The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues

or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. 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 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- 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. 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 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 and assistance to managers on non-controversial organization or program-related issues and concerns. Contacts typically involve such matters as identification of options and alternatives; evaluation of progress in meeting program or organizational 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.

Information Technology Specialist, FP- 2210- 3

Position Number: D09510 Introductory Statement: The Configuration Management Specialist, Office of the Chief Information Officer (OIC), analyzes and performs systems management/programming, network coordination, data base management, business applications programming and education, and initiates/manages plans for major changes of existing systems or installation of new systems and coordinates the work with other IT functional areas. 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 (COR), computer security, and electronic mail service for the Peace Corps. Customer Support and Configuration Management 25% 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 via the intranet 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. Plans and coordinates actions with interagency infrastructure protection groups to ensure an integrated response to problems of a potentially extensive nature Specifically; Develops and executes Agency Information Technology Change Management Program. Monitors and initiates controlled changes in the infrastructure and software environment, while preserving the integrity and service quality of the production environment. As lead project manager, oversees the development and implementation of configuration management, project change management and operational changes management throughout the CIO. Develops Change Management policy and guidance documentation. Documents and maintains a configuration management plan and operational processes based on industry best practices and standards to support System Development Life Cycle (SDLC). Evaluates operations/procedures; studies system components and determines feasibility of adapting to automation; evaluates potential operational/procedural changes and prepares cost/time estimates for completion. Ensures integrity of work products are maintained throughout the SDLC. Maintains summaries of problem reports and statistics of change activities. Receives, documents and manages change requests. Reviews proposals for automation and develops preliminary plans; presents recommendations to customers and explains/discusses system operation, purpose, implementation and maintenance. Serves as an agency expert providing staff advice and guidance in quality assurance matters. Manages the approval, scheduling, and coordination of changes with all components of the CIO office; coordinates configuration management processes with the Peace Corps Enterprise Architecture and Capital Planning processes. Schedules configuration control board meetings, prepares agenda and distribute results. Provides Technical Advice and Guidance In Computer Science 25% Consults with management and planning personnel in preparing requirements and criteria for complex or high value systems projects for development or modification of advanced systems, equipment, software, or hardware. Provides guidance and technical advice to lower-grade employees and specialists within the organization in the performance of related assignments and is available to those employees for consultation on assigned projects. Resolves technical difficulties that can be overcome by changes in approach, techniques, or requirements. Performs additional data systems and analysis work. Database Management and Performance Tuning 25% Designs and implements enterprise database strategies to correct extremely complex operational and performance problems. Evaluates current and future enterprise database requirements. Develops strategies designed to meet requirements. Issues strategies in draft format for developer, administrator, and customer review and incorporates relevant comments and suggestions. Plans and coordinates implementation of new database strategies on an enterprise-wide basis; defines implementation plans and actions and interprets strategies. Operating Systems Programming 25%

Serves as a technical expert on the planning and coordination of activities required to design, implement, and support operating systems through procurement and installation of appropriate systems software. Leads a major operating systems project, such as installing new operating environments or implementing new operating systems patches, upgrades, and releases. Directs/coordinates system development, implementation, training and maintenance activities; monitors development projects and reports on activity schedules, progress and performance, evaluates completed systems for documentation and performance. Evaluates alternative methods of program development and makes recommendations on platforms and programming tools to be used; performs/directs the development of complex programming code. Manages the approval, scheduling, and coordination of change. 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 Skill in establishing system development and maintenance policies, procedures, practices, and guidance for custom and off-the-shelf automation systems in order to administer multiple system management processes including the availability/allocation of system storage space, system resources (e.g., network, data, programs, and objects) and system access. Knowledge of IT operations, resource allocation, and Agency standard office automation and business application systems to analyze system management processes (availability, change configuration, problem, project, network and storage management, capacity planning, system performance, data modeling, charge back, service information, disaster recovery and system security) and evaluate alternatives and potential changes. Knowledge of chang management, configuration management, change monitoring and performance measurements methods, tools, and techniques in order to monitor and direct the installation/upgrade of information system components (hardware/software) and develop installation plans (configuring, tuning, placing, testing and training users). Knowledge of IT concepts, principles, methods and practices to analyze and evaluate client/server and web architecture, operating systems, network and Internet protocols, and desktop software products and to make recommendation to resolve issues where numerous conditions, options and needs must be considered. Skill in project management to coordinate and cultivated a centralized Change Management team and to oversee various aspects of the systems planning and procurement process; conduct quality assurance procedures, develop process models, Capability maturity Models, ISO 9000, ITIL and other quality related guidance. Communication skill to consult with customers, interpret requirement analysis principles and methods; facilitate and negotiate resolution of problems; coordinate required system outages with customers, and to establish service level agreements and system performance goals. Factor 2- 4 Supervisory Controls This position reports to the Chief Technical Infrastructure, Office of the CIO. Incumbent works under the general supervision of the Division Chief, who is available to assist in establishing priorities and assigning resources. The incumbent is responsible for planning and carrying out projects and analyses of the oranization's requirements. This involves interpretation of policies, procedures, and regulations in accord with mission objectives. The employee informs the supervisor of potentially controversial matters. Completed work is reviewed by the supervisor from an overall standpoint for compatibility with other work/effectiveness in meeting requirements. The supervisor may develop a performance management plan identifying office specific duties for the incumbent to perform. Factor 3- 4 Guidelines Guidelines consist of general agency policy, broadly stated technical objectives, or comparable guidance requiring extensive interpretation and definition. The employee must use judgment to interpret overall objectives, isolate areas that need study and devise/plan projects to accomplish objectives. As a recognized expert in assigned areas of responsibility, the incumbent must exercise considerable judgment in making unique departures/adaptations to deal with problems that may have an agency-wide effect.

Factor 4- 5 Complexity The work involves design of new and/or modification of existing systems within the constraints imposed by costs and subject-matter/sponsor specifications. The incumbent analyzes the existing and previous systems, as well as current and projected computer system capabilities, in developing numerous options and alternative systems. The incumbent is responsible for providing advice and information relating to setting up, documenting or integrating computer software and hardware with new or updated systems as mandated by agency needs. Factor 5- 4 Scope and Effect The work involves investigating and analyzing a variety of unusual problems, questions, or conditions associated with configuration management; formulation of projects or studies such as those to substantially alter major systems; or establishment of criteria in a related specialty area. The configuration management function enables the Office of the CIO to manage and maintain work products developed or purchased in support of the IT operations process. Factor 6- 3 Personal Contacts Contacts are with all levels of Peace Corps management, other government agencies, the public sector, and vendor and contractor representatives, computer personnel with other agencies, professional association representatives, contractors, etc. Factor 7- 3 Purpose of Contacts The purpose of contacts is to negotiate, coordinate, and determine service requirements between offices within Peace Corps. Contact with vendors and contractors is for the purpose of obtaining technical information regarding feasibility of purchases or contracts which involve a substantial commitment of agency funds. 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.

D09121 Clinical Manager FP 0601 2, FP- 0601- 2

Position Number: D09121 Introductory Statement: This position is located in the Office of Medical Services, Office of Volunteer Support. The Peace Corps medical screening unit is responsible for pre-service medical and dental clearance for applicants for Peace Corps, United Nations, and Crises Corps. The incumbent provides management and leadership to the unit by administration and supervision of the clinical aspects of the applicant medical screening process. Organizes, Coordinates, and Directs the Operations of the Unit 50% Organizes, coordinates, and directs the operations of the unit assigned to this position. - Ensures that adequate, qualified personnel are provided, retained, and utilized in an efficient manner. Provides supervision and guidance to immediate staff; conducts work performance appraisals, provides counseling, recommends training, promotions, awards, etc. Provides equal employment opportunity for all employees under his/her supervision, and personally motivates and assists all employees to develop their full potential and utilize their skills to the maximum extent. - Develops, implements, reviews, and revises policies and procedures that guide and support the provision of services of the Unit. Works in coordination with other Peace Corps offices i.e. General Counsel, Human Resources, etc. to review or prepare position papers on proposed Peace Corps policy. - Ensures staff understanding and compliance with agency and Office of Medical Services policies and procedures. - Monitors operation of major health science programs. - Participates in the development of OMS budget and planning activities. - Manages department performance to assure Unit meets productivity, budget and customer service goals. - Maintains open lines of communication with Senior Management staff and other departments within Peace Corps, initiates and maintains regular liaisons within Peace Corps, congressional offices, other government personnel at all organization levels and the general public as pertains to the work of OMS. - Initiates and manages project/program development, implementation, and evaluation. - Develops and reviews manuals, handbooks, audiovisuals and other resources related to the services of the unit. - Plans and schedules staff meetings, conferences, and staff development programs as needed. - Participates in all components of education and training as necessary to meet the goals of the agency. - Coordinates services across Peace Corps Volunteer Health System. Evaluates and ensures quality of interdepartmental services. - Ensures compliance with regulatory, agency, and profession/clinical standards. - Resolves and responds to service complaints and executive secretariat correspondence. Designs, Implements, Monitors, and Evaluates the Peace Corps' Pre-Screening Programs 50% Designs, implements, monitors, and evaluates the Peace Corps' programs for: - Entrance into the Peace Corps service, Crises Corps, and United Nations Volunteers. - Coordination of services with the Volunteer Delivery System and the Regions. - Reimbursement of applicants' pre-service exams with other OMS staff. - Directs and chairs the work of the Pre-Service Review Board. - Performs the functions of the screening nurse - determines applicants medical eligibility for service; reviews submitted medical histories, physical exams, and other documents; communicates in writing and orally with applicants regarding the application process and information needed; and prepares health records for final review and staging events. - Develops, implements, and monitors the effectiveness of an ongoing training program regarding the screening unit services for PCMOs and agency staff.

- Directs the development and implementation of broad training and education programs. - Collaborates with staff of other offices in the Agency to prepare and review position papers on proposed legislation, Executive Orders, or other regulations relative to the applicant and Peace Corps policy. - Works in collaboration with Health Systems Analyst or designee in maintaining, improving and updating the Expert System and Peace Corps Application systems. - Provides the Director/Deputy Director with routine statistical reports. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position Knowledge of the principles, concepts, methods, and techniques of the medical field or specialization of the position to analyze, evaluate and provide expert advice and consultation. Knowledge of the principles, methods, applications, and state-of-the-art technology in the position's program area of responsibility to provide direction and guidance on critical and complex issues. Knowledge of Federal funding mechanisms such as contracts, cooperative agreements, and other contractual arrangements to perform assigned functions. Knowledge of the agency's missions, objectives, goals, and management practices to integrate these requirements with program evaluation activities. Ability to perform complex analytical studies and interpretation of results to coordinate the evaluation of programs and recommend improvements. Ability to communicate, both orally and in writing, to make clear, convincing presentations, explain and justify recommendations, represent the agency and assigned program or project areas, provide guidance and advise program administrators and members of the community, respond to inquiries, and interact with high level officials and representatives from public and private public health organizations. Factor 2- 5 Supervisory Controls The supervisor provides overall administrative and policy direction in terms of broadly defined mission or functions. The employee plans, designs, executes and evaluates the overall program area and independently determines methods and approaches to be used. Results of work are considered technically authoritative and if reviewed at all, it is in terms of fulfillment of program objectives. Factor 3- 5 Guidelines Broadly stated national goals and objectives, as well as scientific and technical literature serve as guidelines. They are often inadequate for treating the more difficult or unusual problems, issues or questions that arise and may require the employee to deviate from or extend traditional medical practices, methods and techniques. The employee is viewed as a technical authority on the various guidelines and constraints associated with the programs and projects to which assigned and must use considerable judgment and ingenuity in interpreting the purpose, intent and appropriate application of the guidelines. Factor 4- 5 Complexity The work requires many varied and unrelated processes associated with planning, managing, and evaluating medical program or project activities. Mastery of complex and unique public health issues and service methods is necessary to provide effective management and evaluation of projects. Assignments are complicated by their interdisciplinary nature and fluctuating external factors such as social implications, cultural diversity, economic conditions, and environmental aspects. The work requires critical analyses and the provision of expert medical advice concerning complex and controversial methods and approaches in a field subject to continuing technological developments. Factor 5- 5 Scope and Effect The purpose of the position is to provide a medical specialist to coordinate, plan, implement, and evaluate program activities to ensure that efforts in assigned program areas are meeting the needs of the public and satisfy the goals and objectives of the program. The incumbent evaluates proposed or continuing work against specified goals and objectives and provides both technical and administrative advice and recommendations for improvement. The work involves interpreting and applying guidelines, assessing program effectiveness and analyzing and resolving unusual issues or problems. The incumbent's efforts directly affect the work efforts of many treatment and/or prevention centers and have a major impact on the effectiveness and success of assigned program efforts, involving a wide range of government and private organizations. Factor 6- 3 Personal Contacts

Personal contacts are with medical peers, other professionals within the agency, and health officials of the Federal, state, and local public health organizations. The positions may negotiate and participate in cooperative studies with various CIO's, Federal agencies, States, and health related organizations. Factor 7- 3 Purpose of Contacts The purpose of contacts is to provide technical assistance and consultation, evaluate program activity, and to assess the relative value of programs based on established criteria, goals, and objectives in support of agency and center missions. The incumbent must use influence and motivation techniques to advise on appropriate methods and approaches for improving public health care and to interpret, apply and recommend improvements to policies and review methods. Factor 8- 1 Physical Demands Typically the employee sits comfortably to do the work; however, there may be some walking, standing, bending, carrying of light items, such as, papers and books. Factor 9- 1 Work Environment The work is usually performed in an office environment, meeting rooms or similar settings. Travel involves the normal risks and discomforts of automobile, bus, rail, or air transportation.

Associate Peace Corps Director (Administration), FP- 0341- 3

Position Number: O02046 Introductory Statement: This position is located in a Peace Corps country office (post) overseas. The purpose of this position is to translate host country assistance requests into viable, effective projects; to coordinate those projects; to provide technical and personal support to assigned Peace Corps Volunteers (PCVs); and to ensure the maintenance of a quality Peace Corps program overall. Associate Peace Corps Directors (APCD) typically manage 20 to 40 PCVs who perform work in one or more technical areas. Programming and Project Management 40% Identifies host country development issues and dynamics through research, study, and dialogue. Conducts or coordinates periodic assessments of host country and community assets and needs. In conjunction with host country officials, non-governmental organizations, community members, Peace Corps staff members, PCVs, and third parties when appropriate, identifies and develops projects which reflect and serve the needs of the host country. Ensures that projects also meet Peace Corps and regional programming criteria and strategies. Determines the range of skills and degree of competency needed for project implementation. Verifies the probability of recruiting PCVs with these skills and works with training staff to ensure that the PCVs will be given training to achieve the necessary competency levels. Provides advice and guidance to resolve, implement, or manage program or policy issues that involve major areas of uncertainty in approach or methodology. Oversees project monitoring and evaluation. Creates and refines monitoring systems, including the development of evaluative criteria, monitoring forms, and standard reporting procedures. After consultation with other staff members, PCVs, and host country officials, makes recommendations to the CD about the continuation, completion, closure, or reconfiguration of existing projects. Researches and writes all major programming documents including project plans, volunteer assignment descriptions, funding requests, and status reports. Revises project plans annually as part of PC/Headquarters' annual review. Surveys potential PCV sites and evaluates all aspects; including opportunities for meaningful work, living conditions, opportunities for community involvement, and the availability of supporting resources. Ascertains safety situation for PCVs, including the adequacy of transportation and communications for emergency evacuation purposes. Works with the community at each site to prepare them for the assignment of a PCV. Establishes working relationships with the host country government, communities, non-governmental organizations, and other institutions to encourage maximum participation in, and support for, PCV projects. Briefs on-site host country supervisors and counterparts on projects and PCV roles. Maintains liaison with relevant ministries and organizations concerning PCV supervision, safety, housing, technical support, and project implementation. Volunteer Support 35% Directs the overall professional development of assigned Volunteers. Employee has full volunteer services program responsibility, full delegated authority, and responsibility for the volunteer service program. Develops or revises sector specific training objectives, modules, and session designs for Pre-Service and In-Service Training. Coordinates the hiring of sector specific Pre-Service Training (PST) technical trainers. Presents PST and In-Service Training (IST) technical sessions. In consultation with PST staff, evaluates Peace Corps Trainees and assigns them to specific sites. Designs and implements, or, assists other staff with the administration of ISTs. Maintains ongoing communication with and support to each assigned Volunteer. Conducts regular site visits to monitor PCV's project work and personal adaptation. Helps PCVs evaluate their work and plan for the future. Provides technical guidance to PCVs including responding to PCV requests for technical information.. Counsels PCV's on their cross-cultural adaptation and professional development. Supports PCVs in dealing with personal problems, crises at home (e.g. death in the family), and site difficulties. Advises PCVs on their options and assists with any needed administrative action. As appropriate, refers PCVs to Medical Officer or Country Director. Alerts the Country Director to any problematic job-related, security or health issues that arise at Volunteer work sites. Evaluates the situation and recommends the evacuation, temporary withdrawal, or continued presence of the PCV in consultation with local and national authorities, the CD, the Peace Corps Medical Officer, and Peace Corps safety and security specialists. Works with PCVs to identify community projects and discusses with PCVs the advisability of seeking external funding. Reviews and approves/disapproves Volunteer community projects involving requests for external support. If approved, assists PCVs with the application process for funding. Provides clear guidance to Volunteers regarding Peace Corps policies and enforces those policies in a fair and consistent manner. Institutes disciplinary actions when PCVs violate established policies. Informs CD of problems and recommends solutions.

General Management and Administration 25% As a senior staff member at post, provides input and works on tasks effecting overall post management and the success of the Peace Corps program. Assists the CD in establishing an overall vision and mission for the country program. Provides input into the creation of the Posts strategic and operational plans. Works with other staff members to create uniform and complementary programming, training, and administrative systems. Performs long-range planning and management of new substantive agency programs where precedents are scarce or nonexistent. Fulfills fiscal responsibilities, including budget preparation, budget reporting, and maintenance of fiscal controls. Assists in completing monthly, quarterly, and annual reports. Assumes oversight responsibility for specific Peace Corps activities such as the Coverdell World Wise Schools Program, Peace Corps Partnership Program, Small Project Assistance Program, and the Gender in Development committee. Represents the Peace Corps to the U.S. Embassy, USAID, other development agencies, host country government, and non-governmental organizations, providing information on Peace Corps' purpose, philosophy, goals, program, history, and projects. Contributes to PCV welcome books, trainee handbooks, PCV handbooks, and other post documentation dealing with the recruitment, selection, placement, training, and support of PCVs. Participates in the design and implementation of the Emergency Action Plan and coordinates emergency plan meetings, resources, and contacts for assigned Volunteers. Supervises Program Assistant, i.e., hires, assigns tasks, provides training, evaluates performance, and provides feedback. Periodically serves as post duty officer responsible for weekend and after-hour emergencies and performs other relevant duties as assigned by the Country Director. This may include delegation as "Acting Country Director" in the CD's absence. 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- 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, 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 Plans and implements an administrative program for an organization. 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 revaluation 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 influence managers or other officials to accept and implement findings and recommendations on administrative operations. 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. May require occasional travel.

Program and Training Officer, FP- 0340- 3

Position Number: D10022 Introductory Statement: The Programming and Training Officer provides assistance to the Peace Corps Country Director in the administration of the Peace Corps program providing oversight, supervision, and support to Peace Corps staff and Volunteers in the development, management, and evaluation of projects and training programs. The incumbent is responsible for ensuring the maintenance of quality programming and training consistent with the thrusts of the host country government and Peace Corps policies and priorities; and providing administrative and technical assistance for the Volunteers and serving as primary contact for programming and training requirements and procedures. The incumbent evaluates overall organizational effectiveness and develops strategies and action plans to meet training, programming, and Volunteer support needs as appropriate. The Programming and Training Officer may be designated Acting Country Director in the absence of the Peace Corps Country Director. Program/Project Development and/or Management Work 16% Plans and designs centralized and mission-specific projects under established and/or proposed program objectives. Identifies and implements necessary actions related to implementation, monitoring, and evaluation of international cooperation programs and projects. Designs and/or manages the Designs and/or manages the development of Bureau and/or Mission-specific Strategic Objectives (SOs), identifying actions related to program/project implementation, monitoring, and evaluating activities under established and/or proposed SOs. Exercises independent judgment and applies broad technical knowledge of international conditions and trends in preparing or assuring preparation of implementation documents, concept and decision papers, briefing memoranda, authorizations, and Congressional notifications. Assists the Bureau and Missions in advancing the state-of-the-art of the international cooperation discipline, and in improving approaches in activity management. Designs and participates in broad international cooperation assessments, and participates in results framework development and review. Presents and defends positions, as required, before annual strategy/R4 and closeout plan reviews. Provides guidance to Program Objective Teams, SO Teams, and/or other groups. Coordinates information and builds consensus from various organizations involved in the preparation and approval of various documents. Contracting Policy Research, Analysis, and Interpretation 16% Plans and formulates new or improved contracting policies in a functional area of procurement, e.g., pre-award or price/cost analysis, including responsibility for formulating guidelines, implementing new developments, and providing policy interpretation to subordinate contracting activities. Provides ongoing technical advice and recommendations to both contracting and technical office personnel. Acts as a liaison to various offices. Analyzes and collates the approved annual procurement plans. Recommends, develops, issues, and maintains contracting policies to ensure consistency in implementation. Quality/Productivity Program Administration Work 16% Serves as principal advisor on quality program and productivity matters affiliated with an important agency organization or major agency program. Provides expert guidance for developing, interpreting, applying, and integrating quality assurance and productivity standards to administration of an agency program. Ensures that administrative issues are documented and that follow-up action is taken regarding recommendations made as a result of quality assurance or productivity program activities. Training Course Development and/or Consultation 16% 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. Program and Policy Advice and Guidance 16%

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 Planning and Management Work 16% 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. 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 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- 5 Scope and Effect The purpose of the work is to analyze and evaluate major aspects of substantive, mission-oriented programs. The employee 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. The employee resolves problems or copes with issues which directly affect the accomplishment of principal agency program goals and objectives. The employee develops 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, legislative initiatives, regulations, or 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.

Deputy Director for Management, FP- 0301- 1

Position Number: D10208 Introductory Statement: This position is located in the Peace Corps' Office of Management and reports to the Associate Director for Management (AD/M). The Office of Management is comprised of the Administrative Services (AS), Human Resources Management (HRM), Overseas Building Operations (OBO), Overseas Executive Selection (OESS) and Support and the Freedom of Information Act/Privacy Act Office (FOIA/Privacy)., The Deputy Associate Director, in conjunction with the Associate Director for Management, is responsible for managing and directing the administrative and management support functions for the Agency. The incumbent serves as the principal advisor and alter ego to the ADM in the discharge of daily operational tasks for managing and directing administrative and management support functions for domestic and overseas operations. Supervisory and/or Managerial Responsibilities 100% In cooperation with the AD/M, provides direction, leadership and guidance to the offices within the OM. In the absence of the AD/M, serves as liaison on administrative management activities with the General Services Administration, Office of Personnel Management, Department of State and Treasury, and other Federal departments/agencies. Through subordinate supervisors, supervises a group of employees performing work at the FP-2 level and below. 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 worker's performance; and demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops performance 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. Collaborates with AS, FOIA/Privacy, OBO, HRM and OESS in the development of strategic plans, work plans, and project plans. Meets on a regular basis with staff to ensure that assignments are carried out and that objectives are met. 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. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. 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 FP-1 or equivalent level workload; or to a position which directs work through FP-1 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). 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, 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-2 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-2 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed.

Programming & Training Specialist, FP- 0301- 3

Position Number: D09965 Introductory Statement: This position is located in the Programming and Training Unit of the Inter-America & Pacific (IAP) Region Headquarters, Office of the Peace Corps. The purpose of this position is to provide professional, technical and logistical support to programming and training within the IAP Region. The Programming & Training Specialist works with field and headquarters staff to ensure implementation of solid and effective field program and training strategies and activities that build capacity and strengthen performance in the field. Centralized Project Management 30% The incumbent identifies and analyzes regional programming and training approaches, methodologies and trends, and makes recommendations concerning their application within country programs. The incumbent provides support to headquarters and in-country staff as needed to ensure excellence in all regional programming and training efforts. Serves as a resource in the identification of critical issues and problems within the region related to development training. Assesses and evaluates program documents submitted by the field, including PSRs, Project Plans and other programming documents, and provides feedback to Posts. Takes a lead in organizing and faciliating project plan reviews, maintaining a database of all country projects, and working closely with other units involved in the process (including CDU, RAU and Placement). Assists regional staff in leading the annual project status review. Responds to programming and training questions generated from the Posts, providing appropriate support and seeking guidance form others as needed. Monitors QTRS summaries, TCSSs and tracks BTI for the Region coordinating with regional budget and VRS staff. Program Development, Evaluation, and Management 25% Maintains working knowledge of the Region's program and training strategies. Uses this knowledge to assist Senior Staff with the IPBS process (i.e., Op Plan Strategic Goals, PBR 1, PBR 2, Post and Region Initiated Center Requests, and UFRs). Provides advice on programmatic and training issues to assist management and CDUs in decision-making. Reviews, advises on, and conducts complex analyses or evaluations in support of Region programs, systems, and processes where boundaries of the studies are extremely broad and difficult to determine in advance. Provides advice on programmatic and training issues to assist management and CDUs in decision-making. Makes recommendations for the allocation of budget and staff resources related to programming and training. Analyzes and identifies programming and training approaches, methods, and trends appropriate to IAP. Makes recommendations concerning their application within established country programs and for new-country entries. As requested, makes on-site visits to countries to provide technical assistance and/or assess programming and training matters. Collaborates with Program and Training Specialists in the Center to share and disseminate promising practices and lessons learned within Region and globally. Staff Development and Event Coordination 20% Coordinates the Region's training events, workshops and conferences, provides design and implementation support as well as logistical support, develops budgets, works closely with various support offices to manage these activities. As possible and/or appropriate participates in or facilitates workshops and conferences sponsored by or attended by IAP overseas and headquarters staff. Coordinates the regional involvement in Overseas Staff training, Medical Overseas Staff Training and all other agency-wide training programs. Manages special projects for major agency office or program issues of broad impact, such as those on an agency or nation-wide level. Volunteer Training Monitoring and Evaluation 15%

Assesses and evaluates training documents submitted by the field, including TSRs, DOWs, and other training documents, and provides feedback to Posts. When requested, assists in the review ann selection of Training Contract proposals in response to posts' RFPs. Researches and develops innovative community outreach programs that provide training to the volunteer services program. Reviews training Contractors' reports and works closely with staff in the field and the PTA to ensure quality training. Provides an annual review of al posts pre service and in service plans in relations to budget allocations. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position Mastery of a broad functional or specialized area of education programs, skill, and experienced judgment in applying and developing criteria or requirements for testing and evaluating new approaches and concepts for major education problems of a highly controversial nature that have resisted solution over the years. The employee is recognized by agency management, professional colleagues, and persons in the education community as an expert in the broad area of education to which assigned. In this capacity, the education program specialist adapts and extends established concepts and methods, and assesses proposals for innovative alternative approaches from the standpoint of educational soundness, likelihood of success, feasibility, cost, priority, and consistency with overall program objectives of the agency. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives and the resources available. Employee and supervisor, in consultation, develop the deadlines, projects, and work to be done. The employee, having developed expertise in the broad functional or specialized area of education programs, is responsible for planning and carrying out the assignment; resolving most of the conflicts which arise, coordinating the work with others as necessary; and interpreting policy on own initiative in terms of broad agency objectives. Within broad delegations of authority, the employee also determines the approach to be taken and the methodology to be used. The employee keeps the supervisor informed of progress, and of potentially controversial matters with far-reaching implications. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work in the agency, or effectiveness in meeting requirements or expected results. 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 from 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 Work involves identifying and defining complex issues in a broad area of specialization. Problems involved are of unusual difficulty and scope, and often the subject of considerable controversy and political sensitivity. Day-to-day decisions on the critical issues involved are complicated by such factors as conflicting interests of different economic and social groups; sharply divergent views and approaches among education authorities; unresolved questions on the respective roles of federal, state, and local jurisdictions; gaps in knowledge and technology. Demands of the work require the employee to devise new methods and criteria for approaching education problems that have persisted in spite of past intensive efforts by persons and organizations in the education community. Factor 5- 5 Scope and Effect The purpose of the work is to analyze and evaluate major aspects of substantive, mission-oriented programs. The employee 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. The employee resolves problems or copes with issues which directly affect the accomplishment of principal agency program goals and objectives. The employee develops 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, legislative initiatives, regulations, or programs.

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 a routine basis, and occur in a variety of places, inside and outside the agency. Factor 7- 2 Purpose of Contacts Purpose is to motivate, influence, and persuade individuals and groups who are suspicious, fearful, or otherwise not inclined to be cooperative to accept changes in education methods, practices, or programs, or to adopt new approaches. For example, negotiations involving a significant shift in the methodology and schedule of a demonstration grant where the grantee has already committed substantial resources to the present approach and is reluctant to change. The 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 applicable 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. Factor 9- 1 Work Environment The work is performed in offices, meeting rooms, schools, or similar settings involving everyday risks or discomforts which require normal safety precautions. The work area is adequately lighted, heated, and ventilated.

Supervisory Human Resources Specialist, FP- 0201- 2

Position Number: D09415 Introductory Statement: 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. Employee Relations Program Planning and Management 20% Plans, directs, and administers interrelated and interdependent employee relations program operations on a national level, such as planning and implementing the agency strategies to respond to statutory or regulatory changes affecting the agency employee relations programs and/or operations. Conducts studies designed to address critical employee relations program issues or to develop solutions to exceptionally difficult or complex employee relations operating problems. Provides advice, guidance, and oversight on all aspects of employee relations, including the most difficult and controversial employee relations cases within the agency or equivalent level. Drafts new the agency policy statements, or revises existing policies and regulations, covering employee relations areas. Designs employee relations policies and initiatives that are tailored to negate or ameliorate the impact of legislation on the agencys employee relations program operations. Drafts directives implementing and advising employees and managers of statutory or regulatory changes affecting rights, entitlements, or benefits in these areas. Counsels managers on all types of complex and sensitive employee relations issues. Furnishes guidance and direction to officials and technical staff in serviced organizations in interpreting and explaining statutory and regulatory information, such as OPM regulations, executive orders, statutes, Comptroller General decisions, and Merit Systems Protection Board (MSPB) decisions, pertaining to employee relations areas. As the senior agency technical representative, directs innovative automation and technology strategies for the agency employee relations programs, such as cultivating comprehensive strategies and initiatives using new and evolving web-based technologies, e.g., Avue Digital Services (ADS) Management-Employee Relations Module, for online situation analysis, decision support, and risk management strategies. Performs cost/benefit analyses to justify the agency's return on investment in information technology. Reviews the effectiveness of automated employee relations systems and evaluates its impact in helping the agency manage human capital. Works in partnership with serviced organizations and field office units to develop strategic long-range employee relations operating policies, directives, and regulations. Collaborates with senior managers to integrate human capital management into the overall strategic objectives for the agency. Collaborates with key managers on human capital management issues such as disciplinary and adverse actions, employee rights and responsibilities, rewards and recognition, alternative dispute resolution and mediation, grievance resolution, etc. Human Resources Program Planning and Management 15% 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 Policy Development and Review 15% As a recognized senior advisor, develops agency-wide Human Resources policies in several related Human Resources specialty areas. Serves on inter-agency, inter-service, department, and the agency special study work groups, task forces, and expert boards on special projects or studies of considerable scope and depth critical to the resolution of operating issues and problems. For example, serves as a representative on special Homeland Security task forces to research, develop, and implement Human Resources policies, practices, automated processes, and procedures. Provides staff-level and expert advice to operating Human Resources offices or to program evaluation staff members in the development of solutions to especially complex and difficult problems of program improvement in two or more specialized Human Resources management fields. Analyzes interrelated issues and programs, complicated by the need to consider and evaluate the impact of changes in legislative and regulatory requirements. Human Resources Advisory Services 15% Uses Avue Digital Services (ADS) to provide 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. Labor Relations Program Planning and Management 10% Plans, directs, and administers interrelated and interdependent labor relations program operations on a national level, such as planning and implementing the agency strategies to respond to statutory or regulatory changes affecting the agency labor relations programs and/or operations. Conducts studies designed to improve existing labor relations programs or to develop solutions to exceptionally difficult or complex labor relations operating problems. Provides advice, guidance, and oversight on all aspects of labor relations programs on a national level. Reviews and prepares comments on pending or proposed legislation in labor relations areas and recommends positions and viewpoints that indicate the effect the proposed legislation will have on existing the agency labor relations policies. Proposes alternative courses of action that can be taken to negate or ameliorate the impact of legislation. Drafts new the agency policy statements and directives, or revises existing policies and regulations, covering labor relations areas. Drafts directives implementing and advising employees and managers of statutory or regulatory changes affecting rights, entitlements, or benefits in these areas. Works in partnership with serviced organizations and field office units to develop strategic long-range labor relations operating policies, directives, and regulations. Collaborates with senior managers to integrate human capital management into the overall strategic objectives for the agency. Collaborates with key managers and labor representatives on workforce management program issues, such as disciplinary and adverse actions, employee rights and responsibilities, grievance resolution, etc., as they relate to collective bargaining agreements. Researches and recommends solutions to labor relations issues with serious impact on policies, practices, and procedures.

Furnishes guidance and direction to officials and technical staff in serviced organizations in interpreting and explaining statutory and regulatory information, such as OPM regulations, executive orders, statutes, Comptroller General decisions, and Merit Systems Protection Board (MSPB) decisions, pertaining to labor relations areas. As the senior agency technical representative, directs innovative automation and technology strategies for the agency labor relations programs, such as cultivating comprehensive strategies and initiatives using new and evolving web-based technologies, e.g., Avue Digital Services (ADS) Management-Employee Relations Module, for online situation analysis, decision support, and risk management strategies. Performs cost/benefit analyses to justify the agency's return on investment in information technology. Reviews the effectiveness of automated labor relations systems and evaluates its impact in helping the agency manage human capital. 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 The purpose of the position is to analyze, evaluate, and develop major aspects of agency-wide HR programs that require isolating and defining unknown conditions, resolving critical problems, or developing new concepts and methodologies. The work involves issues of sensitivity and potential controversy that promote advances in principal HR program plans, goals, objectives, and milestones. The work establishes precedents for other technical experts to follow. Findings and recommendations are of major significance to agency management officials and serve as the basis for new legislation, regulations, or programs. The work also influences and persuades 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. 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 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 Management Specialist, FP- 0501- 5

Position Number: D10034 Introductory Statement: The incumbent serves as the Agencys liaison for Peace Corps overseas posts and Department of State Disbursing Officers. He/she is responsible for monitoring and making recommendations for policy and guidelines as related to the imprest funds cashiers worldwide to ensure policies are consistent with Agency regulations and programs. Specific duties include: planning and developing methods and procedures for the administration of various overseas imprest support functions; coordinating the management of imprest funds to ensure they are administered and controlled within imprest fund authorizations; monitoring cashier activities to ensure fund integrity; inputting information via Microsoft Excel regarding imprest fund transactions and changes to ensure accurate financial reports; monitoring internal controls; reviewing cash count forms from posts; processing training requests for overseas cashiers and supervisors correspondence courses; and reviewing all reports of funds shortages and losses and determining appropriate follow-up. Serves as headquarters alternate cashier. Financial Reports and Data Analysis for Imprest Funds 35% Provides support and assists in review of straightforward, routine funding data and cost information to provide input to overall Imprest Fund status. Prepares and confirms statements in Cashier Reconciliation Statements. Internal Controls Evaluation (Cash Management) 25% Provides support and assists in internal review activities to ensure accuracy and validity of third-party audit findings from OIG and/or State Department trip reports. Compiles, analyzes, and maintains data in order to develop status reports of pending and resolved internal review findings related to cash management at overseas Posts. Imprest Fund Control Activities 20% Independently performs assignments related to fund control activities for stable programs with established and well-documented requirements. This includes coordination of cashier designations, accountability levels (permanent and temporary), and fund replenishments or emergency wires of funds. Prepares specific instructions for overseas Cashier and administrative staff about ongoing cash management operations. Studies existing reports, accounts, or instructions to streamline operations or provide reports with greater detail. Prepares specific instructions for ongoing operations. Ensures recurring reports are accurately compiled and completed on time. Makes accounting data available for use by other accountants, or other program support personnel. Imprest Fund Data Validation 10% Validates straightforward data using well-established accounting principles and practices concerning how to regulate Imprest Funds held overseas. Investigates and corrects out-of-line and out-of-balance conditions in Cashier Reconciliation Statements (365/99). Analyzes accounting data and reconciles source documents to determine accuracy of all transactions. Follows regulatory requirements of the Overseas Financial Management Handbook and Cashier's User Guide to resolve problems and ensure compliance with applicable regulations. Financial Studies on Cash Management 10% Plans and conducts cash management studies using standard evaluation techniques in conjunction with other personnel. Collects data and makes computations. OTHER SIGNIFICANT FACTS: Proficiency in English required. 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 overseas Posts.

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 financial information related to assigned areas of the organization's financial program. The employee compiles, analyzes, and summarizes financial information related to assigned areas of the organization's financial program and considers program goals, and provisions of applicable policies, regulations, and procedures. The employee bases decisions on regulations pertaining to financial 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. 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. 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.

Budget Analyst, FP- 0560- 2

Position Number: D10114 Introductory Statement: This position is located in the Peace Corps, Office of the Chief Financial Officer, Budget and Analysis. The office is responsible for managing and administering the planning and budget processes of the United States Peace Corps. The incumbent performs duties covering centralized planning and budget activities. These duties include budget analysis, budget formulation and related external presentation, process improvement, and consolidation of Agency-wide budget. Budget Execution Oversight 35% Performs budget execution work involving the most difficult fund control activities including adapting budgetary policies, analytical methods, and regulatory procedures for use by subordinate echelons, and their centralized or consolidated equivalent. Projects and analyzes the potential effects of budgetary actions on program viability and attainment of program objectives. Evaluates the reactions of fund granting and approving officials to budget proposals. Monitors and reports on the rate of expenditures of funds. Notifies management officials of trends toward over- and under- obligation of funds. Recommends approval or disapproval of requests for allotments and other similar funding requests. Considers financial and workload relationship that involve several matters such as the cost of supporting the needs of the changing agency mission and programs; the timing of obligations and expenditures in relations to the budget cycle and availability of funds; and the cost effectiveness of leasing or buying. Budget Formulation Oversight 35% Administers the formulation and justification of the budget for an entire agency or major component. Serves as the technical authority on budget formulation for a significant organizational component or a program with national impact. Oversees the formulation of budget estimates and justifications for conflicting program and budgetary requirements, such as reduction in budget authority coupled with expansion of services to the public. Interprets and assesses the impact of new and revised Congressional legislation on the formulation of budgets. Develops new methods and techniques of budgeting for the forecasting of long-range funding needs. Reviews, analyzes, revises, and recommends approval, disapproval, or modification of budget requests and justifications. Receives requests from budget analysts/officers at subordinate components of the the agency, and/or the same echelon. Analyzes, combines, and consolidates budget estimates into a budget document that reflects the balanced, multi-year funding needs of the agency or organization. Services the agency managers and managers of the organization's major program areas as an authoritative source of advice on formulation of budget estimates and guidance. Budget Approval Process Management 30% Reviews and evaluates information and data concerning the budget for a significant organizational component or a program with national impact, and prepares the budget presentation for top management officials. Develops effective strategies for soliciting funding for subordinate organizations, and compiles the data and materials to present budget strategies. Reviews and evaluates the budget presentation data and materials to ensure that the agency priorities and objectives have been addressed. Presents budget proposals to top officials for approval of requested funding levels. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position Mastery of the concepts, principles, practices, laws and regulations which apply to budgeting for substantive national programs and services including expert knowledge of OMB and congressional laws, regulations, policies and directives. Comprehensive and detailed knowledge of the process and procedures in which budgets are developed, transmitted, presented, examined by OMB, and reviewed by Congress. Detailed knowledge of the financial management and program objectives of the organization's director, OMB, and Congress. 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; and defines objectives and interprets policy 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. The employee is considered to be a technical authority. The supervisor reviews the work to determine such matters as fulfillment of program objectives and the effect of advice, influence, or decisions on the overall program. The employee's recommendations are evaluated for new systems, methods, projects, or program emphasis in light of the availability of funds, personnel, equipment capabilities, priorities, and available resources. Significant changes are rarely made to the employee's work. Factor 3- 5 Guidelines Uses guidelines that consist of such items as broad policy statements, basic legislation, laws, tax regulations, and agency goals. Often the guidelines originate with more than one Federal department or agency. They may require extensive interpretation to effect agency-specific policy statements, regulations, and instructions that are free of ambiguous and conflicting or incompatible goals and objectives. These interpretations generally take the form of policy statements, regulations, and instructions. Uses judgment and ingenuity and exercises broad latitude in interpreting the intent of applicable guidelines. Often has peer recognition as a technical authority in a financial/budgetary field with responsibility for developing policy, standards, and guidelines for use by others within agencies or within functional areas that cross agency lines. Factor 4- 5 Complexity The work requires the selection and use of many different and unrelated analytical techniques and methods in the budget administration work performed to support substantive agency programs with widely varying needs, goals, objectives, work processes and timetables. The employee makes recommendations concerning changes in funding and budget plans which require corresponding changes in substantive programs. Factor 5- 5 Scope and Effect The purpose of the work is to analyze, advise on, and recommend solutions to budgetary problems in all phases of budget administration which budget officers and budget analysts at subordinate echelons and components within the employing agency have either been unable to resolve or lack delegated authority to act on. Problems involve conflicts between established budgetary policies or regulations and substantive missions and programs, Federal or State laws, Congressional intent, or national economic and social policies. Work often involves the interpretation and adaptation of new or revised methods of budgeting to substantive appropriated fund programs. Work affects the acquisition, amount, distribution, and sequence of funds for important, substantive national programs on a long-term basis. Recommendations made by the incumbent affect the funds available to carry out agency programs, the allotment of funds to agency components and subcomponents, and the rate of obligation and expenditure of funds by the employing agency, which impacts upon the budgets and programs of other Federal agencies, State agencies, national industries, or foreign trade. 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- 3 Purpose of Contacts The purpose of the contacts is to persuade program managers and other officials in positions of decision-making authority with widely differing goals and interests to follow a recommended course of action consistent with established budget policies, objectives, and regulations. Persuasion and negotiation are necessary due to the presence of conflicting budgetary and program objectives which must be resolved. 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.

Financial Program Specialist, FP- 0501- 3

Position Number: D10166 Introductory Statement: This position is located in the Office of the Chief Financial Officer and reports to the Financial Systems Functional Manager. As an Financial Program Specialist the incumbent is primarily responsible for managing the design, testing, deployment, and customer support of Odyssey, the Agency's financial management system. Odyssey is comprised of Oracle Federal Financials, Oracle HRMS/Payroll, Compusearch PRISM, and FOR Post. The employee also has first-line responsibility for the management, integration, and support of new applications with existing internal and/or on-line Oracle based applications. There is an increasing emphasis on deployment of these systems via the Internet and/or World Wide Web. Activities associated with this position typically include developing systems requirement definitions, design, modification, procedural changes, analysis, research and development. Financial Systems Management 100% 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. Factor 1- 8 Knowledge Required by the 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- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment, and possible approaches. The employee is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy in terms of established objectives. The employee is responsible for 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 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. Factor 3- 4 Guidelines Policies and guidelines for performing the work are scarce and very general in nature; pertain only to routine issues and matters; are stated in terms of goals to be accomplished rather than the approach to be taken; and present a number of principles and standards, any one of which may reasonably apply to the broad subject matter. The employee routinely develops specific objectives and devises new methods, techniques, and criteria pertaining to identifying trends and patterns; acquiring information and analyzing data; modifying systems to accept new kinds of data; developing solutions and presenting findings; and examining returns for which there are no precedents. The employee may interpret available guidelines for employees at the same or subordinate levels.

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- 4 Scope and Effect The purpose of the position is to execute modifications to systems, programs, and/or operations to establish criteria and other means to assess, investigate, or analyze a variety of unusual financial problems and conditions. The work involves a wide range of agency activities or the operations of other agencies, or the activities of private sector entities with which the agency conducts business or provides services. The work affects the amount and availability of funds for major substantive or administrative program and services, the way financial information is applied in planning organizational operations or the efficient use of funds, and the way management control systems, financial management accounting systems, and programs are structured and operated throughout the organization. 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.

Administrative Officer, FP- 0341- 4

Position Number: D09660 Introductory Statement: This position is located in the Peace Corps, Office of Safety and Security. Incumbent plans, administers and manages the administrative and resource programs of the office at headquarters as well as nine overseas locations. The incumbent is the financial and budget advisor to the Associate Director and is a key advisor to program managers with respect to allocation of resources. Budget and Financial Administration 30% Formulates, executes, and tracks the multi-year budget of the domestic and overseas offices and advises the Associate Director on budget execution. Analyzes historical data and conducts requirements analysis to develop detailed line item documentation that supports each budget request. Develops and implements operational adjustments to ensure that programs adhere to operating targets. Analyzes support processes and provides advice for administering a changing budget of expenses involving different funding sources. Collaborates with Division managers to create office strategic goals in line with agency goals and available resources. Creates budget reports and presentations for the Office of Planning, Budget, and Finance. Develops supporting documentation to justify resource requirements above current operating levels. Serves as the office representative in periodic budget reviews and financial management meetings. Administrative Management 30% Develops and implements administrative procedures and policies for the office. Provides technical assistance and guidance to staff on administrative policies, operations and issues. Independently performs administrative management functions that service and/or fulfill a number of organizational requirements. Applies existing and new policies, provides advice on requirements, maintains databases that reflect the fulfillment and/or status of administrative requirements and/or systems, prepares administrative paperwork, and maintains an awareness of the status of the organization's personnel actions. Establishes full-time equivalency (FTE) plans for the office. Analyzes FTE utilization and devises and implements strategies to ensure adherence to the FTE allocation. Oversees the area of contracts, blanket purchase agreements and provides fiscal oversight for the office. Determines and implements systems enhancements to ensure financial integrity. Serves as approving official for the bankcard holder and for office purchase requisitions. Oversees purchase of supplies and services for the office. Provides operational and programmatic support including creating, editing and distributing reports throughout the agency on safety issues and developments; editing and reproducing safety tools and guidance for overseas staff; and collaborating with staff on Volunteer safety for gathering and analyzing overseas safety information. Administers property management systems, ensuring the maintenance and safeguarding of equipment, supplies, furnishings and office space. Manages computer and telecommunications systems. Administers the office records management system. Human Resources Management 20% Provides the full range of operational Human Resources management and advisory services for a large or complex multi-mission organization characterized by highly dynamic occupational groups or problems or issues that have elements of controversy and contention. Administers the human resource management system for the office and its division, overseeing staffing initiatives, the preparation of staff position descriptions and statements of work. Serves as the primary liaison with the Office of Human Resources coordinating recruitment, selection promotions, terminations, employee relations, and training for SS staff. Maintains unofficial personnel files for all SS staff and serves as senior point of contact for the agency Personnel Tracking system. Ensures appropriate and timely submission of performance standards, performance appraisals, and midpoint counseling. Program Planning and Coordination 20% Analyzes established programs and performs program liaison duties to support long-and short-range administrative planning activities and program-related assignments for the organization. Coordinates cross-divisional program assignments for the Associate Director. Researches and provides substantive information to organizational managers involved in program activities, thereby influencing decisions and actions involving established programs and projects. Develops, interprets, and implements procedures and guides for organizational services provided. Publishes guidance to accomplish program assignments, receives draft input, and edits and consolidates drafts for review of the Associate Director. Serves as the contact person concerning cross-divisional program assignments. OTHER SIGNIFICANT FACTS: Performs other duties as assigned.

Factor 1- 7 Knowledge Required by the Position The position requires knowledge and skill in applying analytical and evaluative methods and techniques to issues or functions related to office administration; knowledge of pertinent laws, regulations, policies and precedents which affect administrative operations; knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; skill in conducting detailed analyses of complex functions and work processes; and 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- 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- 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 study topic 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 issues or resolution of problems. Factor 5- 3 Scope and Effect The purpose of the position is to plan and carry out work projects in various administrative areas, such as human resources, supply, records management, forms management, budget, etc., to provide for the administrative support of organizations. The employee identifies, analyzes, and makes recommendations to resolve conventional organizational problems and/or situations. The employee has latitude to independently research and implement solutions to unique administrative and operational challenges. The employee is assigned portions of broader studies of administrative functions, organizations, or operations and participates in the evaluation of program effectiveness at the operating level. The employee develops detailed procedures and guidelines to supplement established administrative regulations or program guidance. Services provided as well as completed reports and recommendations influence decisions by managers concerning the internal administrative operations of organizations. 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- 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 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.

Supervisory Security Specialist, FP- 0080- 2

Position Number: D09769 Introductory Statement: This position is located in the Office of Safety and Security and reports directly to the Associate Director for Safety and Security. The incumbent is responsible for planning, budgeting, coordinating, managing, and facilitating the Peace Corps Emergency Preparedness Safety and Security Program. The incumbent is also responsible for Peace Corps Emergency Preparedness, Plans Training, and Exercise groups organized pursuant to the authority of the Associate Director for Safety and Security. The incumbent is the Peace Corps Continuity of Operations (COOP) expert and functions as the Peace Corps continuity manager in accordance with Homeland Security Presidential Directive 20. The incumbent is responsible for the design, development, execution, and refreshment of all Peace Corps Emergency Preparedness training for the Peace Corps Headquarters and all domestic offices of the Peace Corps. The incumbent is the Peace Corps liaison to the Department of Homeland Security, the Federal Emergency Management Agency, and all appropriate Interagency Coordinating Groups on Federal Emergency Preparedness issues. The incumbent is responsible for managing all aspects of Domestic Physical Security for the Peace Corps Headquarters including all regional offices. Supervisory and/or Managerial Responsibilities 25% Provides the administrative and technical supervision necessary for accomplishing the work of the unit. Leads and coordinates the work of ad hoc groups comprising senior leaders from work units throughout the Peace Corps to prepare the President's mandated COOP plan. 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. Physical Security Work 20% Manages the Peace Corps Domestic Physical Security Program (PSP) and the Headquarters Physical Security Programs. Implements national level guidance in agency standards, guidelines, or policies for major security programs. Provides expert advice regarding security measures and safeguards in accordance with applicable directives that address physical security requirements. Recommends methods for enhancing efficiency of physical security systems through modification and application of evolving technologies. Determines the adequacy of Washington-based physical security systems, policies, and procedures. Ensures agency compliance with Department of Justice Level IV standards, National Security Information requirements, and fulfills unique Peace Corps operational needs. Oversees supervision of the guard force to ensure their highest levels of performance, the appropriateness of their orders and their compliance with mandatory GSA qualifications.

Prepares the annual PSP budget and manages same to ensure the continuity of systems operations, appropriate guard force staffing, compliance with Federal standards and fulfillment of unique Peace Corps security needs. Serves as the rating official for PSP staff, and provides clear guidance and daily direction in terms of annual goals, special projects, and new initiatives. Manages the operations and maintenance of the Peace Corps Situation room. Ensures that the Situation Room maintains state of the art communications capability within Peace Corps and with the National Infrastructure including the capability to communicate through Secure Telephone Equipment. Ensures that there is a classified communication link between the Department of State Bureau of Diplomatic Security and the Peace Corps. Coordinates with Peace Corps management officials in the selection and renovation of new office space to ensure appropriate safety and security concerns are incorporated into its selection and design. Coordinates with the Federal Protective Service, the Federal Bureau of Investigations and local law enforcement on domestic threats directed against Peace Corps personnel/facilities and stays abreast of trends and events that could impact the safety and security of Peace Corps personnel, facilities and operations. Serves as a senior security liaison, and works closely with investigative, intelligence, counterintelligence, and security personnel in other law enforcement agencies and organizations. Security Program Planning and Development 20% Serves as a senior security authority for the agency and provides leadership on all top emergency preparedness and related security matters. Advises senior management of methods and remedies to reduce security vulnerabilities and risks, and of current and future security requirements and plans. Provides definitive advice, consultation, and guidance to key management officials regarding all aspects of security. Establishes and manages programs concerned with methods to combat terrorist acts, to safeguard personnel and property, and to manage disaster and emergency preparedness. Manages the access control program, the national security classified information program, and others as designated by management. Assesses security vulnerabilities and designs security systems based on analysis of the intent and operating techniques of hostile agencies, services, and organizations. Such analysis is then used in security planning, implementation, evaluation, and modification efforts. Plans and designs programs to protect personnel and/or highly sensitive facilities. Develops special strategy and plans and monitors and reviews programs plans for constant improvement. Emergency Management Program Planning and Development 20% Manages the Peace Corps Emergency Preparedness, Plans, Training and Exercise Program. Serves as the Peace Corps expert on Federal Preparedness as articulated in National Security Presidential Directive 51; Homeland Security Presidential Directive 20; and Federal Preparedness directives with respect to roles and responsibilities within the Peace Corps. Develops and proposes the agency-wide standards and criteria to guide HQ and regional planners. Conducts special studies that have an impact nationwide. Identifies program deficiencies and employees innovative techniques to produce evaluation reports that accurately reflect thorough and concise assessments of strengths and weaknesses of emergency preparedness plans, policies, systems, and procedures. Maintains close and continuing contact with the Department of Homeland Security, the Federal Emergency Management Agency and all other agencies of the Federal Government that impact the Peace Corps COOP operations. Maintains close and continuing contact with the Federal Protective Service, the Federal Bureau of Investigation, the Metropolitan Police Department, and any agency of Government that provides information relative to the safety and security of the Peace Corps Headquarters and Staff. Maintains close and continuing contact with the Peace Corps Offices of Management, Administrative Services and the Office of the Chief Information Officer. Coordinates, prepares and maintains the Peace Corps Continuity of Operations Plan. Ensures that all Emergency Preparedness Plans are in a constant state of readiness, personnel are trained, and plans are executable without notice. In conjunction with appropriate offices, conducts annual readiness drills to ensure the viability of plans. Stays abreast of applicable Federal Preparedness laws, Executive Orders, Regulations and Circulars as they apply to the Peace Corps. Security Program Liaison 15%

Exercises a broad degree of independence and develops and maintains relationships with various stakeholders in the government, private industry, and universities. Participates in policy formulation and reviews liaison activities for agency physical security and emergency preparedness programs. Informs stakeholders of changes in organizational programs and operations, conducting briefings on major program changes. Plans, directs, and executes national and international liaison operations for substantive mission-oriented programs that require sensitive handling. 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 security problems and reducing conflicts. Factor 1- 8 Knowledge Required by the Position Mastery of a wide range of principles, concepts, methodology, and practices in a major security specialization or mastery of general security administration programs. Knowledge of other security specialties in order to coordinate activities, address issues, and resolve major conflicts in policy and program objectives. Expert skill and abilities are required in the application of new theories and developments to agency security problems. Comprehensive knowledge of security policy requirements to function as a technical authority in assignments requiring the application of new theories and developments to security problems not susceptible to treatment by accepted security methods, technology, or procedures. Ability to perform key decision-making and policy-developing responsibilities in very difficult assignments such as planning for significantly new or far-reaching security program requirements, or leading or participating as a technical expert in interagency study groups for resolving problems in existing security systems and programs requiring innovative solutions. Factor 2- 5 Supervisory Controls Assignments are made in terms of broadly defined missions or functions with only administration direction. The incumbent works independently in planning, designing, and implementing security programs, projects, studies or other work. Incumbent's work is considered to be technically authoritative and is normally accepted without significant change. When the work is reviewed, it is only done so in terms of meeting overall objectives, the overall contribution to the advancement of technology, or the effect of the incumbent's advice influence on the overall security program. The availability of funds and other resources, broad security program goals, or national priorities are primary considerations when the incumbent makes recommendations for new projects or alterations of objectives. Factor 3- 5 Guidelines Guidelines are broadly stated and nonspecific, e.g., broad agency policy statements that require extensive interpretation. Employees must use initiative, judgment, and originality in researching and interpreting existing national policies and legislation, in determining when new or revised legislation is needed, and in researching and preparing recommendations for the content of such legislation. Employees, as recognized technical authorities in one or more security specializations, develop regulations and security policies. They take into account the effects of conflicting laws, policies, and regulations, and they participate in promulgating security policies and regulations which are flexible enough despite changes in security technology to remain current in meeting program objectives. Factor 4- 5 Complexity The work typically includes varied duties requiring many different and unrelated processes and methods such as those relating to a broad range of activities or substantial depth of analysis in security specializations. The incumbent decides what needs to be done regarding major areas of uncertainty in approach, methodology, or interpretation and evaluation processes that result from such elements as continuing changes in security programs, technological developments, unknown phenomena, or conflicting requirements. Development and interpretation of broad security policies and regulations require consideration of the total range of existing policies, procedures, laws, and regulations and the program goals and objectives which are to be fulfilled. Actions taken by the incumbent require originating new security techniques, establishing criteria, or developing new information and approaches to problem solutions. 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. Typically, employees serve as expert consultants in an area of specialization or as project coordinators in carrying out one-of-a-kind projects. The employee's advice, guidance, or results affect development of major aspects of security program definition and administration throughout the agency. Such work significantly affects the work methods to be applied by other security specialists throughout the agency and often in other agencies Factor 6- 3 Personal Contacts

Personal contacts are with senior individuals or groups from outside the 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). The incumbent may also have contacts with high level management officials on an ad hoc or other irregular basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence, motivate, solicit information, or manage persons or groups. At this level, the persons contacted may be skeptical or uncooperative. The incumbent 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. Factor 8- 1 Physical Demands The work is primarily sedentary. For the most part, the incumbent may sit comfortably to do the work. There may be some short periods of walking, standing, bending, carrying 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 everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, residences, or commercial vehicles. The work area is adequately lighted, heated, and ventilated. 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.

Physical Security Specialist, FP- 0080- 4

Position Number: D09693 Introductory Statement: The purpose of this position is to assess, identify, develop, and implement administrative and managerial controls and policies for various physical security projects in support of Peace Corps headquarters and Regional Recruitment Offices. This position also manages the work of the Security Assistant. Physical Security Work 100% Implements and manages physical security methods and procedures to protect staff, sensitive equipment, facilities, material, documents, items, and/or information maintained by Peace Corps, including access control, camera surveillance, alarm monitoring, and all related maintenance and training. Controls distribution of building keys, security access cards, and identification credentials. Ensures personnel are properly trained in and comply with security requirements. Investigates and assesses a variety of unusual physical security problems, questions, or conditions not directly covered by precedents. Interprets risk assessments and positive detection responses (alarms) and notifies the appropriate authorities of a possible threat. Conducts preliminary investigations of all crimes in Peace Corps domestic facilities and identifies the appropriate agency(ies) for coordination. Conducts site surveys to evaluate threat levels. Evaluates a wide array of technical observations and peripheral conditions in response to emergency events to determine the appropriate first response and secondary actions required. Initiates corrective action appropriate to the threat involved, such as recommending establishment of new security systems or evacuation of Federal and tenant agency personnel, individual facilities, and/or building complexes. Coordinates actions with other local and Federal law enforcement agencies and property management personnel. Determines jurisdiction and forwards information to open an investigation, interview subjects, and/or gather additional information Responsible for the identification, purchase, and installation of all necessary security countermeasures, such as video surveillance/security cameras, alarms, access control equipment, etc. Serves as the agency technical representative with Federal Protective Service (FPS) and develops all guard post orders. Develops and coordinates a crime prevention campaign within domestic facilities. Develops and maintains Peace Corps Headquarters Occupant Emergency Plan (OEP), including building evacuation and shelter-in-place (SIP) programs, and conducts fire drills. Liaisons with other Federal entities to ensure physical safety and security. Maintains and updates the plans and procedures related to security and emergency preparedness and all associated training and exercises. Develops procedural guides for use by security specialists and assistants to address physical security issues and procedures, such as the use and training of protective forces, guard and detection dogs, crime prevention programs, communications command and control centers, and other measures to identify, reduce, eliminate, or neutralize criminal activity. Develops and communicates new methods or criteria, or proposes new policies. Prepares and reviews reports of physical security surveys and inspections, and advises management officials of deficiencies. Uses initiative and resourcefulness to research and implement new methods and procedures. Serves as liaison with Peace Corps staff regarding physical security. Ensures that all requests, concerns, and physical security observations are addressed and resolved. Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position Knowledge of a wide range of security concepts, principles, and practices to analyze and resolve difficult and complex security problems. Knowledge of a variety of state-of-the-art security equipment and devices such as fencing variations; a variety of alarm and detection devices; closed circuit television systems; locking devices for doors, windows, vaults, and gates; shielding for cables carrying ADP, communications, and other electronic impulses that might be translatable or make a facility vulnerable to penetration; computer security software; personnel control systems such as various visual and electronic badging systems; and other approaches that are designed for or applied to protecting personnel, equipment, facilities, information, processes, or signals. Ability to plan program activities and apply policy direction to specific operating requirements. Skill in developing guidance for applying security policy, procedures, techniques, equipment, and methods to a variety of work situations and various degrees or levels of security controls.

Ability to respond to problems or questions involving implementation of security guidelines at lower levels and to inspect operating security programs for adequacy, efficiency, and need for improvement. Broad knowledge of security programs of organizations supported by the local security office and skill in interpreting policy that originated from higher organizational levels (or national policy), and in developing local policy and implementing instructions. Knowledge of technical security programs to identify vulnerabilities, and to arrange for appropriate specialists to perform the technical aspects of the work in conjunction with the personnel, physical, and other elements of new or established security programs. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives and resources available. The incumbent and supervisor, in consultation, develop the deadlines, projects, and work to be done. The incumbent, having developed expertise in the particular security area, is responsible for planning and carrying out the assignment; resolving most of the conflicts which arise; coordinating the work with others as necessary; and interpreting policy in terms of established objectives. In some assignments, the incumbent also determines the approach to be taken and the methodology to be used. The incumbent keeps the supervisor informed of progress and potentially controversial matters. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results. Factor 3- 3 Guidelines Guidelines are available in the form of agency policies and implementing directives, manuals, handbooks, and locally developed supplements to such guides, such as building plans, survey schedules, detailed work procedures, and directives that supplement agency directions. They relate to the assignments but are not completely applicable, or have gaps in specificity. The employee uses judgment in interpreting, adapting, and applying guidelines, such as instructions for the application of security alarm and detection equipment; access barriers (badge and pass system, fences, guard posts, etc.); variations in security clearance levels required for portions of projects or facilities; document control systems and storage facilities where there is some overlap or conflict in the levels of security required and the number and clearance levels of persons with access to a facility; and other conditions requiring the employee to analyze and develop security plans within the intent of available guidelines. The employee independently resolves gaps in specificity or conflicts in guidelines, consistent with stated security program objectives. The employee analyzes the applicability of guidelines to specific circumstances and proposes regulatory or procedural changes designed to improve the effectiveness of efficiency of security controls within the intent of directions concerning the level of security required. Factor 4- 4 Complexity The work typically includes varied duties requiring many different and unrelated processes and methods such as those relating to well-established aspects of security planning and administration. Typically, such assignments concern several broad security program areas or, in a specialty area, require analysis and testing of a variety of established techniques and methods to evaluate alternatives and arrive at decisions, conclusions, or recommendations. Programs and projects may be funded by, or under the cognizance of, different organizations with differing security requirements or variations in ability to fund system implementation. The implementation of established security policies, practices, procedures, and techniques may have to be varied for a number of locations or situations which differ in kind and level of security, complexity, and local conditions or circumstances requiring adjustment or modification in established approaches. Implementation of the results of analysis may have to be coordinated with other organizations and security systems to assure compatibility with existing systems and demands on available resources. The incumbent assesses situations complicated by conflicting or insufficient data, evidence, or testimony which must be analyzed to determine the applicability of established methods, the need to digress from normal methods and techniques, the need to waive security and investigative standards, or whether specific kinds of waivers can be justified. The chosen course of action may have to be modified during the course of the work as additional circumstances or conditions appear. Employees make many decisions involving the interpretation of considerable data; application of established security methods, equipment, techniques, and objectives to a variety of situations with variations in the level of security required; and ability to meet or exceed minimal acceptable levels. The employee plans the work, develops recommendations, and refines the methods and techniques to be used. Factor 5- 3 Scope and Effect

The work involves resolving a variety of conventional security problems, questions, or situations, such as those where responsibility has been assigned for monitoring established security systems and programs or performing independent reviews and recommending actions involving well-established criteria, methods, techniques, and procedures. The employee's work products, advice and assistance affect the effectiveness and efficiency of established security programs and contribute to the security effectiveness of newly introduced programs and facilities requiring such protective services. The effect of the work is primarily local in nature, although some programs may be part of multi-facility or nationwide program operations with interlocking security requirements. Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the 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). The incumbent may also have contacts with high level management officials on an ad hoc or other irregular basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence, motivate, solicit information, or manage persons or groups. At this level, the persons contacted may be skeptical or uncooperative. The incumbent 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. Factor 8- 1 Physical Demands The work is primarily sedentary. For the most part, the incumbent may sit comfortably to do the work. There may be some short periods of walking, standing, bending, carrying 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 everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, residences, or commercial vehicles. The work area is adequately lighted, heated, and ventilated.

Executive Assistant, FP- 0301- 5

Position Number: D10349 Introductory Statement: Thjs position is located one of several Offices within the Peace Corps Headquarters in Washington, DC. The incumbent reports directly to the Director and participates in the operational management of the Office by performing a variety of activities in the areas of budget, special projects and administration. The incumbent will utilize independent judgment and problem solving skills, and will make recommendations to the Director as appropriate. Administrative Program Planning Work 40% Identifies and performs routine liaison tasks to support the organizational planning process. Assists in analyzing program, budgetary, and fiscal data. Monitors expenditures and forecasts changes that require reprogramming of funds for assigned areas of responsibility. Maintains daily financial data and works with project managers to manage budget levels and spending limitations, ensuring that financial obligation documents are properly prepared to ensure that no authorized or unwarranted expenditures are incurred. Prepares information for budget submissions and operations plans for the Office. Works with designated staff in the Office of Planning, Budget and Finance to ensure accuracy of records and full understanding of financial records. Assists in the compilation of annual budget estimates and justifications for submission to management. Reviews work completion reports to ensure accuracy and compliance with organizational standards. Prepares and assemble charts, data, reports, and narrative and statistical materials provided for on-going organizational planning. Performs specialized human resources duties involving a wide variety of problems or situations. Participates in the coordination and review of personnel matters related to the employee appraisal program, training, recruitment, position classification, and incentive awards. Prepares various personnel and administrative forms and monitors various personnel actions. Maintains liaison with HR. Maintains Time and Attendance documents and serves as the Timekeeper for all staff in the Office; responsible for keeping time sheets, requests for leave and other pertinent documents in order. Coordinates travel preparation; working with posts and the budget office on department travel. Special Project Planning or Accomplishment 30% Uses standard approaches to perform a variety of duties related to special projects involving administrative or program issues. Conducts extensive research and compilation of data from diverse sources. Extracts and assembles information, conducts analysis and develops reports or presentations. Collects and analyzes data with only general instructions from the supervisor with regard to the scope of the work, objectives, time limitations, and priorities. Deviates from established guidelines to satisfy assignment requirements. Maintains an automated system of program-specific data to track suspenses on items such as project milestones, progress reports, funding accomplishments, compliance strategies, etc. Develops information, identifies data interrelationships, and recommends actions to resolve a wide variety of problems or situations associated with the function or program served. Program and Policy Advice and Guidance 30% Provides advice and guidance information of a factual nature regarding well-precedented issues. Interprets established and pertinent regulations and organizational policies, management principles, administrative rules, and staffing guidelines. Initiates contacts with PC employees, supervisors, and managers to give technical advice and guidance on problems or relationships of a procedural nature, such as common administrative practices and procedures to organizations pertaining to areas of responsibility and delegation of authority. Prepares reports, correspondence, and other written materials in accordance with established regulations and guidelines on straightforward policy issues or requirements, such as timeframes for requested responses, or required regulatory references. Assists in the arrangement and coordination of meetings, briefings, training, and other activities. Coordinates the development and release of information in substantive program areas, such as press releases, fact sheets, newsletters, or other briefing materials. Arranges schedules for training courses, assuring all classroom requirements and/or equipment are available. Reviews training requests for completeness and eligibility. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position

The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. 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 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- 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. 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 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 and assistance to managers on non-controversial organization or program-related issues and concerns. Contacts typically involve such matters as identification of options and alternatives; evaluation of progress in meeting program or organizational 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.

Program Support Assistant, FP- 0303- 7

Position Number: D10137 Introductory Statement: This position is located in the Office of Volunteer & PSC Financial Services within the Office of the Chief Financial Officer. Volunteer Program Support 35% Independently completes special research requests. Exchanges and develops information, resolves discrepancies, and makes recommendations about conflicting program-related materials. Collects program information regarding Volunteer, Next of Kin, and Power or Attorney Information and enters it into an financial system. Ensures Volunteer requesting or waiving life insurance are properly designated in the financial system. Serves as the department point of contact for administrative tasks such as maintenance of fax and copy machines, ordering of office supplies, etc. Customer Services and Transactional Problem Resolution 25% 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. Performs tasks to process transactions and resolve problems encountered in daily operations, such as interface errors related to contact and power of attorney information into Odyssey. Assists customers with other basic customer services, such as receiving duplicate W2 forms, tax information packets, or obtaining power of attorney information using clear-cut, established procedures. Alerts supervisor to problems that do not fit within the scope of established guidelines. Correspondence Control 25% Receives, reviews, analyzes, and controls incoming correspondence, including mail, cables, faxes, and routine and controlled documents. Disseminates doucments to appropriate staff members. This may also include photocopying, faxing, and other return transactional duties. Maintains all aspects of the Volunteer Personnel Records file room. Responsible for ensuring filing is complete and up-to-date, requested files are retrieved, and files are properly archived according to Agency records management policy. Information Dissemination to the Public 15% Responds to routine queries from a wide range of individuals regarding program rules, regulations, data, or other factual information that requires little or no development, and only limited searches of reference, file, or historical material. Provides customer service and outlines options available to clients, for example, tax forms and power of attorney information. 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 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 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.

Visual Information Specialist, FP- 1084- 4

Position Number: D09673 & D10241 Introductory Statement: The position of Visual Information Officer is located in the Office of Communications, which is part of the Office of the Director of the Peace Corps in Washington, DC The incumbent is responsible for planning the graphic design, production and dissemination of national marketing, advertising and general communications materials which are an integral part of the agency's efforts to recruit Peace Corps Volunteers across the United States. The incumbent plays a critical role in developing the creative and graphic components of the agency's national communications/marketing strategy. This position focuses on managing and coordinating creative efforts within the Office of Communications, and providing expert advice and assistance on these matters to Headquarters staff and the agency's 11 Regional Offices. Publications Management 30% Manages the publications program for a museum or major program area. Supervises all phases of editing and production of printed materials issued for distribution in conjunction with exhibitions and other museum programs, including catalogs, books, posters, brochures, booklets, or any material requiring printing or publishing that communicate the scholarly and educational purposes of the event. In consultation with others, seeks commercial publishing and distribution opportunities for publications. Researches, develops and negotiates co-publication agreements with publishers. Arranges for procurement of rights and permissions for literary and photographic materials. Consults with Smithsonian Publishing Council on a regular basis to report on status of outside publishing arrangements and to arrange for their review by the Council. Based on an understanding of Smithsonian procurement regulations, prepares documents for bids from vendors, assists in selection of vendor, and follows through with final approval of executed contract prior to payment. Maintains contacts with the Smithsonian Institution Museum Shops and with representatives of shops in a wide range of museums, in order to assess the suitability of proposed projects. Works closely with the Smithsonian Institution's Office of Product Development and Licensing to generate ideas for projects. Coordinates all aspects of production and quality of product from start through printing and delivery. Supervises external freelance designers and editors for museum publications. Determines scope and effect of all publications in order to produce a well-rounded variety of materials to disseminate to the scholarly and general public. Coordinates development or production of common publications. Receives objectives and overall schedule and staffing from supervisor. Establishes workflow and detailed schedule. Coordinates productions schedules with editors and program curators, archives, in house and out-of house contractors. Initiates, with advice of editorial and design staffs organization and compilation of editorial and visual material for use in the design office and/or for publication or exhibition. Tracks and supervises workflow, monitors deadlines and delivery of work required from contractors. Makes recommendations for changes in scheduling and staffing in order to complete projects in a timely manner. Keeps accurate, updated logs of all activities and reports to supervisor and director of specific projects on a regular basis on the progress of all projects. Monitors permissions, copyright clearances and/or usage approvals on text and photographs. Coordinates reviews to insure approval by sponsoring organizations and appropriate SI office (such as Mail Service Branch and Public Affairs). Monitors projects to insure that they conform to SI regulations. Monitors project budgets to anticipate possible cost overruns. Coordinates development and/or production of publications covering a variety of subjects and targeted to a variety of audiences. Receives overall objectives and develops publication plan and design. Coordinates design and production schedules with a variety of staff members and outside individuals/groups. Determines need to change staffing or approach to project in order to meet approved schedules and budgets. Ensures all ancillary tasks are complete, such as permissions, copyright clearances, layout, typesetting, etc. Maintains project files and prepares a variety of progress reports as requested. Graphics/Art Production 30% Produces graphics and visual materials for publications, while selecting the appropriate formats. Uses knowledge of visual resources and creativity to plan and prepare graphic design presentations to appropriate program staff for final approval. All presentations reflect the correct scale, color, photography, typography, and materials that are based on the incumbent's understanding of the objectives of the project. For initial presentation, prepares conceptual elevations, scaled layouts, or thumbnail sketches for consultation purposes. Final designs are presented in actual format, color, material, and scale.

Utilizes and assists other staff in the operation of various pieces of equipment used to generate graphics and other visual material. Working with public affairs program staff, acquires all information and visual materials to produce unique or visually innovative external graphics for publicity and advertising. Publicity materials related to exhibitions appear in various media including newspapers, magazines, and publicity visuals. Designs and produces all graphics and visual materials for a museum or major program. Designs, plans and produces visual information aspects of information for a wide variety of programs. Using electronic publishing technology, prepares illustrative materials to communicate information to the public in the form of books, brochures, cassettes/CD covers, T-shirts, posters, flyers, small publications, ID signs, maps, badges, meal tickets, or certificates. Illustrations are designed to communicate information to a variety of audiences, and will reflect diverse aesthetics. Many items involve novel subjects or approaches. Collaborates with staff to determine publication and related needs and recommend formats to coincide with content of items and general needs. Writes specifications for printing contracts, electronic output, and any other contract work required. Maintains contact with contract representatives and various support units of the Institution. Puts together cost estimates for design related needs. Provides budget information for projects. Works in concert with staff to plan publications, cassette/CD covers, and educational material. Consults with staff to choose photos, design maps, and conceptualize illustrations for various publications, T-shirts, posters, and cassette/CD covers in a cordial and organized manner. Designs, plans, and produces printed media aspects such as program books and brochures. Provides consulting and design services for educational kits, and other products that evolve from office projects. Selects photographs for publication. Where possible in design layout of publications and signs, selects photographs and prepares them for final layout. Produces graphics and visual materials for publications based on predefined formats. Designs, develops, and prepares visual material from notes, sketches, blueprints, and verbal or written instructions. Uses a variety of art media, and determines details based on an understanding of the subject of the item or publication. Utilizes available technology and electronic image generation equipment to produce both line work and graphics. Assists in the procurement of materials needed for production. Written Product and Material Review Work 30% Provides an initial review of specialized products to ensure that they meet approved editorial standards of objectivity, style, and manner of presentation. Recommends major changes in the organization, presentation, and factual coverage of products. Makes interpretations and tailors products to meet requirements or objectives. Assigned products are more specialized in nature. Initiates and maintains relationships with subject-matter specialists responsible for preparing the products. Periodically apprises subject-matter specialists of editorial standards adhered to in the preparation of products. With regard to subject content and agency policy, obtains agreement or concurrence with major changes in approach, emphasis, or manner of presentation for a proposed product. Provides an initial review of general interest products to ensure that products meet approved editorial standards of objectivity, style, and manner of presentation. Recommends changes in the organization, presentation, and factual coverage of the products. Assigned products are of general interest to staff members. Initiates and maintains relationships with subject-matter specialists responsible for preparing products in their respective divisions. Periodically apprises subject-matter specialists of editorial standards to be adhered to in the preparation of products. Briefs new employees regarding the use of said standards. Edits, for style and format, material submitted for agency publications. Factor 1- 7 Knowledge Required by the Position Knowledge of the subject matter area supported or depicted that is thorough enough to plan visual products that interpret subject matter content information provided with the assignment. Employees typically are required to apply knowledge of a subject matter or program area in order to: --develop original designs, concepts, or visual styles for publications, exhibits, or presentation materials that present to the public the ideas or image desired by the organization, that evoke certain responses from viewers (e.g., humor, excitement, pride), or that reduce the cost of production, installation, or maintenance of the visual product; --transform spoken or written descriptions of items, processes, issues, or events into visual representations without benefit of existing pictures, models, or diagrams; or graphically or physically reconstruct biological, medical, geological, architectural, archeological, technological, or other kinds of artifacts, specimens, or materials that have been significantly damaged, distorted, or altered.

Factor 2- 4 Supervisory Controls The employee is given only the broad objectives and resource limitations of the project. The employee consults with the supervisor or client to develop specific ideas on the appearance and contents of the product (e.g., specific photos, illustrations, or artifacts; typography; color scheme; lighting effects; size and placement of artifacts; or number of views to be illustrated). This differs from the next lower level where projects are based on the ideas and suggestions developed by the supervisor or client. The employee independently plans and carries out visual arts projects; resolves most differences of opinion or interpretation with clients or contractors; and coordinates the work with clients, contractors, and others such as project team members or structural and fire safety experts. Completed work is reviewed only in terms of its effectiveness in meeting the overall objectives of the project. This is generally based on the degree of client satisfaction. Factor 3- 3 Guidelines At this level, the subject matter is well defined and the aspects to be depicted are already decided. Formats or methods have not been specified in detail with total accuracy. Guidelines consist primarily of examples of previous similar, but not identical projects done for the organization; examples of similar, but not identical visual products found in books or magazines; or sketches, construction drawings, photographs, virtually intact specimens, or other materials provided by clients. The employee uses judgment in transforming these ideas and visual materials into finished visual products that achieve the desired purpose and effect. The employee is expected to recognize where precedent projects, design specifications, or materials offered by clients must be adapted, decide how they should be adapted, and recommend these changes. Factor 4- 4 Complexity The work involves varied projects requiring the application of a wide range of methods, techniques, materials, or art media. The projects are conventional, but no format or visual style has been specified and the employee must visually interpret the subject matter to be depicted. Visual products have been produced before on the same general subject matter and in the same general manner of presentation, i.e., illustration, publication, exhibit, sequence of visuals to accompany a speech, training class, or briefing. The emphasis is on planning, research, and collaboration with persons knowledgeable in the subject matter to be depicted or presented. The work requires decisions on how best to present specified subject matter information. These decisions include assessing whether there is sufficient subject matter information and visual material immediately available, and identifying possible sources of additional information and material needed to develop a visual product. The employee also must decide which images, views, or artifacts to present and how to give particular visual emphasis to some of them through size, color, texture, and variations in the degree of detail, typography, lighting, or location. Projects typically require departing from past approaches used in the design or production of similar products in order to create a new visual effect, or to adjust to differences in time or money available, in location or space available, in certain details of the subject matter itself, or in aspects of the subject matter to be emphasized. Factor 5- 3 Scope and Effect The purpose of the work is to plan the details of developing a variety of conventional visual products that depict or present subject matter information or ideas. These visual products are conventional in that similar products have been produced in the past covering the same general subject matter and using the same general manner of presentation. Work products support and affect the adequacy of such activities as public information, training, developing technical publications, or conducting relations with professional communities associated with the work of the organization. Factor 6- 3 Personal Contacts Persons contacted include, individuals or groups outside the agency on matters for which there is not routine working relationship already established; or, on an ad hoc or infrequent basis, top management (director or deputy director) of the employing agency, service, major command, or comparable organization. Factor 7- 2 Purpose of Contacts Purpose of contacts is to plan, coordinate, or advise on work efforts or resolve technical problems by influencing individuals or groups who are working toward mutual goals and are basically cooperative. Factor 8- 1 Physical Demands

The work can be done primarily while seated, as at a drawing board or computer keyboard, and requires no special physical demands. Factor 9- 1 Work Environment The work is typically performed in an adequately lighted and climate controlled office and requires no special safety precautions.

Administrative Specialist, FP- 0301- 5

Position Number: D09471 Introductory Statement: This position is located in the Peace Corps, Volunteer Recruitment and Selection, Regional Office. The Administrative Specialist assumes full responsibility for a wide range of financial, administrative, budgetary and accounting operations for a VRS Regional Recruiting Office. the incumbent is expected to exercise independent judgment in these areas and to give 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 as applicable to the Regional Recruiting Office. It is expected that the Administrative Specialist will work independently under the general supervision of the Regional Office Manager. Budgeting and Financial Administration 30% Responsible for implementing Peace Corps regulations and policies applicable to administration of the budgetary and accounting procedures of the regional office. Assists in performing routine tasks in support of the administration of a small, stable budget involving basic administrative expenses. Enters commitments and obligations into the Oracle-based financial management system. Amends or de-obligates obligations as necessry to ensure maximum budgetary flexibility. Runs reports and analyzes data as appropriate to keep abreast of spending relative to budgeted funds. Prepares financial reports and summaries to keep the Regional Office Manager (ROM) apprised of the status 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 to same. Ensures the availability of funds for regularly scheduled office travel, routine needs and special projects. Advises Regional Manager on availability of funds throughout the year. As necessary, prepares requests for additional funding to present to Peace Corps headquarters. In cooperation with the ROM prepares the regional office annual budget to implement the operational plan. Formulates spending plans and strategies, offering recommendations and creative financial solutions that will best achieve the regional office goals and objectives as outlined in the approved operational plan. Carries out quarterly budget reviews and recommends reprogramming of funds to meet out-quarter operational needs. Prepares and submits all certified vouchers, invoices, travel authorizations and codes and reconciles monthly bankcard statement. Responsible for the timely and accurate preparation of all documents used for obligating and spending funds and ensures that funds and financial matters are handled in accordance with current regulations and procedures. Monitors all invoices and travel vouchers, resolving any discrepancies before submitting to the ROM for certification. Performs reconciliations of electronic accounting records to actual documentation on hand and prepares correspondence concerning discrepancies arising from various reconciliations. Works proactively and independently with members of the Office of the CFO to recommend and/or implement financial processes and procedures that will enhance the Agency and RRO budget execution operations. Procurement and Contracting Administration 30% Functions as a purchasing agent for purchases comprising most of the regional office budget. Although the ROM is the approving official on all purchases, the incumbent can be held personally liable for purchases made outside the rules and procedures. Establishes purchase orders, purchase requests, and travel authorizations as necessary to commit/obligate funds within the regional office budget for various recruitment activities. Ensures electronic vendor information is correct and works with financial management staff to ensure new and corrected vendor information is entered into the financial management system. Receives and processes invoices, credit card charges, travel vouchers and requests for reimbursement from outside vendors and office staff. Codes each invoice, etc. to the proper obligating document before routing to the ROM for approval. Tracks obligations, ensuring timely and correct payment to vendors. Maintains detailed filing system for all regional office obligations, ensuring the presence of all accompanying fiscal and back-up documents. Manages the administration of the Strategy Contracts with universities: compiles all required documents; commits the funds; works with the campus contracts offices on billing and payment issues; monitors compliance of deliverables and processes invoices for payment.

Ensures compliance with federal regulations regarding travel and reimbursable expenses. Analyzes organizational requirements and provides advice of a routine nature to support the procurement process, such as disseminating guidelines to RRO 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. Oversees all office equipment and manages associated leases and maintenance agreements. Contacts appropriate vendors to provide equipment services as required. Program Evaluation 10% Routinely conducts cost-benefit analyses of regional office activities: applies accepted analytical and evaluative techniques to the identification and consideration of issues or problems of a procedural or factual nature ensuring maximum return for time ad money spent. Suggests methods to improve cost-efficiency of recruitment campaigns and office operations. Actively researches new vendors to provide goods and services, and new technologies to improve operational efficiency. Administrative Management of an Organization 20% With the supervisor's assistance, performs and monitors established administrative management requirements for the Regional Recruiting Office. Coordinates payment of transit subsidies to employees. Serves as the RRO point of contact for all interactions with the General Services Administration (GSA) including: installation, reconfiguration, maintenance and upgrade of telephone services (if appropriate); use of the GSA vehicles; acquisition and excessing of furniture, office supplies, printing and activities related to office relocations. Responsible for the oversight of the GSA Fleet vehicles to ensure that they are well maintained, kept in secure areas, and that staff have safety equipment when traveling, are trained in preventive and safety actions (changing tires or use of tire fix-it kits, etc.) accident reporting procedures. Maintains thorough and up-to-date written policies and procedures available for easy reference. Responsible for the safety and security of the office: coordinates training of staff, serves as contact point for fire and emergency plans and drills; keeps communication with building safety and security personnel with staff of the Federal Protective Service in order to provide comprehensive and up-to-date safety and security information to office staff. Keeps emergency contact information readily available for all staff and maintains easily accessible contact and location information for police, hospitals, etc. Acts as logistics coordinator for office conference, retreats and where appropriate, office moves. Organizational Liaison for Human Resources Management Issues 10% Serves as the RRO point of contact in performing liaison tasks to support human resources administrative activities of a routine nature, such as providing orientation and training to all new staff on personnel actions and relaying information to staff about health benefits, life insurance, direct deposit, thrift savings and retirement plan information. Ensures that all new employees receive and complete entry-on-duty forms and the exiting package. Maintains local personnel files. Serves as the official timekeeper ensuring compliance with federal and agency regulations concerning time and leave. Maintains leave and attendance records and computes and prepares requests for overtime. Certifies all timesheet submissions. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position

The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. 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 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- 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. 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 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 and assistance to managers on non-controversial organization or program-related issues and concerns. Contacts typically involve such matters as identification of options and alternatives; evaluation of progress in meeting program or organizational 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.

Financial Management Officer, FP- 0501- 4

Position Number: D10026 Introductory Statement: This position in located in the Office of Volunteer & PSC Financial Services within the Office of the Chief Financial Officer. This is a highly operational position that requires a diverse skill set from technical expertise in utilizing a financial system to the ability to perform cash and liability fund reconciliations. Financial Data Analysis and Reconciliation 25% Performs analysis and reconciliation of a variety of administrative accounts consisting of accounts with some non-standard, specialized accounts. Validates data entered into an entire system for a small organization or a major segment of the system for a large organization. Identifies and resolves complex accounting transactions that create out-of-balance conditions in financial reports. Tracks back through a series of transactions and erroneous adjustments to isolate the original error and correct it. Spends 10% of the time leading a group of 7-9 employees performing work at the FP-7 and FP-5 levels. Provides administrative and technical leadership necessary for accomplishing the work of the unit. Transactional Expert and Validation 25% Reviews, processes, and records the full range of accounting transactions including Volunteer readjustment allowance payroll, savings bonds, allotments, third party payments, etc. Assists in formulating and interpreting plans, guidelines, and directives pertaining to control. Determines variances between new and existing requirements. Initiates changes to procedures to improve the functional efficiency of the department. Formulates and submits monthly tax payments on behalf of the Agency and Volunteers monthly. Creates and submits quarterly 941 tax filing. Manages the yearly Form W2 issuance process and associated tax requirements. Internal Controls Evaluation 25% Independently plans and carries out internal review activities to ensure accuracy and validity data in the financial system. Reviews and analyzes the current operational processes and/or procedures for financial transactions and activities, including levels of access. Evaluates compliance with policies and directives and assesses risk. Identifies significant or controversial problems or deficiencies related to the audit. Makes recommendations on the resolution of audit findings. Provides training on implementation of regulatory and procedural guidance, as well as focused training and/or guidance to resolve compliance deficiencies. Financial Disbursement Activities 25% Independently completes a variety of conventional financial disbursement activities involving different and unrelated processes. Conducts research and analysis utilizing historical documents, financial reports, and established accounting and financial policies and procedures guidelines. Monitors expenditures and cash management practices for consistency, accuracy, and adequacy of accounting practices. Provides input and recommendations to management for financial reports developed to deal with problems and discrepancies in disbursement activities. Serves as a certifying officer of the Agency for readjustment allowance and tax payments. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The position requires detailed, intensive knowledge of the policies, precedents, goals, objectives, regulations, and guidelines of a functional area such as financial oversight, budget formulation, and/or budget execution. Also required is knowledge sufficient to analyze and evaluate continual changes in program plans and funding and their effect on financial program milestones. The employee is required to demonstrate and act upon this knowledge when there is uncertainty due to short and rapidly changing program and financial deadlines, when there are gaps and conflicts in program and financial information, or when difficulties arise due to changing guidelines for the work. 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, and possible approaches. The employee is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy in terms of established objectives. The employee is responsible for 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 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. 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- 4 Complexity The work consists of performing a variety of analytical, technical, and administrative work of a financial nature for substantive programs and support activities. These programs and activities are funded through a number of sources such as appropriations, allotments, reimbursable accounts, and transfers of funds between organizations. Programs and funding are unstable and subject to change throughout the fiscal year. The employee conducts research, identifies, and analyzes trends in the use of funds, and recommends adjustments in program spending that require the rescheduling of program workloads. The employee also assists program managers and staff officials in interpreting the impact of and planning for multi-year financial/budgetary and program changes. The employee chooses the analytical means appropriate for the task. The presence of conflicting financial and program data make it difficult to identify reliable data. Deadlines, which can be short-term and unpredictable, vary according to financial/budgetary objectives, available funding, program goals, and workload. 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- 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- 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.

Training Administrator, FP- 1712- 2

Position Number: D10356 Introductory Statement: This position is located in the Office of the Chief Financial Officer and reports to the Financial Systems Functional Manager. As Training Manger, the incumbent is primarily responsible for managing the design and implementation of training for Odyssey, the Agency's financial management system. Odyssey is comprised of Oracle Federal Financials, Oracle HRMS/Payroll, Compusearch PRISM, and FOR Post. The employee also has first-line responsibility for supervising the Training Specialist, identifying training needs, creating training materials, documenting Odyssey processes and procedures, and providing training. Training Program Management 45% Provides leadership, advice, and guidance for a complex multi-mission organization that impacts educational programs throughout the agency. 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. Training Course/Program Modification 40% Responsible for modification of highly complex curricula. 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 Course Delivery 15% Serves as technical expert in broad, complex subject areas. Instructor designs, develops, revises, and conducts courses comparable to graduate school levels. Courses are unusually broad and highly complex and frequently are in newly emerging or rapidly changing areas. 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- 5 Supervisory Controls The supervisor provides administrative direction with assignments in terms of broadly defined missions or functions. The employee has responsibility for independently planning, designing, and carrying out programs, projects, studies, or other work Results of the work are considered technically authoritative and are normally accepted without significant change. If the work should be reviewed, the review concerns such matters as fulfillment of program objectives, effect of advice and influence on the overall program, or the contribution to the advancement of technology. Recommendations for new projects and alteration of objectives usually are evaluated for such considerations as availability of funds and other resources, broad program goals, or national priorities. Factor 3- 5 Guidelines Guidelines are broadly stated and nonspecific, e.g., broad policy statements and basic legislation that require extensive interpretation. The employee must use judgment and ingenuity in interpreting the intent of the guides that do exist and in developing applications to specific areas of work. Frequently, the employee is recognized as a technical authority in the development and interpretation of guidelines. 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- 5 Scope and Effect The work involves isolating and defining unknown areas of training development management criteria, the formulation of special studies/projects, the assessment of program effectiveness, development of new theories, or the study and analysis of unusual and difficult problems. 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 affects the work of other experts, the development of major aspects of education and training programs or missions, or the well being of substantial numbers of people. 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 Contracts 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.

Program and Training Officer, FP- 0301- 3

Position Number: D10325 Introductory Statement: Supervisory and/or Managerial Responsibilities 25% Supervise and develop a team of professional program and training staff (sector-specific program managers, training managers, technical trainers, program and training assistants and other support staff); coordinate work assignments and Volunteer site placements; ensure on-going performance management of subordinates creating a partnership to work towards resolution of issues of concern at post. Support and implement staff development strategies for post to provide on-going learning and development for local HCN and American staff. Perform the administrative and human resource management functions relative to the staff supervised; assign work according to the priorities of the Country Director, Post and/or the Peace Corps. Further the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of federal equal opportunity program objectives and by adhering to nondiscriminatory practices in regard to race, color, religion, national origin, marital status, political affiliation, age, sex, sexual orientation, handicapping condition, membership in an employee organization, or any other non-merit factors. Program Management 20% Guide coordination between Program and Training staff and other work units at post to ensure effective strategic planning, resource utilization, and safety and security of the PCVs. Identify program plans and objectives based on an analysis of interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs, including program functions related to project management, training, monitoring and evaluation plans, documentation, and required reporting. Design, manage, and evaluate programs in sectors such as water sanitation and health, small business development, agro forestry, environment, youth development, education, agriculture, community economic development, municipal development, animal production, and/or Teaching English as a Foreign Language (TEFL). Assist in the Implementation of agency policy and procedures to ensure uniform standards of program and training design throughout overseas Peace Corps posts. Training Program Development and Management 20% Oversee, design, and evaluate training including workshops, seminars, and conferences at post to ensure current and innovative processes are used in developing training competencies, learning objectives, and evaluation techniques; lead training staff in determining the scope, objectives, and the methods of training; and lead planning sessions to identify competencies and ensure integration of appropriate technical information into project training sessions, objectives, evaluation techniques, as well as the overall training calendar. Monitor the implementation of training to ensure that the specific learning needs of PCVs are met and project partners' expectations are met or managed. Evaluate progress of Peace Corps Trainees during Pre-Service Training (PST) and take corrective action as needed. Oversee the planning of Close of Service (COS) conferences; reviews and edits PCVs Description of Service (DOS); assists in preparing PCVs for their return to the United States to support the Peace Corps' Third Goal activities. Policy Advice and Guidance 15% Serve as an authority in the development of the post's plans and programs for technical assistance and other activities with issues that involve major areas of uncertainty in approach or methodology; provides information on the analysis of issues in post policies and strategic plans, and the preparation of new and amended project documentation, in accordance with Peace Corps standards; recommends post objectives based on host country requests and Peace Corps priorities; reviews programmatic, technical, and budgetary aspects of all post activities. Monitor external issues that may impact PC operations in-country; identify key challenges, current and future; work with the team to develop strategies to address these challenges.

Keep apprised of trends and best practices in P&T field and integrates best practices into P&T activities at post. Representation 10% Build and maintain partnerships with a variety of individuals, including host country government officials and local authorities, representatives of non-governmental organizations (NGOs), and other persons of influence in the country's developmental efforts to enhance and promote the Peace Corps programs. Establish and maintain contacts with Embassy personnel and others within the U.S. Mission to foster cooperative relationships in furtherance of Peace Corps' goals and to ensure the safety of Volunteers. Peace Corps Volunteer Support 10% Ensure systems are in place to maximize the safety and security of Volunteers including: developing, testing, and enforcing policies and procedures; ensures optimal site development; assists CD, Safety & Security Coordinator (SSC) and others to anticipate, prevent, and manage crises ranging from sexual assaults and natural disasters to civil unrest and emergency evacuations. Collaborates with the U.S. embassy and host government as appropriate. Ensure staff provides appropriate support to Volunteers dealing with cross-cultural adjustment issues and the challenges of working with host country counterparts/ supervisors, host families, and colleagues; develops a workplace environment where the P&T team serves as the lead to positively influence PCVs to gain enthusiasm and support for Peace Corps service, and the host country peoples and culture. Provide guidance to PCVs to cultivate their understanding of the challenges of Peace Corps service and their responsibilities for professional behavior. Guides P&T team efforts with Volunteers in promoting a professional work ethic, self-reliance, cultural sensitivity, commitment to service, and a sense of camaraderie between Volunteers and staff. Visit PCV sites to evaluate all aspects of volunteer assignments including project implementation, compliance with established host country agreements, and PCV performance; to ensure that Volunteers have been assigned meaningful work in their communities, have received the training necessary to be effective, that appropriate safety and security measures are in place, and that financial and other basic needs are met. Collaborate with PC Headquarters offices to identify, organize, and implement skill building workshops and other activities to benefit P&T efforts at post. Factor 1- 8 Knowledge Required by the Position Mastery of a wide range of methods for the assessment and improvement of complex programs, processes and systems; Skill to plan, organize, and implement programs, plans, and proposals involving substantial agency resources, or that require extensive changes in established procedures. Mastery in the design, management and evaluation of development projects. Mastery of training design and evaluation as well as the integration of training into programming and staff development. High level skill in community based project development, management and evaluation in an overseas or multi-cultural environment. Mastery of oral and written communications. High level managerial and supervisory skills, including in-depth experience to lead/motivate a multidisciplinary team under changeable and complex circumstances. Extensive experience with cross-cultural team-building and conflict resolution. Skill in implementing and monitoring a performance management system. Factor 2- 4 Supervisory Controls The employee develops mutually acceptable program plans with the supervisor which typically includes identification of the work to be done, the scope of the program, and goals to be completed. The employee is responsible for planning and organizing the work, coordinating with staff and management personnel, and conducting all phases of the work. 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 policies, and program, management, and organizational guidelines and practices which require considerable adaptation and/or interpretation for application to issues and problems encountered. Policies and precedents provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish program objectives. Within the context of broad policy guidelines, the employee refines or develops more specific implementing policies or methods and procedures. Factor 4- 5 Complexity The incumbent analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive programs at an overseas Peace Corps Post. Develops detailed plans, goals, and objectives for the long-range implementation and administration of assigned programs, and/or develops criteria for evaluating the effectiveness of the program. Studies are complicated by such elements as conflicting program goals and objectives; the need to deal with subjective concepts such as value judgments; and findings and conclusions that are highly subjective and not susceptible to verification through replication of study methods. Factor 5- 5 Scope and Effect The purpose of the work is to analyze and evaluate major aspects of substantive Peace Corps programs at an overseas Post. The incumbent develops long-range program plans, goals, objectives, and milestones, and/or evaluates the effectiveness of programs. The incumbent develops guidelines for the conduct of program operations, or new criteria for measuring program accomplishments. Reports contain findings and recommendations of major significance to the Peace Corps Country Director and senior level officials at Headquarters, and often serve as the basis for new programs. Factor 6- 3 Personal Contacts The incumbent develops and maintains positive professional relations with host country partners such as ministry officials; local school officials, principals and teachers; and host country families. The incumbent's contacts also include embassy officials and representatives of NGOs and foreign aid agencies such as USAID and UNDP. Factor 7- 3 Purpose of Contacts The purpose of contacts is to: ensure host country involvement in the development, monitoring and revision of Post project plans; monitor and coordinate Volunteer projects and activities; implement findings and recommendations on program effectiveness issues; and to collaborate, reduce project duplication, offer volunteer services for projects and/or seek funding opportunities. Factor 8- 1 Physical Demands The work requires extensive travel throughout the Post country sometimes under physically challenging conditions, by multiple modes of transportation. Factor 9- 1 Work Environment The work environment involves regular and recurring exposure to moderate risks and discomforts typical of such places as remote overseas locations and settings that require special safety and security precautions. Work is often carried out under difficult conditions including resource scarcity.

Program and Training Officer, FP- 0301- 2

Position Number: D10325 Introductory Statement: Supervisory and/or Managerial Responsibilities 25% Supervise and develop a team of professional program and training staff (sector-specific program managers, training managers, technical trainers, program and training assistants and other support staff); coordinate work assignments and Volunteer site placements; ensure on-going performance management of subordinates creating a partnership to work towards resolution of issues of concern at post. Support and implement staff development strategies for post to provide on-going learning and development for local HCN and American staff. Perform the administrative and human resource management functions relative to the staff supervised; assign work according to the priorities of the Country Director, Post and /or the Peace Corps. Further the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of federal equal opportunity program objectives and by adhering to nondiscriminatory practices in regard to race, color, religion, national origin, marital status, political affiliation, age, sex, sexual orientation, handicapping condition, membership in an employee organization, or any other non-merit factors. Program Management 20% Guide coordination between Program and Training staff and other work units at post to ensure effective strategic planning encompassing difficult and diverse functions or issues that affect critical aspects of the major programs, resource utilization, and safety and security of the PCVs. Oversee analysis and implementation of project management, training, monitoring and evaluation plans, documentation, and required reporting in programs for sectors such as water sanitation and health, small business development, agro forestry, environment, youth development, education, agriculture, community economic development, municipal development, animal production, and/or Teaching English as a Foreign Language (TEFL). Implement agency policy and procedures to ensure uniform standards of program and training design throughout overseas Peace Corps posts. Training Program Development and Management 20% Through extensive planning and organization, analyses of accumulated data and information, and considerable coordination and integration with other functional activities, oversees the design and evaluation of training including workshops, seminars, and conferences at post to ensure current and innovative processes are used in developing training competencies, learning objectives, and evaluation techniques; leads training staff in determining the scope, objectives, and the methods of training; leads planning sessions to identify competencies and ensure integration of appropriate technical information into project training sessions, objectives, evaluation techniques, as well as the overall training calendar. Monitor the implementation of training to ensure that the specific learning needs of PCVs are met and project partners' expectations are met or managed. Evaluate progress of Peace Corps Trainees during Pre-Service Training (PST) and takes corrective action as needed. Oversee the planning of Close of Service (COS) conferences; reviews and edits PCVs Description of Service (DOS); and assists in preparing PCVs for their return to the United States to support the Peace Corps' Third Goal activities. Policy Advice and Guidance 15% Serve as a senior leader in the development of the post's plans and programs for technical assistance and other activities; lead analysis of issues in post policies and strategic plans, and oversees the preparation of new and amended project documentation, in accordance with Peace Corps standards; recommend post objectives based on host country requests and Peace Corps priorities; reviews programmatic, technical, and budgetary aspects of all post activities. The guidance provided requires extensive interpretation for many different and unrelated program processes and methods, such as interpretations of original legislative or judicial intent, and advice on revisions to existing policies and programs to

meet requirements. Monitor external issues that may impact PC operations in-country; identifies key challenges, current and future; and works with the team to develop strategies to address these challenges. Keep apprised of trends and best practices in P&T field and integrates best practices into P&T activities at post. Representation 10% Serve as a 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. Establish and maintain strong collaborative relationships with host country government officials and local authorities, representatives of non-governmental organizations (NGOs), and other persons of influence in the country's developmental efforts to enhance and promote the Peace Corps programs. Plans, directs, and executes liaison operations for critical Peace Corps-wide programs, with national or international implications. Establish and maintain contacts with Embassy personnel and others within the U.S. Mission to foster cooperative relationships in furtherance of Peace Corps' goals and to ensure the safety of Volunteers. Peace Corps Volunteer Support 10% Ensure systems are in place to maximize the safety and security of Volunteers including: developing, testing, and enforcing policies and procedures; ensures optimal site development; assist CD, Safety & Security Coordinator (SSC) and others to anticipate, prevent, and manage crises ranging from sexual assaults and natural disasters to civil unrest and emergency evacuations. Collaborate with the U.S. embassy and host government as appropriate. Ensure staff provides appropriate support to Volunteers dealing with cross-cultural adjustment issues and the challenges of working with host country counterparts/ supervisors, host families, and colleagues; develops a workplace environment where the P&T team serves as the lead to positively influence PCVs to gain enthusiasm and support for Peace Corps service, and the host country peoples and culture. Provide guidance to PCV's to cultivate their understanding of the challenges of Peace Corps service and their responsibilities for professional behavior. Guide P&T team efforts with Volunteers in promoting a professional work ethic, self-reliance, cultural sensitivity, commitment to service, and a sense of camaraderie between Volunteers and staff. Visit PCV sites to evaluate all aspects of volunteer assignments including project implementation, compliance with established host country agreements, and PCV performance; to ensure that Volunteers have been assigned meaningful work in their communities, have received the training necessary to be effective, that appropriate safety and security measures are in place, and that financial and other basic needs are met. Collaborate with PC Headquarters offices to identify, organize, and implement skill building workshops and other activities to benefit P&T efforts at post. Factor 1- 8 Knowledge Required by the Position Mastery of a wide range of methods for the assessment and improvement of complex programs, processes and systems; Skill to plan, organize, and implement programs, plans, and proposals involving substantial agency resources, or that require extensive changes in established procedures. Mastery in the design, management and evaluation of development projects. Mastery of training design and evaluation as well as the integration of training into programming and staff development. High level skill in community based project development, management and evaluation in an overseas or multi-cultural environment. Mastery of oral and written communications. High level managerial and supervisory skills, including in-depth experience to lead/motivate a multidisciplinary team under changeable and complex circumstances. Extensive experience with cross-cultural team-building and conflict resolution. Skill in implementing and monitoring a performance management system. Factor 2- 5 Supervisory Controls

As a recognized authority in the analysis and evaluation of programs and issues, the incumbent is subject only to administrative and policy direction concerning overall project priorities and objectives. The incumbent is typically delegated complete responsibility and authority to plan, schedule, and carry out major projects concerned with the analysis and evaluation of program and training functions. Analyses, evaluations, and recommendations developed by the incumbent are normally reviewed by the Peace Corps Country Director for potential influence on broad Peace Corps policy objectives and program goals. Findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines Guidelines consist of broad administrative and program policy statements, and basic legislation that require extensive interpretation. The incumbent uses judgment and discretion in determining intent, and in interpreting and revising existing policy and guidelines for use by others within the Peace Corps. The incumbent is recognized as an expert in the development and/or interpretation of guidance for the program and training areas managed at Post. Factor 4- 5 Complexity The incumbent analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive programs at an overseas Peace Corps Post. Develops detailed plans, goals, and objectives for the long-range implementation and administration of assigned programs, and/or develops criteria for evaluating the effectiveness of the program. Studies are complicated by such elements as conflicting program goals and objectives; the need to deal with subjective concepts such as value judgments; and findings and conclusions that are highly subjective and not susceptible to verification through replication of study methods. Factor 5- 5 Scope and Effect The purpose of the work is to analyze and evaluate major aspects of substantive Peace Corps programs at an overseas Post. The incumbent develops long-range program plans, goals, objectives, and milestones, and/or evaluates the effectiveness of programs. The incumbent develops guidelines for the conduct of program operations, or new criteria for measuring program accomplishments. Reports contain findings and recommendations of major significance to the Peace Corps Country Director and senior level officials at Headquarters, and often serve as the basis for new programs. Factor 6- 3 Personal Contacts The incumbent develops and maintains positive professional relations with host country partners such as ministry officials; local school officials, principals and teachers; and host country families. The incumbent's contacts also include embassy officials and representatives of NGOs and foreign aid agencies such as USAID and UNDP. Factor 7- 3 Purpose of Contacts The purpose of contacts is to: ensure host country involvement in the development, monitoring and revision of Post project plans; monitor and coordinate Volunteer projects and activities; implement findings and recommendations on program effectiveness issues; and to collaborate, reduce project duplication, offer volunteer services for projects and/or seek funding opportunities. Factor 8- 1 Physical Demands The work requires extensive travel throughout the Post country sometimes under physically challenging conditions, by multiple modes of transportation. Factor 9- 1 Work Environment The work environment involves regular and recurring exposure to moderate risks and discomforts typical of such places as remote overseas locations and settings that require special safety and security precautions. Work is often carried out under difficult conditions including resource scarcity.

Financial Management Officer, FP- 0501- 3

Position Number: D10066 Introductory Statement: The Peace Corps' Financial Management Officer develops, coordinates, and evaluates policies, procedures, and processes involved with the Agency domestic and overseas disbursements, provides technical financial assistance and training to domestic and overseas staff, serves as liaison between Peace Corps offices, and other Federal departments (i.e., Dept of State and the U.S.Treasury), and provides oversight and guidance to payment processing. Specifically, serves as supervisor of disbursing staff; develops and provides guidance in the policies and procedures to be used for the processing of cashier and non-cashier disbursements, reconciliation of account, and other financial management issues; conducts special reviews and analysis of financial and other management issues; maintains responsibility for the operation of day-to-day disbursing activities. Financial Disbursement Activities 100% Provides direction and guidance on a broad range of cash disbursement activities for an agency, providing support to HQ, domestic field offices and approximately 70 overseas posts. Disbursements are required in both US dollars and local currency and often require extensive research and analysis to resolve unusual and complex problems dealing with substantial agency issues such as any illegal, improper, or incorrect payment resulting from any false, inaccurate, or misleading certification. Serves as disbursing official, performing and/or providing oversight to the disbursement of government funds in accordance with policy, precedent, and legal regulations. Factor 1- 8 Knowledge Required by the Position The position requires mastery of the concepts, principles, practices, laws, and regulations of federal disbursements; 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 complex programs; develop, recommend, and implement budgetary and financial policies; interpret and assess the impact of new and revised federal legislation on the disbursement and cash management functions; and develop and render authoritative interpretations of Executive orders, OMB guidelines and directives, and policies and precedents within and across agency lines. 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, and possible approaches. The employee is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy in terms of established objectives. The employee is responsible for 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 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. Factor 3- 4 Guidelines Policies and guidelines for performing the work are scarce and very general in nature; pertain only to routine issues and matters; are stated in terms of goals to be accomplished rather than the approach to be taken; and present a number of principles and standards, any one of which may reasonably apply to the broad subject matter. The employee routinely develops specific objectives and devises new methods, techniques, and criteria pertaining to identifying trends and patterns; acquiring information and analyzing data; modifying systems to accept new kinds of data; developing solutions and presenting findings; and examining returns for which there are no precedents. The employee may interpret available guidelines for employees at the same or subordinate levels. 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 disbursement and cash management functions that, if accepted, require management to revise substantive programs. The employee may also be required to evaluate the reactions of approving officials to financial management 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- 4 Scope and Effect The purpose of the position is to execute modifications to disbursement and cash management systems, programs, and/or operations to establish criteria and other means to assess, investigate, or analyze a variety of unusual financial problems and conditions. The work involves a wide range of agency activities or the operations of other agencies. The work affects the effectiveness of agency financial management and the way financial information is applied in planning organizational operations and the way management control systems, financial management accounting systems, and programs are structured and operated throughout the organization. Factor 6- 3 Personal Contacts Personal contacts are with officials, managers, professionals, and employees and executives of the agency, vendors, 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. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated.

Support Services Specialist, FP- 0342- 5

Position Number: D10294 Introductory Statement: This position is located in the Facilities Management Division, Office of Administrative Services at Peace Corps Headquarters. The incumbent is primarily responsible for operating, maintaining, and troubleshooting audiovisual equipment for the Agency. This individual also may assist other Facilities Management Division personnel in accomplishing facilities work requests, such as fax machine/copier machine repair or replacement, systems furniture reconfiguration, and other similar support functions. Coordinates Audio/Visual Services 40% Works directly with contractors who provide routine services or products in the areas of video production, audio/visual support, and related planning and consulting. Shares basic knowledge of the agency subject matter as well as standards and requirements. Makes decisions about conventional aesthetic or technical details, referring questions of greater consequence to the supervisor. Responsible for the set-up, operation, and maintenance of a wide range of audiovisual equipment , lighting, teleconference, and control systems. This includes computers, video and audio equipment, slide projectors, microphones, and spotlights. Coordinates audiovisual needs with customers prior to an event to best determine the most suitable equipment available for the room. Facility Services, Property and Supply Administration 20% Coordinates basic, established requirements for management of services and supplies in an office or small building. Takes care of administrative needs for basic operational services such as audiovisual equipment. Coordinates the administrative aspects of office moves, office construction, and other facility improvements including furniture, equipment, telephones, and short-term storage. Works with other offices to arrange and coordinate such activities. Performs property management tasks. Prepares necessary documents for the accession and de-accession of property. Performs studies of a continuing nature with extensive planning and coordination for major program or functional areas such as conducting surveys of equipment and property use, recommending action to ensure economical and efficient use of equipment and other property. Manages office supplies. Sets up and maintains systems to control purchasing and the use of supplies. Customer Services and Transactional Problem Resolution 20% 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, such as issuing forms to customers, and requesting office supplies, tools, furnishings, and equipment, 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 field offices. 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, such as loitering in parking lots after events. Recommends new or revised operating procedures to meet changing business needs. Provides Procurement/Purchasing Support 20% Provides expertise for procurement of goods, supplies, equipment, and services. Applies conventional practices to solve a variety of problems in procurement transactions, such as a need for more efficient processing procedures, requests to expedite urgently needed items, or a contractor's inability to meet delivery schedules. Reviews and reconciles various documents and records and resolves a variety of problems through coordination with vendors and personnel in receiving, supply, and buying offices. Coordinates product returns processing ensuring vendor requirements are met and required financial management documentation is executed.

Responsible for the collection and compilation of data and the preparation of all recurring and special purchasing reports. Provides technical assistance to procurement specialists in preparing solicitations, evaluating offers, preparing documentation, obtaining data for pre-award surveys, and managing special projects. Resolves discrepancies with contractors. Coordinates procurements and maintains budgetary and usage data on supplies, furnishings, tools, and equipment used throughout the Agency. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position Knowledge of the theories, concepts, principles, methods, and techniques of a variety of human resources management and administrative services activities. This includes knowledge of organizational missions, objectives and procedures, the relationship with other program areas, and the regulatory framework in which the program operates. Knowledge must be sufficient to resolve especially difficult and critical questions, problems, and issues which may not be susceptible to treatment in traditional ways, and take actions which significantly affect overall program applications. Analytical skill sufficient to evaluate administrative procedures, policies, and other relevant material as a basis for developing and implementing departmental guides or procedures. Factor 2- 3 Supervisory Controls The incumbent works under the general direction of the supervisor who makes assignments in general terms and relies on the incumbent to carry these out independently. The supervisor makes assignments by defining objectives, priorities, and deadlines and assists the employee with unusual situations that do not have clear precedents. The employee plans and carries out the successive steps and handles problems and deviations in the work assignments 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. Factor 3- 3 Guidelines Guidelines include basic Federal agency administrative management policies and procedures as well as basic agency orders and directives. The guidelines provide general guidance in the functional areas assigned. The employee interprets and applies the guidelines to policy issues and provides direction to agency offices. Factor 4- 3 Complexity The position involves a variety of duties requiring performance of many related tasks, tight deadlines, and determining priorities in providing the services rendered within the employee's responsibilities and the function of the administrative services division. Assignments typically involve review, analysis, and recommendation of administrative procedures and policies covering a variety of administrative and logistical services. The work is complicated by the necessity for refining general objectives into precise policies, directives, and procedures that are applicable to the work being performed. Factor 5- 3 Scope and Effect The purpose of the work is to develop new or improved administrative policies and procedures and to provide administrative and other services to the organization. The work of the position affects the resolution of sensitive or unusual problems related to the provision of support services programs, and the coordination of support service program functions within the agency, among other agencies or departments, and private industry. Factor 6- 2 Personal Contacts Contacts include frequent, regular, and recurring contacts with supervisors, management officials, personnel in a variety of specialized and technical areas, organization supply personnel, contract personnel, equipment and supply account representatives, equipment technicians, and/or a variety of vendors. People contacted generally are engaged in different functions, missions, and kinds of work. Factor 7- 2 Purpose of Contacts The purpose of 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 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.

IT Specialist (Systems Architect), FP- 2210- 2

Position Number: D10357 Introductory Statement: Systems Analysis 40% Serves as a recognized technical authority for new or enhanced information systems software. Exercises considerable judgment and ingenuity in advocating the benefits of implementing business-driven quality and process improvements. Participates in the development of operational plans. Assists in planning, directing and coordinating the implementation and execution of approved policies, programs, and services related to Information technology (IT) systems. Reviews and evaluates operations to appraise the effectiveness of policies and programs. Identifies deficiencies and takes/recommends appropriate action. Oversees or coordinates the preparation of testing and implementation plans. Prepares programming specifications for implementation by computer programmers. Develops test plans and scripts, and oversees testing by others. Sets up a problem reporting mechanism for the application team involved in testing. Oversees the migration of systems to the production environment and monitors systems for stability, accuracy, and performance. Meets with programmers and functional area specialists to coordinate work and resolve problems. Meets with vendor technical representatives to resolve technical issues, and to implement and coordinate new software releases. Evaluates test results, and initiates corrective actions. Develops and executes procedures to periodically monitor the logical/physical integrity of data and physical space utilization. Reviews proposed policy, regulations, and procedural changes to determine their impact on areas of responsibility. Coordinates the common use of core software across multiple platforms and troubleshooting procedures for related applications. Prepares strategies for recovery in the event of systems failure. Develops recovery methodology for the systems in coordination with the overall agency or department disaster recovery plan. Develops systems modifications to aid in recovery, which includes determining the cause of failure, documenting methods for preventing future problems, fixing software, and restoring files. Performs feasibility studies including original research in order to develop information systems that meet customer requirements. Evaluates the feasibility of new systems design methodologies in terms of meeting agency systems design requirements and recommending the adoption of the most promising new methodologies. Suggests technically feasible approaches and demonstrates viability through the development of working prototypes. Recommends automation approaches that lead to improvements in PC's systems design and development process and the delivery of high quality information systems that support achievement of core agency mission requirements. Provides leadership and expertise in all aspects of applied Systems Life Cycle Management (SLCM) methodologies, including requirements analysis, and database and business systems design, development, testing, documentation and modeling. Defines documentation standards and works to resolve issues related to such. Works with customers to define and document functional and business process requirements and translate them into viable technology based solutions. Analyzes and documents business processes, and recommends improvements. Meets with customers and developers to ensure that business applications meet the functional requirements of the customers and are compliant with Agency design and development standards. Reviews and assists in the development of business process and system design documents prepared by Agency software developers. Develops models database design schemas supporting various business processes and applications. IT Business Research and Development 15% Responsible for establishment of a viable relationship with a wide variety of federal client agencies that manage national and worldwide programs. Conducts extensive research to gain a comprehensive understanding of client agencies' business environments, decision-making processes, budgets, and IT strategies. Consults with high-level officials of potential and existing agency clients and Industry Partners to clearly and forcefully communicate the value-added of partnering with IT Solutions.

In response to customer requirement concepts, assembles a multi-disciplined team of IT and Industry Partner individuals with the appropriate skill sets to formulate an effective IT Solution. Plans and manages delivery and acceptance of complex business IT solutions. Plans, manages, and integrates separate functions of production, funding, supply, maintenance, acquisition, and quality control into activities needed to sustain IT systems throughout the life cycle (5-10 years). Reviews and approves terms and conditions set forth in acquisition negotiations, contract plans, budgets, and changes to the scope of work to be accomplished by the contractor. Ensures prompt payment to industry partners and from customers to IT Solutions. Monitors the performance of programmatic activities through the review and analysis of reports. Identifies and implements IT process reform initiatives to reduce total program cost and more effectively meet customer requirements. Administration of Information Technology Systems 15% Serves as a senior expert and advises on the application of system architecture modeling tools in the architectural planning process necessary to integrating information technology (IT) programs with other programs of equivalent scope and complexity. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Manages network rights, and agency-wide access to systems and equipment. Implements security procedures and tools and develops and documents systems administration standard operating procedures for PC. Develops and maintains IT strategic plans, assesses policy needs, and develops policies needed to govern IT activities. Assists in defining current and future business environments, preparing IT budgets, and managing IT investment portfolios. Conducts audits and performance and Quality Assurance assessments of IT programs and projects. Trains new IT staff, both internal and external to ITASP, on EA, SLCM, and IT Governance processes, procedures, and design standards used at Peace Corps. Ensures the rigorous application of information security/information assurance policies, principles, and practices. Enterprise Architecture Planning and Implementation 15% Serves as an expert in an enterprise architecture specialty area for a major agency organization, such as a regional office, directorate, or center. Designs an integrated enterprise architecture that addresses improved decision making and adaptability to changing demands or market conditions. Works to eliminate inefficient and redundant processes, and to optimize the use of organizational assets. Produces an accurate representation of the business environment, strategy, and critical success factors; as well as comprehensive documentation of business unit and key mission processes. Develops views of the systems and data that support these processes. Defines the hardware, operating systems, programming, and networking solutions used by the agency. Interprets and applies government-wide and industry best practices when developing enterprise architecture processes and methodologies. Maintains currency in emerging technologies critical to the evolution of the agency enterprise architecture with more efficient and effective standards, infrastructure, and applications. 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. OTHER SIGNIFICANT FACTS:

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 The position requires 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 The purpose of the position is to define unprecedented conditions, resolve critical problems, and/or develop, test, and implement new technologies. The work affects the work of other technical experts or the development of major aspects of agency-wide IT programs. Factor 6- 3 Personal Contacts Personal 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. 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.

Volunteer Certification Specialist, FP- 0303- 5

Position Number: D10317-New Introductory Statement: This position is located in the Office of Volunteer & PSC Services within the Office of the Chief Financial Officer. Mail, Correspondence, and Document Processing 35% Freedom of Information Act (FOIA) and/or Privacy Act (PA) Inquiries Support 35% Customer Services and Transactional Problem Resolution 10% Program Services and Support 5% Website Support 5% Writing/Editing for Exhibits 5% Information Dissemination to the Public 5% OTHER SIGNIFICANT FACTS: Performs other duties as assigned.

Director of Human Resources, FP- 0201- 1

Position Number: D10216 Introductory Statement: This position has independent responsibility for the day to day operations of the Office of Human Resource Management in the Peace Corps. The incumbent plans, develops, directs and administers a comprehensive human resource management program. Employee supervises an immediate staff of 28 specialists and support personnel involved in the full range of human resource management functions. The incumbent will be required to exercise customer and relationship management skills on a regular and ongoing basis. Customers and relationships will be multi-national and multi-cultural. The position reports to the Deputy Associate Director for Management. Supervisory and/or Managerial Responsibilities 60% 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. Change Management Strategy Development and Implementation 20% As the recognized agency expert, develops strategies to address broad and emerging initiatives that affect large-scale agency programs of national or international scope, such as implementing automated workforce planning and staffing systems on a nationally accessible scale to address an agency-wide human capital crisis. Provides management and consulting services to top the agency officials on change management and internal business process improvements to improve economies and efficiencies of operations, upgrade customer service, increase employee satisfaction, and enhance employee performance. Participates in the development and documentation of long-range and short-range planning efforts. Reviews plans, resource projections, priorities, and justifications. Makes recommendations on planning to be undertaken with existing resource levels and advises on the impact of efforts that require additional resources. Develops plans and strategies to ensure organizational policies and procedures are established and implemented to accomplish human capital planning objectives. Human Resources Program Planning and Management 15% Plans, develops, and manages entire Human Resources functions for critical large-scale agency-wide programs, such as determining the overall integration process for significant changes to the agency employee compensation or performance management systems with other the agency programs. Reviews and evaluates organizational activities and advises senior management regarding the accomplishments and evaluation of program goals. Analyzes and evaluates long-range activities, and provides recommendations to improve the effectiveness of operations in meeting mission-critical goals and objectives. Estimates the effect of proposed changes in legislation or regulations to determine the impact on Human Resources programs. 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 program 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 5% Develops, conceives, plans, and directs initiatives on broad, emerging, or critical large-scale national or international programs, such as counseling top the agency officials who may appear before Congressional committees and the national media concerning the agency's Human Resources program. Advises top the agency managers in refining missions, developing key result areas, and measuring vital aspects of Human Resources programs that impact multiple agency organizations. As the primary agency expert, provides authoritative interpretations of new or modified legislation or guidance material, such as 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, and Comptrollers General. Translates new legislation into program goals, actions, and services, such as interpreting the impact of project management certification requirements on the agency programs. Meets with high-ranking officials from outside the agency at national or international levels to settle matters involving significant or controversial issues in highly unstructured settings, such as engaging with heads of other agencies and Presidential advisors. Represents the agency on inter-agency councils and government-industry teams. Factor 1- 9 Knowledge Required by the Position The position requires a mastery of advanced HRM principles, concepts, laws. regulations, and practices in one or more HR specialties sufficient to generate new concepts, principles, and methods in the field, plan and manage broad and emerging Human Resources functions and programs, serve as a consultant to top agency management officials on Human Resources function integration, and/or advise other Human Resources experts in an agency on precedent-setting issues and programs. The position requires the ability to develop strategies to address broad and emerging Human Resources initiatives that affect large-scale agency programs of national or international scope. 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 the 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- 6 Complexity The work consists of broad, highly difficult assignments that require analyzing key agency programs; involve issues of broad scope and intensity; are precedent-setting; and/or of long duration. The work requires extensive coordination involving a wide variety of issues, employing a broad range of fact-finding and analytical techniques, and making decisions in interpreting varied and complex 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, having to deal 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 because of the complexity of the organizations served, the vastness of the facts involved, and the ambiguity of conditions, conflicting laws, precedents, etc. The incumbent is responsible for making decisions necessary to coordinate the activities of subordinate HR components and to integrate this into the overall work of the organization. This is affected by various factors such as new legislation, organizational and/or operational changes, availability of resources, current project priorities, and changing deadlines. The employee must represent the plans and needs to management and integrate the work into the overall needs of the organization and management's plan for achieving them. Factor 5- 6 Scope and Effect The purpose of the position is to plan, develop, and carry out broad and extensive Human Resources programs, and/or to analyze Human Resources issues that strongly influence multiple agencies. The work involves issues that often lead to recommendations for realigning functional responsibilities among agencies or to expand/contract key governmental or other equally significant programs that impact the future direction of significant Human Resources programs; and/or affects large numbers of employees on a long-term or continuing basis. Factor 6- 4 Personal Contacts Personal contacts include high-ranking official from outside the agency at national or international levels, in highly unstructured settings, such as heads of other agencies, key staff of congressional committees, nationally recognized journalists of major news media, or Presidential advisors. Contacts take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and 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. Factor 7- 4 Purpose of Contacts The purpose of contacts is to present, justify, defend, negotiate, or settle matters involving significant or controversial issues. Contacts involve the commitment or distribution of substantial expenditures, recommendations affecting major programs, or significantly change the nature and scope of organizations. Persons contacted come from a variety of backgrounds and have different perspectives. The exchange of information requires highly developed communication skills, negotiation, conflict resolution, leadership, and similar skills in order to obtain the desired results. 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. 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.

Management and Program Analyst, FP- 0343- 3

Position Number: D09777 Introductory Statement: This position serves as the analyst to Administrative Services and is responsible for providing advice and assistance on overseas vehicle fleet management and real estate management. The incumbent reports to the Chief of Administrative Services in the Office of Management. The incumbent provides expert unique expertise, directional recommendations and develops policy guidance and analysis in managing the overseas vehicle fleet and real estate lease objective. Administrative Control Systems Program Management 15% Schedules and resolves audit/inspection issues and activities for organizations encompassing a major agency component (e.g., for a region-wide or center-wide function involving a significant degree of complexity and with interrelated program areas). Develops, presents, and defends alternative approaches to program problems. Conducts management surveys and audits, ensuring that management policies, practices, and procedures are consistent with the strategic goals and objectives of the agency and provides results to senior management officials. Facilitates Quality Management Board meetings, develops agendas and minutes, and tracks accomplishment of action items. Budgetary and Financial Program Management 10% Serves as a financial expert on budgeting and financial management issues and activities, including historical costs. Analyses and determines fiscal budget and human resources requirements and controls expenditures. Determines resource requirements and recommends resource allocations based on priorities and needs. Internal Control Systems Assessment and Monitoring 10% Plans and develops new processes and methods for implementing management policies and controls. Gathers data from sources inside and outside of the agency's analysis in support the development of management studies. Resolves audit and inspection activities for an agency program. Develops improved procedures, and internal and external controls to prevent fraud, waste, and abuse. Resolves overseas vehicle fleet audit/inspection activities for organizations involving a significant degree of complexity and with interrelated program areas. Conducts management analysis for 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 quantitative and qualitative analyses,advice, and assistance by answering questions involving audits of extended scope and impact involving multiple agencies and private businesses, where conflicts exist. Manages Assets 8% Serves as a liaison, advisor, and representative on sensitive and complex issues. Provides advice, guidance, and leadership to management officials and staff on complex asset portfolios that involve sensitive issues. Serves as a liaison between program officials and the agency offices, providing advice and guidance on sensitive and complex issues. Identified problems and develop solutions for the assigned real estate portfolio and associated program areas. Serves as an agency/Division/Region representative to local industry and community groups related to portfolio management activities. Formulates operating budgets and targets and ensures that funds are promptly and effectively allocated and approved, and that budgetary or financial constraints for individual assets are complied with. Coordinates the implementation of financial schedules and asset plans within the Division. Assumes responsibility for the success of assigned assets in terms of cost performance and income and expense ratios, conformance with the agency property and asset management policies and objectives, and attainment of special objectives and developed in consultation with the supervisor.

As an asset manager for the complex property portfolios in the region, makes recommendations and decisions regarding the management of Federal the agency facilities at the asset management level. Provides portfolio and asset management, planning, analysis, and guidance for assets, actions, strategic plans, business objectives/direction, as well as program analysis of portfolio and asset management activities in the region. Formulates, analyses, develops, modifies, and recommends policies, systems, methods and/or procedures for the effective and economic management of agency/regional owned and leased capital assets. Identifies significant issues, reconciles various points of view, and solves problems that would otherwise inhibit the timely and effective completion of the identified missions and goals. Serves as a lead participant on a designated Division asset management team. Asset plans for buildings affect all of the Division and as such, the Asset Manager must solicit input from and work closely with designated team members to ensure that the final plan is arrived at in a consensus manner, so that all business lines can use the plan as a guide for future operations affecting each building. Extremely complex and/or controversial decisions or plans requiring additional management concurrence will be referred to the Division or his/her designee(s) for final resolution. Subsequent to completion, each designated team member will be signatory to the asset plan. On a recurring basis, also performs a combination of duties which includes designated asset responsibility in the areas of facility planning and strategy; financial planning and pricing; asset performance analysis; housing/project solutions for new space requests; service provider agreements, and asset information. Performs related duties corollary to the proper development and execution of the the agency's overall portfolio management program for all assets assigned, including project and investment planning for assets projected to be added to the portfolio within the designated area of responsibility. Provides Technical Advice and Assistance 7% Provides expert technical guidance to a wide variety of individuals and organizations who are grantees. Provides advice and assistance to individual grantees and institutions and administrative staffs both within and outside the agency, while answering questions and resolving problems requiring judgment, knowledge of the subject matter as well as of basic grants management policies and processes at the agency. Represents the agency in interpreting and applying established policies, procedures, and practices to specific grants and programs. On matters without precedent, higher level officials are consulted. Centralized Project Management Activities 4% Serves as project manager for centrally managed activities, performing the full range of program/project management functions for business, commercial, industrial, and micro-industrial programs and projects. Identifies programs/projects that are susceptible to centralized management. Works closely with the Chief of Administrative Services and Mission counterparts and appropriate host-country officials. Prepares planning, authorization, and implementation documents and monitors their timely clearance and execution. Develops or assures preparation of scopes of work and budgets for technical assistance, and prepares justification memoranda for funding and implementation of grants, contracts, and inter-agency agreements. Oversees implementation and evaluation of grants, contracts, and inter-agency agreements to ensure acceptable quality and conformance to agreed requirements. Monitors grantee and contractor performance, and project progress, to identify substantive or administrative problems, taking corrective action with respect to modifications in program/project content, direction, funding, staff levels, etc. Mediates in cases of discrepancy in implementation between USAID, other USG agencies, grantees/contractors, and Missions. Recommends expansion or continuation of programs/projects, and initiates and reviews interim and final evaluations, participating in evaluations as needed. Works with representatives of other USG agencies, international organizations, and NGOs to assure that USAID business policies are interpreted and applied consistently, that program/projects are developed and implemented coherently, and that strategies, programs, and projects that prove particularly successful are shared and may be replicated. Agency-Wide Technical Resource 2% 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 community planning. 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 objectives, program and project design, and methodology used, to determine that they will accomplish established objectives. Considers various differences among client countries and the types of factors that influence the implementation of community planning programs and projects.

Provides leadership and expert advice and assistance to the Regions, and host-country personnel in defining community planning issues, conducting analysis of programs, formulating policy and strategy, making project 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. Prepares or assures preparation of focused concept papers and facilitates internal Bureau and broader Agency-level technical review and approvals. Identifies key community planning issues and constraints that can be overcome by policy, legislative, or other initiatives, working in collaboration within the agency and with developing countries. Marshals resources to ensure worldwide dissemination of sectoral issues, by geographic region or sub-region. Maintains continuing relations with USG agencies, the World Bank, non-governmental institutions, universities, and other development agencies concerned with community planning issues. Provides recommendations on sectoral issues and modifications to proposals where relevant. Prepares briefing materials and provides material on sectoral activities. Selects and leads assessment teams to provide on-site technical assistance in defining strategic plans, and designing specific programs and projects; and, participates in impact evaluations of programs and projects, and of work performed by grantees, contractors, other USG agencies, and the agency Missions. Develops indicators that may be applied worldwide, in measuring the probable successes, inadequacies, or failures of programs and projects. 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. Organizational Analysis Program Management 1% 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 analysis 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. Real Property Management 10% Performs utilization studies, as assigned, to ensure that existing real property, both owned and leased, is utilized to optimum and full use. Exercises wide latitude to initiate new policies and programs to meet regional property management objectives. In cooperation with staff groups and GSA, reviews requests for the acquisition, utilization, and disposal of administrative sites. Prepares property management recommendations on the action for supervisor's approval to ensure that only such real property as is needed for effective program operations is acquired or retained. Obtains required legal documents and processes necessary forms as required by the Federal Property Management Regulations. Prepares various reports on real property activities. Records Management Program Administration 15% Reviews and analyzes documentation and records control procedures for an agency program. Maintains a records management program for a single-mission program with related functions. Works to improve the following records management areas: centralized records function, standardized handling/retention procedures, conversion from paper to film/electronic data, and document searches. Develops tools promoting effective coordination of the records management program. Assists in monitoring and coordinating case-processing related activities. Develops methods for automating administrative reports and records that contain data related to the agency budget, such as finance and staffing.

Budgetary and Financial Management Operations Analysis 5% Evaluates financial trends and determines compliance with agency guidance. Coordinates assigned segment of the budget, as well as planning processes, in order to inform upper management on key issues, provide information that impacts the agency processes and decision-making, or plan the agency budget for the upcoming fiscal year. Gathers information for assigned programs and reviews budget formulations and workload analysis submissions. Personal Property Management 5% Develops and maintains an evaluation program to ensure personal property management activities are being conducted in accordance with established policy and procedures. Initiates and prepares recommendations for corrective action. Conducts property management program and activity reviews of Forests and reviews State Forestry organizations to ensure that property obtained by them through the Cooperative Fire Program is properly identified, accounted for, and used in accordance with the Program. Performs utilization studies to ensure that personal property is being optimally used. Identifies excess property and proceeds to have it listed as excess in accordance with Federal Property Management Regulations and Forest Service Manual requirements. Follows up to ensure that excess is disposed of in a timely fashion. Approves excess property reported to the Departmental Excess Personal Property Coordinator (DEPPC). Gives recommendations on appearance of employee negligence for AD-112 determination. Ensures that all accountable property is properly labeled in a timely fashion. Property Inventory, Evaluation, Documentation, and Technical Assistance 5% Approves all documentation connected with property and the property loaned to other government organizations. Assists with preparation of forms and interpretation of regulations in the process of the acquisition or disposal of excess property. Provides guidance, advice, and training for Property Management Officers, Accountable Property Officers, and Property Accounting Clerks. Ensures that all property items are used for the purpose procured and intended, and are properly maintained and accounted for. Assists in developing inventory controls and procedures to ensure property protection, security, and maintenance. Responsible for both the acquisition of property (supply and equipment) from excess pools, and the reporting and disposal of excess and surplus personal property through excess reports, transfers, donation to public bodies, destruction, or sale within legal constraints and conditions of the property. Considers factors such as Service-wide needs, Regional need, costs, public opinion, and Department needs in determining best method of disposal and acquisition. Serves as the advisor on property management matters. Serves as a liaison between other Forest Service Regions, the Department of Agriculture, other USDA agencies, and GSA in personal property management activities. Reviews quarters rental surveys for establishing rental rates for Government owned dwellings. Periodically reviews the suspense report generated by the National Finance Center (NFC) for items that have been received but not yet entered into the property management database. Promotes the utilization of excess property through personal and other contacts. Makes independent, on-the-sport decisions regarding acquisition of personal property for use in region-wide programs. Keeps field units advised of potentially useful excess property that becomes available. Expedites the transfer of such property by providing guidance and assistance to field units. Realty Advisor and Liaison 1% Provides assistance and guidance in situations involving complicating factors such as a wide range of acquisition methods; incomplete, inaccurate, or conflicting ownership information; or few comparable properties. Provides guidance to other agencies on such matters as the acquisition of property or space, relocation of employees, tenants, and/or property owners, or land use constraints. Advises on procedural and technical points in areas of assignment. Assists in making recommendations for national policies, and in the development of specifications, standards, and management guidelines. Contacts officials of requesting agencies to offer advice, recommendations, and suggestions as to the manner in which space specifications, special requirements, and installations can be adjusted or modified. Coordinates alterations and improvements. Contacts realtors, bank officials, brokers, attorneys, real estate developers, building owners and managers, and renters of comparable space. Consults with various authorities, such as the Department of Housing and Urban Development. OTHER SIGNIFICANT FACTS: Proficiency in English required. Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position

(1) Mastery of a wide range of qualitative and/or quantitative analytical 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/analytical 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.

Lead Nurse, FP- 0610- 3

Position Number: D10031 Introductory Statement: This position is located in the Office of Medical Services, under the Office of Volunteer Support, Peace Corps. The Office of Medical Services pre-service unit is responsible for providing assessments on all applicants for Peace Corps service. The incumbent provides management and leadership to the pre-service regional team assigned and its activities, and assists in processing cases for the Office of Medical Services Screening Review Board. Serves as liaison between the screening team, VRS, Country desks officers, Peace Corps Medical Officers, medical providers, consultants and the agency. Team/Work Leader Responsibilities 40% 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 human resource management functions such as approving leave; 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. Agency-Wide Technical Resource 5% Uses established guidelines to perform routine support activities for overseas programs in one or more geographic regions for nursing and medical care activities and directs the training of support personnel. Works with other OMS staff to assure established policy and strategy are applied to the implementation of agency programs. Screening Process 25% Collaborates with the Screening Manager, other team leaders and others to maintain and improve the processes used by the team and proposes changes designed to remove production barriers and exercising full commitment authority. Coaches and facilities the development of team initiatives and activities with the team. Serves as principal liaison to the Volunteer Recruitment and Selection Office on screening work; refers to Manager issues and concerns that need to be addressed by all screening teams; arranges meetings with staff and appropriate units to resolve issues. Identifies and analyzes major systematic or other problems impacting programs and proposing solutions to these problems. Functions independently as a nurse for the regional clinical team with minimal supervision. Provides appropriate assessments within the limits established by the Screening guidelines. Gathers Data 5% Reviews policy and guidance for consistent application. Assists in documenting strategies and projects that prove particularly successful, so they may be shared and replicated. Serves as an expert professional mastery of the assessment tools gathered. Reviews and prepares written reports of progress, outlining needed remedial actions, as necessary. Program/Project Development and/or Management Work 1% Plans and designs centralized and mission-specific projects under established and/or proposed program objectives. Geographic Area or Region-Wide Technical Resource 2%

Serves as a resource in the identification of critical issues and problems within the region related to nursing and medical care programs and projects. Evaluates and Instructs Applicants/Volunteers 2% Identifies and makes recommendations for correcting problem areas affecting the development and implementation of screening guidelines. Develops new and creative avenues of patient recruitment for under-represented populations. Analyzes Data 5% Analyzes data from numerous sources and makes technical judgments about intangible and complex issues, such as the validity of unusual approaches and the likelihood of achieving objectives which are not readily attainable. Provides Training Services 5% Participates in and directs the training of support personnel. Maintains Knowledge of Current Scientific and Regulatory Developments in Nursing 5% Maintains current knowledge of scientific subjects pertaining to the regulatory area and applies specialized technical knowledge to recommend far reaching improvements to the regulatory review process. Keeps abreast of regulatory and legislative changes from initial analysis through final review or implementation to ensure completion on time and within the designated regulatory guidelines. Conducts analysis and applies findings from comprehensive technical reviews of literature published within the agency, other agencies, private industry and research institutions in the development of national program guidance, mission guidance, or directives. Determines whether the concepts, theories, and practices developed by others can be utilized in the review area. Based upon the technical review, recommends attendant changes to existing guidelines. Develops and Designs Guidelines 5% Coordinates and designs collaborative multi-branch (institutional) studies and screening guidelines. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position This position requires a professional knowledge of a wide range of nursing concepts, principles, and practices to perform a high level of nursing assignments and considerable difficulty requiring extended orientation or education and experience. Factor 2- 4 Supervisory Controls The supervisor sets overall objectives and resources available. The team leader and supervisor consult on work and develop decisions together. Expertly plans and performs work independently, resolves most conflicts, coordinates with others on the team, other teams in OMS and in Peace Corps. Work is reviewed for effectiveness in meeting requirements. Factor 3- 4 Guidelines General administrative and clinical policies and precedents exist, and are of use in performing the work. Uses initiative and resourcefulness in deviating from traditional methods, or patterns to develop new methods, criteria, or proposed new policies or guidelines. Factor 4- 5 Complexity Performs independent assignments in managing a large volume of work. The assessment of applicant conditions includes, for example, interpreting physical examination and laboratory reports, and evaluating need for accommodation. The work requires making decisions concerning the implemention 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 manufacturers, contractors, professors, attorneys, scientists, representatives of professional or trade organization, the news media, and organized or ad hoc public action groups.

Factor 7- 3 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 etc. No special physical demands are required to perform the work. Infrequent lifting of up to 40 pounds is necessary and is generally associated with special projects and travel. Travel may be necessary to achieve the goals of OMS and may result in moderate to high physical risks and discomfort. Manual dexterity skills including repetitive use of hands, fingering and grasping are needed. Work includes extensive use of keyboards, documents and file management. Travel may be necessary to achieve the goals of OMS and may result in moderate to high physical risks and discomfort. Blood borne Pathogen Exposure/Risk: None Factor 9- 1 Work Environment The work environment involves normal, everyday risks or discomforts typical of such places as offices, meeting and training rooms. The work area is adequately lighted, heated, and ventilated.

Programming and Training Specialist, FP- 0301- 3

Position Number: D09778 Introductory Statement: This position is located in the Programming and Training Unit of the African Region (AFR) Headquarters, Office of the Peace Corps. The purpose of this position is to provide professional, technical and logistical support to programming and training within the AFR Region. The Programming & Training Specialist works with field and headquarters staff to ensure implementation of solid and effective field program and training strategies and activities that build capacity and strengthen performance in the field. This position involves half-time (50%) support to the Program and Training Advisor and half time (50%) duties as roving Country Desk Officer. Program Planning and Management Work 50% 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. Program/Project Development and/or Management Work 30% Plans and designs centralized and mission-specific formal and non-formal projects under established and/or proposed program objectives. Identifies and implements necessary actions related to implementation, monitoring, and evaluation of community education development and projects. Designs and/or manages the Designs and/or manages the development of Bureau and/or Mission-specific Strategic Objectives (SOs), within the development education area, identifying actions related to program/project implementation, monitoring, and evaluating activities under established and/or proposed SOs. Exercises independent judgment and applies broad technical knowledge of formal and non-formal education development conditions and trends in preparing or assuring preparation of implementation documents, concept and decision papers, briefing memoranda, authorizations, and Congressional notifications. Assists the Bureau and Missions in advancing the state-of-the-art of the formal and non-formal education development discipline, and in improving approaches in activity management. Designs and participates in broad development education assessments, and participates in results framework development and review. Presents and defends positions, as required, before annual strategy/R4 and closeout plan reviews. Provides guidance to Program Objective Teams, SO Teams, and/or other groups. Coordinates information and builds consensus from various organizations involved in the preparation and approval of various documents. Participates in Career and Leadership Development Training Activities 20%

Independently establishes priorities and attends and participates in a series of career developmental seminars, workshops and training courses relating to leadership and managerial development. These sessions may include but are not limited to: decision making, financial planning, contract administration, leadership, conflict resolution, change management, leading a diverse work group, team building, employee motivation, labor management relations, human relations management, and information resources management. 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.

Administrative Operations Assistant, FP- 0303- 7

Position Number: D10328 Introductory Statement: Serves as Peace Corps' Africa Region temporary Administrative Operations Assistant. Clerical or Administrative Practices and Procedures 100% Receives visitors and telephone calls in the Regional Office, and provides general information about the Region's programs, policies, and procedures, and providing other assistance as appropriate. Uses discretion to refer sensitive or complex issues to the Chief of Operations and the appropriate desk unit staff. Drafts correspondence, requiring some knowledge of assigned Africa Region programs and their operations. If necessary, obtains guidelines and/or background information from the Chief of Operations or the Country Desk Units. Will manage the time and attendance for headquarter and overseas staff. Will liaise with Human Resource Management payroll and overseas timekeepers to resolve time and attendance errors and get the reports submitted on a timely basis. Distributes outgoing and incoming cables and correspondence for the Africa Region Operations and Country Desks, and drafts replies in those cases which do not require the personal attention of the Chief of Operations. Copies and forwards data and correspondence to other staff as appropriate. Assists Africa Region staff in making the necessary logistical arrangements for conferences, training sessions, and workshops. Provides the needed administrative support for these events, and completes and follows up on reports that originate from them. Initiates development of new or revised administrative procedures necessary for efficient administrative functioning of the office. 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 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.

Editor, FP- 1082- 4

Position Number: D10261 Introductory Statement: This position is located in the Office of Communications at Peace Corps headquarters in Washington D.C. The incumbent reports directly to the creative director and serves as the office's editor for a variety of publications intended for external and internal audiences. Written Product and Material Review Work 50% Provides an initial review of general interest products to ensure that products meet approved editorial standards of objectivity, style, and manner of presentation. Recommends changes in the organization, presentation, and factual coverage of the products. Assigned products are of general interest to staff members. Initiates and maintains relationships with subject-matter specialists responsible for preparing products in their respective divisions. Periodically apprises subject-matter specialists of editorial standards to be adhered to in the preparation of products. Briefs new employees regarding the use of said standards. Edits, for style and format, material submitted for agency publications. Reviews written materials that explain and interpret complex policies, programs, and functions for a major agency organization, such as a Regional Office, Center, or major agency installation. Performs a preliminary check of the written material for items such as policy issues needing further clarification, biased positions in written materials, etc. Provides recommendations and edits changes prepared by the original authors of the materials. Persuades authors to make or accept revisions in the approach and/or content of the materials. Checks for correct spelling, punctuation, clear and appropriate language, and proper placement of inserted material. Checks hard copy of materials for such items as presentation quality, quality of print, spacing of headings and tables, etc. Maintains familiarity with current program or mission-related issues of the assigned the agency organization. Interprets and explains a variety of subjects, and edits materials tailored to specific media and audiences. Suggests topics for new materials to specialists and supervisors based on knowledge of current policy issues of concern. Ensures that material in existing products are current and that new written products or updates of existing products are comprehensive and objective. Promotional Material Preparation and Review 30% Independently drafts, edits, reviews, and proofreads a full range of informational and promotional materials (e.g., brochures, fliers, press releases, announcements, and letters) relevant to the agency products and services. Develops, implements, maintains, and documents quality control procedures for informational and promotional materials. Establishes quality control standards and reviews the quality of informational and promotional materials. Prepares recommendations, reports, requisitions, memoranda, and other documentation associated with the development, production, and distribution of informational and promotional materials. Writing and/or Editing of Written Materials 20% Reviews, writes and edits materials that contain factual information, using available sources. Ensures text is concise, well organized, and easily understood by a general audience. Examines brochures and other written materials produced by others before materials go to the public for special events. Reviews and edits the material for clarity and for consistency with agency policies and style requirements. Performs proofreading for a variety of specific assignments such as brochures, signs, exhibits, reports, etc. Copyedits and proofreads final text, films, production boards and bluelines for consistency, format, completeness, spelling, punctuation, capitalization, syntax and accuracy. Corrects, proofs, and analyzes reports or other written material submitted by other writers. Discusses related visual information (photographs, drawings) with designers and other staff members. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The work requires knowledge of a broad range of sources of pertinent information, and the skill to analyze and present the information gathered. It also requires knowledge of related information previously released by the organization and knowledge of publishing concepts, practices, standards, and technologies for the media used.

Writers and editors use this knowledge to interpret and explain a variety of subjects, and to write or edit materials tailored to specific media and audiences. They use knowledge of materials previously released or in process to avoid contradictions and unnecessary repetition. Some assignments involve writing or editing for electronic media. Writers and editors often coordinate the work of designers and technicians in developing effective, accessible formats, as well as illustrations and tabular material to augment the written message. Some assignments may involve using knowledge of the requirements and effective use of various media to write scripts for radio, television, films, or videotapes. Scriptwriters often consult on or select sound effects, music, or scenery to augment the presentations. Writers and editors present the information clearly and at a level appropriate for the intended audience in order to promote thorough understanding. Factor 2- 4 Supervisory Controls The supervisor establishes the general objectives of the writing or editing projects. The writer or editor and supervisor together develop the boundaries of the subjects involved, set deadlines, and discuss how to approach anticipated problems and controversies, such as how to find scarce information or how to treat subjects on which experts have conflicting interpretations. The writer or editor plans and completes written assignments subject to established agency objectives, interprets policy, analyzes and interprets the information gathered, and solves all but the most complex or controversial problems in presenting the information. This may involve developing new approaches or sources of information. The writer or editor keeps the supervisor informed of unforeseen implications of approaches taken in projects, unanticipated controversies, and progress in meeting deadlines. The writer or editor stays abreast of developments in the appropriate areas to keep the publications current. The supervisor reviews completed written products for overall effectiveness in meeting the objectives of the assignment, consistency with the agency's policies, and compatibility with the organization's other publications. Factor 3- 3 Guidelines The subject and boundaries of the information to be presented are established. The writer or editor follows precedents from similar, but not identical, written products for format and methods of researching and developing the information needed to write or edit complete and accurate materials. The employee also uses grammar references and other writing tools, agency and organization policy, Government-wide and agency style manuals, style and format requirements of the medium and of the specific publication, and GSA printing regulations. Writers and editors, especially technical writers and editors, use subject-matter guidelines and references to obtain background information and methods to use in developing information to be presented. These guides apply generally but may have gaps or require adaptation. The writer or editor uses judgment in selecting the appropriate guidelines, references, and precedents. The writer or editor decides how to adapt the guidelines when necessary to develop written products that achieve the objectives. Factor 4- 4 Complexity Assignments usually require research, analysis, and interpretation of information on a variety of subjects concerning the established policies and programs of an organization or the established aspects of a subject-matter field. The writer or editor develops written products for such purposes as to clarify issues or to provide and explain technical information. The writer or editor uses libraries, files, databases, and contacts to collect information. The writer or editor analyzes the information and uses desktop publishing technology to write or edit materials, develop graphic materials, prepare layouts, and sometimes to print and disseminate final products. Written products usually must be tailored to be consistent with other related products or involve blending materials from various sources into unified products. The writer decides what information to use from accumulated files and extensive research. The writer reconciles contradictions in the information gathered whenever possible, or develops balanced treatments of controversial matters when preparing written products. The editor analyzes manuscripts for clarity; makes sure the conclusions reached are consistent with the facts presented; and recommends major revisions, changes in coverage, or complete reorganizations of manuscripts when necessary. The writer or editor interviews subject-matter specialists and program officials when the information needed is not available or not verifiable through other research methods. The writer or editor evaluates the information requirements and specific interests of a variety of audiences, such as researchers, public interest groups, system and equipment users, and the general public, and tailors the material to be clear and sufficient to meet their needs or interests. Frequently, a single product must serve a variety of audiences, while on other occasions multiple products on the same subject are called for to meet varied needs and expectations. The work requires originality in adjusting stylistic and logical approaches, refining research methods, and selecting appropriate information to present. Factor 5- 3 Scope and Effect

The purpose of the work is to prepare and publish such materials as reports and manuals that explain and interpret the work of the organization, disseminate technical or scientific information, or describe technical procedures. Written products typically are similar in format and approach to material produced in the past, and deal with similar problems or situations. The writer or editor prepares information for audiences, such as segments of the public directly and indirectly affected by agency programs; civilian employees or military personnel whose productivity, and sometimes safety, depends on its accuracy; or engineers, scientists, and potential contractors who design and test equipment and systems for agency or military use. Factor 6- 3 Personal Contacts Contacts are with high-level managers and administrators within the agency. Contacts outside the agency are with individuals representing other agencies, the press, contractors, public interest groups, congressional committees, the academic community, and the business community. Factor 7- 2 Purpose of Contacts Contacts are made to interview information sources and to coordinate work efforts with them, or to advise authors on substantial editorial changes. The individuals contacted are generally cooperative. Factor 8- 1 Physical Demands The work is usually sedentary. There are no special physical demands. Factor 9- 1 Work Environment The work is normally performed in an office environment. Normal safety precautions are required.

Administrative Specialist, FP- 0301- 7

Position Number: D09789 Introductory Statement: This position is located in the Office of Private Sector Initiatives. The office is responsible for developing and managing private sector support for Peace Corps Volunteer projects. The office also facilitates cross-cultural exchanges and understanding between US and overseas partners.The position reports to the Director, but receives day-to guidance from staff members of the Private Sector's Office. Mail, Correspondence, and Report Processing 25% 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. 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. Central Control Point for Office Systems 20% Within established agency guidelines, acts as a central resource person for implementing and maintaining office control systems, such as those for the location, arrangement, access to, and use of office files, and for maintenance, transfer, and disposition of records. Evaluates and advises on procedures for providing office administrative support. Recommends changes in administrative practices and services as the source of information on administrative procedures. Provides the manager or supervisor with the necessary information needed to make decisions on the administrative aspects of the organization operations and management. Customer Services and Transactional Problem Resolution 19% 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, such as issuing refunds or rescheduling tours, 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 field offices. 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. Program Services and Support 18% 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. Data Collection and Tracking Support 18%

Provides support and assists in the planning, review, and reporting of data/statistical results of program or 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, funding accomplishments, compliance strategies, etc. Evaluates documents. Coordinates incoming data from a variety of sources. Receives and reviews documents, reports, and/or applications for omissions and inconsistencies, and ensures data entry is complete and accurate. Enters pertinent information into an automated tracking system. Factor 1- 6 Knowledge Required by the Position The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. Factor 2- 2 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- 2 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- 2 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- 2 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 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- 1 Purpose of Contacts The purpose of contacts is to obtain, clarify, or give facts or information. The information ranges from easily understood to highly technical 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.

Applications Developer, FP- 2210- 3

Position Number: D10291 Introductory Statement: This position is located in the Applications System Development (ASD) division, OCIO. Primary responsibilities include performing all aspects of Business Applications development, maintenance, and support services. Applications Programming 40% Works with a specialized group of programmers on complex, multi-faceted prototype systems, such as leading a multi-functional development project in software analysis, design, development, and implementation for a new system or major enhancement to an existing system. Updates and modifies existing applications, designs new applications, and has continuing responsibility for maintenance of automation programs. Resolves critical issues affecting the configuration of the information technology (IT) infrastructure. Coordinates the demonstration of new and enhanced applications to customers and management. Recommends needed redesign studies. Participates in the design and development stages of software developed internally and under contract. Reviews proposed policy, regulations, and procedural changes to determine their impact on the area of responsibility. Recommends priority areas of emphasis for improvement of current systems. Resolves Computer Science Problems 20% Exercises expert technical knowledge of the limitations of proven computer science concepts and practices, and standard mathematical methods and algorithms on systems, equipment, and/or software to correctly evaluate problem resolution alternatives or risks. Provides technical insight into the cause and the plan of action when damaged, failed, or otherwise nonconforming software, equipment, or systems are encountered. Prepares and develops standards, policy, requirements analysis and definition, technical evaluations, and makes recommendations to management within the functional and/or technical area of expertise. Applies professional level mathematics, numerical analysis, data analysis, and scientific and computational methods to the resolution of problems. Performs additional data systems and analysis work. Database Design and Development 20% Plans and coordinates the development of data structures and access strategies in alignment with 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; and adapts modeling tools and approaches to meet the unique requirements of the assignment. Performs Computer Systems Testing and Evaluation 10% Serves as a computer science expert in the design, development, test, checkout, and readiness of systems or equipment that involve new concepts and new and varied requirement problems. Acts as a technical specialist on the procedures, methods, and techniques used for checkout, acceptance testing, and preparation of software, systems, or hardware. Serves as an advisor to manufacturers, computer engineers, management, related organizations, or contractor personnel, giving authoritative advice relative to testing and evaluation. Performs additional data systems and analysis work. Web-based Systems Software and e-Government Technologies 10% Provides major technological input towards developing a long-term Web technology strategy. Plans and manages projects related to Web-based and/or e-Government systems, such as monitoring emerging technology and making recommendations accordingly. Serves as the focal point for guiding the development of Internet-based systems. Provides technical expertise in analyzing, diagnosing, and resolving problems in support of Web platforms and applications. Performs duties such as mapping overall Web design and structure; ensuring Web site functionality, integrity, and security; and directing ongoing maintenance and enhancement efforts.

Advises and provides technical consultation and guidance on matters related to the optimization of Internet technologies. Applies knowledge of Internet protocols, transmission control protocol, independent service providers, hypertext transfer protocol, uniform resource locators, intranets, wide area networks (WANs), and open database connectivity). Provides leadership in the design, programming and technical support of Web-based activities. Designs, codes, and implements computer programs or subroutines for Web-based and e-Government systems, and administers customer or user access to these systems. Provides assistance and training to application customers on Internet capabilities. Provides technical assistance to resolve computer system problems or to handle IT-related questions on interfaces with Web-based systems. Provides training in the use of Web-based products and services and how to further the mission and usage of e-Government systems. Coordinates with staff to convert finding aids and research tools to Web-based presentations. Develops new Web tools and informational Web pages. Serves as the central point of contact for questions about a major information system, such as the THOMAS information system. Bridges the gap between software development for the THOMAS site and its daily operation as a production system. Performs quality control checks on the system. Serves as an advocate for the public user by responding to their requests and translating their needs into technical requirements for better site design, additional content or greater ease of use. Provides technical leadership for interface decisions and Web site design of THOMAS. Ensures THOMAS applications have high usability for public users by assisting technical development staff in adding new features and monitoring consistency in design and operation across the THOMAS Web site. Leads redesign efforts to enhance the Web site and improve usability. Makes presentations at conferences and gives demonstrations of THOMAS as requested. Coordinates meetings of technical staff with visitors, and produces handouts on THOMAS in consultation with technical staff. Performs daily quality control checks to confirm THOMAS is operating correctly and new information has been received and processed. Tracks down problems and corrects or relays information to technical staff for correction as necessary. Develops and maintains technical documentation, reformats into HTML and loads the documentation onto the technical documentation Web site. Adds new categories for technical information as necessary. Creates, reviews and maintains all technical writing on the site. Prepares and maintains Frequently Asked Questions. Creates and reviews all Help information. Prepares test and implementation plans for system changes or release of a new design. Participates in system acceptance process, meeting with analysts and programmers on the technical staff and functional area specialists to coordinate issues and resolve problems. Evaluates test results and recommends corrective actions. Analyzes requests for change, prepares summaries of alternative approaches outlining comparative cost, time, impact on existing systems and production environment, equipment and staff needs, and makes recommendations for course of action. Acts as COTR for specific contracts, as assigned. Monitors, reviews and evaluates contractor performance of technical requirements. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. 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.

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 Executive Assistant, FP- 0318- 5

Position Number: D09658 Introductory Statement: This position reports directly to the Associate Director for the office of Management (a political appointee). The incumbent has a primary responsibility to provide assistance and support to the Associate Director. These duties may include matters which are highly sensitive and time driven. In addition to the primary responsibilities, the incumbent provides staff support to the management operations team and serves as the primary assistant to the program analyst in matters relating to personnel actions or staffing. The incumbent is the management operations point of contact for a number of specialized programs (i.e. metrochek, intranet editor, training, etc). Office Activities Coordination 25% Plans and develops new methods for coordinating the administrative work of a complex organization with disparate organizational segments requiring complicated administrative controls to accomplish the work of the organization. Exercises exclusive control over the supervisor's calendar, with complete authority for time commitments. Schedules meetings and makes arrangements such as preparing agendas, notifying participants, and arranging luncheons and similar matters. Develops background information and composes drafts of introduction and speeches to be presented at various meetings by the supervisor. Attends and records the minutes of meetings, which are later summarized and distributed. Follows up to ensure that commitments made at the meetings and conferences are addressed. Advises the supervisor of important office matters that arise during his/her absence. Navigates the various subordinate levels of hierarchy and differing technical functions to determine who should handle complicated inquiries from telephone callers and personal visitors. Personally answers all non-technical requests. Uses knowledge of the substantive work of the organization to notify the appropriate subordinate management official about a technical information request, and follows up to ensure a timely and thorough response. Human Resources Administration and Management Work 25% Addresses routine day-to-day operating problems or issues within the human resources area. Evaluates and assists in addressing routine human resources operating problems or issues, such as tracking the resolution of a specific classification, leave administration, promotion, training, or staff recognition issue, or administering the organization's leave program. Provides assistance to managers in human resources administration activities such as coordinating personnel actions and tracking their status to ensure that suspense dates are met. Provides guidance in establishing positions and developing position descriptions. Serves as primary liasion to to the human resources office. Identifies and assists in performing liaison tasks to support human resources administrative activities of a routine nature, such as answering routine questions affiliated with a particular staffing, classification, leave administration, employee relations, or training issue. Requests typically are for an immediate problem for which one or more solutions are readily apparent. Provides guidance to managers and supervisors in human resources matters. Records Management Program Administration 15% Creates a solid records management program for a well-established records system. Aspects of the program include a centralized records function, standard handling/retention procedures, conversion from paper to film/electronic data, and document searches. Develops tools promoting effective coordination of the records management program. Serves as the management operations point of contact for the Agency Records Managment Program. Facility Services, Property, and Supply Administration 15% Coordinates basic, established requirements for management of services and supplies in an office or small building. Takes care of administrative needs for basic operational services such as water, electricity, and telecommunications and audiovisual equipment. Evaluates safety requirements for the organization. Conducts periodic inspections for safety concerns and evaluates safety and mishap incident reports. Ensures corrective actions are taken to correct safety deficiencies.

Coordinates the administrative aspects of office moves, office construction, and other facility improvements including furniture, equipment, telephones, and short-term storage. Works with other offices to arrange and coordinate such activities. Performs property management tasks. Prepares necessary documents for the accession and de-accession of property. Conducts periodic surveys of equipment and property use, recommending action to ensure economical and efficient use of equipment and other property. Manages office supplies. Sets up and maintains systems to control purchasing and the use of supplies. Mail, Correspondence, and Report Processing 15% Receives all correspondence for the supervisor. Screens publications, directives, and periodicals, bringing items of significance to the supervisor's attention. Answers mail that can be handled personally, and navigates the subordinate levels of organizational hierarchy to determine the appropriate staff members to handle technical matters. Plans and develops new methods for providing correspondence services in a complex organization with disparate segments requiring complicated administrative controls. Establishes a sophisticated correspondence tracking system to ensure that deadlines are met and follows up to ensure that actions are completed. Signs correspondence and certain procedural authorizations in the name of the supervisor when previous instructions have covered them. Reviews outgoing correspondence for clarity, consistency, completeness, and compliance to organizational policy. Discusses unsatisfactory correspondence directly with the originator and arranges for rewriting. Contacts top-level officials to develop information and assemble data not readily available for use by the supervisor in replying to correspondence. Develops materials for the supervisor's use in public speaking engagements. Instructs unit administrative, clerical, and support staff regarding such matters as correspondence preparation, publications maintenance, and correspondence handling procedures. Research and Analysis Work 5% Researches and/or analyzes stable or simple administrative and/or program issues. Determines pertinent issues and collects relevant information from a variety of sources. Reviews information and applies standard analytical techniques. Develops recommendations and proposals. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position Knowledge Type IV The work of this position has, as a continuing requirement, a basic foundation of administrative concepts, principles and practices sufficient to perform independently duties involving eliminating conflict and duplication of work, determining when new procedures are needed, studying and evaluating office equipment, and recommending restructuring of clerical activities in the office and subordinate offices; skill in adapting policies and procedures to emergency situations and establishing new procedures to meet new situations; skill in recognizing how and when certain policies, procedures, or guidelines would be confusing to others; and a comprehensive knowledge of the supervisor's policies and views on all significant matters affecting the organization. The organization in which the position is located is considered to be a Work Situation C organization. The manager directs a major organization. The organization may have its own administrative staff such as human resources specialists, management analysts, and budget analysts. The manager at this level has a high degree of autonomy and responsibility for making decisions in long-term planning, resources commitment, program evaluation, and impact on relationships with outside groups. The organization requires extensive formal clearances and procedural controls and one or more of the following is likely to apply: (1) the program is interlocked with the programs of other departments, agencies or organizations; (2) fluctuating conditions outside of the organization frequently require organizational, procedural or program adjustments; and (3) active and extensive public interest or participation in the program requires the manager to spend a substantial portion of time interacting with interest groups, the media, academia, officials of state and local governments, or community leaders. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives of the work. The secretary and the supervisor, in consultation, develop the deadlines and the work to be done. The secretary handles a wide variety of situations and conflicts requiring use of initiative to determine the approach to be taken or methods to use. The organization is of such size and of such scope that many complex office problems arise which are handled independently by the secretary and cannot be brought to the attention of the supervisor. Completed work is reviewed only for overall effectiveness.

Factor 3- 3 Guidelines Guidelines include a large body of unwritten policies, precedents, and practices which are not completely applicable to the work or are not specific and which deal with matters relating to judgment, efficiency, and relative priorities rather than with procedural concerns. The secretary applies and adapts guidelines to specific problems for which guidelines are not clearly applicable. Factor 4- 3 Complexity The work includes various duties involving different and unrelated steps, processes, and methods. Decisions regarding what needs to be done, and how to accomplish them, are based on the secretary's knowledge of the duties, priorities, commitments, policies, and program goals of the supervisor and the staff and involve analysis of the subject, phase, or issues involved in each assignment. The chosen course of action is selected from many alternatives. Factor 5- 3 Scope and Effect The purpose of the work is to modify and devise methods and procedures that significantly and consistently affect the accomplishment of the mission of the office. The incumbent identifies and resolves various problems and situations that affect the orderly and efficient flow of work in transactions with parties outside the organization. The work directly affects a wide range of agency activities. Factor 6- 3 Personal Contacts The contacts are with individuals or groups from outside of the employing agency in a moderately unstructured setting where the contacts are not established on a routine basis and require the secretary to apply significant skill and knowledge in locating the correct person to whom the caller or visitor should be directed, identifying and locating the correct person to contact, and discerning the role and authority of the party. Each contact is different with respect to the purpose and extent of the contact and typically might include such people as attorneys, contractors, representatives of professional organizations, or the news media or public action groups. The office deals with such contacts on a variety of issues. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan, coordinate, and advise on work efforts to resolve operating problems, such as those related to solving office management problems, following up on commitments, or arranging meetings. 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, and carrying of light items like papers or books. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts and requires normal safety precautions typical of such places as meeting and training rooms, libraries, or commercial vehicles. The work area is adequately lighted, heated, and ventilated.

Program Support Assistant, FP- 0303- 6

Position Number: D01056 Introductory Statement: This position is located in the Training and Staff Development Unit of the Center for Field Assistance and Applied Research. The Centers mission is to build the capacity of training and programming staff in the field by providing this staff with training and technical assistance. The Training and Staff Development Unit (TSDU) is composed of language, cross culture, and technical staff training specialists. The TSDU conducts Overseas Staff Training (OST) program, oversees the agencys language testing system, and provides field support for each of the training areas. Training specialists also coordinate the development of training materials and conduct training sessions in the field. The incumbent for this position provides program and administrative support in each of these areas while working at the headquarters office. Program Services and Support 50% 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. Assists specialist with the development of training materials. Applies detailed knowledge of current program requirements, projected needs, and an awareness and understanding of ongoing programs in other units. Independently applies comprehensive knowledge of data sources and pertinence of the subject matter to identify, select, and abstract materials from existing files, reports, and studies for use by others. Independently conducts research, evaluating and validating specific data for use in complex reports and studies authored by others. Locates, selects, and summarizes data from several sources; and presents findings in a single compilation. Applies thorough knowledge of subject matter and of the techniques and methods characteristic of research work. Training Support 30% Performs specialized duties in coordinating and supporting training activities. Prepares class schedules, agendas, or any other support for training activities. Maintains files for each course or training session. Reserves rooms and prepares handouts or other lesson materials for training classes. May conduct research to locate or verify specific information necessary for training. Assists training specialist with all preparation for domestic and international training sessions including scheduling, the preparation and shipping of materials, and travel planning. Data Collection and Tracking Support 20% Has primary responsibility for the collection and tracking of specialized data organized and maintained to meet specific program or project requirements, such as data maintained in a customized database application. Provides assistance to staff in designing, developing, and administering the office's automation and data processing systems for the analysis and reporting of program or project-related data and information. Collects and analyzes data with only general instructions from the supervisor with regard to the scope of the work, objectives, time limitations, and priorities. Deviates from established guidelines to satisfy assignment requirements. Maintains an automated system of program-specific data to track suspenses on items such as project milestones, progress reports, funding accomplishments, compliance strategies, etc. Develops information, identifies data interrelationships, and recommends actions to resolve a wide variety of problems or situations associated with the function or program served. Provides support and assists in the planning, review, and reporting of data/statistical results of program or 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, funding accomplishments, compliance strategies, etc. Evaluates documents. Coordinates incoming data from a variety of sources. Receives and reviews documents, reports, and/or applications for omissions and inconsistencies, and ensures data entry is complete and accurate. Enters pertinent information into an automated tracking system.

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.

Financial Management Specialist, FP- 0501- 5

Position Number: D09613 Introductory Statement: This position is located in the Office of Volunteer & PSC Services within the Office of the Chief Financial Officer. This position will serve in a multi-purpose role working with both Volunteer and Personal Service Contractor payments. Financial Transaction Processing and Disbursement Activities 50% Participates in standard financial review and analysis activities related to an assigned area of an agency program. Receives, reviews, prepares, and processes difficult procedural and technical accounting documents/transactions that result from routine personnel and financial activities. Responsible for processing all financial transactions related to the Volunteer Readjustment Allowance and Personal Service Contracts. Volunteer transactions may include life and property insurance, allotments, saving bonds, and withdrawals. Conducts formal audit of Volunteer file prior to issuing final payment. PSC transactions may include entering new contracts, bonus or overtime payments, and requested salary deductions. Conducts detailed examination of transactions and researches for required information. Verifies source documents for accuracy, determines necessary transactions, and enters transactions. Corrects invalid or incorrect entries. Uses judgment and initiative to resolve or recommend solutions to unusual situation/problems encountered. Plans and manages standard financial disbursement activities, such as billing, check cancellation requests/credits, and disbursement of Government funds. Conducts research and analysis of financial data using historical documents and regulations. Maintains payment records to ensure proper disbursement of funds. Financial Process Improvement and Training 20% Identifies procedural deficiencies, inefficient procedures, and weaknesses in the processing of Volunteer or Personal Service Contractor financial and personnel transactions. Assists in the development of new procedures to address problems. Recommends new methods to improve work processes or to eliminate bottlenecks or unnecessary work. Assists in the development of new or revised guidelines. Takes an active role in the training of new Financial Management Specialists. Assists in critical training areas such as Agency policy, document completeness, transaction processing, and proper time management. Coordinated with the Financial Management Officer in managing new work load of new employee to ensure department processing success. Provides clear guidance to overseas Administrative Officers on policies and procedures. This may include periodic guidance on timing or completeness of received documents, tips on improved processing, or department processing overviews for new AOs. Customer Service for Financial Transactions 20% Responds to variety of diverse and unusual customer inquiries, either orally or in writing. Provides information on financial transactions as well as explanation on all financial procedures. Provides customer service to a large and diverse customer base including active and returned Volunteers, OMS, OSS, Country Desk Units, and Posts. Checks records/files in automated financial systems on status of payments and payment dates, and follows-up with Post, Contractors, or Volunteer as necessary. Researches the status of lost or misdirected payments and makes every attempt to reissue funds. Identifies obvious trends, changes in customer preferences, or deviations in standard practices that could potentially impact services provided by the organization or customer satisfaction 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, such as reissuing funds or withdrawal requests, which are within the scope of assigned responsibilities. Uses judgment and initiative to resolve or recommend solutions to unusual situation/problems encountered. Troubleshoots one or more areas that may be resistant to traditional approaches. Researches and corrects discrepancies between Agency systems. Alerts supervisor of controversial situations or problems that do not have conventional solutions. Financial/Personnel Document Collection and Evaluation 10%

Has primary responsibility for the collection and tracking of specialized data organized and maintained to meet specific program or project requirements, specifically maintenance of Volunteer Readjustment Allowance funds, Personal Service Contracts and personnel documents. Coordinates incoming data from a variety of sources. Establishes protocols for incoming data, organization of data, entry into financial management system, and proper filing. Reviews documents, reports, and/or applications for omissions and inconsistencies, and ensures data entry is complete and accurate. Enters pertinent information into the Odyssey financial management system. Collects and analyzes data with only general instructions from the supervisor with regard to the scope of the work, objectives, time limitations, and priorities. Deviates from established guidelines to satisfy assignment requirements. Develops information, identifies data interrelationships, and recommends actions to resolve a wide variety of problems or situations associated with the function or program served. 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 financial and/or budget information related to assigned areas of the organization's financial program. The employee compiles, analyzes, and summarizes financial information related to assigned areas of the organization's financial program and considers program goals, provisions of applicable policies, regulations, and procedures, and alternative methods of obtaining and distributing funds. The employee bases decisions on the local controls over and regulations pertaining to financial 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.

Budget Analyst, FP- 0560- 3

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 a variety of historical data and compares to current spending information and trends for major national agency programs. Resolves complex problems of prediction and forecasting which result from uncertainties or changes in the operating programs. Determines the propriety of systems and methods used by operating officials in developing estimates for funding requirements. 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 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% Analyzes and evaluates relationships between major operating program changes and the financial state of the organization. Takes action to ensure adequate funds for program coverage. Analyzes, evaluates, recommends, and revises annual and supplemental requests for assigned accounts. 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 and initiates, reviews, and/or recommends approval or disapproval of requests to reprogram funds between major agency components or operating programs. Enters budget adjustments into Agency's automated budget system. Factor 1- 8 Knowledge Required by the Position Mastery of the concepts, principles, practices, laws and regulations which apply to budgeting for substantive agency programs and services including appropriation law and OMB regulations. Working knowledge of the application of appropriation laws to specific expenditure issues. Comprehensive and detailed knowledge of the process and procedures in which budgets are developed, transmitted, presented, and reviewed within the Federal Government. Detailed knowledge of Federal Government obligation and spending concepts. Working knowledge of the US Standard General Ledger (USSGL) and its application to the agency's budget. Practical experience in the use of automated tools for budgetary analysis and proficiency in the manipulation of budget and financial data. 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. Works with a great deal of independence and infrequent review of work products by supervisor. Factor 3- 4 Guidelines The employee uses discretion and judgment in interpreting and applying existing guidance in budgeting for assigned activities of the agency. Initiative and originality are required in interpreting existing guidelines and developing guidelines, supplements, and procedures for use by program manager. Factor 4- 5 Complexity The work requires the selection and use of many different and unrelated analytical techniques and methods in the budget administration work performed to support substantive agency programs with widely varying needs, goals, objectives, work processes and timetables. The employee makes recommendations concerning changes in funding and budget plans which require corresponding changes in substantive programs. Employee works with substantial independence. Employee's work products are reviewed infrequently by Team Manager. Factor 5- 4 Scope and Effect The purpose of the work is to formulate and/or monitor the execution of long-range detailed budget forecasts and plans to fund the implementation of substantive programs and projects. The work results in savings and effective accomplishment of mission and program objectives. Factor 6- 3 Personal Contacts Contacts are with individuals from other offices within the agency and in some instances, staff from outside agencies. Factor 7- 3 Purpose of Contacts The purpose of the contacts is to persuade program managers and other officials in positions of decision-making authority with widely differing goals and interests to follow a recommended course of action consistent with established budget policies, objectives, and regulations. Persuasion and negotiation are necessary due to the presence of conflicting budgetary and program objectives which must be resolved. 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.

Training Specialist (Language Testing and Training), FP- 17123

Position Number: D10253 Introductory Statement: This position is located in the Overseas Training Division of the Center for Field Assistance and Applied Research, the Peace Corps' focus of technical assistance, research and innovation to advance volunteer and staff achievement of Peace Corps' goals. The Center responds directly to field needs and supports innovative strategies in technical and information support, training, language program development and measurement, cross-cultural learning, partnership development and the professional development of overseas staff. The Peace Corps language program focuses on providing guidelines, concepts and techniques for conducting training, provides guidelines for integrating language and cross cultural training and managing a training and certification program for measuring individual proficiency and the overall effectiveness of language training at Posts. The incumbent will: oversee the agencys language proficiency testing program using the American Council on the Teaching of Foreign Languages (ACTFL) scale; oversee the collection and evaluation of language testing results; and support other language training initiatives. The incumbent will report to the Chief of the Overseas Training Division. Educational and/or Vocational Testing and Evaluation 40% Oversees the planning, delivery, and evaluation of the agency's language proficiency instruction program. Develops policy in coordination with the Center and regions and provides technical guidance on language testing and its relationship to language training and the Peace Corps mission. Serves as authoritative consultant and troubleshooter in the planning, development, and evaluation of experimental programs, resulting in new or modified educational or vocational testing or evaluation techniques and initiatives. Oversees and coordinates all aspects of tester training workshops worldwide by cooperating with the regions and Posts to schedule, implement and evaluate tester training. Monitors reliability of testing at posts by overseeing in-country self-checks, and examining test interview samples, tester certification and renewal of certification. Researches and implements innovative technological initiatives relevant to language testing appropriate for Peace Corps Posts and relevant to Peace Corps' mission. Maintains a pool of qualified tester training contractors to conduct tester training in the field. Conducts periodic review of tester training as it occurs in the field. Reviews and revises tester training materials, including paper manuals and tape recorded materials, regularly to assure that materials are appropriate, culturally sensitive and reflective of initiatives in language testing and tester training. Tests and Measurements 30% Monitors and establishes guidelines and policy for measuring achievement of instructional objectives for major training initiatives. Serves as the primary source for coordinating, monitoring and reporting language testing of Volunteers worldwide. Monitors the effectiveness of language training evaluators by listening to taped interviews. Monitors the effectiveness of language training programs by collecting and analyzing the scores received by Volunteers on their language proficiency tests. Participates in the evaluation of PCV training by promoting continuous assessment of language training activities in order to determine those training models which are most effective in achieving programmatic goals. Training Course Delivery 30% Serves as technical expert in broad, complex subject areas. Conducts training-of-trainers workshops and other training activities in coordination with regional assistance units to improve field staff abilities in designing and implementing language training activities. Reviews and analyzes language training designs and materials in response to field requests for assistance. Provides feedback to the field along with recommendations for training improvements. 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. Specifically: Ability to develop, implement and evaluate international language instruction and testing programs. Knowledge of the methods and techniques of language training with international clients. Ability to communicate in Spanish and French with other professionals. Ability to train language trainers in the field. Ability to analyze language testing data. 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. Requires up to 25% travel.

Program Support Assistant, FP- 0303- 6

Position Number: D09736 Introductory Statement: This position is located in the Partnership Development Unit (PDU) within the Office of Overseas Programming and Training Support (OPATS). OPATS supports programming and training staff in all overseas Peace Corps posts by providing assistance in the areas of project design, monitoring and evaluation, and technical training. In addition, OPATS delivers overseas staff training, facilitates knowledge exchange across Peace Corps posts and offices, and supports the development and implementation of partnerships. The PDU supports the development and maintenance of partnerships that strengthen and contribute to programming and training activities in Peace Corps posts overseas. In this capacity, the unit is responsible for developing partnerships, managing and implementing partnership agreements, and tracking and analyzing data on agency collaboration with partner organizations. The incumbent will primarily support the management of the Small Project Assistance (SPA) Program, which is funded through an interagency agreement with the United States Agency for International Development (USAID). The SPA program supports Volunteers and local community organizations to identify and prioritize needs and implement activities to address these needs through community-initiated small grant projects and technical training. The incumbent will provide general program support and will coordinate the collection, presentation and analysis of data used in the preparation of partnership activity reports, other summary reports and miscellaneous representations of data. Program Services and Support 50% Independently completes special research requests. Exchanges and develops information, resolves discrepancies, and makes recommendations about conflicting program-related materials. Has primary responsibility for the collection and tracking of specialized data organized and maintained to meet specific program or project requirements. Maintains data in customized database applications. Collaborates with other staff to support data analysis and preparation of partnership activity reports, other summary reports and representations of data as may be deemed necessary by OPATS and the Agency. Utilizes strong narrative and technical writing skills in summarizing data and program achievements for inclusion in partnership reports. Applies detailed knowledge of current program requirements, projected needs, and an awareness and understanding of ongoing programs in other units. Independently applies comprehensive knowledge of data sources and pertinence of the subject matter to identify, select, and abstract materials from existing files, reports, and studies for use by others. Independently conducts research, evaluating and validating specific data for use in complex reports and studies authored by others. Locates, selects, and summarizes data from several sources; and presents findings in a single compilation. Training Support 30% Performs specialized duties in coordinating and supporting training activities. Applies detailed knowledge of current program requirements, projected needs, and an awareness and understanding of ongoing programs in other units. Independently applies comprehensive knowledge of data sources and pertinence of the subject matter to identify, select, and abstract materials from existing files, reports, and studies for use by others. Enters activity requests, budgetary data and project reports into custom databases. Prepares a variety of reports from databases and other sources related to the status of "reimbursable" funds, expenses, obligations and liquidations. Assists in tracking the usage of funds provided to the Agency through partnership agreements. Designs and assists in the development of new reports and upgrades associated with program databases. Provides general administrative and program support to the staff in the Partnership Development Unit. Data Collection and Tracking Support 20% Has primary responsibility for the collection and tracking of specialized data organized and maintained to meet specific program or project requirements, such as data maintained in a customized database application. Reviews Agency and program guidance to ensure conformity. Prepares oral and written presentations, technical documents, briefing materials, short articles, brochures and fact sheets. Prepares correspondence and other outreach materials on related program matters. Trains and coordinates the activities of work-study students and other temporary employees who may be contracted to enter data into program databases.

Provides support and assists in the planning, review, and reporting of data/statistical results of program or 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, funding accomplishments, compliance strategies, etc. Evaluates documents. Coordinates incoming data from a variety of sources. Receives and reviews documents, reports, and/or applications for omissions and inconsistencies, and ensures data entry is complete and accurate. Enters pertinent information into an automated tracking system. 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.

Information Technology Specialist, FP- 2210- 4

Position Number: D10119 Introductory Statement: This position is located in Volunteer Support's Office of Medical Services (VS/MS). The incumbent serves as a Information Technology Specialist responsible for system design, modifications, data analysis, structural changes, user liaison, programming, and analysis for Volunteer Support's systems. The incumbent will work closely with the Office of the CIO. Independently analyzes programming specifications or problems involved, develops and/or revises any assigned computer system or program, and implements the computer program. Researches offices' functions to determine if a computer information system would improve the office's effectiveness in meeting its objectives and; if so, what architecture and resources would be required to implement such a system. This position will be responsible for resolving critical problems requiring innovative solutions within existing systems. Systems Analysis 40% Performs work involved in the end-to-end development of information technology systems with complex designs. Works with customer program representatives to refine functional requirements, translate functional requirements into design specifications, and determine the best approaches for implementation within a technical environment. Coordinates with applications developers to isolate and solve design problems encountered during testing and implementation. Analyzes alternatives and recommends solutions relating to the complete life cycle for information systems and information systems components. Reviews general business and functional requirements that support the need for systems. Defines and validates the need for proposed new systems through consultations with program officials in customer program organizations. Identifies and evaluates potential systems design approaches and develops final technical specifications for new systems. Troubleshoots and resolves complex problems throughout the entire systems development life cycle, addressing items such as systems capacity and performance problems. Performs diagnostic testing in specialty areas. Resolves problems of a complex technical nature. Researches, interprets, modifies, and develops requirements and specifications for systems that meet business requirements. Works with program representatives to identify and specify operations, processes, transactions, data, and work products that are adaptable to automation. Suggests technically feasible approaches and makes recommendations to management regarding the most efficient automation approaches. Applies a structured systems analysis approach to the modification of existing software or the design and development of new software. Prepares reports and briefings for management and higher-grade specialists that describe the technical issues and recommend alternatives courses of action. Reviews systems designs, unit and integration testing plans, conversion routines, and implementation plans. Performs systems testing and collects systems capacity statistics. Monitors systems performance and prepares capacity reports. Troubleshoots systems failure situations, isolating problems between hardware, systems software, and application programs. Monitors post-recovery performance. Applies a structured systems analysis approach to the evaluation, design, and development of new or enhanced applications. Trains users and other information technology (IT) personnel on system design, use, and interface with other systems. Provides direct user support. Receives technical calls by telephone or e-mail. Analyzes the problems or issues and determines the most efficient way to resolve them. Makes Presentations and Reports on Study Results and Performs Statistical Data Collection and Analysis 15% Writes correspondence, reports, or other documents related to work assignments or developmental activities conducted under broad supervisory guidance. Gathers, interprets, and analyzes information to develop presentations/reports. Records information necessary to complete reports. Prepares and delivers oral presentations to a variety of audiences within the Peace Corps concerning programs relating to present duties and responsibilities and other areas specifically researched and analyzed. Plans and conducts various and extensive methods of data collection. Information Systems Security 10%

Serves as an IT computer security coordinator for systems that impact programs. Reviews and develops systems information technology security policy, guidelines, and procedures for systems processing multiple applications that require differing security controls and/or confliciting security controls, and are accessed by a large distributed user community. Develops or interprets policy and procedural controls covering physical security, application and data security, system software security, contingency planning, compliance with personnel clearance procedures, security education and training, and contractor security. Establishes risk-management procedures and ensures that risk-management techniques are applied to all new or modified computer applications. Conducts technical network vulnerability and risk assessments. Ensures the confidentiality, availability and integrity of IT systems through full compliance with the Federal Information Security Management Act, related NIST standards, and agency IT security policies and standards. Continually evaluates current system security posture, monitors activities, and assesses the security awareness knowledge of staff as it relates to assigned areas of responsibility. Schedules and conducts special security studies, analyses, surveys, or reviews of IT systems to assure that appropriate levels of safeguards exist to protect against perceived threats. Plans and directs the development of security criteria and guidelines for users of IT systems. Assists in preparing comprehensive reviews and evaluations of software and systems design or modification proposals for identifying possible security risks that should be considered during further systems design and programming. Assists in reviewing final software installation and system plans for additional security risks not identified during proposal stages and recommends work process changes and general design and programming techniques to alleviate potential security problems. Reviews specifications of all IT-related purchases to ensure they contain full consideration of security-related needs. Monitors progress toward enhanced security measures outlined in certifications. Investigates security incidents for cause and the most effective corrective actions. Monitors and evaluates changes that affect systems security. Applications Programming 20% Working in accordance with established criteria, uses a variety of programming languages and programming tools to create applications and automate standard workplace functions, such as administrative procedures or clerical functions. Tests, debugs, and maintains software applications to ensure that they meet technical and functional requirements. Designs, develops, or modifies advanced program/macro routines to facilitate access, analysis, and ease of application use. Works with higher-level specialists to identify functional requirements and logic pathways. Tests software by exercising all logic paths. Documents test results and modifies code to debug the program. Participates in testing components of new and revised systems, and suggests modifications of system components and programs to correct any deficiencies detected. Prepares test data and conducts functional testing of programs to demonstrate accuracy and functional capacity. Coordinates the development of test data and testing of groups of programs to ensure that overall system logic and operation are correct. Determines technical training requirements, and ensures that changing customer needs are addressed. Develops and maintains program documentation. Database Design and Development 15% Coordinates and implements database designs and modifications of design characteristics in response to performance problems, changing requirements, or new design methods. Develops data models. Produces database designs for integrating source data into data management systems. Ensures compliance with data management standards and recommends new or modified standards to increase efficiency. Describes the organization, format, and database content. Documents standard data elements within the logical structure. Determines physical storage requirements based on analysis of volume, size of records and files, expected growth, access methods, and available data compression methods. OTHER SIGNIFICANT FACTS: 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- 7 Knowledge Required by the Position

The position requires knowledge of, and skill in applying, most of the following: IT concepts, principles, methods, and practices; the mission and programs of customer organizations; the organization's IT infrastructure; performance management/measurement methods, tools, and techniques; systems testing and evaluation principles, methods, and tools; IT security principles and methods; requirement analysis principles and methods; COTS products and components; Internet technologies to analyze the Internet potential of systems, networks, and data; new and emerging information technologies and/or industry trends; acquisition management policies and procedures; cost-benefit analysis principles and methods; analytical methods and practices; project management principles and methods; and oral and written communication techniques. Plans and carries out difficult and complex assignments and develops new methods, approaches, and procedures, and provides advice and guidance on a wide range and variety of IT issues. Interprets IT policies, standards, and guidelines. Conducts analyses and recommends resolutions of complex issues affecting the specialty area. 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- 3 Guidelines The employee uses a wide variety of reference materials and manuals; however, they 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- 4 Complexity Work consists of a variety of duties that involve many different and unrelated processes and methods pertinent to the IT field. The employee decides what needs to be done by evaluating unusual circumstances; considering different approaches; and dealing with incomplete and conflicting data. The employee uses judgment and originality by interpreting data; planning the work; and refining the methods and techniques being used. Factor 5- 3 Scope and Effect The purpose of the position is to resolve a variety of common problems, questions, or situations that are dealt with in accordance with established criteria. The work affects the design, testing, implementation, operation, or support of IT systems or the quality and reliability of IT services provided. Factor 6- 3 Personal Contacts Personal 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. Factor 7- 2 Purpose of Contacts The purpose of contacts is to plan, coordinate, or advise on developments and issues in the technology specialty area(s) of the position, and/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 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.

Information Technology Specialist, FP- 2210- 3

Position Number: D10383 Introductory Statement: This position is located in the Office of the CIO in the Operations and Infrastructure division. The Domestic Infrastructure Lead is responsible for all data center operations including messaging, back-ups, storage, server administration and Active Directory. This person will lead a team of Peace Corps employees and contractors who are responsible for all hardware and software in the data center and for maintaining development, test and production environments to ensure the consistent operations of Peace Corps' IT infrastructure. IT Project Planning and Management 20% Plans and manages complex IT projects involving interrelated disciplines and multiple stages of the systems development lifecycle. Recommends the overall project plan, budget, tasks descriptions, work breakdown schedule, and deliverables. Participates in change management by reviewing configuration change requests. Develops testing strategies, plans, or scenarios. Technical Advice and Guidance In Computer Science 20% Consults with management and planning personnel in preparing requirements and criteria for complex or high value systems projects for development or modification of advanced systems, equipment, software, or hardware. Provides guidance and technical advice to other employees within the organization and is available to those employees for consultation on assigned projects. Resolves technical difficulties that can be overcome by changes in approach, techniques, or requirements. Administration of Information Technology Systems 15% 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. Information Systems Security 15% Serves as an IT security officer for systems that impact programs implemented on a national basis. Reviews and develops systems security policy, guidelines, and procedures for systems processing multiple applications that require differing and conflicting security controls, and that are typically accessed by a large distributed user community. Ensures the confidentiality, availability and integrity of IT systems through full compliance with the Federal Information Security Management Act, related NIST standards, and agency IT security policies and standards. Assists in reviewing final software installation and system plans for additional security risks not identified during proposal stages and recommends work process changes and general design and programming techniques to alleviate potential security problems. Investigates security incidents for cause and the most effective corrective actions. Monitors and evaluates changes that affect systems security. Customer Support and Configuration Management 10% 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. Plans and coordinates actions with interagency infrastructure protection groups to ensure an integrated response to problems of a potentially extensive nature. 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. 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. Performs limited human resource management functions such as approving leave for a few days or for emergencies only; resolving simple, informal complaints of employees; 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. OTHER SIGNIFICANT FACTS: 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 The position requires 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 The purpose of the position is to manage IT projects for major organizations or programs of broad impact. The employee 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; or developing or fostering cross-agency activities. The work influences new initiatives and projects to improve, facilitate, and integrate IT programs. Factor 6- 3 Personal Contacts Personal 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. 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 Support Clerk, FP- 0303- 9

Position Number: D02071 Introductory Statement: The Administrative Support Clerk position is located in the Regional Recruitment Offices of the Office of Volunteer Recruitment and Selection. The primary function of the incumbent is to provide clerical and customer service support that facilitates the internal operation and production of these offices. Data Collection, File Maintenance, and Information Tracking Support 50% Receives and processes documents and reports in accordance with established procedures including Volunteer applications and Health Status Review forms. Downloads electronic Volunteer applications, reviews applications for missing documentation, initiates requests for missing documents, enters profile data into the mainframe, and distributes application files to designated office staff for follow-up. Assists in retention efforts by tracking and monitoring specific documents, assignments, and applicants status logs to ensure that requested and required information is received and/or provided. Initiates retention related follow-up calls and email to applicants. Establishes, maintains, cross-references, updates, and purges files, records, logs and tickler systems in accordance with instructions and procedures. Corrects retrieves materials when requested. Collects background information from various sources for incorporation into correspondence, reports and other documents. Obtains clarification from author when necessary in regards to the requirements for correct assembly, arrangement, spacing, grammar, spelling, and punctuation of the material. The Administrative Support Clerk conducts a quality review of all applicant files to ensure complete and appropriate documentation has been included, prior to files being sent to the Regional Recruitment Supervisor/Recruitment Coordinator for review, screening and assignment to a recruiter. Administrative Support Services 50% Receives visitors and incoming communication from applicants and the public, ascertains the nature of requests and directs to appropriate staff. Personally handles questions concerning routine policies and procedures based upon a strong knowledge of the Agency and its programs, and mastery of the office administrative procedures and activities. Provides customer service to applicants and the public by using own judgment in identifying matters which should be handled by other Peace Corps staff and tactfully referring callers as appropriate. Assists the Administrative Specialist by making travel arrangements for staff, notifying organizations and officials to be visited, keeping in touch with staff en-route and preparing travel authorizations and vouchers. Assists in making logistical arrangements for meetings and conferences. Requisitions office supplies, equipment, repairs, recruitment materials and performs similar office maintenance duties. Maintains stock of recruitment materials, including brochures and applications. Prepares informational packets and ensures that these and related materials are available for the public. Produces a variety of material from draft form such as letters, memoranda, reports, tables, graphs, charts and standard forms. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 3 Knowledge Required by the Position The position requires: 1) Knowledge of a body of standardized rules, procedures, or operations requiring training and experience to perform the full range of standard clerical assignments and resolve recurring problems; 2) Ability to operate various electronic machines, copiers and personal computers; 3) Knowledge of MS Word, Excel, PowerPoint, Access, Outlook or similar email client, and ease with navigation of the internet; 4) Knowledge of English grammar and spelling, standard memos and letter formats;

5) Knowledge of standard office clerical procedures; and 6) Ability to work in a team environment and providing customer service and retention services. Factor 2- 2 Supervisory Controls The supervisor 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 work 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, or libraries. The work area is adequately lighted, heated, and ventilated.

Supervisory Security Specialist (Overseas Operations), FP0080- 1

Position Number: D10396 Introductory Statement: This position is located in the Office of Safety and Security and reports directly to the Associate Director for Safety and Security. The incumbent is Chief, Overseas Operations and is responsible for supervising and managing two sub units: The Crime Statistics and Analysis Unit, and the Volunteer Safety and Overseas Security Unit which also includes investigations of crimes against Volunteers. The incumbent is also responsible for providing Executive Secretariat services to the Peace Corps Volunteer Safety Council and for designing, implementing and reporting on research projects related to the goals and objectives of that Council. The incumbent is responsible for the design, development, execution and refreshment of all overseas Safety and Security Training. Supervisory and/or Managerial Responsibilities 25% Provides the administrative and technical supervision necessary for accomplishing the work of two sub units. Manages and coordinates the work of these units. 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. Physical Security Work 25% Serves as a technical authority in assignments requiring the application of new theories and developments to physical security problems not susceptible to treatment by accepted security methods, technology, or procedures. Reviews and assesses existing agency procedures and policies regarding Volunteer safety and overseas security, recommends and supports appropriate changes. Resolves major conflicts in policy and program objectives. Performs key decision-making and policy-developing responsibilities for very difficult assignments. Advises top-level managers on new developments and advances in security techniques in physical security, such as new techniques and systems to mitigate terrorist threat. Plans, organizes, and directs studies to develop long-range forecasts. Recommends methods for enhancing efficiencies of security systems through modification and application of evolving technology. Evaluates and makes recommendations concerning overall plans and proposals for major agency and interagency security projects. Implements national level guidance in agency standards, guidelines, or policies for major security programs. Applies many different and unrelated processes, differing regulatory criteria and procedures, and significant departures from established practices, to reach decisions, or to develop and implement new methods and techniques that satisfy policy and operations requirements. Makes recommendations for changes in basic policy issuances and for implementing instructions covering established security techniques, practices, and methods based on personal analysis of very general policy directives and objectives.

Interprets risk assessments and positive detection responses and notifies the appropriate authorities of a possible threat. Conducts preliminary site surveys to evaluate threat levels, working conditions, and time constraints. Utilizes such information to determine enforcement or search methods and the need for additional law enforcement support. Initiates corrective action appropriate to the threat involved, such as recommending establishment of new security systems or evacuation of Federal and tenant agency personnel, individual facilities, and/or building complexes. Security Program Planning and Development 25% Serves as the overseas senior security authority for the agency and heads the organization responsible for worldwide safety and security of Peace Corps Volunteers. Plans and manages a security program for a major agency organizational component, i.e., manages Volunteer and staff overseas security issues for the agency. Close and continuing contact with senior leadership of the Peace Corps to establish strategic and tactical security goals, review implementation of security policy and procedures and to solve management challenges. Manages training of overseas Peace Corps Safety and Security Officers. Ensures that Peace Corps Safety and Security Officers are appropriately trained to carry out the duties of the position. Provides necessary new or in-service training as appropriate. Monitors the safety and security training provided by the Peace Corps Safety and Security Officers in their regions to ensure that all appropriate safety and security training is delivered to Peace Corps Volunteers and staff. Develops training curriculum with appropriate members of Headquarters staff. Manages the training of U.S. Department of State, Bureau of Diplomatic Security special agents in the unique safety and security program Peace Corps has developed to ensure the safety and security of Volunteers. Oversees organizing and facilitating of meetings of the Volunteer Safety Council. Schedules meetings, develops biannual strategic plan, writes agenda, and documents the discussions and decisions of the Council in written minutes to be distributed to Council members and the Director's Office. Schedules and facilitates meetings of the Volunteer Safety Council task groups and prepares minutes for distribution to Council members and appropriate officers. Follows up and reports progress on activities identified by the task groups. Coordinates activity among various offices and builds consensus for action that is consistent with the goals and objectives of the Volunteer Safety Council. Ensures that all files associated with the Volunteer Safety council are properly maintained. Reviews existing training programs and initiatives and develops training guidelines and modules for consideration by the Volunteer Safety Council. Surveys, synthesizes, and reports on existing literature and resources relevant to topics identified by the Volunteer Safety Council or its task groups. Security Program Liaison and Coordination 25% Serves as technical expert, exercising independence and political judgment in developing and maintaining close and continuing contact with the Peace Corps Regional Chiefs of Operations. Plans, directs, and executes national and international liaison operations for substantive mission-oriented programs that require sensitive handling. The incumbent is responsible for program planning and coordination of investigations into crimes against Volunteers, to include the training of all investigative aspects of crimes, and evidence collection and preservation, to medical officers and others. Creates processes by which the organization pursues collaborative arrangements and relationships with stakeholders. Provides advice and assistance on developing policies and procedures for the organization's liaison activities. In coordination with Regional Chiefs of Operations, Peace Corps Country Directors, and Peace Corps Safety and Security Officers, publishes the annual calendar for PCSSO training and assistance visits, ensuring that all training goals and requirements are met. Ensures that all security visits are well-planned and scheduled to optimize the use of scarce resources. Factor 1- 8 Knowledge Required by the Position The position requires mastery of a wide range of principles, concepts, methodology, and practices in a major security specialization or mastery of general security administration programs; knowledge of a variety of security specialties in order to coordinate activities, address issues, and resolve major conflicts in policy and program objectives; expert skill in the application of new theories and developments to agency security problems; knowledge of security policy requirements to function as a technical authority in assignments requiring the application of new theories and developments to security problems not susceptible to treatment by accepted security methods, technology, or procedures; and ability to perform key decision-making and policy-developing responsibilities in very difficult assignments such as planning for significantly new or far-reaching security program requirements, or leading or participating as a technical expert in interagency study groups for resolving problems in existing security systems and programs requiring innovative solutions. Factor 2- 5 Supervisory Controls

Assignments are made in terms of broadly defined missions or functions with only administration direction. The incumbent works independently in planning, designing, and implementing security programs, projects, studies or other work. Incumbent's work is considered to be technically authoritative and is normally accepted without significant change. When the work is reviewed, it is only done so in terms of meeting overall objectives, the overall contribution to the advancement of technology, or the effect of the incumbent's advice influence on the overall security program. The availability of funds and other resources, broad security program goals, or national priorities are primary considerations when the incumbent makes recommendations for new projects or alterations of objectives. Factor 3- 5 Guidelines Guidelines are broadly stated and nonspecific, e.g., broad agency policy statements that require extensive interpretation. Employees must use initiative, judgment, and originality in researching and interpreting existing national policies and legislation, in determining when new or revised legislation is needed, and in researching and preparing recommendations for the content of such legislation. Employees, as recognized technical authorities in one or more security specializations, develop regulations and security policies. They take into account the effects of conflicting laws, policies, and regulations, and they participate in promulgating security policies and regulations which are flexible enough despite changes in security technology to remain current in meeting program objectives. Factor 4- 6 Complexity Analyzes, plans, schedules, and coordinates the development of legislation and security policy issuances that direct the course of security programs across organizational lines in Federal agencies, industrial organizations, academic institutions, or other organizations involved in sensitive and secure work performed in or for the Federal Government. As an expert authority, resolves problems or issues concerning several phases of security policy development and implementation for a variety of programs in one or more fields of security. Such work often involves overlapping, conflicting, or difficult to resolve security objectives and requirements. Participates as a member on interagency committees or in national security organizations involved in reviewing, analyzing, developing, and issuing national policy directives and drafting legislation affecting security policies and programs throughout the Government and private sectors. Decisions and recommendations made by the employee require extensive consideration and analysis of very broadly defined, or undefined, issues and problems, often exploratory in nature, in areas where useful precedents do not exist and establishment of new concepts and approaches is required. Difficulty is also encountered in identifying and recommending alternate ways to resolve conflicting objectives that result from important national programs (e.g., Freedom of Information Act) that overlap or conflict with equally important national security priorities. The employee's actions require continuing efforts to establish concepts, theories, or programs, or to resolve previously unyielding problems in establishing and administering security programs. The work requires extensive coordination and support of other experts both within and outside the organization. Factor 5- 6 Scope and Effect The purpose of the position is to plan, develop, and carry out vital security projects and programs that are central to the mission of the agency and typically of national or international impact. Work on policy matters often involves establishing the agency's position on broad issues or working on national level committees and working groups to develop security programs of importance to national security policy in defense, economic, political, and law enforcement programs. Serves as project leader for a group that includes key representatives from other agencies or departments. The work affects long-term efforts on new, significantly enhanced, or significantly changed national security programs that will establish precedents in the affected areas and often influence major functions of other agencies and non-Government organizations. Factor 6- 4 Personal Contacts Contacts involve face-to-face or telephone contacts with Members of Congress and/or top Presidential advisors, or comparable levels of officials from foreign governments in highly unstructured settings. Contacts also include presidents of large national or international firms, internationally recognized representatives of the news media, presidents of national unions, State governors, or mayors of large cities. Factor 7- 4 Purpose of Contacts The purpose of contacts is to present, justify, and defend, before policy and organizational approving authorities, far-reaching security recommendations and actions such as: proposed legislation; plans to combine, consolidate, or modify major security programs; or the redistribution of security program responsibilities among different departments and agencies. Contacts commonly involve negotiating and resolving controversial security program issues of considerable significance that are not susceptible to resolution at lower echelons in Government agencies. Some employees act as advocates at the highest level of Government for agency and/or national security programs and policies. Factor 8- 1 Physical Demands

The work is primarily sedentary. For the most part, the incumbent may sit comfortably to do the work. There may be some short periods of walking, standing, bending, carrying 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 everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, residences, or commercial vehicles. The work area is adequately lighted, heated, and ventilated. 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 FP-01 or equivalent level workload; or to a position which directs work through FP-01 or equivalent subordinate supervisors, officers, contractors, or others. 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-3 or higher, or equivalent. Factor 6- 5 Other Conditions 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.

Volunteer Placement and Assessment Specialist, FP- 0301- 4

Position Number: D09728 Introductory Statement: This position is located in the Department of Volunteer Recruitment and Selection/Office of Placement. The Placement Office is responsible for (a) the central coordination of the Peace Corps Volunteer Delivery System; (b) evaluation and selection of Peace Corps applicants; (c) issuance of invitations to training; (d) projection of fill rates for Peace Corps programs and monitoring of same; (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. Placement Advisory Services 50% The incumbent serves as a Volunteer Placement Officer supporting specific training class requests. Each desk works in a collegial setting and has exclusive responsibility for the programs in its designated authority. The incumbent has primary responsibility for performing the placement functions described below for several areas within his/her area including agriculture, health, education, business, community development, environment and youth. As necessary, s/he is available to provide coverage for other placement teams. The incumbent independently reviews the applications of persons who have been nominated for volunteer service to assess their suitability and for their best possible placement in specific skill areas and specific countries in his/her regional area. Provides applicants with information and interpretations of the agency's placement procedures, practices, policies, and guidelines, when the issues addressed require substantial interpretation, there is potential for controversy. The process results in one of the following decision: (1) an invitation to service in a specific country program, (2) temporary rejection pending improvement of qualifications or for other matters needing resolution, or (3) permanent rejection. In making these decisions, the incumbent: Evaluates the nature, level, and quality of nominees' skills and experience, as reflected in their applications, references, communication with Peace Corps Representatives, and the summary judgments of the VRS Recruiters and Placement Assistants; Evaluates nominee's suitability to serve based on assessment criteria and guidelines established by the Peace Corps Act and subsequent Peace Corps policy; Establishes rapport with applicants via telephone and other communication methods to resolve questions of skill competencies or suitability raised in the evaluation process; Provides customer service to applicants through regular communication, to assist them in understanding and moving smoothly through the Volunteer Delivery System; Provides assignment information to applicants and recruiters during the nomination and review process and maintains contact with other Headquarters offices such as country Desk Units, the Office of Medical Services, the Center for Field Assistance and Applied Research, the Office of Staging and the Office of the Chief Financial Officers, as well as with other VRS staff members, such as the Placement Eligibility Specialist as required to assess and place applicants; Selects the most competitive applicants and issues invitations to nominees for training in country-specific programs based on Peace Corps' assessment criteria and specific country needs and conditions; Negotiates with overseas staff and Country Desk Officers for the acceptance of applicants who, although not meeting the precise requested skill and experience levels, could successfully perform the assignments in the incumbent's judgment; Promotes and facilitates the placement of applicants with special placement needs; Works accurately in a database to maintain current information and status of applicants in agency-wide database; Follows standard operating procedures established by the Office of Placement. Data and Information Analysis 30% The incumbent analyzes data related to structured work assignments or developmental activities while performing the following duties associated with the Peace Corps Volunteer Delivery System for designated skill areas: Analyzes the host country requirement for Volunteers against the objectives of the project and the type and level of skills requested;

Recommends skill equivalencies, programming, and training revisions of initial requests to improve the fill rates; coordinates these changes with the Country Desk Units, Regional Program and Training Advisors and Program Managers. Estimates fill rates, based on final or revised Volunteer requests; Participates in Agency review of host country projects; Compiles the countries' requests and transmits information to Recruitment as to the number of applicants needed by skills and other special requirements; Develops a cooperative working relationship with Recruitment and Marketing to help focus recruiting and to clarify and discuss specific nomination requirements; Monitors the flow of applications and their status through the nationwide computerized recruitment system and modifies as needed; Improves the placement process by providing the widest possible base of information to countries, such as trends and developments in (a) technical skills and education; (b) U.S. labor market conditions, and (c) general availability of applicants. Team Work, Training and Program Orientation 20% The incumbent serves as a member of the Placement Team performing the following duties: Provides technical guidance to Volunteer Assessment and Placement Assistants on such matters as identifying suitability issues, setting desk priorities and communicating program information to applicants; Develops, and implements training programs and materials for new placement staff, overseas staff, Recruiters and others on the operations of the Volunteer Delivery System; Provides leadership on Placement projects e.g. Trainee Request Handbook, Guide to Placement, etc.; Represents Placement to other parts of the Agency as requested; Gives or provides suggestions to the Supervisory Placement Specialist, Placement Manager and VRS Chief of Operations. 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- 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- 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- 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.

Contract Specialist, FP- 1102- 3

Position Number: D09968 Introductory Statement: This position is located in the Peace Corps Office of Contracts. The incumbent serves as a Senior Contracts Specialist or Contracting Officer with up to unlimited signatory authority, dealing with a variety of requirements and acquisition vehicles (including contracts and Interagency Agreements) for Peace Corps worldwide programs. The Specialist has complete authority for all acquisition actions from initial planning, the solicitation process, contract award, and including the full spectrum of contract administration activities through closeout. In addition, the incumbent is responsible for providing technical acquisition guidance and direction to other members of the Peace Corps acquisition team. Contract Administrartion 30% Serves as a Contracting Officer for an assigned group of contracts and interagency agreements for supplies and services in support of Peace Corps activities from cradle to grave. Performs all aspects of contracting transactions, from initiation to recommendation of award, to procure items or services with specialized requirements, such as the procurement of complex electronic systems and operations, maintenance and repair, construction, supply and production items, architectural engineering, aircraft/vessels parts, etc. Reviews procurement requests, analyzes the requirement, and recommends revisions to the statement of work or specifications. Reviews documentation (e.g., justification for other than full and open competition). Surveys the market to determine the availability of items or services with specialized requirements. Determines the type of contract, milestones, and acquisition plans. Identifies appropriate contract type, including small business requirements. Coordinates a variety of contracts requiring the development of new or modified evaluation criteria, reporting requirements, and contractual arrangements. Develops new and innovative contracting approaches in order to achieve an equitable price. Decisions include forecasting labor and material costs when unknowns are involved, locating or developing sources, developing approaches for procurements lacking precedent, and resolving major differences in the interpretation of the statement of work. Serves as lead negotiator on developing a negotiating strategy and communicates the plan to team members. Prepares required synopsis and issues solicitations to interested sources. Prepares solicitation documents, e.g., waiver, Justification and Approval for Other Than Full and Open Competition, Determinations and Findings, etc., and incorporates provisions, such as cost accounting standards, testing procedures, cost escalation factors, firm-fixed price, fixed-price-incentive, cost-plus-award-fee, cost data requirements, etc. Analyzes bids/proposals and performs cost/price analyses to determine reasonableness, including evaluation of fiscal soundness, production capacity, and quality control. Determines the responsiveness of bids and determines the responsibility of the apparent low bidder based on an analysis of financial and technical information gained during the pre-award survey. Awards or recommends award of the contract. Negotiates price, contract specifications, delivery dates, incentives, and other terms of conditions. Prepares timely responses to Congressional inquiries, Freedom of Information Act requests, or other sensitive correspondence. Prepares and coordinates case files on appeals, protests, or mistakes in the bidding procedures of assigned contracts. Provides resolution of contracting problems through investigation, and interprets contract provisions. Provides advice and guidance to management on appropriate actions. Represents the agency at contractor meetings, such as Progress meetings, Quality Action Team Sessions, etc. Contract/Procurement Advice and Assistance 25% As the recognized procurement expert for a major segment of the agency, advises management and contracting officers on matters pertaining to contracting actions, including contracting procedures and policy interpretation in day to day contact and through formal correspondence, for major contracts and projects. Contracting Policy Research, Analysis, and Interpretation 20% Plans and formulates new or improved contracting policies in a functional area of procurement, e.g., pre-award or price/cost analysis, including responsibility for formulating guidelines, implementing new developments, and providing policy interpretation to subordinate contracting activities.

Provides ongoing technical advice and recommendations to both contracting and technical office personnel. Acts as a liaison to various offices. Analyzes and collates the approved annual procurement plans. Recommends, develops, issues, and maintains contracting policies to ensure consistency in implementation. Contract Compliance Review 15% Conducts in-depth compliance review and evaluation of complex, unusual, or unprecedented contract actions requiring higher-level approval. Reviews contracts and solicitations for appropriate contract type, pricing and other contract provisions, selection of source, acquisition method, determinations and findings, documentation, clarity of contract terms, and propriety of cited funds. Negotiation of Contract Modifications 10% Serves as lead negotiator for contract modifications for programs involving several interrelated contracts; i.e., changes to one contract affect other contracts. Ensures contracts/agreements are in compliance with federal and agency policies. Factor 1- 8 Knowledge Required by the Position The position requires either: knowledge of contracting principles, laws, regulations and procedures applicable to pre-award and/or post-award actions sufficient to procure and/or administer contracts for major development, testing, and/or production, or mastery of a procurement functional area sufficient to provide expert technical leadership, staff coordination, and consultation including responsibility for formulating guidelines, implementing new developments, and providing policy interpretation. Familiarity with business strategy and program or technical requirements is required sufficient to perform or direct in-depth evaluations of the financial and technical capabilities, or the performance, of the contractor. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives of the work as well as the available resources. The employee, in consultation with the supervisor, develops specific objectives and priorities. The employee independently plans and carries out the work, selecting the approaches and techniques to be used, and informs the supervisor of progress and significant problems. Work is evaluated on the degree to which program and regulatory requirements are met. Factor 3- 4 Guidelines Policies and precedents are available but stated in general terms or are of limited use. Extensive searches of a wide range of regulations and policy circulars are frequently required. The employee uses experienced judgment and initiative in applying principles underlying guidelines, in deviating from traditional techniques, or in researching trends and patterns to develop new approaches, criteria, or proposed policies. Factor 4- 5 Complexity The work is characterized by breadth of planning, review, and coordination or depth of problem identification and analysis, stemming from the variety of the procurement functions or from the unknowns, changes, or conflicts inherent in the issues. Decisions involve responsiveness to continuing changes in programs or technological developments. Procurements typically require new or modified contract terms and conditions, funding arrangements, or policy interpretation throughout the pre-award or post-award phases. Factor 5- 4 Scope and Effect The purpose of the work is to provide expertise as a specialist in a functional area of contracting by furnishing advisory, planning, or reviewing services on specific problems, projects, or programs. The work affects a wide range of procurement activities such as the operation of procurement programs in various offices or locations, the accomplishment of significant procurement or technical program goals, or the economic position of contractors of their respective geographic areas. Factor 6- 3 Personal Contacts Personal contacts include a variety of specialists, managers, officials, or groups from outside the employing agency in a moderately unstructured setting where the purpose and extent of each contact is usually 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 Contacts are to obtain agreement on previously determined goals and objectives through negotiation, persuasion, and advocacy. The individuals or groups are frequently uncooperative, have different negotiation objectives, or represent divergent interests.

Factor 8- 1 Physical Demands The work is sedentary. Factor 9- 1 Work Environment The work is performed in an office setting.

Administrative Officer, FP- 0341- 4

Position Number: D10355 Introductory Statement: This position is located in the Peace Corps, Office of Management which supports Peace Corps world-wide through the offices of Administrative Services, Human Resource Management, the Freedom of Information Act, Overseas Building Operations, and Executive Selection and Support. Incumbent plans, administers and manages the administrative and resource programs of the office. The incumbent is the financial and budget advisor to the Associate Director and Deputy Associate Director and is a key advisor to program managers with respect to allocation of resources and administrative matters. Budgeting and Financial Administration 60% Formulates, implements, and is accountable for fiscal and budgeting processes, regulatory compliance, fund accountability, and adherence to directives for assigned organization. Analyzes support processes and performs program liaison duties to support budget formulation and execution activities for a changing budget of administrative expenses involving different funding sources, such as acting as a point of contact for organizational staff involved in developing data and justifications for budget review and approval. Provides administrative support to processes such as budget formulation and execution. Participates with the supervisor or other managers in reviewing office needs, plans, and goals to develop budget data and justification for review and approval. Provides guidance in preparing the budget package for submission and responds to questions from the budget office. Analyzes support processes and provides advice for administering a changing budget of expenses involving different funding sources, such as offering guidance to organizational staff in preparing and justifying the budget package. Serves as the organization's liaison with PC budget office. Prepares budget package for submission to the budget office and responds to all questions from that office. Monitors fund balances and status of projects, and recommends reprogramming of funds as needed. Reviews financial reports and resolves discrepancies with the appropriate offices. Procurement and Contracting Administration 15% Independently analyzes support processes and provides guidance for administering procurement that require varying approaches, such as formulating a more efficient way of performing cost analyses and soliciting bids. Evaluates and recommends ways of improving the effectiveness of work operations. Provides guidance to managers in determining appropriate costs, writing sole source justifications, and communicating with contractors. Prepares procurement documentation as appropriate. Serves as the organization's liaison with PC contracting office. Administrative Program Planning Work 15% Analyzes established programs and performs program liaison duties to support long-and short-range administrative planning activities for the organization. Researches and provides substantive information to organizational managers participating in the planning activities, thereby influencing decisions and actions involving established programs and projects. Develops, interprets, and implements procedures and guides for organizational services provided. Serves as the contact person concerning administrative issues. Human Resources Administration and Management Work 10% Develops and executes a personnel management advisory program to inform managers and employees of regulatory and procedural requirements of all aspects of PC's human resources program. Independently performs program liaison duties to address human resources administration issues that are not always susceptible to direct observation and analysis, such as developing informational materials based on knowledge of internal operations, agency human resources policies, budgetary constraints, and work priorities. Acts as the liaison with the human resources office concerning HR-related matters. Provides advice and assistance to managers and staff concerning Federal and PC human resources processes and procedures. Keeps managers informed of the status of ongoing personnel actions, calling to the supervisor's attention any problems that require PC human resources office intervention or correction.

Reviews, analyzes, and interprets incoming human resources management requests. Recommends appropriate action or suggests alternatives. Alerts managers to problems that require PC Human Resources office intervention or correction. Keeps managers informed of the status of on-going personnel actions. Provides advice on solving a range of human resources-related problems. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The position requires knowledge and skill in applying analytical and evaluative methods and techniques to issues or functions related to office administration; knowledge of pertinent laws, regulations, policies and precedents which affect administrative operations; knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; skill in conducting detailed analyses of complex functions and work processes; and 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- 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- 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 study topic 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 issues or resolution of problems. Factor 5- 3 Scope and Effect The purpose of the position is to plan and carry out work projects in various administrative areas, such as human resources, supply, records management, forms management, budget, etc., to provide for the administrative support of organizations. The employee identifies, analyzes, and makes recommendations to resolve conventional organizational problems and/or situations. The employee is assigned portions of broader studies of administrative functions, organizations, or operations and participates in the evaluation of program effectiveness at the operating level. The employee develops detailed procedures and guidelines to supplement established administrative regulations or program guidance. Services provided as well as completed reports and recommendations influence decisions by managers concerning the internal administrative operations of organizations. 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- 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 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.

Chief of Operations, FP- 0340- 1

Position Number: D10405 Introductory Statement: This position is located in the Office of Volunteer Recruitment and Selection (VRS), at Peace Corps headquarters in Washington, DC. The Chief of Operations (CHOPS) is the principle deputy to the Associate Director (AD), VRS. Incumbent is responsible for ensuring consistent, efficient and effective management of programmatic and budgetary operations across VRS. The CHOPS provides supervision and oversight of the Director of Recruitment (includes 9 Regional Office Managers (ROMs), Recruitment Support Unit, Masters International Program (MI), and Diversity/National Outreach); and the Placement Manager. Program Planning and Management 75% In conjunction with the AD/VRS, is responsible for planning and developing major agency programs of national scope and impact, specifically, as it relates to Peace Corps Volunteer recruitment and selection. Sets policy, goals and management objectives for headquarters Placement and Recruitment staff in alignment with the Peace Corps mission. Manages the business processes between the Offices of Recruitment and Placement to ensure consistent, efficient, timely operations and communications - streamlining, standardizing, and improving work flow as necessary to ensure exemplary customer service both internally and externally. Ensures that Trainee Requests from Posts are realistically negotiated and then fully met through the recruitment, selection and placement process. Concurrent with scheduled budget and programmatic reviews, provides the AD/VRS with objective assessments of operational efficiency and effectiveness through analysis of goal attainment, timeliness, and cost benefit information for pertinent outreach strategies. With AD/VRS develops budgetary operating goals and objectives. Works closely with the Chief Administrative Officer (CAO) to ensure implementation of same through the Integrated Planning and Budget System (IPBS). Under the guidance of the AD/VRS and consistent with the goals established by the Director and the agency's senior staff, the CHOPS is responsible for the development, review, approval and implementation of the operational and programmatic components of VRS strategic and annual plans, ensuring collaboration on same with VRS headquarters and regional staff. Provides budget and programmatic performance data for inclusion in the agency's Performance and Accountability Report (PAR) to the Office of Management and Budget (OMB). Responsible for ensuring the ongoing direction, supervision and evaluation of Placement and Recruitment staff in headquarters and the regions in alignment with the agency's strategic plan, annual operating plan, and individual work plans. The CHOPS establishes a system for determining staffing needs; assessing performance goals; and evaluating personnel performance including reviewing requests for recommended performance bonuses, incentive pay, promotions, transfers, extensions and terminations. At the direction of AD/VRS, CHOPS undertakes and manages special projects involving VRS headquarters and regional offices, inter-agency staff and consultants to ensure the success of the initiative. Serves as Acting Director, VRS at the request of AD/VRS with full responsibility and authority necessary to ensure on-going administration and operations in the Associate Director's absence. Supervisory and/or Managerial Responsibilities 25% Manages FP-2 and FP-3 level supervisors who have responsibility for supervising line employees at the FP-4 level or below. 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. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires: (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- 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 concerned with the analysis and evaluation of programs or organizational effectiveness. 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- 6 Complexity Plans, organizes, and completes analytical studies involving the substance of key agency programs. Obtains input and assistance from other analysts and subject-matter specialists when required. Serves as team leader, assigns segments of study to various participants, coordinates the efforts of the group, and consolidates findings into a completed project. 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 study. 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 and determining the nature and magnitude of the interactions, and in discerning the intent of legislation and policy statements and determining how to translate the intent into program actions. Factor 5- 6 Scope and Effect Performs very broad and extensive study assignments related to government programs which are of significant interest to the public and Congress. The programs typically cut across or strongly influence a number of agencies. In many cases, the studies 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 frequently involve extensive problems of coordination in fact-finding and in reviewing and testing recommendations in interested agencies or with outside groups. Recommendations involve highly significant programs or policy matters and may have an impact on several departments or agencies, and may result in substantial redirection or federal efforts or policy related to major national issues. Results of 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 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 justify, defend, negotiate, or settle matters involving significant or controversial issues. The persons contacted typically have diverse viewpoints, goals, or objectives, requiring the employee to achieve a common understanding of the problem and a satisfactory solution by convincing them, arriving at a compromise, or developing suitable alternatives. 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. 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- 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- 4 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 an 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 legislated changes. Manages organizational changes throughout 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 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 the employing agency, 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- 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- 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.

Information Technology Specialist, FP- 2210- 2

Position Number: D10382 Introductory Statement: Systems Administration 40% Serves as a senior expert and advises on the application of system architecture modeling tools in the architectural planning process necessary to integrating information technology (IT) programs with other programs of equivalent scope and complexity. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Manages network rights, and agency-wide access to systems and equipment. Manages and implements system maintenance procedures. Troubleshoots and resolves issues affecting system availaility, performance, and security Implements security procedures and tools, and develops and documents systems administration standard operating procedures for the Peace Corps. IT Research and Analysis Work 25% Provides expert analysis and advice and develops solutions to solve issues and problems associated with agency-wide IT programs. Reconciles conflicts between basic policies and program goals. Provides expert advice and recommendations to top management. IT Project Planning and Management 20% Plans and develops long-range objectives and milestones for IT projects that involve substantive, mission-oriented programs, such as projects implementing enterprise-level applications and/or changes to IT infrastructure to meet the changing business needs of the Peace Corps. Manages IT projects with high complexity or risk, such as agency-wide system integrations that include large-scale enterprise resource planning. Develops and implements project management procedures, tools, templates, activities, and infrastructure. Evaluates client information systems needs to define the project scope, requirements, and deliverables. Integrates configuration management, information technology architecture, infrastructure design, and systems integration aspects into IT project plans. Identifies standards for change management and controls the change process by reviewing configuration change requests. Designs and oversees systems testing. Develops information systems security plans and procedures, and ensures that they are in compliance with federal laws, regulations, policies, and standards. Ensures that appropriate product-related training and documentation are developed and made available to customers before the project is completed. Systems Testing and Evaluation 15% Is recognized as an authority in the planning and conducting of investigations, tests, and evaluation of data systems, software systems, or hardware where critical problems need to be resolved, and existing methods are inadequate, thus making it extremely difficult to design tests and gather reliable data. Provides technical expertise in the formulation of computer systems policies and procedures related to test and checkout operations. Manages teams of computer scientist in the technical assessment of plans and procedures for problem resolution. Performs additional data systems and analysis work.

OTHER SIGNIFICANT FACTS: 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 The position requires 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 The purpose of the position is to define unprecedented conditions, resolve critical problems, and/or develop, test, and implement new technologies. The work affects the work of other technical experts or the development of major aspects of agency-wide IT programs. Factor 6- 3 Personal Contacts Personal 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. 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.

APCD Generalist, FP- 0301- 4

Position Number: D10230 Introductory Statement: This position is located in a Peace Corps country office (post) overseas. The purpose of this position is to translate host country assistance requests into viable, effective projects; to coordinate those projects; to provide technical and personal support to assigned Peace Corps Volunteers (PCVs); and to ensure the maintenance of a quality Peace Corps program overall. Associate Peace Corps Directors (APCD) typically manage 20 to 40 PCVs who perform work in one or more technical areas. Programming and Project Management 40% Gathers information, identifies and analyzes issues, and develops recommendations to resolve substantive problems of effectiveness and efficiency of work operations in a program or program support setting. Adapts analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity. Participates with the primary staff of the serviced organization in developing and organizing policies and programs and other related concerns for program management. Participates in the development of new plans, schedules, or methods to accommodate changing program requirements. Identifies objectives based on an analysis of interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs, such as those implemented at a regional or comparable level. Determines approach to achieve objectives, identifies specific steps, and decides on meetings, information, and other input. Assists in developing, organizing, and implementing functional short- and long-range plans. Estimates resources required. Revises program operations for consistency with strategies and program emphasis. Participates in general management reviews. Conducts functional inspections for compliance with policies, plans, regulations, and work planning. Adapts guidance to particular requirements, such as modifying verbal presentations to suit participant groups' needs and interests. Revises project plans annually as part of PC/Headquarters' annual review. Surveys potential PCV sites and evaluates all aspects; including opportunities for meaningful work, living conditions, opportunities for community involvement, and the availability of supporting resources. Ascertains safety situation for PCVs, including the adequacy of transportation and communications for emergency evacuation purposes. Works with the community at each site to prepare them for the assignment of a PCV. Prepares program-related correspondence, reports, and/or other written materials associated with established organizational programs, policies, and/or operations. Gathers additional information about organizational functions or workload as needed to recommend program actions and/or policies. Establishes working relationships with the host country government, communities, non-governmental organizations, and other institutions to encourage maximum participation in, and support for, PCV projects. Briefs on-site host country supervisors and counterparts on projects and PCV roles. Maintains liaison with relevant ministries and organizations concerning PCV supervision, safety, housing, technical support, and project implementation. Volunteer Support 35% Plans for/administers volunteer service programs and manages budget. Responsible for the control, coordination, and acceptance of all gifts and donations through the voluntary service program. Manages the two control points for the services as well as all general post fund accounts. Makes recommendations for budget forecasts and equipment request. Delegated the authority to incur expenses by receipting for supplies, equipment, and services. Oversees the overall professional development of assigned Volunteers. Develops or revises sector specific training objectives, modules, and session designs for Pre-Service and In-Service Training. Coordinates the hiring of sector specific Pre-Service Training (PST) technical trainers. Presents PST and In-Service Training (IST) technical sessions. In consultation with PST staff, evaluates Peace Corps Trainees and assigns them to specific sites. Implements or assists other staff with the administration of ISTs. Maintains ongoing communication with and support to each assigned Volunteer. Conducts regular site visits to monitor PCV's project work and personal adaptation. Helps PCVs evaluate their work and plan for the future. Provides technical guidance to PCVs including responding to PCV requests for technical information.. Counsels PCV's on their cross-cultural adaptation and professional development. Supports PCVs in dealing with personal problems, crises at home (e.g. death in the family), and site difficulties. Advises PCVs on their options and assists with any needed administrative action. Refers PCVs to Medical Officer or Country Director.

Alerts the Country Director in any problematic job-related, security or health issues that arise at Volunteer work sites. Evaluates the situation and recommends the evacuation, temporary withdrawal, or continued presence of the PCV in consultation with local and national authorities, the CD, the Peace Corps Medical Officer, and Peace Corps safety and security specialists. Works with PCVs to identify community projects and discusses with PCVs the advisability of seeking external funding. Reviews and approves/disapproves Volunteer community projects involving requests for external support. If approved, assists PCVs with the application process for funding. Provides clear guidance to Volunteers regarding Peace Corps policies and enforces those policies in a fair and consistent manner. Institutes disciplinary actions when PCVs violate established policies. Informs CD of problems and recommends solutions General Management and Administration 25% Serves as a source of information and advice on program issues that require assessment of variations in approach and development of new methods and criteria. As a senior staff member at post, provides input and works on tasks effecting overall post management and the success of the Peace Corps program. Assists the CD in establishing an overall vision and mission for the country program. Provides input into the creation of the Posts strategic and operational plans. Works with other staff members to create uniform and complementary programming, training, and administrative systems. Performs long-range planning and management of agency programs where precedents are available. Fulfills fiscal responsibilities, including budget preparation, budget reporting, and maintenance of fiscal controls. Assists in completing monthly, quarterly, and annual reports. Assumes oversight responsibility for specific Peace Corps activities such as the Coverdell World Wise Schools Program, Peace Corps Partnership Program, Small Project Assistance Program, and the Gender in Development committee. Represents the Peace Corps to the U.S. Embassy, USAID, other development agencies, host country government, and non-governmental organizations, providing information on Peace Corps' purpose, philosophy, goals, program, history, and projects. Contributes to PCV welcome books, trainee handbooks, PCV handbooks, and other post documentation dealing with the recruitment, selection, placement, training, and support of PCVs. Participates in the design and implementation of the Emergency Action Plan and coordinates emergency plan meetings, resources, and contacts for assigned Volunteers. Supervises Program Assistant, i.e., hires, assigns tasks, provides training, evaluates performance, and provides feedback. Periodically serves as post duty officer responsible for weekend and after-hour emergencies and performs other relevant duties as assigned by the Country Director. This may include delegation as "Acting Country Director" in the CD's absence. 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. 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- 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.