology. Prepares short- and long-range planning guidance in accordance with broad program policies and objectives. Prepares guidance based on analyses of interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Consults with management to prepare detailed plans, goals, objectives, requirements, and criteria for complex or high-value management processes and systems, such as developing staffing standards for new or substantially altered program functions. Prepares reports and/or written analyses regarding the agency policies and positions on difficult or complex matters. Program Oversight 8% Acts as organization expert in formulating policies and guidelines for support services programs, plans, procedures, and methods. Performs a variety of complex planning functions to increase management's ability to support the efficiency of operation initiatives. Measures and reports findings to senior management. Provides recommendations to improve the programs. Develops documents that typically address procedures and policies pertinent to the service areas of responsibility, statistical and budget analyses; contract specifications, etc. Administrative Management of an Organization 8% Serves as principal advisor to an important agency organization on all administrative management matters associated with programs and operations. Develops and advises on administrative requirements for a complex organization. Actively participates in developing and implementing administrative management policies. Interprets and recommends administrative procedures and policies. Participates in discussions and conferences concerning long-range planning and administrative matters. Provides advice and recommendations, both orally and in writing, on administrative matters. Advises on the administrative feasibility of operating plans, suggestions, and proposals. Works with management on planning organizational needs for additional positions and/or equipment.

Guides the development, maintenance, and operational access of various administrative databases and spreadsheets used for analyses and decision making by all levels of management. Identifies and implements efficiency improvements by analyzing, streamlining, and automating cumbersome or time-consuming manual administrative processes. Conducts Studies in Support Services Program Areas 5% Provides expert analysis and advice on complex program issues. Identifies relevant issues based on operations and changing program requirements. Collects relevant information from varied sources that may be difficult to access. Carries out a variety of special assignments requiring extensive coordination with other departments and external agencies. Plans, organizes, and conducts studies or surveys of a specialized support services function or functions. Analyzes operations, requirements, systems, etc. Devises new analytical techniques to evaluate findings. Makes authoritative recommendations to management for the modification, consolidation, standardization, or obsolescence of systems. Internal Control Systems Assessment and Monitoring 5% Resolves audit/inspection activities for organizations involving a significant degree of complexity and with interrelated program areas. Conducts management surveys and audits, ensuring that management policies, practices, and procedures are consistent with the strategic goals and objectives of the agency. Provides results to senior management officials. Makes written and oral recommendations to resolve audit findings. Conducts follow-up reviews to verify compliance with actions recommended by the Inspector General and GAO audits of funds. Provides technical advice and assistance by answering questions involving audits of extended scope and impact involving multiple agencies and private businesses, where conflicts exist. Special Project Planning or Accomplishment 5% Manages special projects for major agency office or program issues of broad impact, such as those on an agency level. Conceives and implements new initiatives and projects to strengthen, facilitate, and integrate programs. Undertakes or participates in special projects, ongoing analyses, investigations and initiatives that have high priority for high-level management. This involves producing complex analyses and written reports; organizing special committees, workshops, or other gatherings; initiating program reviews; and/or developing or fostering cross-agency activities. Organizational Analysis Program Management 5% Establishes and manages an organizational analysis program for administrative functions performed within a major agency component. Reviews and interprets new and established directives, instructions, and to determine their impact on the organization and its programs. Assures that program goals, objectives, and operations are realistic and in line with the organizational goals and objectives. Conducts tactical and long range planning, resource determination, scheduling, project management, and evaluation and coordination of programs as they relate to organizational finance, acquisition, and logistics support. Program Evaluation 5% Reviews, advises on, and conducts complex analyses, evaluations, or investigations in support of organizational programs, systems, and processes, including areas where definitions, methods, and/or data are incomplete, controversial, or uncertain, or where boundaries of the studies are extremely broad and difficult to determine in advance. Plans and conducts experimental analyses that result in new design guidelines, and have a profound effect on program or mission capabilities and/or operating procedures. Develops new methods and techniques to address novel or obscure problems for which guidelines or precedents are not substantially applicable. Documents and reports study results to management. Serves as an authoritative source of consultation for other managers and program specialists. Defends controversial findings in public or high-level forums. Represents before public bodies the interests of the organization, program, or Government. Program Planning and Management 5% Performs long-range planning and management of new substantive agency programs where precedents are scarce or nonexistent. Works with top management to develop long-range management plans for efficient and effective program implementation and administration. Applies a wide range of qualitative and/or quantitative methods for the assessment and improvement of complex short and long-range goals of the organization, developing detailed plans for implementing them, and overseeing implementation of the goals in subordinate organizations. Recommends changes in objectives or emphasis in functions under the organization's purview. Makes the best use of present resources, assisting in planning for future resource needs, estimating short- and long-range personnel, budgetary, space, and equipment needs, and implementing new resources.

Assists in determining the need for written policies and procedures, overseeing the development of policies and procedures, and reviewing and recommending approval upon completion. Reviews productivity in all areas, monitors problem areas, and oversees implementation of solutions to problems. Conducts periodic and comprehensive evaluations of ongoing functions to ensure that the organization meets its stated goals, and identifies areas where operational efficiency can be enhanced. Recommends actions necessary to maintain or improve the quality and quantity of operational services, introducing or refining automation, reorganizing operating units, reassigning personnel, and proposing the increase of organization resources. Directs the capture, reporting, and analysis of statistical data relating to the organization's operations and directs or personally performs special studies regarding this data. Program Planning and Management Work 3% Serves as an expert analyst in the assessment and improvement of program effectiveness or the improvement of complex management processes and systems. Performs long-range planning and analysis of new substantive agency programs where precedents are scarce or nonexistent. Works with top management to develop long-range management plans for efficient and effective program implementation and administration. Applies a wide range of qualitative and/or quantitative methods for the assessment and improvement of complex short and long-range goals of the organization, developing detailed plans for implementing them, and overseeing implementation of the goals in subordinate organizations. Recommends changes in objectives or emphasis in functions under the organization's purview. Makes the best use of present resources, assisting in planning for future resource needs, estimating short- and long-range personnel, budgetary, space, and equipment needs, and implementing new resources. Assists in determining the need for written policies and procedures, overseeing the development of policies and procedures, and reviewing and recommending approval upon completion. Reviews productivity in all areas, monitors problem areas, and oversees implementation of solutions to problems. Conducts periodic and comprehensive evaluations of ongoing functions to ensure that the organization meets its stated goals, and identifies areas where operational efficiency can be enhanced. Recommends actions necessary to maintain or improve the quality and quantity of operational services, introducing or refining automation, reorganizing operating units, reassigning personnel, and proposing the increase of organization resources. Directs the capture, reporting, and analysis of statistical data relating to the organization's operations and directs or personally performs special studies regarding this data. Dispute Mediation, Conciliation, and Resolution 2% Mediates complaints and other grievable conditions for dispute situations that are sensitive or critical to a major agency organization due to their economic impact, the number and complexity of issues involved, and/or their potentially precedent setting nature. Provides guidance and advisory services to the agency management and employees on conflict resolution activities for these complex and controversial disputes. Interviews the individual parties and witnesses to secure information necessary to understand the nature of the dispute, the issues involved and the positions of the various parties. Gathers pertinent facts, background information, applicable precedents, and assesses environmental conditions. Negotiates resolutions to deeply contentious disputes. Conducts conferences with the involved parties to reach settlement agreements that are mutually acceptable. Develops and implements new mechanisms to assist disputing parties in addressing existing and future issues and concerns. Works on intra- and inter-agency teams in the study, evaluation, and recommendation of new or revised policies and procedures to meet extremely broad and significant dispute resolution goals. Prepares or directs the preparation of reports detailing the nature of mediation and conciliation activities, and analysis of agreements and results. Presentation of Findings and Recommendations 2% Presents findings and recommendations on complex issues or problems impacting major programs. Recommendations may pertain to complex, interrelated issues or conflicting goals and objectives. Recommendations impact long-range implementation and administration of agency programs. Quality Improvement Program Development and Management 2%

Plans and develops quality programs, procedures, and methodologies to improve the effectiveness of work methods and management controls for a major agency component. Evaluates current activities and recommends appropriate actions. Develops plans and policies for and makes recommendations to all levels of management in the formulation and development of management tools used in highly specialized programs and schedule analysis of the project/program or functional area being supported. Serves as organizational expert in developing quality programs, procedures, and methodologies to improve the effectiveness of work methods and management controls for the agency programs. Evaluates current activities and recommends appropriate actions. Works toward the goal of meeting organizational objectives and customer needs, while enhancing teamwork and improving overall performance. Works with senior managers to ensure their participation in quality related projects. Serves as internal consultant to management on specific quality improvement and organizational development projects, such as aligning organizational processes and reinforcing new practices. Researches analysis techniques in relevant literature. Factor 1- 8 Knowledge Required by the Position (1) Mastery of a wide range of qualitative and/or quantitative methods for the assessment and improvement of program effectiveness or the improvement of complex management processes and systems; (2) Comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs; (3) Knowledge of agency program goals and objectives, the sequence and timing of key program events and milestones, and methods of evaluating the worth of program accomplishments; and (4) Skill to plan, organize, and direct team study work and to negotiate effectively with management to accept and implement recommendations where the proposals involve substantial agency resources, require extensive changes in established procedures, or may be in conflict with the desires of the activity studied. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies and management and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Administrative policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Administrative guidelines usually cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee may refine or develop more specific guidelines such as implementing regulations or methods. Factor 4- 5 Complexity Analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 4 Scope and Effect Assesses the productivity, effectiveness, and efficiency of program operations and/or analyzes and resolves problems in the staffing, effectiveness and efficiency of administrative support and staff activities. Establishes criteria to measure and/or predict the attainment of program or organizational goals and objectives. Contributes to the improvement of productivity, effectiveness, and efficiency in program operations and/or administrative support activities at different echelons and/or geographical locations within the organization. Work affects the plans, goals, and effectiveness of missions and programs at these various echelons or locations. The work may affect the nature of administrative work done in components of other agencies. Factor 6- 3 Personal Contacts

Contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office.

Chief of Staff/Chief of Operations, FE- 0301

Position Number: D09445 Introductory Statement: This position is located in the Peace Corps, Office of the Director. The incumbent is a member of the Director's senior staff. As such, the incumbent is privy to the philosophies of the Peace Corps Director. A confidential relationship between the Director and the incumbent is imperative as the incumbent speaks for the Director and is expected to reflect the Director's philosophies in conversations with Jeading figures of the government, business, and other groups. The incumbent also represents the views and directions of the Director in communications with agency managers, program officials, and the public. The incumbent plays a senior level role in the leadership of the Peace Corps, with responsibility for developing and implementing the Director's broad guidance for Peace Corps program operations and/or support within the organization to which assigned. Responsibilities deal with a wide range of complex and sensitive matters having substantial ramifications for agency policies and program operation. The incumbent takes the Director's views, goals, and objectives into account in developing strategies to improve operations within his or her organization. Participates closely with the Director and other top Peace Corps officials in the resolution of issues that influence the image and/or character of the agency and its programs. Defines and analyzes problems and effects appropriate solutions. These problems involve the widest range of issues affecting policy direction and resource allocation. Provides authoritative advice to the Director on the effectiveness of established and proposed programs within his or her organization. Program Management and Oversight 40% Has overall responsibility, as well as delegated authority, for the oversight and administration of broad, emerging, and/or critical agency programs or operations. Primarily responsible for the direction and management of large-scale agency programs and operations to efficiently achieve specified goals and objectives. Evaluates current and proposed programs and operations and recommends actions to initiate, modify, or discontinue projects as needed. Supervises, in a confidential capacity to the Peace Corps Director, the development and preparation of a variety of materials for the Director's use in making authoritative responses to inquiries from other federal government officials or from other public and private sources; develops for the Director comprehensive responses to inquiries involving particularly sensitive and controversial issues or policies; conducts research in gathering critical information and materials needed by the Director; routinely confers with senior staff of the Peace Corps and other federal agencies on technical points at issue; keeps alert to all pressing and significant matters requiring the Director's attention; and applies a personal and intimate knowledge of the wishes and philosophies of the Director. Represents the Director's views in contacts with Members of Congress, other Officials of the Administration, the private sector, and officials of other governments on matters of Peace Corps policy. Analyzes and interprets attitudes of persons contacted and briefs the Director on the opinions and trends which the incumbent is able to identify. Recommends courses of action based on information gathered after considering all ramifications of such information. Policy Development 35% Independently conducts special research studies and projects assigned by the Peace Corps Director that are of major importance, having significant impact and bearing from a management and programmatic stand point on Peace Corps' overall worldwide mission and associated programmatic goals and objectives. Acting with or on behalf of the Director, concentrates on critical problems and issues and their actual/potential impact on and relationship with on-going Peace Corps program goals and objectives; and develops appropriate information for the Director's use in reviewing proposed management or program decisions. Serves as personal representative of the Peace Corps Director and coordinator of special task forces convened by the Director for purposes of identifying, defining, and resolving and/or presenting position conclusions with respect to inter-regional, inter-office, and/or inter-agency programmatic, management, and overall mission problems and issues of a highly controversial and significant nature; chairs or coordinates task forces; directs and coordinates subordinate work groups in identifying and defining assigned problematic issues, in developing position papers with appropriate data, and in presenting resolutions and conclusions; participates with regional/staff offices and overseas field officials and staff members in defining, expanding, consolidating, revising, and coordinating program goals and objectives, including associated policy directives and guides; and directs and coordinates the development and presentation of long and short-range recommendations and task force conclusions relative to programmatic changes, additions and deletions,

providing advice and counsel to regional/staff office support staff on programmatic and management matters. Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Translates new legislation into program goals, actions, and policies, interpreting the impact of new legislative requirements on agency programs. Recognized as an agency authority in formulating new policies and program objectives that have a broad or long-range impact on one or more significant programs of the agency. Provides management and consulting services to top executives of the agency on change management and internal business process improvements to improve the effectiveness of major agency operations and functions. Human Resources Management 25% Supervises the office operations and executive staff of the Director's office. Delegates and monitors the assignments made by the Director to other senior staff. Performs the human resource management functions relative to the staff supervised. Establishes performance expectations for staff members, which are clearly communicated. Provides informal feedback and periodically evaluates staff on organizational performance. Resolves informal complaints and grievances. Takes personnel actions as necessary. Provides advice and counsel to staff members and subordinate managers related to work and policy matters. Effects disciplinary measures. Reviews and approves or disapproves leave requests. Assures that organization staff at all levels is trained and fully comply with the provisions of the safety regulations. The executive is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to ensure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her direction in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 1 Program Scope and Effect Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program managed directly involves the national interest and the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy; and has a pervasive impact on the general public. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 1 Supervisory/Managerial Authority Exercised Exercises delegated authority to oversee the overall planning, direction, and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational units or lower organizational levels. Approves multi-year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manages the overall work to enhance achievement of the goals and objectives. Oversees the revision of long range plans, goals, and objectives for the work directed. Manages the development of policy changes in response to changes in levels of appropriations or other legislative changes. Manages organizational changes to the organization directed, or major changes to the structure and content of the program or program segments directed. Exercises discretionary authority to approve the allocation and distribution of funds in the organization's budget. OR Exercises final authority for the full range of personnel actions and organizational design proposals recommended by subordinate supervisors, although it is possible formal clearance may be required for a few actions, such as removals and incentive awards above set dollar levels. Factor 4- 1 Nature of Contacts

Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation for these meetings typically includes using briefing packages or similar presentation materials that requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside the employing agency, such as top- and mid-level corporate executives or national officers of employee organizations; - Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature; - Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments; - Nationally recognized journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media; - Senior level or executive level heads of bureaus and higher level organizations in other Federal agencies. Factor 5- 1 Purpose of Contacts The purpose is to influence, motivate, or persuade persons or groups to accept opinions or take actions related to advancing the fundamental goals and objectives of the program or segments directed. Contacts may involve the commitment or distribution of major resources, competing objectives, resource limitations or reductions, or comparable issues. Person contacted come from a variety of backgrounds and have different perspectives. The exchange of information will require highly developed communication skills, negotiation, conflict resolution, leadership, and similar skills in order to obtain the desired results. Factor 6- 1 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher level, or equivalent. Factor 7- 1 Other Conditions Supervision and oversight involves exceptional coordination and integration of a number of very important and complex program segments or programs of professional, scientific, technical, managerial, or administrative work comparable in difficulty to GS-13 or higher level, or equivalent. Supervision and resource management involve major decisions and actions that have a direct and substantial effect on the organizations and programs managed. OR This position manages through subordinate supervisors and/or contractors who each direct workloads comparable to GS-12 or higher.

Associate Director for Vounteer Recruitment and Selection, FE- 0301

Position Number: D02024 Introductory Statement: This position is located in the Peace Corps, Volunteer Recruitment and Selection. The incumbent is a member of the Director's senior staff. As such, the incumbent is privy to the philosophies of the Peace Corps Director. A confidential relationship between the Director and the incumbent is imperative as the incumbent speaks for the Director and is expected to reflect the Director's philosophies in conversations with leading figures of the government, business, and other groups. The incumbent also represents the views and directions of the Director in communications with agency managers, program officials, and the public. The incumbent plays a senior level role in the leadership of the Peace Corps, with responsibility for developing and implementing the Director's broad guidance for Peace Corps program operations and/or support within the organization to which assigned. Due to the sensitivity of the issues with which the incumbent is involved and the critical nature of his/her work, it is essential that the incumbent possess an intimate knowledge of the aims, goals, and policies of the Director and the Administration, and is able to implement them in performing the duties of the position. Because of the sensitive nature of the work involving top officials of the Agency and other Federal agencies, Members of Congress, the Administration, and senior officials of other governments the discharge of duties requires a close, confidential relationship with the Director, and the incumbent is required to exercise the utmost tact and discretion at all times. As the position is confidential and policy determining and/or advocating in nature, and requires the utmost confidence of the Director in its execution, appointment to and retention in the position is solely in the discretion of the Director. Program Management and Oversight 75% Responsibilities deal with a wide range of complex and sensitive matters having substantial ramifications for agency policies and program operation. The incumbent takes the Director's views, goals, and objectives into account in developing strategies to improve operations within his or her organization. Represents the Director's views in contacts with Members of Congress, other Officials of the Administration, the private sector, and officials of other governments on matters of Peace Corps policy. Analyzes and interprets attitudes of persons contacted and briefs the Director on the opinions and trends which the incumbent is able to identify. Recommends courses of action based on information gathered after considering all ramifications of such information. Routinely, undertakes confidential and sensitive projects for the Director in which the goals and objectives of the current Administration must be taken into consideration. Oversees the establishment and direction of policies affecting the recruitment of Peace Corps Volunteers, which is carried out through 11 regional recruiting offices. Analyzes host country requests for Volunteers and develops targeted strategies for meeting those needs. Oversees the establishment and direction of policies and criteria affecting the processing and selection of Volunteers for Peace Corps service and the communication of these policies and criteria to recruitment staff. Oversees the establishment and direction of new Volunteer training (staging). Has overall responsibility, as well as delegated authority, for the oversight and administration of broad, emerging, and/or critical agency programs or operations. Primarily responsible for the direction and management of large-scale agency programs and operations to efficiently achieve specified goals and objectives. Evaluates current and proposed programs and operations and recommends actions to initiate, modify, or discontinue projects as needed. Receives administrative direction in terms of the broadly defined missions and functions of the agency. Interviews and recommends candidates for vacancies, evaluates staff, handles grievances and disciplinary actions, recommends promotions and special commendations, and implements or recommends training programs as appropriate. Promotes the spirit and practice of diversity and/or Equal Employment Opportunity programs, ensuring that the commitment to equal opportunity without regard to race, color, religion, sex, and national origin is carried forward in all aspects of Human Resources management. Policy Development 25%

Participates closely with the Director and other top Peace Corps officials in the resolution of issues that influence the image and/or character of the agency and its programs. Defines and analyzes problems and effects appropriate solutions. These problems involve the widest range of issues affecting policy direction and resource allocation. Provides authoritative advice to the Director on the effectiveness of established and proposed programs within his or her organization. Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Translates new legislation into program goals, actions, and policies, interpreting the impact of new legislative requirements on agency programs. Recognized as an agency authority in formulating new policies and program objectives that have a broad or long-range impact on one or more significant programs of the agency. Provides management and consulting services to top executives of the agency on change management and internal business process improvements to improve the effectiveness of major agency operations and functions. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 1 Program Scope and Effect Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program managed directly involves the national interest and the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy; and has a pervasive impact on the general public. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 1 Supervisory/Managerial Authority Exercised Exercises delegated authority to oversee the overall planning, direction, and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational units or lower organizational levels. Approves multi-year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manages the overall work to enhance achievement of the goals and objectives. Oversees the revision of long range plans, goals, and objectives for the work directed. Manages the development of policy changes in response to changes in levels of appropriations or other legislative changes. Manages organizational changes to the organization directed, or major changes to the structure and content of the program or program segments directed. Exercises discretionary authority to approve the allocation and distribution of funds in the organization's budget. OR Exercises final authority for the full range of personnel actions and organizational design proposals recommended by subordinate supervisors, although it is possible formal clearance may be required for a few actions, such as removals and incentive awards above set dollar levels. Factor 4- 1 Nature of Contacts Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation for these meetings typically includes using briefing packages or similar presentation materials that requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside the employing agency, such as top- and mid-level corporate executives or national officers of employee organizations; - Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature;

- Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments; - Nationally recognized journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media; - Senior level or executive level heads of bureaus and higher level organizations in other Federal agencies. Factor 5- 1 Purpose of Contacts The purpose is to influence, motivate, or persuade persons or groups to accept opinions or take actions related to advancing the fundamental goals and objectives of the program or segments directed. Contacts may involve the commitment or distribution of major resources, competing objectives, resource limitations or reductions, or comparable issues. Person contacted come from a variety of backgrounds and have different perspectives. The exchange of information will require highly developed communication skills, negotiation, conflict resolution, leadership, and similar skills in order to obtain the desired results. Factor 6- 1 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher level, or equivalent. Factor 7- 1 Other Conditions Supervision and oversight involves exceptional coordination and integration of a number of very important and complex program segments or programs of professional, scientific, technical, managerial, or administrative work comparable in difficulty to GS-13 or higher level, or equivalent. Supervision and resource management involve major decisions and actions that have a direct and substantial effect on the organizations and programs managed. OR This position manages through subordinate supervisors and/or contractors who each direct workloads comparable to GS-12 or higher.

Occupational Health Nurse, FP- 0610- 4

Position Number: D03108 Introductory Statement: This position is located in the Office of Medical Services, under the Office of Volunteer Support, Peace Corps. The purpose of the position is to be responsible for Peace Corps pre-service medical clearance, in-service health care, and post-service follow-up medical care programs. Performs Quality Assurance Activities 25% Develops, plans for, and conducts on-site monitoring visits to assess the quality and effectiveness of health services. Participates in and contributes to OMS's quality improvement initiatives, and responds to requests from country and region regarding quality issues. Provides Training Services 25% Performs training activities for a large or complex organization. Supports overseas medical and non-medical country staff by providing orientation to new OMS hires and by designing and conducting periodic training regarding policies, procedures, and guidelines. Serves as an Information Source 25% Serves as an informational resource to volunteers or staff for specialized information related to a particular patient population or protocol. Supports Peace Corps Medical Officers (PCMOs) by serving as a knowledgeable resource regarding policies and procedures, providing 24-hour telephone coverage as Duty Officer on a rotational basis, monitoring, evaluating, and providing feedback regarding health care/safety of Volunteers (PCVs), serving as liaison and facilitator of communication among OMS, regional, country, and other staff, demonstrating a keen understanding of needs. Supports continuity of medical care to Volunteers by encouraging PCMO retention, by being aware of pending vacancies, and by participating in panel processes and interviews to evaluate potential candidates. Case Management 25% Actively and independently performs a wide range of functions as a nurse in assessing, planning, and implementing individual health care plans. Collaborates with OMS Medical Advisor, and, as indicated, with specialist consultants and supervisor in providing guidance to PCMOs regarding complex cases. Advises regarding the need for additional diagnostic work-up or treatment, medical evacuation, and/or medical separation to home of record. Supervises/coordinates the care of medically evacuated PCVs, as well as, PCVs who may need medical care while on home leave. Assures that all medical and psychological needs are met, and provides counseling to PCVs/families as indicated. Collaborates with Medical Advisor in determining case disposition (reinstatement or separation) of a medically evacuated PCV. Authorizes payment for medical services. Actively participates as a member of the Medevac Review Board. Assesses Returned Peace Corps Volunteers (RPCVs) for medical problems or needs, authorizes appropriate care, and advises them of their benefits under the Federal Employees' Compensation Act (FECA). Documents appropriate and accurate information in the PCVs Health Record, assuring that reports from all providers are also included. Reviews Health Records for in-country procedural appropriateness. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position Incumbent must be a Registered Nurse with skills, abilities, and professional knowledge of health-care delivery systems, especially those in developing nations.

The knowledge, skills, and abilities are used in determining the medical eligibility of an applicant or a Returned Peace Corp Volunteer to serve in a developing country. Knowledge of general medical and psychiatric conditions, substance abuse, and infectious/parasitic diseases. Factor 2- 4 Supervisory Controls The supervisor sets overall objectives and resources available. The nurse and supervisor consult on work and develop decisions together. Expertly plans and performs work independently, resolves most conflicts, coordinates with others on teams and in communities. Work is reviewed for effectiveness in meeting requirements. Factor 3- 4 Guidelines Several guidelines may be utilized: Screening Guidelines, Technical Guidelines, Standard Operating Procedures, and the Peace Corps Manual. Independently assesses information provided by the PCMO and provides a comprehensive report to a medical advisor as a prelude to case management. Factor 4- 4 Complexity Field support and case management involve many overseas communications on a multitude of complex or unusual medical conditions or injuries. They also involve accurate interpretation of Technical Guidelines. Case management also involves detailed coordination of the health care of medically evacuated PCVs, crisis intervention, hospital visits, and follow up with all providers. Factor 5- 4 Scope and Effect Providing field support and case management to PCMOs and PCVs in a geographical world region, as well as, serving as Duty Officer worldwide on a rotating basis, are functions of paramount importance to the Agency. Crises involving risk to life, limb, or function often occur among PCVs. The effectiveness of field support and case management in emergent and non-emergent situations impacts directly on the well-being of our PCVs during service, on their post-service health status, on retention of PCMOs, and on the overall integrity of the Peace Corps Volunteer Health System. Factor 6- 3 Personal Contacts Overseas contacts are with PCMOs, PCVs, and, on occasion, with Country Directors and other staff. Other contacts include RPCVs, Agency Regional Directors and/or Country Desk Officers, Medical Advisors, consultants, laboratory customer service representatives, and parents/families. Work involves telephone contacts with applicants, as well as collaboration with Medical Advisors and consultants, staff of the Offices of Volunteer Recruitment & Selection, the Office of Staging, and other Agency and intradepartmental staff. Contacts might also occur through provision of training to PC Medical Officers or other in country staff, as well as to recruiters. Factor 7- 3 Purpose of Contacts Overseas contacts are for the purposes of providing support, guidance, case management, training, and/or clarification regarding policies, procedures, and protocols. Contacts with RPCVs are for follow-up of medical conditions during service and for clarification of FECA benefits post-service. Contacts with Agency Regional staff are to keep abreast of trends, patterns, and changes, as well as, to maintain continuity of care to PCVs. Medical Advisors and consultants are contacted to provide ongoing guidance and specialized care, respectively. Laboratory service representatives are contacted for specific follow-up of results, as requested by PCMOs. The purpose of contacts with parents and families is to allay fears and anxieties, as well as, to provide clarification regarding a PCVs medical status. Contacts with applicants are to provide medical status reports and/or to seek information/clarification regarding past or present conditions. Contacts with the Medical Advisors and/or consultants are to discuss complex/controversial issues or unique conditions wherein guidance is essential. Intradepartmental contacts involve presentations of certain cases at the Screening Review Board. Agency contacts are for the purpose of accomplishing the Peace Corps' mission of collaboratively and effectively processing applicants through the multifaceted Volunteer Health System. Factor 8- 1 Physical Demands Work is not physically demanding on a daily basis, serving on a rotational basis as Duty Officer might involve sleep deprivation and work beyond the normal workday. Factor 9- 1 Work Environment

The work environment involves work performed in an office setting with adequate light, ventilation, and temperature control. Some hospital visits to sick/injured PCVs are required.

Chief of Operations, FP- 0340- 1

Position Number: D10044 Introductory Statement: This position is located in Peace Corps, Office of the Regional Director, which is responsible, in conjunction with the Associate Director for International Operations and the Peace Corps Director, for discharging the Congressional mandates of PL 87-293, as Amended, for promoting world peace and friendship through the Peace Corps, helping developing nations meet their needs for trained manpower, and for promoting a better understanding of the American people on the part of the peoples served and a better understanding of other peoples among the American people. This includes determination, in collaboration with host country governments, of the number and skills of Volunteers that can be used effectively; analysis and resolution of logistics problems involved; coordination of Peace Corps projects with Department of State, AID, and other U.S. Government agencies; and day-to-day operational supervision of all regional projects and Volunteers. The purpose of this position is to serve as principal Assistant to the Regional Director in the discharge of his/her varied responsibilities including participation in the formulation and development of Peace Corps program policies and direction of operations in headquarters regional office Washington; countries of the Region, overseas missions, and volunteers and staff development and implementation of goals and objectives determined for the Region in conjunction with the Associate Director for International Operations and the Peace Corps Director; executing their policies and decisions and advising them on policy development and program planning; collaboration with other Regional managers in the formulation or revision of policies affecting the three Regional offices and in the resolution of inter-regional problems; and serves as Acting Regional Director during absences of the Regional Director. Supervisory and/or Managerial Responsibilities 100% The Chief of Operations is the principal assistant to the Regional Director; participates fully in the conduct and discharge of all Peace Corps activities, both programmatic and operational, including Regional Washington and overseas missions in host country governments. Within the general framework of overall Peace Corps policy, participates fully in the determination of policy direction and implementation of Regional Peace Corps programs; evaluation of program proposals after in-depth consideration of such matters as Peace Corps policy, capacity, and political, social, and economic conditions of host countries under jurisdiction of the Region; and determination of Peace Corps programs and projects to be carried out in the Region through normal programming processes. Participates under supervision of Regional Director in the formulation of policy and in the making of major decisions through conferences and discussions with the Associate Director for International Operations, the Peace Corps Director or in collaboration with the other Regional Directors where policy and programmatic matters cut across Regional lines; as directed, attends the Associate Director for International Operations staff and other inter-agency meetings, presenting the Regional point of view and speaking for the Regional Director on regional Peace Corps policy matters; and collaborates actively with senior staff of Peace Corps in other areas of Peace Corps to ensure success of all Regional programs, particularly in the varied programmatic areas concerned with the selection and training of Volunteers and their logistical support. As directed by the Regional Director, makes periodic field trips to host countries of the Regional Office to study on-going Peace Corps programs and projects; consults with and advises Peace Corps Country Directors on programmatic and operational problems; interpets Peace Corps/Washington policy and associate developments, advising on methodology for effective implementation; discusses operational and programmatic plans for future Peace Corps projects with country directors and staff; and consults with appropriate host country officials and cabinet member regarding such plans. ln conjunction with the Regional Director, shares in the responsibility assigned the Region for formulation, review, approval, and implementation of all regional overseas mission programs and projects, including trainirig projects; quality and effectiveness of Volunteer trainers and training programs;planning of regional programs and projects, country plan review, and preparation of yearly regional plan and annual budget; and for management of regional budget for all Regional activities. As directed by the Regional Director, assumes full responsibility for day-to-day direction of regional operations including direction and evaluation of personnel in Regional/Washington and overseas; determination of manpower resource needs; establishment and management of regional positions; identification of personnel vacancies, evaluation of candidates and initiation of candidate recommendations for regional positions; recommendation to the Regional Director of regional staff promotions, transfers, extensions, and terminations; and for quality, performance, and behavior of Volunteers and staff throughout the Regional Office. Directly supervises region specific Desk staff.

Assumes other responsibilities, as directed by the Regional Director, in carrying out the programs of the Peace Corps for the Regional Office; and serves as Acting Regional with full responsibility for administration and direction of the Region during periods of absence of the Regional Director. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect ln conjunction with the Regional Director or in his/her absence, coordinates with Ambassadors to the United States of host countries under jurisdiction of the Regional office on varied matters concerning program planning, development, operations and in keeping them fully informed of Peace Corps activities in their countries; and works actively with the Regional Director in the establishment and maintenance of quality Peace Corps relationships with the Regional Undersecretary of State, AID, concerned embassies overseas, and with other United States, private and/or international agencies, institutions, universities, and organizations, as appropriate. Factor 2- 3 Organizational Setting The position is accountable to a Senior Foreign Service position. Factor 3- 3 Supervisory/Managerial Authority Exercised Exercises delegated managerial authority to set a series of annual, multi-year, or similar types of long-range work plans and schedules for direct hires and volunteers in the Region. Assures implementation (by the Posts) of the goals and objectives of the Regional volunteer program. Determines goals and objectives that need additional emphasis; determine the best approach or solution for resolving budget shortages; and plan for long range staffing needs. Works closely with high level agency level staff personnel in the development of Regional overall goals and objectives. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up-to-date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following: - High ranking managers, supervisors, and technical staff at posts and Headquarters; with agency headquarters administrative support staff; or with comparable personnel in other Federal agencies; - Key staff of public interest groups (usually in formal briefings) with significant political influence or media coverage; - Journalists representing influential newspapers or comparable radio or television coverage; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to justify, defend, or negotiate in representing the Region, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance to the Region. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is FP-2 or higher, or equivalent. Factor 6- 5 Other Conditions Supervision and oversight involve significant and extensive coordination and integration of a number of important projects or program segments of professional, scientific, technical, and managerial or administrative work comparable in difficulty to the FP-3 level. Supervision also involves major recommendations that have a direct and substantial effect on the Region and projects managed.

Regional Director, FE- 0340

Position Number: D01088 Introductory Statement: This position is located in one of the Peace Corps Regions: Africa Region (AFR), Europe, Mediterranean, and Asia Region (EMA), or Inter-America and the Pacific Region (IAP). The incumbent reports to the Associate Director for Global Operations and is a member of the Director's senior staff. A confidential relationship between the Director, Associate Director for Global Operations and the incumbent is imperative as the incumbent articulates the views of the Director and is expected to reflect the Director's philosophies in conversations with leading figures of government, business, and other groups. The incumbent is required to exercise the utmost tact and discretion at all times. The incumbent also represents the views, aims, goals, and policies of the Director, in close coordination with the Office of Global Operations, in communications with agency managers, program officials, and the public. Under the direction of the Associate Director for Global Operations, the incumbent plays a critical role in the leadership of the Peace Corps and is responsible for developing and implementing the Director's broad guidance for Peace Corps program operations and/or Volunteer Support in the assigned Region. Appointment and retention is sloely at the discretion of the Director. Program Management and Oversight 40% Has delegated authority from the Associate Director for Global Operations for the oversight and administration of broad, emerging, and/or critical agency programs or operations in the assigned Region. In coordination with the Office of Global Operations, the incumbent is responsible for the direction and management of large-scale agency programs and operations to efficiently achieve specified Agency goals and objectives. Evaluates current and proposed programs and operations and recommends actions to the Associate Director for Global Operations to initiate, modify, or discontinue programs as needed. Evaluates proposals from other United States Government agencies, universities, and private organizations for the development, implementation, or modification of Peace Corps' programs in the Region and makes recommendations to the Associate Director for Global Operations. Confers with the Ambassadors of the countries in their Region concerning program planning and development and keeps them fully informed of Peace Corps' activities in their countries. Performing program management and oversight duties in the assigned Region, the incumbent: * Assures that the health, safety and security of Volunteers is the highest priority at posts in the assigned Region and that Peace Corps Country Directors comply with safety and security policies and recommendations. Assures that critical recommendations made by Peace Corps Safety and Security Officers (PCSSOs) are implemented at posts. * Visits posts in the Region periodically to assess Peace Corps programs; * Consults with and advises Peace Corps Country Directors on operational problems and programmatic opportunities; * Implements Peace Corps/Washington policy; provides guidance on future planning of Peace Corps programs; * Consults with appropriate Host Country officials on Peace Corps activities in their countries; * Participates in highly sensitive discussions regarding country entrance or exit. These discussions include analysis and evaluation of confidential information and about the political and economic conditions in the country(ies) considered for entrance or exit of the Peace Corps program; * Deals with a wide range of complex and sensitive matters having substantial ramifications for agency policies and program operation; * In coordination with the Office of Global Operations, takes the Director's views, goals, and objectives into account when developing strategies to improve operations; * Participates closely with the Associate Director for Global Operations and other top Peace Corps officials in the resolution of issues that influence the image and/or character of the agency and its programs; * Defines and analyzes problems and affects appropriate solutions. These problems involve the widest range of issues affecting policy direction and resource allocation; * Provides authoritative advice to the Associate Director for Global Operations on the effectiveness of established and proposed programs within his or her organization;

* Represents the Director's views in contacts with Members of Congress, other Officials of the Administration, the private sector, and officials of other governments on matters of Peace Corps policy; * Analyzes and interprets events and trends that affect host country support and makes recommendations; * Routinely, undertakes confidential and sensitive projects for the Associate Director for Global Operations. Policy Development 35% Coordinates with appropriate agency offices to develop, conceive, plan, and implement policies and guidelines affecting broad, emerging, and/or critical agency programs. Translates new legislation into program goals, actions, and policies, interpreting the impact of new legislative requirements on agency programs. As a member of the Senior Policy Committee, formulates and reviews new policies that have a broad or long-range impact on one or more significant programs of the agency. In collaboration with the Associate Director for Global Operations and other Regional Directors, determines the direction and implementation of Peace Corps' programs in the Region. Evaluates program proposals from Country Directors and program recommendations from the Region staff and, after careful consideration of such matters as Peace Corps' capacity and policy of political, social and economic conditions of the countries involved, recommends strategies for new and existing program to the Associate Director for Global Operations. Coordinates with appropriate agency offices to develop, conceive, plan, and implement policies and guidelines affecting broad, emerging, and/or critical agency programs. Translates new legislation into program goals, actions, and policies, interpreting the impact of new legislative requirements on agency programs. As a member of the Senior Policy Committee, formulates and reviews new policies that have a broad or long-range impact on one or more significant programs of the agency. Human Resources Management 25% The incumbent is responsible for the selection of Regional staff, with the exception of Country Director vacancies which are determined by the Peace Corps Director. The incumbent: * Supervises both the overseas and Washington-based staff of the Region; * Evaluates performance of the staff and provides guidance for career development and training opportunities; * Performs human resource management functions relative to staff supervised; * Establishes and clearly communicates performance expectations for staff members; * Provides informal feedback and periodically evaluates staff on organizational performance; * Resolves informal complaints and grievances; * Recommends and approves personnel actions; * Provides advice and counsel to staff members and subordinate managers related to work and policy matters; * Affects disciplinary measures; * Reviews and approves/disapproves leave requests; * Assures that organization staff at all levels fully complies with safety and security policies and recommendations. Furthers the goals of equal employment opportunity (EEO) by taking positive steps to ensure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Initiates nondiscriminatory practices and affirmative action for the area under his/her direction in the following: (1) Merit promotion of employees and recruitment and hiring of applicants; (2) Fair treatment of all employees; (3) Encouragement and recognition of employee achievements; (4) Career development of employees; and (5) Full utilization of their skills. OTHER SIGNIFICANT FACTS:

Performs other duties as assigned. Factor 1- 1 Program Scope and Effect Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program managed directly involves the national interest and the agency's national mission. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 1 Supervisory/Managerial Authority Exercised Exercises delegated authority to oversee the overall planning, direction, and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational units or lower organizational levels. Approves multi-year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manages the overall work to enhance achievement of the goals and objectives. Oversees the revision of long range plans, goals, and objectives for the work directed. Manages the development of policy changes in response to changes in levels of appropriations or other legislative changes. Manages organizational changes to the organization directed, or major changes to the structure and content of the program or program segments directed. Exercises discretionary authority to approve the allocation and distribution of funds in the organization's budget. Factor 4- 1 Nature of Contacts Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation for these meetings typically includes using briefing packages or similar presentation materials that requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside the employing agency, such as top- and mid-level corporate executives or national officers of employee organizations; - Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature; - Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments; - Nationally recognized journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media; - Senior level or executive level heads of bureaus and higher level organizations in other Federal agencies. Factor 5- 1 Purpose of Contacts The purpose is to influence, motivate, or persuade persons or groups to accept opinions or take actions related to advancing the fundamental goals and objectives of the program or segments directed. Contacts may involve the commitment or distribution of major resources, competing objectives, resource limitations or reductions, or comparable issues. Person contacted come from a variety of backgrounds and have different perspectives. The exchange of information will require highly developed communication skills, negotiation, conflict resolution, leadership, and similar skills in order to obtain the desired results. Factor 6- 1 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher level, or equivalent. Factor 7- 1 Other Conditions

This position manages through subordinate supervisors and/or contractors who each direct workloads comparable to GS-12 or higher.

Telecommunications Specialist, FP- 0391- 3

Position Number: D10014 Introductory Statement: The Lead Telecommunications Specialist is responsible for a broad spectrum of technologies both in terms of operational characteristics as well as in terms of business impact. Develops, Revises, or Reviews Telecommunications System Specifications 25% Prepares or reviews overall performance criteria for major, extensive and integrated telecommunications projects. Contributes new approaches to resolve very difficult or controversial issues. Selects optimum technical and business approaches from options available. Performs in-depth analyses of specifications for state of the art or evolving technologies. Develops prototypes for long range planning. Analyzes and Identifies Telecommunications Requirements 25% Designs studies to assess telecommunications capabilities to meet new business strategies or mission requirements. Develops a wide array of strategies to maximize many existing and developing technologies that affect the entire customer base. Team/Work Leader Responsibilities 20% Articulates and communicates to the team the assignment, project, problem to be solved, actionable events, milestones, and/or program issues under review, and deadlines and time frames for completion. Identifies, distributes, and balances workload and tasks among employees in accordance with established workflow, skill level, and/or occupational specialization. Makes adjustments to accomplish the workload in accordance with established priorities to ensure timely accomplishment of assigned team tasks; and ensures each employee has an integral role in developing the final team product. Monitors and reports on the status and progress of work, checking on work in progress and reviewing completed work to see that the supervisor's instructions on work priorities, methods, deadlines, and quality have been met. Prepares reports and maintains records of work accomplishments and administrative information, as required, and coordinates the preparation, presentation, and communication of work-related information to the supervisor. Estimates and reports to the team on progress in meeting established milestones and deadlines for completion of assignments, projects, and tasks. Ensures all team members are aware of and participate in planning for achievement of team goals and objectives. Performs limited human resource management functions such as approving leave for a few days or for emergencies only; resolving simple, informal complaints of employees and referring others, such as formal grievances and appeals, to the supervisor or an appropriate management official; informing employees of available employee benefits, services, and work-related activities; informing the supervisor of performance management issues/problems and recommending/requesting related actions, such as: assignments, reassignments, promotions, tour of duty changes, peer reviews, performance appraisals, awards, and recognition. Acquisition Management for Telecommunications Services 10% Develops technical strategies for major long-term communications acquisition projects. Either participates in government-wide working groups, or develops strategies for capabilities to meet unique agency requirements. Strategies require factoring rapid developments in technology, evolving capabilities to meet new user requirements and approaches that will support long-term contracts. Measures Telecommunications System Traffic Characteristics 10% Develops strategies for analyzing extremely complex telecommunications problems not susceptible to treatment by existing methods, technologies, or procedures. Uses state of the art sampling techniques and formulas to model problems for long range planning efforts, unusual failures, or problems anticipated in critical mission areas. Develops Telecommunications Procedures 10% Develops the agency strategies for incorporating emerging technology into telecommunications operations. Designs procedures to plan, organize, and carry out long-range studies and forecasting. Advises top-level management on applying new technology in a telecommunications specialty area. Ensures that lower level personnel understand the development and implementation of installation strategies. Factor 1- 8 Knowledge Required by the Position

The employee is expert in a major area of telecommunications specialization or has demonstrated mastery of general telecommunications policy, technology, and programs. The employee uses comprehensive knowledge of communications policy requirements to function as technical authority in assignments requiring the application of new theories, concepts, and developments to communications problems not susceptible to treatment by accepted methods, technology, or procedures. In addition to mastery of the specialty area, the employee uses knowledge of their own and other telecommunications specialties to make decisions or recommendations to significantly change, interpret, or develop policies or programs. For program planning functions, the employee uses knowledge of scientific and technological advances in related fields of electronics and automation. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives and, in consultation with the employee, determines timeframes and possible shifts in staff or other resources required. The employee, having developed expertise in a particular telecommunications specialty area, is responsible for planning and carrying out the work, resolving most of the conflicts that arise, integrating and coordinating the work of others as necessary, and interpreting policy on own initiative in terms of established objectives. The supervisor is kept informed of progress, potentially controversial matters, or unusual conditions with far-reaching implications. Completed work is reviewed from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or achieving expected results. Factor 3- 4 Guidelines Guidelines provide a general outline of the concepts, methods, and goals of telecommunications programs. Those regularly applied at this level are not specific in how they are to be defined, applied, and monitored. In some cases, available guidelines have been purposely left open to locate interpretation in order to allow for variations in local and remote environmental conditions that affect the nature of communications systems designed to satisfy overall policy direction. Also included are broad guidelines issued by other agencies such as the Federal Communications Commission. Due to lack of specificity, the guidelines are often insufficient to accomplish particular objectives. The employee uses initiative and resourcefulness in researching trends and patterns, to deviate from traditional methods, and to implement new and improved communications methods and procedures. The employee establishes criteria for identifying and analyzing developments in telecommunications technologies, and for measuring organizational effectiveness in achieving telecommunications objectives and goals. Assignments include responsibility for developing guides for use by telecommunications specialists at the same and lower levels in the organization. Factor 4- 5 Complexity The employee performs assignments involving various projects, studies, or evaluations requiring the application of many different and unrelated processes, differing regulatory criteria and procedures, and significant departures from established practices. The work involves conflicting requirements; problems which are poorly defined or which require projections based on variable information or technological development; or the potential for some degree of change in mission requirements, related telecommunications systems, or funding requirements. The work involves evaluating and introducing advanced equipment and techniques for which new criteria and guides must be developed. The employee reaches decisions and plans actions to develop and implement new methods and techniques that satisfy policy and operational requirements. The employee makes recommendations for changes in basic policy issuances and for implementing instructions covering established communications techniques, practices, and methods based on personal analysis of very general policy directives and objectives. Decisions regarding what needs to be done are complicated by the number and nature of existing security controls, regulatory guidance, overlapping requirements, or organizational, environmental, or similar considerations that have an impact on the ability to apply established methods. Many other factors may require extensive analysis and coordination to implement telecommunications plans and programs. Technical difficulty is exceptional, such as in developing new communications techniques, establishing criteria, or developing new information and approaches to solving problems. Factor 5- 4 Scope and Effect The work involves investigating and analyzing a variety of unusual telecommunications problems, questions, or conditions associated with formulating projects or studies to substantially alter major telecommunications systems, or establishing criteria in an assigned area of specialization, or evaluating the effectiveness of existing voice, data, and/or video systems. The work affects telecommunications operations, installation, and maintenance practices in a number of different functional operations within the organization and, to a lesser extent, in vendor operations. It contributes to developing solutions to telecommunications problems and questions, and in developing alternatives and options to meet requirements in a variety of physical and environmental circumstances. Recommendations and technical interpretations affect the level of telecommunications funding required to meet program objectives in subject matter or administrative programs or services. Program and project proposals frequently cut across component or geographic lines within the agency and affect the budgets, programs, and interests of other Federal agencies or private industrial firms.

Factor 6- 3 Personal Contacts Contacts are with individuals or groups from outside the employing agency in a moderately unstructured setting. Typical contacts are with telecommunications specialists and managers from other agencies, contractor, or technical level representatives of foreign governments, or members of professional organizations, the news media, or public action groups. Contacts also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad hoc or other irregular basis. Factor 7- 3 Purpose of Contacts The purpose of the contacts is to influence, motivate, interrogate, or control persons or groups. The persons contacted may be fearful, skeptical, uncooperative, or dangerous. Therefore, the employee must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations by persuasion or negotiation, or gaining information by establishing rapport. Factor 8- 1 Physical Demands The work requires no special physical demands. It is sedentary, performed in a comfortable posture. It may involve some walking, standing, bending, or carrying of light items. Factor 9- 1 Work Environment Work is performed in an office or similar setting involving everyday risks or discomforts which require normal safety precautions. The work area is adequately lighted, heated, and ventilated.

Recruitment Coordinator, FP- 0301- 4

Position Number: D02016 Introductory Statement: This position is located in an Area Office under the jurisdiction of the Associate Director for Volunteer Recruitment and Selection, Office of Recruitment. The Area Office serves as the Peace Corps primary recruitment source and is relied upon to recruit, screen, and guide qualified applicants through the selection process. Area Offices work very closely with the community and the Office of Placement to ensure that the demand for qualified applicants is met on a continuing basis. The incumbent of this position services as the communication and reporting link between the Area Office and Headquarters; as team leader, coordinating and evaluating the day-to-day recruitment process for the Area Office; and on a limited basis, as determined by the Area Manager, for performing the functions of a Recruiter. Voluntary Recruitment Program Coordination 100% Receives all reports and statistics from the Headquarters Office of Volunteer Recruitment and Selection (VRS). Analyzes information and disseminates to Area Office staff, and assures that the Area Office staff takes the necessary steps to follow up. Reviews, analyzes, and evaluates in-house data. Works closely with the Area Manager to make appropriate modifications to recruitment strategies and sites or nomination and pre-nomination procedures, based upon conclusions drawn from in-house data. Correlates the results of this data with data from the Headquarters Office and makes program changes or modifications consistent with the analysis of this data. Analyzes data received from recruitment trips or form specific recruitment strategies and determines whether these trips or strategies are productive and cost effective. Compiles and synthesizes programmatic and demographic data and generally advises the Area Manager of applicant trends. Utilizes information to determine the workload and productivity of individual recruiters. Compiles programmatic data and presents it in the appropriate form to the Washington Office. Analyzes and evaluates applicant information received from the IBM mainframe and determines the types of applicants presently in demand, projects future demand for skilled applicants. Utilizes 600 report to determine the status of all applicants submitted by the office. Follows-up with recruiters, as necessary. Quantitatively and qualitatively analyzes and evaluates the effectiveness of Area Office operations in meeting established goals and objectives. Prepares summary reports and briefings for Area Manager. May act as the initial reviewer/interviewer, determining the extent of the applicant's interest and suitability. Distributes and controls the workload of each Recruiter, ensuring an equitable distribution of work. Provides backup and expertise to the Recruiters in the office. Assist Recruiters in bringing applicants to the readiness stage required for submission to the "Round Robin." Reviews all qualification determinations made by Recruiters, particularly difficult or controversial determinations, and assists the Recruiter with the resolution of difficult cases. Discusses difficult cases with Area Manager who has final authority. Reviews applicant files for appropriate skill coding, accuracy of data and completeness of application file. Conducts the office's "Round Robin" meeting where applicants are presented and a consensus formed as to which ones will be presented to the Headquarters for specific vacancies. Leads discussion, making final decisions based upon the demand for Peace Corps volunteers with specific skills and the latest reports from the Headquarters Office. Makes limited trips to surrounding areas or recruitment trips to assigned areas. May coordinate or serve as the Contracting Officer's Technical Representative (COTR) for the contract recruiters. Works to ensure the quality and timeliness of their work and keeps them informed of Peace Corps initiatives and goals. Coordinates all the initial and on-going training in-house training for new Recruiters. Modifies or adapts analytical techniques, evaluation criteria, and methods of measurement to provide a valid assessment of programs or related initiatives, and predict outcomes. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position

The position requires: (1) Knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources in the area studied; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; (5) Skill in conducting detailed analyses of complex functions and work processes; and (6) Interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the work, coordinating with staff, and conducting all phases of the assigned program. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of the Guide to Placement, Peace Corps initiatives and screening criteria, as well as general administrative policies, and program, management, and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Program guidelines cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee refines or develops more specific guidelines, such as implementing regulations or methods and procedures. Factor 4- 5 Complexity The employee analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of programs, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conditions, such as conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and/or findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 4 Scope and Effect The purpose of the work is to assess the productivity, effectiveness, and efficiency of program operations and/or to analyze and resolve a variety of unusual conditions, problems, or questions. The employee establishes criteria to measure and/or predict the attainment of program or organizational goals and objectives; and/or improves the productivity, effectiveness, and efficiency in program operations and/or administrative support activities at different echelons and/or geographical locations within an agency, or in other agencies. The work products affect the plans, goals, and effectiveness of substantial agency mission areas and programs. Factor 6- 3 Personal Contacts Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness issues. The employee may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Human Resources Specialist (Staffing and Classification), FP0201- 3

Position Number: D09245 Introductory Statement: This position is located in the office of Human Resources Management. The incumbent performs a variety of human resources functions with an emphasis on staffing, recruitment, classifications and position management. The incumbent serves under the immediate supervision of the Chief, Staffing and Classification. Human Resources Advisory Services 20% Routinely provides expert advisory, consultative, and technical services to agency program and line managers on a broad range of Human Resources issues that involve complex and controversial issues. Services include solving sensitive and complex issues; advising supervisors in developing accurate position descriptions and assuming responsibility for their technical adequacy for classification purposes; consulting with management on proposed reorganizations and advising on potential effects on positions, career progression, and maximum utilization of skills. Other services include advising and counseling management on administering agency recruitment and placement plan that includes developing and issuing vacancy announcements, determining qualifications, identifying critical skill requirements, chairing/coordinating evaluation panels, and processing personnel actions; processing noncompetitive actions in accordance with applicable rules and regulations; and ensuring that management and employees are kept informed of new changes in Human Resources policies, procedures, and programs. Recruitment and Placement Advisory Services 20% Provides authoritative guidance on complex problems or issues that are new, highly controversial, and/or precedent setting in nature. Responds to Human Resources program questions and issues where there is the potential for serious impact on the agency's mission, such as hiring practices that overlap the EEO or Labor Relations areas, or involve the transition to new practices and technologies, such as implementing Avue Digital Services' (ADS) Position Management, Recruitment, Retention, and Staffing Module for all staffing systems and processes. Reviews recruitment and placement activities and provides authoritative advice on complex and multi-faceted matters. Issues the agency-wide guidance to clarify new processes, resolve conflicting guidance, and/or to alleviate other potential or existing problems. Develops agency/department level solutions to extremely complicated, complex, or non-standard problems with potential to impact all employees or the entire Human Resources program for the organization, such as reductions-in-force, substantial mission changes, or major reorganizations. External Recruitment and Placement 18% Consults with and advises senior Human Resources and organization managers on recruitment, examination, and selection processes, regulations, and requirements; administers the agency's recruitment and placement plan; coordinates and advises on the implementation and utilization of automated classification and recruiting systems, tools, and processes. Researches, defines, and documents the best practices regarding external recruitment techniques in both the Federal and private sectors; assesses their applicability to the organization's short and long-term strategic goals; adopts and implements practices where allowed; and makes recommendations to senior management on policy and regulatory revisions where needed. Proposes and develops new or revised external recruitment policies, practices, or programs to deal with workforce expansion, downsizing, and reshaping. Internal Recruitment and Placement 13%

Defines and forecasts long and short-range staffing requirements and develops recruitment strategies to fill positions. Participates in management meetings to discuss organizational changes, turnover, changes in skills requirements, position allocations/authorizations, and other issues impacting recruitment programs. Coordinates and implements an internal recruitment program designed to meet the staffing needs of the organization and one that is responsive to dynamic changes in mission and business practices brought on by complicating factors such as downsizing, technological advances, and competition in the labor market. Classification/Wage Administration Advisory Services 11% Provides agency managers with definitive interpretations of the agency's classification, compensation, wage administration, and position management procedures, practices, policies, and guidelines when the issues involved are new, highly controversial, precedent setting and/or involve more than one area of Human Resources policy. Reviews classification activities and provides advice on complex and multi-faceted issues, such as questions that arise in the use and implementation of Avue Digital Services' (ADS) Position Management, Recruitment, Retention, and Staffing Module. Issues guidance to clarify issues, resolve conflicting guidance, and/or to alleviate other potential or existing problems, such as those pertaining to competitive levels, bargaining unit status, and FLSA determinations. Serves as the agency-wide technical expert on classification, compensation, wage administration, and position management program, policy, or practices. Responds to Human Resources program issues where there is the potential for serious impact on the agency's mission, such as classification decisions or appeals that overlap the EEO or Labor Relations areas. Develops position management solutions at agency/department level where extremely complicated, complex, or non-standard problems have the potential to impact numerous employees or major portions of the Human Resources programs of the organization, such as reductions-in-force, mission changes, or major reorganizations. Position Classification Work 11% Uses Avue Digital Services' (ADS) Position Management, Recruitment, Retention, and Staffing Module to classify jobs and prepare necessary documentation for positions covered by the OPM classification standards. Provides expert and authoritative advice on complex classification issues and problems with agency-wide impact. Collaborates with senior specialists throughout the department and staffing analysts throught the agency to ensure that the application of position classification standards is accurate and consistent. Compares positions to other like positions and to classification standards to ensure consistency in establishing compensation levels across a variety of employment programs. Shares analyses and determinations with peers; incorporates best practices and lessons learned into the standard work practices of the agency classification program. Advises on the accepted principles and rules to be applied in analyzing complex individual position and organizational structure issues, such as resolving issues affecting large numbers of positions; applying broadly written guides to rapidly evolving professional occupations; or resolving highly contentious mixed series/mixed grade, interdisciplinary, or impact-of-the-person-on-the-position classification issues that have widespread internal and potentially external impact. Prepares narrative evaluation statements for positions that entail precedent-setting classification decisions. These decisions may become the accepted guideline and standard for other specialists within the organization. Compensation Advisory Services 6% Provides interpretations of the agency's compensation procedures, practices, policies, and guidelines when the issues involved are new, highly controversial, and/or precedent setting. Reviews compensation administration program activities and provides advice on complex and multi-faceted issues. Issues agency-level guidance to clarify issues, resolve conflicting guidance, and/or to alleviate other potential or existing problems, such as those pertaining to pushback on new pay systems initiatives. Serves as agency-wide technical expert on compensation administration program policies and practices. Responds to program issues where there is the potential for serious impact on the agency's mission, such as complaints, grievances, and appeals. Assesses the impact of new practices or pursuing certain actions in light of their perceived impact on the agency or the Federal government. Develops solutions at agency/department level where extremely complicated, complex, or non-standard problems have the potential to impact numerous employees or major portions of the Human Resources programs of the organization. Recruitment and Placement Policy, Standard, and Regulation Development, Review, and Analysis 1%

Reviews and develops new or proposed recruitment and placement policies, procedures, and guidelines for agency-wide use. Develops the recruitment and placement component of the agency strategies and plans to deal with significant staffing initiatives, such as reorganizations, downsizing, reductions-in-force, and transfers of function. Develops new agency policies, procedures, and guidelines when the recruitment and placement issues under consideration are new and have no applicable precedent, impact significant numbers of employees, are highly controversial, or are politically sensitive. Serves as an agency technical authority in the Human Resources arena with respect to development of policies and assessment of regulatory impact upon a rapidly evolving recruitment and placement program. Coordinates program analysis and development efforts with concerned officials of other government entities. Performs analyses that often materially affect the direction and organization of the program. Identifies key policy issues and priorities, designs analyses, evaluates alternative agency strategies, and makes definitive recommendations to senior management. Performs periodic reviews to ensure that the agency policies and supplemental directives are responsive, timely, and consistent with existing agency instructions, OPM guidance, and appropriate precedents. Manages complex consulting projects related to federal recruitment and placement activities, programs, and projects. Presents the agency position on controversial issues in a variety of forums. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires mastery of advanced HRM principles, concepts, regulations, and practices of any applicable speciality, as well as analytical methods and techniques, and seasoned consultative skill sufficient to resolve HRM problems not susceptible to treatment by standard methods. Mastery of the relationships between subordinate and senior levels of HR management within the employing entity and/or between the organization and programs of other Federal departments, bureaus, or equivalent organizations; and a wide range of qualitative and/or quantitative methods sufficient to: 1) Design and conduct comprehensive HR studies characterized by boundaries that are extremely broad and difficult to determine in advance; 2) Identify and propose solutions to HRM problems and issues that are characterized by their breadth, importance, and severity and for which previous studies and established techniques are frequently inadequate; 3) Collaborate with and/or lead management in employing change process concepts and techniques by assessing organizational readiness for change, marketing organizational awareness, and leading change initiatives; 4) Develop recommendations for legislation that would modify the way agencies conduct programs, evaluate new or modified legislation for projected impact upon existing agency programs, or translate complex legislation to meet agency needs; 5) Plan, organize, and/or direct team efforts to persuade management officials to accept and implement recommendations, where the proposals involve substantial agency resources or require extensive changes in established procedures and methods; 6) Evaluate and make recommendations concerning overall plans and proposals for complex agency projects; 7) Develop, interpret, and analyze data extracts and reports from automated HR databases and/or develop the most efficient and effective automated systems approaches for presenting HR reports and graphics for management; 8) Provide authoritative advisory service and/or develop authoritative policy interpretations; 9) Plan, organize, and conduct research of complex legal problems that involve major areas of uncertainty in approach, methodology, or interpretation to identify appropriate courses of action; 10) Resolve problems characterized by their breadth, importance, and severity for which previous studies and techniques have proven to be inadequate; 11) Prepare recommendations to significantly change or modify one or more major programs, evaluate the content of new legislation for impact on agency programs and/or to translate legislation into program goals and objectives. Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment including possible stages, and possible approaches. The employee determines the most appropriate principles, practices, and methods to apply in all phases of assignments, including the approach to be taken, degree of intensity, and depth of research in management advisories. Frequently interprets regulations on his/her own initiative. Applies new methods to resolve complex and/or intricate, controversial, or unprecedented issues or problems, and resolves mosts of the conflicts that arise. Keeps the supervisor informed of progress and of potentially controversial matters. The supervisor reviews completed work for soundness of overall approach, effectiveness in meeting requirements or producing expected results, the feasibility of recommendations, and adherence to requirements. The supervisor does not usually review methods used. Factor 3- 4 Guidelines

The employee uses guidelines and precedents that are very general regarding agency policy statements and objectives. Guidelines specific to assignments are often scarce, inapplicable, or have gaps in specificity that require considerable interpretation and/or adaptation for application to issues and problems. The employee uses judgment, initiative, and resourcefulness in deviating from established methods to: modify, adapt, and/or refine broader guidelines to resolve specific complex and/or intricate issues and problems; treat specific issues or problems; research trends and patterns; develop new methods and criteria; and/or propose new policies and practices. Factor 4- 5 Complexity The work consists of addressing issues that significantly affect long-range implementation of substantive operational and/or policy program(s) throughout an agency, bureau, service, or major military command with numerous subordinate HR offices. The employee understands and interprets interrelated program issues that affect long-range program planning, design, and execution. Integrates the work of a team into authoritative report(s) outlining options, recommendations, and conclusions reached. Researches statutory, regulatory, court and/or administrative precedents, and other legal opinions or documentary material. Interprets and evaluates questionable or discrepant information and synthesizes intricate information to arrive at legally supportable conclusions. The employee develops new HR techniques and/or establishes new criteria or approaches and methods for program implementation and evaluation requiring a substantial depth of research and analysis which serve as precedents for others. Performs analyses that are complicated by major areas of uncertainty in the appropriate approach, methodology, or interpretation because of continuing program changes, technological developments, or conflicting requirements. Works on cases that: involve matters that are contentious and/or susceptible to widely varying interpretations; and require creating new techniques, establishing criteria, or developing new information. Factor 5- 5 Scope and Effect Analyzes, evaluates, and develops major aspects of agency HR programs that require isolating and defining unknown conditions, resolving critical problems, or developing new concepts and methodologies. Work involves issues of sensitivity and potential controversy that when resolved may promote advances in principal HR program plans, goals, objectives, and milestones. Work establishes precedents for other technical experts to follow. Findings and recommendations are typically of major significance to agency management officials and often serve as the basis for new legislation, regulations, or programs. Work may also influence and persuade top management officials to change major HR policies or procedures. Factor 6- 3 Personal Contacts Personal contacts include persons outside the agency, including consultants, contractors, or business executives, in moderately unstructured settings. This level may also include contacts with agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. The incumbent must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings and recommendations. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in offices, hospitals, shipyards, depots, warehouses, and similar areas for meetings and to conduct HR work. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite. Some employees may carry light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Administrative Specialist, FP- 0301- 5

Position Number: D09320 Introductory Statement: This position is located in the Peace Corps, Volunteer Recruitment and Selection, Regional Office. The incumbent of this position assumes full responsibility for a wide range of financial, administrative, budgetary and accounting operations for a VRS Regional Office. Exercises independent judgment in these areas and gives professional advise and guidance to the Regional Office Manager in budgetary, financial and administrative areas based on a thorough understanding of Federal government and Peace Corps financial budgetary and contractual policies and procedures. Budgeting and Financial Administration 50% Responsible for implementing Peace Corps regulations and policies applicable to administration of the budgetary and accounting procedures of the regional office. Keeps the Regional Office Manager apprised of the financial status of the office and gives advice to the Manager about financial and accounting policies and procedures and whether budgetary and spending plans conform. Monitors funds by maintaining up to date records of all obligations and liquidations. Prepares the regional office budget and formulates spending plans and strategies. Assists in performing routine tasks in support of the administration of a small, stable budget involving basic administrative expenses, such as disseminating guidelines for participating in the budget formulation and execution process. Reviews budget calls, and explains schedules and data requirements to organization managers. Collects information on anticipated needs in preparation for the new budget cycle. Advises managers on the practical and technical aspects of the budget. Serves as the organization's liaison with the agency budget office. Analyzes and summarizes budget-related information for the manager. Supports administrative activities related to preparing the final budget package for submission and responding to questions. Assists in ensuring that adequate control systems are set up to monitor accounts during the fiscal year and makes adjustment as required. Prepares necessary reports and ensures that automated reporting systems are up-to-date. Procurement and Contracting Administration 30% Functions as a purchasing agent for purchases comprising most of the regional office budget. Can be held personally liable for purchases made outside the rules and procedures. Establishes purchase orders, purchase requests, and travel authorizations as necessary to obligate funds within the regional office budget. Receives and processes invoices, credit card charges, travel vouchers and requests for reimbursement from outside vendors and office staff. Analyzes organizational requirements and provides advice of a routine nature to support the procurement process, such as disseminating guidelines to organizational staff on the documentation and justification required for requisitions. Identifies, considers, and assists in resolving procurement administration problems of a routine nature. Provides guidance to management on procurement procedures and coordinates with the procurement office as required. Follows up to ensure that responses from the organization's support offices are complete and timely. Reviews and approves for payment invoices and related documents, verifying that services have been performed, or products received, billing information is correct, and all goods/services are received prior to forwarding for payment. Assures that appropriate receiving reports are prepared and processed. Investigates circumstances and determines appropriate action when discrepancies are identified; notifies vendors in writing of decision to adjust or withhold payment when billing exceeds contracted amount or documentation is insufficient. Responds to billing and payment questions or issues raised by vendors. Program Evaluation 20% Routeinely conducts cost-benefit analyses of regional office activities, ensuring maximum return for time ad money spent. Suggests methods to improve cost-efficiencies. Selects and applies accepted analytical and evaluative techniques to the identification and consideration of issues or problems of a procedural or factual nature. Conducts special studies or research projects related to specific program goals and issues, performing tasks such as literature searches, work measurements, task analyses, and productivity charting. Prepares information for measuring accomplishments, and assists in gathering metrics for reports and other evaluation products. Factor 1- 6 Knowledge Required by the Position