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Country Director, FP- 0340- 1

Position Number: D09555 Introductory Statement: The primary purpose of the position is to serve as a Peace Corps Country Director responsible for the management and direction of all aspects of the Peace Corps program in the country of assignment. The incumbent is the senior Peace Corps representative in the country of assignment. Country Program Planning and Management 50% Plans, coordinates, and directs the accomplishment of all aspects of the assigned country program. With the host-country partner, develops a vision for the country program and a plan for achieving the vision, including those factors encompassing difficult and diverse functions or issues that affect critical aspects of the major programs implemented in country. As an expert on long-range planning, recommends and participates in developing strategies for implementing planning efforts. Establishes short- and long-range goals and objectives for the program, develops detailed plans for implementing them, and oversees implementation of the program to meet objectives. Determines if adjustments or changes in objectives or emphasis are needed. Reviews past and future program requirements, and determines future program resource requirements, estimating shortand long-range Volunteer and staff, budgetary, and equipment needs. Predicts program demands and recommends reallocation or augmentation of existing resources. Determines the need for written policies and procedures, designates subordinate staff to develop policy and procedural documents, and reviews and approves them upon completion. Conducts periodic and comprehensive evaluations of ongoing functions to ensure that the program goals are met, and identifies areas where efficiencies can be enhanced. Reviews productivity in all areas, monitors problem areas, and oversees implementation of solutions that will eliminate them. Directs the capture, reporting, and analysis of statistical data relating to the program's operations, and directs or personally performs special studies or projects. Prepares and contributes to reports and other presentations on program planning and evaluation. Designs and conducts a wide variety of comprehensive studies and detailed analyses of complex functions and processes related to country program planning and management. Identifies and proposes solutions to management problems that are of major importance to managing program direction. Prepares the cooperating agreements between the Peace Corps and host-country partner agencies. The agreements include a description of the project objectives, an estimate of the number of Volunteers to be assigned to the project, the responsibilities of the Peace Corps and the partner ministry or agency, and the rights of the partners within the relationship. Administers and oversees financial management, procurement, contract negotiations, disbursements, property control, and administrative services for the post. Ensures compliance with Peace Corps policy, U.S. federal regulations, and local law. Assures timely submission of annual Integrated Planning and Budget System (IPBS) reports, prepares and submits other budget data, reviews fiscal expenditures and imprest fund activities. Sets the tone and character of the Peace Corps program to the country at large, and serves as leader, liaison, role model, and representative for all Volunteers, trainees, staff, and host country counterparts. Technical Direction for Volunteer Support Issues 25% Serves as an expert consultant on program management issues affecting Volunteer staff, including Volunteer personal safety and security, cultural sensitivity for host country people and culture, etc. Provides advice and guidance on undefined issues and elements for programs essential to the success of the Volunteers. Approves and facilitates Volunteer projects and programming to assure Volunteer productivity and host country buy-in. Analyzes host country needs and viability of project goals; and evaluates Volunteer assignments, sites, and counterparts. Develops, tests, and enforces Volunteer safety and security policies and procedures, addressing issues ranging from natural disasters to civil unrest and emergency evacuations. Ensures that medical, programmatic, and administrative staff provide appropriate support to Volunteers dealing with cross-cultural adjustment issues. Managerial and Supervisory Responsibilities 25% Manages assigned Peace Corps staff members and contract personnel in the country of assignment. Provides expert guidance in the resolution of complex problems impacting the staff's implementation of the country programs. Hires, trains, supervises, and monitors employees in a cross-cultural setting.

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. Factor 1- 8 Knowledge Required by the Position The position requires 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; knowledge 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 skill to plan, organize, and direct team 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 are 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. 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 and program policy statements, and 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 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 planning, development and management of key agency programs. Obtains input and assistance from subject-matter specialists. There is difficulty in identifying the nature of the issues or problems and in planning, organizing, and determining the goals and objectives of the program. 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 The purpose of the position is to manage and direct all aspects of the Peace Corps program in the country of assignment. Program implementation involves extensive problems of coordination. Recommendations involve highly significant programs or policy matters and can result in substantial redirection of policy related to major national issues. Results of work are critical to the mission of the agency and affect large numbers of people on a long-term, continuing basis. Factor 6- 3 Personal Contacts Personal contacts are with persons outside the agency which may include consultants, contractors, or host country individuals in a moderately unstructured setting. Contacts may also include the head of the employing agency or key program officials. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence host country or agency officials to accept and implement recommendations on program planning and implementation issues. May encounter resistance due to such issues as 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.

Country Director, FP- 0340- 2


Position Number: D09555 Introductory Statement: The primary purpose of the position is to serve as a Peace Corps Country Director responsible for the management and direction of all aspects of the Peace Corps program in the country of assignment. The incumbent is the senior Peace Corps representative in the country of assignment. Country Program Planning and Management 50% Plans, coordinates, and directs the accomplishment of all aspects of the assigned country program. With the host-country partner, develops a vision for the country program and a plan for achieving the vision, including those factors encompassing difficult and diverse functions or issues that affect critical aspects of the major programs implemented in country. As an expert on long-range planning, recommends and participates in developing strategies for implementing planning efforts. Establishes short- and long-range goals and objectives for the program, develops detailed plans for implementing them, and oversees implementation of the program to meet objectives. Determines if adjustments or changes in objectives or emphasis are needed. Reviews past and future program requirements, and determines future program resource requirements, estimating shortand long-range Volunteer and staff, budgetary, and equipment needs. Predicts program demands and recommends reallocation or augmentation of existing resources. Determines the need for written policies and procedures, designates subordinate staff to develop policy and procedural documents, and reviews and approves them upon completion. Conducts periodic and comprehensive evaluations of ongoing functions to ensure that the program goals are met, and identifies areas where efficiencies can be enhanced. Reviews productivity in all areas, monitors problem areas, and oversees implementation of solutions that will eliminate them. Directs the capture, reporting, and analysis of statistical data relating to the program's operations, and directs or personally performs special studies or projects. Prepares and contributes to reports and other presentations on program planning and evaluation. Designs and conducts a wide variety of comprehensive studies and detailed analyses of complex functions and processes related to country program planning and management. Identifies and proposes solutions to management problems that are of major importance to managing program direction. Prepares the cooperating agreements between the Peace Corps and host-country partner agencies. The agreements include a description of the project objectives, an estimate of the number of Volunteers to be assigned to the project, the responsibilities of the Peace Corps and the partner ministry or agency, and the rights of the partners within the relationship. Administers and oversees financial management, procurement, contract negotiations, disbursements, property control, and administrative services for the post. Ensures compliance with Peace Corps policy, U.S. federal regulations, and local law. Assures timely submission of annual Integrated Planning and Budget System (IPBS) reports, prepares and submits other budget data, reviews fiscal expenditures and imprest fund activities. Sets the tone and character of the Peace Corps program to the country at large, and serves as leader, liaison, role model, and representative for all Volunteers, trainees, staff, and host country counterparts. Technical Direction for Volunteer Support Issues 25% Serves as a technical expert, providing advice and guidance in areas that require extensive interpretation for many different and unrelated program processes and methods affecting Volunteer staff, including Volunteer personal safety and security, cultural sensitivity for host country people and culture, etc. Approves and facilitates Volunteer projects and programming to assure Volunteer productivity and host country buy-in. Analyzes host country needs and viability of project goals; and evaluates Volunteer assignments, sites, and counterparts. Develops, tests, and enforces Volunteer safety and security policies and procedures, addressing issues ranging from natural disasters to civil unrest and emergency evacuations. Ensures that medical, programmatic, and administrative staff provide appropriate support to Volunteers dealing with cross-cultural adjustment issues. Managerial and Supervisory Responsibilities 25%

Manages assigned Peace Corps staff members and contract personnel in the country of assignment. Provides expert guidance in the resolution of complex problems impacting the staff's implementation of the country programs. Hires, trains, supervises, and monitors employees in a cross-cultural setting. 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. Factor 1- 8 Knowledge Required by the Position The position requires 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; knowledge 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 skill to plan, organize, and direct team 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 are 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. 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 and program policy statements, and 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 organization. The employee is recognized as an expert in the development and/or interpretation of guidance on program planning and evaluation in a specialized area. Factor 4- 5 Complexity 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 The purpose of the work is to analyze and evaluate major administrative aspects of substantive, Peace Corps program in the country of assignment. 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

Personal contacts are with high-ranking officials from outside the agency at national or international levels in highly unstructured settings. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence host country or agency officials to accept and implement recommendations on program planning and implementation issues. May encounter resistance due to such issues as 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.

Supervisory IT Program Manager, FP- 2210- 2


Position Number: D10591 Introductory Statement: Heads, leads, directs and manages all activities associated with the Volunteer Delivery System Redesign Program Management Office to meet its mission of implementing new technologies and business practices Agency-wide and world-wide for Peace Corps mission critical systems. The office's prime mission is to establish and coordinate the seamless interface of multiple systems such as Volunteer Recruitment, Placement, Staging, Post Volunteer Acquisition, RPCV, Core Agency metrics and all Peace Corps Medical Systems. IT Project Planning and Management 50% 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 an agency's modified business processes. 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. Designs cost-benefit studies to implement projects with the most efficient use of human capital and material resources at the lowest cost. 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. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work equivalent at the FP-3 level, including employees detailed or assigned from other program areas. 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. Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbent's authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program. Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting PC Equal Opportunity Program. 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. Program Planning and Management 25%

Coordinates and directs the accomplishment of all functions comprising the assigned mission of the organization, encompassing difficult and diverse functions or issues that affect critical aspects of the major programs of PC. Establishes short- and long-range goals of the organization, develops detailed plans for implementing them, and oversees implementation of the goals in subordinate organizations. Determines if adjustments or changes in objectives or emphasis are needed in organization functions. Recommends and/or puts into action organizational or process changes. Reviews past work histories and known future requirements and determines future resource requirements of the organization, estimating short- and long-range personnel, budgetary, space, and equipment needs. Recommends staffing patterns based on workloads and fiscal limitations. Predicts organization demands and recommends reallocation or augmentation of existing resources as necessary. Determines the need for written policies and procedures, designates subordinates to develop policy and procedural documents, and reviews and approves them upon completion. Conducts periodic and comprehensive evaluations of ongoing functions to ensure that the organization meets its stated goals, and identifies areas where operational efficiency can be enhanced. Reviews productivity in all areas, monitors problem areas, and oversees implementation of solutions that will eliminate them. Takes actions necessary to maintain or improve the quality and quantity of operational services that involve the introduction or refinement of automation, reorganization of operating sections and units, reassignment of personnel, development of proposals to increase the organization's resources, or other actions. Directs the capture, reporting, and analysis of statistical data relating to the organization's operations and directs or personally performs special studies or projects. Prepares and contributes to reports and other presentations on program planning and evaluation. Designs and conducts a wide variety of comprehensive studies and detailed analyses of complex functions and processes related to program planning and management. Identifies and proposes solutions to management problems that are of major importance to planning program direction. 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 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. 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- 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 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 at least the FP-4 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed.

Management Analyst, FP- 0343- 2


Position Number: D10608 Introductory Statement: This position is located in the Office of Global Operations. The incumbent analyzes business processes and operating procedures to devise most efficient methods of accomplishing organizational goals and objectives. Specifically, the incumbent: - Gathers and organizes information on problem or procedures including present operating procedures. - Analyzes data gathered, develops information and considers available solutions or alternate methods of proceeding. - Organizes and documents findings of studies and prepares recommendations for implementation of new processes or organizational changes. - Confers with personnel concerned to assure smooth functioning of newly implemented systems or procedure. - Conducts operational effectiveness reviews to ensure administrative procedures are applied and functioning as designed. - Develops or updates operational manuals outlining established methods of performing work in accordance with organizational policy. Special Projects 20% Acts as an expert on special projects, advising top management on major office issues. Leads, conducts or participates in complex management studies and reviews--particularly those with wide or significant effect upon PC's organizational structure, policy, processes, operations, fiscal control and economy and those where the boundaries of the studies may be broad. Organizes assigned projects; plans, organizes and directs team study work. Selects qualitative and/or quantitative methodologies appropriate to the subject under examination. Identifies and collects necessary data including legislative and program data and interviews with senior management, program officials, employees and supervisors; assembles and assesses information gathered; formulates findings, conclusions, and recommendations; presents results in written and/or oral form, which are well-organized, supportable and clearly expressed. Conducts Studies in Support Services Program Areas 15% Provides expert analysis and advice on programs that impact one or more major agency organizations. Conducts various ad-hoc analyses, prepares reports, and compiles information for management. Establishes and maintains measures of effectiveness to objectively gauge the success rate of achieving pre-defined outputs, and the impacts of various administrative policies, processes and procedures. Analyzes operations, requirements, systems, etc. Makes authoritative recommendations to management for the modification, consolidation, standardization, or obsolescence of systems. Organizational Analysis 15% Analyzes and evaluates the administrative aspects of substantive, mission-oriented programs administered by key organizations within an agency. Develops new ways to resolve major administrative problems, making recommendations that often serve as the basis for new administrative systems, legislation, regulations, or programs. Analyzes and evaluates existing, new, and emerging functional requirements of the organization, program standards, and measures of effectiveness. Develops long-range program plans, goals, objectives, and milestones for evaluating and measuring the effectiveness of major agency programs. Takes into account factors such as cost-effectiveness, attainment of program goals and objectives, and compliance with pertinent legal and regulatory guidelines. Business Process Analyses for Planning and Management 15% Conducts conceptual business systems analyses and studies of unstructured and interconnected problems involving both difficult technology and complex human relations or operational issues. Plans and analyzes new business process methods or techniques that are of material significance in the solution of important business problems with unprecedented or novel aspects. Serves as an authoritative source of consultation for other business managers and program specialists and resolves operational issues that significantly affect agency programs. Originates and establishes unique methods and applications that provide solutions to complex business issues. Develops original concepts for advanced business systems, controls, or analysis. Identifies alternative approaches and/or compromises to develop the most cost effective business solutions. Integrates various study and analysis results into comprehensive technical briefings and reports.

Management Improvement 15% Evaluates and analyzes agency-wide programs, functions, and organizations to determine whether the management systems in current use efficiently accomplish the objectives sought, and whether they provide the controls necessary for sound management. Prepares reports which point out effective management practices and discuss problem areas where a need for improvement is indicated. Recommends actions to be taken to achieve increased effectiveness and efficiency of functions. Uses analytical techniques to evaluate the result of internal management studies made by individual offices, overseas missions, or contractors to assess their validity, effectiveness, and possible application. Produces and/or presents information and findings in a variety of formats. Internal Control Systems Assessment and Monitoring 20% Resolves audit/inspection activities for organizations involving a significant degree of complexity and with interrelated program areas. Conducts management surveys and audits, ensuring that management policies, practices, and procedures are consistent with the strategic goals and objectives of PC. 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. Provides technical advice and assistance by answering questions involving audits of extended scope and impact involving multiple agencies and private businesses, where conflicts exist. 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- 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

The purpose of the position is to analyze and evaluate the 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 a regional structure of equivalent scope. 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. The work affects program and management practices and policies of major significance to top management of the agency, and recommendations made often serve as the basis for new administrative systems, legislation, regulations, or programs. Factor 6- 3 Personal Contacts Personal 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- 4 Purpose of Contacts The purpose of the contacts is to justify, defend, negotiate, or settle matters involving significant or controversial issues; e.g., recommendations affecting major programs, dealing with substantial expenditures, or significantly changing the nature and scope of organizations. 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 Program Manager, FP- 0340- 2


Position Number: D10605 Introductory Statement: This position serves as the Assistant Director of the Office of Public Engagement and guides Peace Corps career, continuing education, third goal, and re-entry transition services for returned volunteers by managing the Returned Volunteer Services, Peace Corps Week, and Fellows programs. The incumbent of this position reports to the Director of Public Engagement. Program Planning and Management 50% Coordinates and directs the accomplishment of all functions of the assigned departments within the organization, encompassing difficult and diverse functions or issues that affect critical aspects of the major programs of PC. As an expert on long-range planning, recommends and participates in developing strategies for implementing planning for a major office or program. Establishes short- and long-range goals, develops detailed plans for implementing them, and oversees implementation of the goals in departments under their purview. Determines if adjustments or changes in objectives or emphasis are needed in organization functions. Recommends and/or puts into action organizational or process changes. Reviews past work histories and known future requirements and determines necessary resource requirements, estimates short and long-range personnel, budgetary, space, and equipment needs. Recommends staffing patterns based on workloads and fiscal limitations. Predicts organization demands and recommends reallocation or augmentation of existing resources as necessary. Indentifies avenues and serves as a liaison to facilitate expansion of program and department services. Determines the need for written policies and procedures, designates subordinates to develop policy and procedural documents, and reviews and approves them upon completion. Designs, develops and manages the creation and implementation of training programs and materials. Conducts periodic and comprehensive evaluations of ongoing functions, policy, and program development to ensure that the organization meets its stated goals, identifies areas where operational efficiency can be enhanced, and control impact of proposed or enacted changes. Reviews productivity in all areas, monitors problem areas, and oversees implementation of solutions that will eliminate them. Takes actions necessary to maintain or improve the quality and quantity of operational services that involve the introduction or refinement of automation, reorganization of operating sections and units, reassignment of personnel, development of proposals to increase the organization's resources, or other actions. Directs the capture, reporting, and analysis of statistical data relating to the organization's operations and directs or personally performs special studies or projects. Prepares and contributes to reports and other presentations on program planning and evaluation. Designs and conducts a wide variety of comprehensive studies and detailed analyses of complex functions and processes related to program planning and management. Identifies and proposes solutions to management problems that are of major importance to planning program direction. Offers career, continuing education and readjustment counseling services to customers. Manages contracts associated with the department. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the FP-4 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 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.

Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbent's authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program. Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting PC Equal Opportunity Program. 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. Budget Justification Activities 25% Consolidates and validates input from subordinate organizational levels for presentation of the budget and prepares written consolidated justification for major programs. Presents the budget for the organization to managers of the serviced programs and budget officials at the next echelon of the PC. Plans and develops strategies for presenting the budget for important substantive agency programs. Makes recommendations that follow detailed analysis and consideration of program requirements in relation to budgetary requirements, policies, and methods, and sources and types of funding. Provides expert testimony to defend funding requests to support program operations. 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- 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 The purpose of the work is to analyze and evaluate 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 line and staff officers at all organizational levels in the Forest Service, professional and top level officials of other agencies, local and State officials, members of the State legislature and Congress, members of adjacent Indian tribes, and representatives of private interest groups. 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. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect Directs a program segment that performs technical, administrative, protective, investigative, or professional work. The program segment and work directed typically have coverage which encompasses a major metropolitan area, a State, or a small region of several States; or when most of an area's taxpayers or businesses are covered, coverage comparable to a small city. Providing complex administrative or technical or professional services directly affecting a large or complex multi-mission military installation also falls at this level. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract;

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

Factor 6- 4 Other Conditions Supervision involves substantial coordination and integration of a number of major work assignments, projects, or program segments of professional, scientific, technical, or administrative work comparable in difficulty to the GS-11 level. OR This position directs subordinate supervisors and/or contractors who each direct substantial workloads comparable to GS-9 or GS-10.

Human Capital Program Manager (Strategic), FP- 0201- 2


Position Number: D10305 Introductory Statement: This position is located in the Office of Management, Human Resource Management (M/HRM). The incumbent reports to the Director, HRM and serves as the Peace Corps expert on automated HR business solutions. The incumbent also assists the HRM Director with the attainment of long term improvements relative to the human capital management strategic plan. The human capital management program includes strategic management of human capital, government-wide human capital initiatives, workforce planning, workforce analysis, and program evaluation. Human Resources Program Planning and Management 20% Reviews and evaluates interrelated and interdependent Human Resources management program operations of an entire agency, or of a major agency organizational segment. Provides staff-level/expert advice to operating Human Resources or 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 relevant Departmental and Office of Personnel Management projects and mandates. Plans, implements, and evaluates Human Resources functions and operational support to the field and headquarters units. 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. Using Avue Digital Services' (ADS) Recruitment, Retention and Staffing Module, plans, directs, and administers interrelated and interdependent recruitment and placement program operations on a national level, such as planning and implementing PC workforce strategies to respond to the human capital crisis. As a senior agency technical representative, directs innovative automation and technology strategies for PC recruitment and placement programs, such as cultivating comprehensive strategies and initiatives using new and evolving web-based technologies, e.g., online applications and questionnaires, computerized rating and ranking, applicant tracking, status reporting, and employee and manager self-service. Performs cost/benefit analyses to justify PC's return on investment in information technology. Reviews the effectiveness of automated recruiting systems and evaluates its impact in helping PC recruit and retain a highly skilled and motivated workforce. Collaborates with senior managers to integrate human capital planning into the overall strategic objectives for PC. Collaborates with key managers on workforce acquisition, skills retention, quality-of-work-life issues, workforce development, workforce performance and recognition, and diversity. Research and Analysis of Human Resources Issues 20% Performs Human Resource-related studies requiring detailed documentation, extensive research, and authoritative interpretations of the spirit and letter of the law, executive orders, court decisions, regulations, and broad policy statements that provide the framework for major agency-wide program decisions. Adapts and creates new methods to complete studies that demand use of a broad range of fact-finding and analytical techniques. Works with employees across agency to investigate and improve agency's human capital processes. Collects, analyzes, and prepares expert recommendations related to improving processes and the human resources automated system that overlap functional areas and apply to the entire agency, such as internal and external recruitment and placement practices or performance plan development. Provides expert policy interpretations on interrelated program issues that cross Human Resources specialty areas, are sensitive, highly complex, visible, and controversial, and affect many individuals and/or organizations within PC.

Makes recommendations and decisions involving novel and highly complex and significant issues that result in major precedent-setting decisions and impact on PC programs. Matters being analyzed involve broad and complex issues that encompass a variety of Human Resource disciplines, PC operational practices, mission requirements, legislative mandates, court or regulatory authority decisions, or other rulings or decrees that require development of tradeoffs, compromises, and compliance plans of action. Advises senior management and staff members on preparation of position papers, reports, studies, summaries, and formal actions where there are few guidelines and broadly stated objectives. Human Resources Advisory Services 10% 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 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, and other offices having authority or rulemaking responsibility over any aspect of the work and employment of federal employees and their conditions of employment. Assists Director HRM in identifying, addressing and evaluating human capital and human resources programs and operations. Serves as a lead in developing plans and strategies to ensure organizational plans, policies, and procedures are established and implemented to accomplish human capital initiatives. Participates in the development and documentation of long and short range planning efforts. Reviews plans, resource projections, priorities, justifications, etc. Makes recommendations on human capital planning efforts. Provides advice, guidance, and assistance regarding important programs and developments in the area of human capital strategy; implementation of government-wide human capital initiatives and requirements, interpretation of policies, regulations and standards; and methods of improving policies and programs involved in the responsibility of this position. Human Resources System Support and Administration 25% Applies advanced Human Resources principles, concepts, methods, and practices to plan and deliver large-scale Human Resources information system(s) services, such as those used agency-wide. Proposes and develops strategic plans for the development, enhancement, maintenance, and future development of Human Resources information systems. Provides expert advice, evaluates, and recommends selection, initiates acquisitions, and/or expansion of new automated equipment and software to improve systems and procedures. Participates as a key team member in developing, testing, and implementing the Human Resources management information systems and related processes for the agency. Responds to current and future Human Resources management needs throughout the organization. Demonstrates to the agency management that the Human Resources management systems are cost-effective in terms of the immediate availability of agency-wide Human Resources data to all management levels. Supports users of automated system in investigating, troubleshooting, reporting and resolving issues regarding use of system. Approves roles and permissions for users of system, addresses security concerns of automated system, and works with CIO Security personnel in maintaining security of Human Capital Management System information. Human Resources Vendor/Contractor Evaluation and Monitoring 15% Serves as a Contracting Officer's Technical Representative (COTR), guiding and evaluating contractor efforts and assessing technical progress in relation to the established schedule and resources allotted. Plans and coordinates contract administration activities for long term, extensive technical service contracts for Human Resources services and administration. Evaluates contractor procedures for the analysis, design, development, test, and support of IT systems. Performs feasibility studies to evaluate different vendors and products. Prepares technical assessment reports, design documents, implementation plans, and test plans. Recommends acceptance or rejection determinations to senior management. As COTR, identifies specifications, requirements and quality evaluation for HR information technology automated services, and maintenance in multi-year contracts. Specifications and requirement identification include determinations regarding human resources processes to meet user needs. Participates in recommending enhancements and monitoring delivery of improvements to the automated system. Human Resources Information Systems Projects 10%

Manages Human Resources Information Systems projects for the Peace Corps, including the Human Capital Management System (HCMS). Designs, develops, modifies, and/or implements complex automated HR data processing and networking system solutions which provide decision-making information support related to HR management programs. Provides technical expertise and support through the development, implementation, and support of automated systems. Analyzes, develops, evaluates, advises on, and improves HR work methods and procedures through automation. Determines actions required to resolve current or potential problems in the areas of systems operation and report generation, and initiates corrective action with appropriate staff. Conceives and implements new initiatives and projects to strengthen, facilitate, and integrate programs. Undertakes or participates in special projects, ongoing analyses, investigations and initiatives that have high priority for high-level management. Produces complex analyses and written reports; organizes special committees and workshops, initiates program reviews; and develops or fosters cross-agency activities. Produces recurring and ad hoc reports and statistical information for personnel, payroll, manpower, budget, and accounting purposes. Develops appropriate interventions for management on significant issues and concerns that cross Human Resources specialty areas. Creates and implements program and process remedies involving novel and highly complex issues that result in major precedent-setting decisions, and involve powerful competing interests. Negotiates matters involving multiple, broad, and complex issues that require development of tradeoffs and compromises, such as the development of a plan of action to deal with all of the human capital aspects of a decision or mandate to contract out a significant amount of work presently performed by PC employees. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires mastery of advanced HRM principles, concepts, regulations, and practices of any applicable speciality, as well as analytical methods and techniques, and seasoned consultative skill sufficient to resolve HRM problems not susceptible to treatment by standard methods. Mastery of the relationships between subordinate and senior levels of HR management within the employing entity and/or between the organization and programs of other Federal departments, bureaus, or equivalent organizations; and a wide range of qualitative and/or quantitative methods sufficient to: 1) Design and conduct comprehensive HR studies characterized by boundaries that are extremely broad and difficult to determine in advance; 2) Identify and propose solutions to HRM problems and issues that are characterized by their breadth, importance, and severity and for which previous studies and established techniques are frequently inadequate; 3) Collaborate with and/or lead management in employing change process concepts and techniques by assessing organizational readiness for change, marketing organizational awareness, and leading change initiatives; 4) Develop recommendations for legislation that would modify the way agencies conduct programs, evaluate new or modified legislation for projected impact upon existing agency programs, or translate complex legislation to meet agency needs; 5) Plan, organize, and/or direct team efforts to persuade management officials to accept and implement recommendations, where the proposals involve substantial agency resources or require extensive changes in established procedures and methods; 6) Evaluate and make recommendations concerning overall plans and proposals for complex agency projects; 7) Develop, interpret, and analyze data extracts and reports from automated HR databases and/or develop the most efficient and effective automated systems approaches for presenting HR reports and graphics for management; 8) Provide authoritative advisory service and/or develop authoritative policy interpretations; 9) Plan, organize, and conduct research of complex legal problems that involve major areas of uncertainty in approach, methodology, or interpretation to identify appropriate courses of action; 10) Resolve problems characterized by their breadth, importance, and severity for which previous studies and techniques have proven to be inadequate; 11) Prepare recommendations to significantly change or modify one or more major programs, evaluate the content of new legislation for impact on agency programs and/or to translate legislation into program goals and objectives. Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the organization. The employee is responsible for a significant program or function. The employee defines objectives and interprets policies promulgated by authorities senior to the immediate supervisor, determining their effect on program needs. The employee independently plans, designs, and carries out the work to be done and is a technical authority in her/his area. The supervisor reviews work for potential impact on broad agency policy objectives and program goals. Work is normally accepted as being technically authoritative and it is normally accepted without significant change. Factor 3- 5 Guidelines

Guidelines used are very general regarding agency policy statements and objectives. The employee uses guidelines that are often ambiguous and express conflicting or incompatible goals and objectives, requiring extensive interpretation. The employee uses judgment and ingenuity and exercises broad latitude to: determine the intent of applicable guidelines; develop policy and guidelines for specific areas of work; and formulate interpretations that may take the form of policy statements and guidelines. Factor 4- 5 Complexity The work consists of addressing issues that significantly affect long-range implementation of substantive operational and/or policy program(s) throughout an agency, bureau, service, or major military command with numerous subordinate HR offices. The employee understands and interprets interrelated program issues that affect long-range program planning, design, and execution. Integrates the work of a team into authoritative report(s) outlining options, recommendations, and conclusions reached. Researches statutory, regulatory, court and/or administrative precedents, and other legal opinions or documentary material. Interprets and evaluates questionable or discrepant information and synthesizes intricate information to arrive at legally supportable conclusions. The employee develops new HR techniques and/or establishes new criteria or approaches and methods for program implementation and evaluation requiring a substantial depth of research and analysis which serve as precedents for others. Performs analyses that are complicated by major areas of uncertainty in the appropriate approach, methodology, or interpretation because of continuing program changes, technological developments, or conflicting requirements. Works on cases that: involve matters that are contentious and/or susceptible to widely varying interpretations; and require creating new techniques, establishing criteria, or developing new information. Factor 5- 5 Scope and Effect 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.

Information Technology Specialist (Applications Software), FP- 2210- 3


Position Number: D09969 Introductory Statement: This position is located in the Applications Development Services (ADS) branch, OCIO. Primary responsibilities include performing all aspects of business applications architecture, design and development in compliance with federal standards. Exercise ability to serve as an Applications Developer applying an in-depth knowledge of the application development policies, guidelines, and procedures; technical standards for data exchange and interface designs; system lifecycle management; data management, auditing; project analysis and management; configuration management; and business re-engineering; and system testing. Serve as a Technical Lead utilizing hands-on experience to implement data management, lifecycle management, project management, requirements management, information management, development of policies, procedures and standards; assisting with strategic planning and development of business solutions. Database Design and Development 16% 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. Web-based Systems Software and e-Government Technologies 16% 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. Applications Programming 16% 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. Data Warehousing and Decision Support 16% Plans and coordinates the design and development of data warehouses and data marts that meet business and mission requirements. Leads projects to develop and implement meta-schema. Plans and coordinates implementation of new database strategies on an enterprise-wide basis; defines implementation plans and actions and interprets strategies as required. Enterprise Architecture Planning and Implementation 16% As a member of an information technology team, addresses the most difficult problems relating to the agency's enterprise architecture, such as determining data storage requirements for web-based enterprise architecture applications. Assists in planning, designing, and implementing an agency-wide enterprise architecture that integrates multiple areas, such as business, application, information, and technology architectures. Information Systems Security 16% 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. 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. 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 Mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the

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

The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Financial Manager, FP- 0505- 2


Position Number: D10090 Introductory Statement: The Director, Global Accounts Payable, provides technical assistance, direction and oversight to the payment processes required to support US Peace Corps programs, in the United States and overseas. Duties include development and implementation of financial management policies and procedures on all aspects of payment processing, management of voucher examination, certification and disbursement functions, and continuous assessment of accounting systems and internal policies and procedures to ensure effective internal controls and compliance with Agency and Federal requirements. Program Management 30% Plans, directs, and controls Agency payment programs encompassing difficult and diverse functions or issues that affect critical aspects of major agency-wide programs. The accounts payable program is required to support Agency operations in the United States and overseas, and includes voucher examination, payment certification, accounting and disbursing in US and foreign currencies. Staff is composed of technical and professional positions, including voucher accounting technicians, accountants, global payment specialists and financial management officers. Collaborates with superiors in the formulation and development of overall program objectives; and devises plans, policies, and procedures governing the execution of specific functions and programs. Determines and makes recommendations concerning the strategic objectives of programs and the means for their attainment. Conducts studies and makes recommendations on Agency domestic and ioverseas financial management functions. Performs or oversees the conduct of special analytical studies involving the evaluation of organizational, operational, and managerial effectiveness of plans, policies, and programs. Develops systems and methods for tracking, managing, and reporting. Interprets regulatory, policy, and procedural requirements related to financial management for the organization. Serves as the primary technical and policy contact with the Department of State, Department of Treasury and United States Disbursing Offices on issues related to payment processing, payment cancellation and re-issuance, establishment and monitoring of overseas Agency bank accounts, compliance and internal controls. Manages relationships with US Disbursing Offices in the United States and overseas to ensure compliance with Federal requirements. Financial Advisory Services 30% Develops strategies for planning and implementing financial policies, procedures, and management controls for a significant organizational component or to fulfill multi-year objectives for a program with agency-wide impact. Provides financial advice to management officials in the United States and overseas with regards to internal controls, payment practices, certification and disbursing. Provides expert financial management advice to domestic and overseas offices. Provides technical assistance and guidance to domestic offices located in Washington, Dc headquarters and more than 70 overseas posts on all aspects of budget execution, including use of appropriations (Peace Corps holds direct appropriations, gifts and contributions, x accounts, no year accounts, reimbursable accounts and other highly complex funding arrangements), allowable expenditures, federal appropriations law, payment certification, accounting, allowable banking arrangements and federal disbursing practices. Synthesizes all data pertaining to operations to formulate and present current and long-range recommendations. Prepares instructions to field offices, ensures that domestic and overseas officers are kept informed of changes in policies and procedures, and provides timely advice on conditions or situations which would have a bearing on operations in jurisdictional areas. Serves as the primary contact with other Federal agencies and Departments on issued impacting Agency payment operations. Accounting Procedures Analysis 20% Plans, develops and implements agency-wide procedures, policies, and guidelines related to complete accounting programs to facilitate the preparation of financial statements, accounting records, related reports, and the control, monitoring, and timely reconciliation of accounts.

Coordinates and evaluates accounting program studies and analyses to determine legal and regulatory compliance, workflow, and other financial considerations. Makes decisions related to problems that are controversial or novel and require modifications to systems and procedures, and to organizational structures. Accounting Systems Administration and Evaluation 20% Provides expert advice on the interpretation of account regulations and impact of new legislation or program initiatives on Agency payment program. Serves as regional/national expert authority on federal and agency certification, payment and disbursing practices. Evaluates and monitors accounting system to identify potential internal control issues, develops corrective actions and assure effectiveness. Prepares policy and procedures that incorporate statutes, regulations, and generally accepted accounting principles and standards, that provide support and guidance for the agency's operations. Provides expert technical advice to accountants and analysts in the continuing study, revision, improvement, or adjustment of the entire existing agency accounting system as related to accounts payable responsibilities. Factor 1- 8 Knowledge Required by the Position The position requires mastery of the concepts, principles, practices, laws and regulations which apply to financial management operations for substantive national programs and services including expert knowledge of OMB and congressional laws, regulations, policies and directives; knowledge of the process and procedures in which budgets are developed, transmitted, presented, examined by OMB, and reviewed by Congress; knowledge of the financial management and program objectives of the organization, OMB, and Congress; knowledge of applicable legislation, statutes, regulations, policies, and procedures in order to develop policy documents, technical assistance papers, and other materials requiring in-depth expertise in financial theory, techniques, and methodologies; knowledge of the organization and operations of financial management systems; knowledge of the theory, principles, concepts, and practices of financial management; ability to develop and apply financial management techniques and methodologies to plan, execute, or review financial management programs; ability to write to write letters, memoranda, and other documents, such as operating procedures, directives, and/or guides to convey information relating to financial management activities; and ability to deal tactfully and convincingly with others regarding the coordination of policies and procedures. Factor 2- 5 Supervisory Controls As a recognized financial management authority, the employee is subject only to administrative and policy direction concerning overall program priorities and objectives. The employee is typically delegated complete responsibility and authority to plan, schedule, and carry out major financial management programs. Program guidance, policies, and implementation strategies are normally reviewed by management officials only for potential influence on broad agency policy objectives and program goals. Findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines Guidelines consist of general financial policy statements for the program and may include reference to pertinent legislative history, related court decisions, state and local laws, or policy initiatives of agency management. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on financial management. Factor 4- 5 Complexity The work involves the financial analysis of complex, interrelated, and multi-faceted issues. The incumbent takes into account and gives weight to options, recommendations, and conclusions about data and other variables which affect long-range financial performance. The work is characterized by (a) intensive efforts in planning, coordination, or problem definition, or (b) intensive efforts in problem solving or analysis for an area where the incumbent functions as a recognized authority. Financial programs and systems under review are broad in scope, complex, and interrelated. As a designated authority in a specialty area, the incumbent addresses problems that have been referred by other staff, or otherwise functions in an advisory capacity. Decisions regarding what needs to be done are complicated by the extreme diversity of functional programs and operations and their related control systems, the conflicting requirements inherent in issues when addressing major agency programs, or the need to establish criteria when advising others. Factor 5- 5 Scope and Effect

The purpose of the position is to analyze and evaluate major financial aspects of substantive, mission-oriented programs; to develop long-range financial plans, goals, objectives, and milestones; and to evaluate the effectiveness of financial management efforts within the network of financial organizations assigned. Identifies and develops ways to resolve problems or cope with issues which directly affect the accomplishment of major financial program goals and objectives. Develops new ways to resolve major financial management problems, and develops administrative regulations or guidelines for the conduct of program operations or new criteria for measuring program accomplishments. Financial reports contain findings and recommendations of major significance to top management of the agency. Factor 6- 3 Personal Contacts Personal contacts are with officials, managers, professionals, and employees and executives of other agencies and outside organizations. Typical of these contacts are representatives of contractors, lawyers and staff of business firms, administrators, and representatives of state and local governments or other Federal agencies. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence others to accept critical or controversial observations, findings, and recommendations; or to persuade managers and subject-matter experts or others on such matters as the use of alternative financial methods, the allocation of limited resources, or a particularly controversial interpretation of program policy. Often the contacts are strong adherents of opposing views and are influential in the agency or organization. Factor 8- 1 Physical Demands The work is primarily sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking, standing, bending, or carrying of light items. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work is usually performed in an office setting.

Director of the Office of AIDS Relief, FE- 0301


Position Number: D09981 Introductory Statement: Located in the Office of Global Operations, the Director of the Office of AIDS Relief (OAR) provides direction for the Peace Corps Office of AIDS Relief and, oversees all HIV/AIDS programs for the agency. Direct supervision is by the Associate Director for Global Operations. The Director of OAR advises the agency Director and senior staff on all aspects of the agency's involvement in the response to the HIV/AIDS pandemic. These include, but are not limited to, program direction, partnerships with State Dept Office of the Global AIDS Coordinator (OGAC) and other USG agencies, and policy formulation on all matters relating to the President's Emergency Plan for AIDS Relief (PEPFAR). Provides agency representation for promoting Peace Corps role in the response to HIV/AIDS. Program and Administrative Management and Oversight 50% Has overall responsibility, as well as delegated authority, for the oversight and administration of broad, emerging, and/or critical agency programs. Responsible for the direction and management of large-scale agency programs and operations to efficiently achieve specified goals and objectives. Evaluates current and proposed programs and operations and recommends actions to initiate, modify, or discontinue projects. Tracks broad trends, activities undertaken by other government agencies to recommend, plan and initiate improvements, enhancements and expansions of the agency's HIV/AIDS strategies, programs and activities. Serves as consultant and advisor to the agency Director and senior staff coordinating with offices throughout the agency to develop, direct and supervise a comprehensive, effective, innovative, and sustainable HIV/AIDS global strategy and program that is in line with Peace Corps' mission and responsive to host country needs. Provides overall executive direction and coordination of the Office of AIDS Relief. Manages and supervises the activities of its staff, including the setting of performance goals and objectives, workload determinations, and priorities for strategic planning and budgeting. Ensures management and policies are based on sound organization, position, management and federal employment practices including EEO. Reviews existing and proposed legislation and regulations relating to programs and operations of the Peace Corps and advises on the impact on HIV/AIDS efforts. Conducts reviews, studies, analysis of the agencies HIV/AIDS programs and activities to identify areas of improvement and/or enhancement. Develops opportunities to speak to groups within the broad Peace Corps network. Ensures the office's close collaboration with the field (e.g., country directors, program and training officers, Associate Peace Corps Directors, sub regional programming and training coordinators, administrative officers, et al) and headquarters offices (e.g., Regions, Overseas Programming and Training Support, Office of the Chief Financial Officer, Office of Acquisitions and Contract Management, General Counsel, et al). Ensures program efficacy and accountability to the agency and OGAC through sound financial management, policies, procedures and guidance. Seeks management efficiencies and streamlines structures to optimize human, financial and material resources. Policy Development and Agency Representation 50% Provides policy direction for the HIV/AIDS program and coordinates with the Africa Region, Europe, Mediterranean & Asia Region, Inter America & the Pacific Region, Overseas Programming and Training Support, Office of the Chief Financial Officer, Office of Acquisitions and Contracts Management, General Counsel, Congressional Relations, Communications. Formulates and proposes policies for the agency's response to HIV/AIDS, including the development and periodic review of an agency-wide HIV/AIDS strategy and program guidance. Recognized as the agency authority in formulating new policies and program objectives that have a broad or long-range impact on HIV/AIDS programs of the agency. The incumbent plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Conceives, develops, and issues policies and guidance on implementation of HIV/AIDS related programs in accordance with agency and PEPFAR policies. Represents the agency to external partners to advocate for and promote Peace Corps' comparative advantage as a partner in the response to the HIV/AIDS pandemic. Represents Peace Corps to OGAC and manages the partnership by serving as a Deputy Principal. Represents Peace Corps' HIV/AIDS program to the Global Health Initiative (GHI).

Establishes working relationships on matters relating to HIV/AIDS policy, programs and operations with other Peace Corps offices, other U.S. government agencies, the Department of State (especially the Office of the Global AIDS Coordinator), the Department of Health and Human Services (including the Center for Disease Control and the Health Resources and Services Administration), the United States Agency for International Development, the Department of Labor, the Department of Agriculture, and other agencies. This includes relationships with UNAIDS, WHO, the Global Fund, the World Bank and other international organizations that are involved in the response to the HIV/AIDS pandemic. Manages the participation of Peace Corps staff on country support teams and technical working groups established by OGAC. Reviews country operational plans and strategies presented by U.S. government teams in the field for PEPFAR funding. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 1 Program Scope and Effect Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program managed directly involves the national interest and the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy; and has a pervasive impact on the general public. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 4- 1 Nature of Contacts Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation for these meetings typically includes using briefing packages or similar presentation materials that requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside the employing agency, such as top- and mid-level corporate executives or national officers of employee organizations; - Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature; - Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments; - Nationally recognized journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media; - Senior level or executive level heads of bureaus and higher level organizations in other Federal agencies. Factor 5- 1 Purpose of Contacts The purpose is to influence, motivate, or persuade persons or groups to accept opinions or take actions related to advancing the fundamental goals and objectives of the program or segments directed. Contacts may involve the commitment or distribution of major resources, competing objectives, resource limitations or reductions, or comparable issues. Person contacted come from a variety of backgrounds and have different perspectives. The exchange of information will require highly developed communication skills, negotiation, conflict resolution, leadership, and similar skills in order to obtain the desired results. Factor 7- 1 Other Conditions

Supervision and oversight involves exceptional coordination and integration of a number of very important and complex program segments or programs of professional, scientific, technical, managerial, or administrative work comparable in difficulty to GS-13 or higher level, or equivalent. Supervision and resource management involve major decisions and actions that have a direct and substantial effect on the organizations and programs managed. OR This position manages through subordinate supervisors and/or contractors who each direct workloads comparable to GS-12 or higher.

Field-Based Regional Recruiter, FP- 0301- 7


Position Number: D10361 Introductory Statement: This position is located in the Office of Volunteer Recruitment and Selection (VRS). The incumbent is assigned to one of VRS regional recruiting offices and reports to that offices regional recruitment manager although the incumbent is assigned to an alternative work station remote from the regional office. The purpose of the position is to build public awareness of all Peace Corps programs, and to meet assigned production goals by recruiting, screening, and nominating a specific number of qualified, suitable Volunteer applicants. Candidate Screening and Processing 40% Encourages qualified individuals to submit applications to the Peace Corps and tactfully discourages those people with non-competitive skills or low motivation from applying. Counsels non-competitive applicants in ways to enhance skins to improve future placement possibilities. Assesses candidates' skills, suitability, and legal status to determine appropriate processing, i.e., nomination, disqualification, or future review. Matches applicants' qualifications against available programs. Enters and retrieves information relevant to recruitment via agency information management systems. As necessary, contacts applicants by telephone, e-mail and/or regular mail to obtain additional information/clarification regarding skills and experience, and other relevant data. Maintains application filing system in accordance with Regional Office procedures and Privacy Act regulations. Ensures that all application information is current and that final action taken on applications is appropriate and timely. Records tracking information and maintains tracking system. Ensures that applications are complete. Evaluates and nominates qualified and competitive applicants to Peace Corps positions. The incumbent independently reviews the applications of persons who have applied for volunteer service to assess their suitability and for their best possible placement in specific skill areas based on assessment criteria and guidelines established by the Peace Corps Act and subsequent Peace Corps policy. Evaluates the nature, level, and quality of nominees' skills and experience, as reflected in their applications, references, communication observed in interviews, etc. Follows standard operating procedures established by the Office of Recruitment. Independently responds to in-depth requests for information from potential and current Peace Corps volunteer applicants. Establishes rapport with applicants via telephone and other communication methods to resolve questions of skill competencies or suitability raised in the evaluation process. Conducts personal and telephone interviews to determine candidates' suitability, competitiveness, and professional qualifications and/or skills for Peace Corps service. Provides applicants with specific and directly applicable information on the organization's recruitment procedures, practices, policies, and guidelines. Works accurately in a database to maintain current information and status of applicants in agency-wide database. Writes evaluations of applicants using evidence from the interview, personal judgment, and information contained in the application. Evaluations are based on standard Peace Corps assessment dimensions, and weigh heavily in final decisions made by other VRS personnel in selecting or rejecting applicants. Recruitment Campaign Activities 30% Serves as a team member for campus and community-based recruitment. Assumes responsibility for planning, coordinating, and monitoring all aspects of campaigns. Reviews information pertinent to planned campaigns and develops recruitment/awareness plans that effectively utilize staff and other resources to reach targeted markets (scarce skills, seniors, and diverse populations). Assists Public Affairs Specialist in planning campaign publicity and secures local media support. Contacts community, professional, and academic resource people and organizations, enlisting their support of local recruitment efforts. Ensures that appropriate printed materials are prepared and necessary equipment is secured for campaigns. Arranges public speaking engagements and audio-visual presentations. Makes travel accommodations and logistical arrangements related to campaigns. Travels to campaign sites to conduct on-site awareness activities and interviews. Prepares written reports highlighting relevant campaign plans, activities, and results. Prepares and presents information and educational programs, training sessions, informational meetings, and orientation of campus representatives and other university staff, campus and professional organizations, and community groups that promote Peace Corps and highlight recruitment needs.

Communication and Information Dissemination 30% Seeks opportunities to present the Peace Corps recruitment message through public forums and the media, utilizing available technology including the Internet. Participates in interviews with print and electronic media. Responds to general inquiries about the Peace Corps by explaining terms and conditions of volunteer service, application and selection procedures, etc., and provides other relevant programmatic information. Provides written materials and applications to interested individuals. Increases networks and contacts beneficial to the successful performance of assignments. Interactions with colleagues and supervisors are conducted in a courteous and professional manner, demonstrating the ability to work cooperatively with other persons. Contacts extend beyond the immediate work area, and the work requires effective coordination and solicitation of cooperative efforts from other administrative or support staff. The incumbent must establish a basic occupational credibility to be effective. The employee demonstrates the ability to communicate clearly when speaking and presents facts, issues, and positions that convey the intended information with the appropriate diplomacy and emphasis. The incumbent is given speaking assignments that are performed without supervision. Assignments are varied in nature, yet limited in complexity. OTHER SIGNIFICANT FACTS: This position may require significant travel. Job assignments may be located where public transportation or government vehicles are not available. Therefore, the employee must maintain, as a condition of employment, a valid drivers license and method of transportation sufficient to complete the job requirements in an effective, efficient and timely manner. Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires knowledge of, and skill in, applying fundamental recruitment laws, principles, systems, policies, methods, practices, and techniques. The incumbent must have knowledge of intensive volunteer service in a multi-cultural environment gained through experience as a Peace Corps Volunteer or equivalent experience. This position requires knowledge and skill in recruiting sufficient to: 1) Identify target populations; 2) Conduct outreach activities with targeted populations; 3) Develop and implement awareness and recruitment plans; 4) Maintain and retain an applicant case load; 5) Conduct assessment interviews and recommend selections; and 6) Meet specific skill and numeric goals. The position requires knowledge and skill in administrative techniques sufficient to: 1) Apply analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; 2) Use qualitative and quantitative analytical techniques; 3) Retrieve and analyze data using electronic databases and monitoring reports; and 4) Manage a number of complex projects simultaneously from beginning to conclusion with minimal administrative and supervisory support. Factor 2- 2 Supervisory Controls The supervisor provides 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 instructions, 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. However, review of the work increases if the employee has not previously performed similar assignments. Factor 3- 2 Guidelines Established guidelines are provided in the form of standard instructions, literature, precedents, and practices concerned with the assigned function. Judgment is required in locating and selecting the most appropriate guidelines and references, selecting among alternative guidelines, and making minor deviations where needed to adapt guidelines to specific cases. Situations in which existing guidelines are inapplicable or situations requiring significant deviations from established guidelines are referred to the supervisor. Factor 4- 2 Complexity

The work consists of specific, well-defined assignments which are designed to orient the employee in the administrative policies and regulations, operating procedures, and specialized areas of the organization or assigned technical program(s). The differences among assignments are easily recognized and are of a factual nature, such as a specific analysis, action, or procedure to carry out or implement. The work is routine and includes completion of common qualitative and quantitative analyses; implementation of routine programs; and/or preparation of guides, draft decisions, or tentative opinions. Factor 5- 2 Scope and Effect The purpose of the work is to carry out routine or well-established procedures that comprise a complete segment of an assignment or project of broader scope. The work affects the accuracy and reliability of projects being performed by other employees in a variety of administrative areas. Factor 6- 2 Personal Contacts The incumbent will have regular and recurring contacts with applicants and Peace Corps domestic employees, as well as regular and recurring contact with representatives of academia, media and private business. 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. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite. The incumbent must possess a valid driver's license and be able to 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.

Field-Based Regional Recruiter, FP- 0301- 5


Position Number: D10361 Introductory Statement: This position is located in the Office of Volunteer Recruitment and Selection (VRS). The incumbent is assigned to one of VRS regional recruiting offices and reports to that offices regional recruitment manager although the incumbent is assigned to an alternative work station remote from the regional office. The purpose of the position is to build public awareness of all Peace Corps programs, and to meet assigned production goals by recruiting, screening, and nominating a specific number of qualified, suitable Volunteer applicants. Candidate Screening and Processing 30% Provides applicants with specific and directly applicable information on the organization's recruitment and placement procedures. Encourages qualified individuals to submit e-applications to the Peace Corps in a timely manner and tactfully discourages those people with non-competitive skills or low motivation from applying. Counsels non-competitive applicants on appropriate ways to enhance skills to improve future placement possibilities. Conducts personal and telephone interviews to determine candidates' professional qualifications and/or skills, suitability, and competitiveness for Peace Corps Volunteer assignment requests. Seeks to match qualified, competitive, and suitable applicants to available programs. Determines and communicates next steps to applicants. Follows all Agency policies and proactively takes all necessary actions to ensure the security of the personally identifiable information (PII) of applicants. Enters and retrieves information relevant to recruitment via agency information management systems. As necessary, contacts applicants by telephone, email and/or regular mail to obtain additional information/clarification regarding skills and experience and other relevant data. Maintains application filing system in accordance with Regional Office procedures and Privacy Act regulations. Ensures that all application information is current and that final action taken on applications is appropriate and timely. Records tracking information and maintains a tracking system. Ensures that application folders are complete prior to nomination. Campaign Responsibilities 25% Plans and implements targeted recruitment campaigns and activities for assigned colleges, universities, communities, and relevant organizations. As directed, collaborates with recruitment coordinator, public affairs specialist, and other staff. Assists as a team member in marketing campaigns for campus and community-based recruitment. Reviews all pertinent information and develops awareness and recruitment plans that effectively utilize all available resources to reach targeted populations such as scarce skills, minority ethnic groups, and fifty plus Americans. Collaborates with regional public affairs specialist in planning campaign publicity and securing local media support. Contacts community, professional and academic resource people and organizations, enlisting their support of local recruitment efforts. Ensures that appropriate printed materials are prepared and necessary equipment is secured for campaigns. Arranges public speaking engagements and audio-visual presentations. As necessary, makes travel and logistical arrangements related to campaigns. Travels to campaign sites within his or her jurisdiction to conduct on-site awareness activities and interviews. Prepares written reports highlighting relevant campaign plans, activities and results. Candidate Evaluation 25% Assesses suitability and competitiveness of applicants. Incumbent applies accepted analytical and evaluative techniques to the identification and consideration of issues or problems of a procedural or factual nature. Incumbent writes evaluations of applicants reflecting evidence collected during the interview and other interactions, as well as from the application and related materials such as transcripts, correspondence, and references. Bases assessments on standard Peace Corps assessment dimensions. Writes carefully considered evaluations that contribute to final decisions made by other VRS personnel in selecting or rejecting applicants. Nominates qualified, competitive, and suitable applicants, about whom the recruiter has no reservation, for further consideration by Peace Corps placement, legal, and medical screening staff. Recommends unsuitable, unqualified, or non-competitive applicants to regional recruitment coordinator for rejection. Information Dissemination 10%

Incumbent disseminates informational material to a wide range of groups including the general public, the news media, students and community groups. Seeks opportunities to present the Peace Corps recruitment message through public forums and the media, utilizing available technology including the internet. Makes presentations before classes, campus and professional organizations, and community groups that promote Peace Corps and highlight recruitment needs. Participates in interviews with print and electronic media. Responds to general inquiries about the Peace Corps by explaining terms and conditions of service, application and selection procedures, etc., and provides other relevant programmatic information. Provides written materials and applications to interested individuals. Strategy Contracts 10% Performs straightforward and non-controversial tasks to assist in the development and maintenance of relationships with various stakeholders. As assigned, serves as Project Coordinator for Strategy Contracts. Participates in the training and orientation of campus representatives and other university staff. In collaboration with regional recruitment coordinator, monitors contract production in accordance with VRS policy, and contract production goals. Provides operational assistance and guidance to campus representatives as necessary. As determined by the regional recruiting manager, attends regular staff meetings via telephone, internet-based or other similar media, and travels to regional recruiting office on a regularly scheduled basis to participate in staff meetings, planning meetings, training conferences, and training activities. Helps train new staff and provides ongoing advice and assistance to all Regional Office staff on interviewing, nomination procedures, and campaign planning and implementation. As assigned, serves on Project Teams, committees, and task forces. OTHER SIGNIFICANT FACTS: This position may require significant travel. Job assignments may be located where public transportation or government vehicles are not available. Therefore, the employee must maintain, as a condition of employment, a valid drivers license and method of transportation sufficient to complete the job requirements in an effective, efficient and timely manner. Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires knowledge of, and skill in applying, fundamental recruitment laws, principles, systems, policies, methods, practices, and techniques. The incumbent must have knowledge of intensive volunteer service in a multi-cultural environment gained through experience as a Peace Corps Volunteer or equivalent experience. This position requires knowledge and skill in recruiting sufficient to: 1) Identify target populations; 2) Conduct outreach activities with targeted populations; 3) Develop and implement awareness and recruitment plans; 4) Maintain and retain an applicant case load; 5) Conduct assessment interviews and recommend selections; and 6) Meet specific skill and numeric goals. The position requires knowledge and skill in administrative techniques sufficient to: 1) Apply analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; 2) Use qualitative and quantitative analytical techniques; 3) Retrieve and analyze data using electronic databases and monitoring reports; and 4) Manage a number of complex projects simultaneously from beginning to conclusion with minimal administrative and supervisory support. Factor 2- 3 Supervisory Controls The supervisor outlines or discusses possible problem areas and defines objectives, plans, priorities, and deadlines. Assignments have clear precedents requiring successive steps in planning and execution. The employee independently plans and carries out the assignments in conformance with accepted policies and practices. Adheres to instructions, policies, and guidelines in exercising judgment to resolve commonly encountered work problems and deviations. Directs controversial information or findings to the attention of the supervisor for direction or guidance. The supervisor provides assistance on controversial or unusual situations that do not have clear precedents. Completed work is reviewed for conformity with policy, the effectiveness of the employee's approach to the problem, technical soundness, and adherence to deadlines. The supervisor does not usually review in detail the methods used to complete the assignment. Factor 3- 3 Guidelines Guidelines consist of relevant laws, Peace Corps regulations, policies and procedures, Federal regulations, and Privacy Act regulations. The employee uses a wide variety of reference materials and manuals. Reference materials are not always directly applicable to issues and problems or have gaps in specificity. Precedents are available outlining the preferred approach to more general problems or issues. The employee uses judgment in researching, choosing, interpreting, modifying, and applying available guidelines for adaptation to specific problems or issues. Factor 4- 3 Complexity

The work requires fluid and ongoing consultations with other colleagues, and communications among several offices to ensure consistency and accuracy of planning and recruitment activities. The work consists of applying established analytical techniques to problems and issues more of a technical rather than an advisory nature, and issues and problems of the same type. Determines the most effective technical approaches to the problem requiring the application of established analytical techniques and methods and standard regulations and procedures. Verifies and assesses relevant facts from several sources and examines documentation, ensuring compliance with applicable regulations and procedures. Analyzes and reconciles discrepancies or inconsistencies and researches precedent studies. Resolves a moderate range of problems or situations requiring the use of established analytical techniques to isolate and evaluate appropriate precedents in order to examine and analyze documentation, to reconcile discrepancies or inconsistencies, or to develop supportable conclusions based on standardized research. Identifies a variety of issues and their factual relationships. Analyzes relevant factors and conditions and chooses a course of action from many alternatives. Recognizes the need to modify established procedures in response to persistent problems. Analyzes appropriate principles, laws, practices, and procedures to determine interrelationships between existing conditions and issues. Factor 5- 3 Scope and Effect The purpose of the work is to recruit, screen and nominate qualified and suitable applicants in the skill areas and timeframes requested by Peace Corps Posts. The applicants must be nominated in the numbers needed to enable the regional office to meet its nomination goals. This work involves extensive outreach to targeted communities and institutions of higher education, as well as extensive communication with applicants. Work reports and recommendations influence the decisions made by other Peace Corps managers and staff and other employees and affect customer perception of the overall quality and service of the recruitment program. Factor 6- 3 Personal Contacts The incumbent will have regular and recurring contacts with applicants and Peace Corps domestic employees, as well as regular and recurring contact with representatives of academia, media and private business. Factor 7- 2 Purpose of Contacts Contacts are to further the mission and work of the office, to represent the office before various groups, and to gain acceptance for policies and procedures established by the office. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite. The incumbent must possess a valid driver's license and be able to drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The incumbent is assigned to an alternative work station that meets Peace Corps's safety requirements. 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 Analyst, FP- 0343- 5


Position Number: D10334 Introductory Statement: This position is located in the Office of Management, Administrative Services. The incumbent is responsible for coordinating the Peace Corps Transit Benefits Program, managing the parking program, and processing and tracking task orders. Office Activities Coordination 10% 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. 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. Program Oversight 20% Identifies and analyzes the effectiveness of segments of existing or proposed organizational standards, regulations, or policies. Recognizes situations or issues that require the attention of a more experienced specialist or are potentially precedent setting. Makes recommendations to management and assists in implementing policy decisions. Provides input to drafts of position papers on support services issues for an organizational unit. Prepares reports as required. Ensures that existing manuals and guides related to support service functions or areas of responsibility are maintained and updated. Serves as the Agency Metropool Coordinator. Coordinates the Federal Mass Transportation and Vanpool Transportation Fringe Benefit Program (Agency Metropool Program) pursuant to Executive Order 13150 of April 21, 2000. Administers the National Capital Region "transit pass", Vanpool and Metrocheck provisions of the Metropool Program. Receives employee registration forms, enters employee data into the Metropool Program Tracking System and ensures that over 450 qualified employees are issued transit passes in amounts approximately equal to the employee's commuting costs. Provides liaison with the Washington Metropolitan Transit authority and with regional transit providers. Orders, purchases, verifies, maintains and safeguards over $443,000 fare annually, prior to disbursing to participants. On a monthly basis, receives accounts for and allocates Metrochecks to 22 disbursing coordinators throughout Peace Corps. Ensures that Peace Corps Metropool program is in compliance with the requirements of the Internal Revenue Service regulations under section 1.132-9 of title 26, Code of Federal Regulations and other applicable regulations. Serves as the Agency Parking Coordinator. Coordinates the availability assignment and allocation of 126 parking spaces in garages located at the Peace Corps Headquarters buildings. Receives employee parking registration form requests; enters registration data forms in the Parking Program Database; and maintains an updated waiting list. Coordinates the activity of two contract parking attendants responsible for parking during the hours of 7:00 a.m. - 9:00 p.m. Ensures parking attendants direct employees to the appropriate parking spaces, provide valet parking when necessary; and store keys in a secure location. Monitors each floor of the parking garage, reporting any unauthorized/illegal activity or security violations to the Chief of Administrative Services. Identifies and analyzes the effectiveness of segments of existing or proposed organizational standards, regulations, or policies. Recognizes situations or issues that require the attention of a more experienced specialist or are potentially precedent setting. Makes recommendations to management and assists in implementing policy decisions. Assists Contracting Officer Technical Representative with review of contract obligations. Reviews accounts payable for accuracy and submits to management for remittance. Reviews warehouse material inventory reports; submits task orders to warehouse and works with stakeholders to order replacements as needed. Resolves discrepancies between task order data base and the warehouse contractor. 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 Cost Effectiveness Studies 10%

Provides support and assists with cost effectiveness studies by collecting data and making computations. Determines the propriety and cost effectiveness of funding requests. Evaluates the effect of cost and program changes on the budget execution process. Management Improvement Studies 10% Provides support and assists in studies of management techniques, processes, and styles. Uses basic analytical techniques that do not require advanced knowledge or training. Works with senior analysts and/or has work checked by senior analysts before presenting work to management. Identifies issues and researches and performs preliminary analysis of basic information and data. Researches and analyzes data, issues, and information that support the work assignments of more senior analysts. Gathers basic data and presents facts, issues, and positions in a variety of formats. Presents briefings concerning non-controversial, well-established program data and information. Customer Services and Transactional Problem Resolution 50% Determines the scope and nature of actions required to resolve customer service problems and process transactions, based on experience and past practice. Reviews applicable guidelines to consider options. Approves routine actions which are within the scope of assigned responsibilities. Identifies obvious trends, changes in customer preferences, or deviations in standard practices that could potentially impact services provided by the organization or customer satisfaction. Responds to a variety of questions related to findings that originate from personnel within or outside the office or agency, such as vendors or 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. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires: (1) Skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; (2) Knowledge of the theory and principles of management and organization including administrative practices and procedures common to organizations; (3) Ability to use qualitative and quantitative analytical techniques; and (4) Skill in conducting interviews with supervisors and employees to obtain information about organizational missions, functions, and work procedures. Factor 2- 3 Supervisory Controls The supervisor assigns specific projects in terms of issues, organizations, functions, or work processes to be studied and sets deadlines for completing the work. The supervisor or higher-grade analyst provides assistance/guidance on controversial issues or assignments for which precedent studies are not available. The employee plans, coordinates, and carries out the successive steps in fact-finding and analysis of issues in accordance with accepted office policies, applicable precedents, organizational concepts, management theory, and occupational training. Work is reviewed for conformance with overall requirements, contribution to the study objectives, consistency of facts and figures, choice of analytical methods, and practicality of recommendations. Factor 3- 3 Guidelines Guidelines consist of standard reference material, texts, and manuals covering the application of analytical methods and techniques and instructions and manuals covering the subjects involved. The employee uses judgment in choosing, interpreting, or adapting available guidelines to specific issues or subjects studied. Subjects studied may be covered by a wide variety of administrative regulations and procedural guidelines. The employee must use judgment in researching regulations and in determining the relationship between guidelines and organizational efficiency, program effectiveness, or employee productivity. Factor 4- 3 Complexity The work principally involves dealing with problems and relationships of a procedural nature. Projects usually take place within organizations with related functions and objectives, although organization and work procedures differ from one assignment to the next. Findings and recommendations are based upon analysis of work observations, review of production records or similar documentation, research of precedent studies, and application of standard administrative guidelines.

Factor 5- 3 Scope and Effect The purpose of the position is to plan and carry out projects to improve the efficiency and productivity of organizations and employees engaged in administrative support activities. Identifies, analyzes, and makes recommendations to resolve conventional problems and situations. May be assigned portions of broader studies of largely administrative organizations or participate in the evaluation of program effectiveness at the operating level. May develop detailed procedures and guidelines to supplement established administrative regulations or program guidance. Completed reports and recommendations influence decisions by managers concerning internal administrative 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 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.

Information Technology Specialist, FP- 2210- 3


Position Number: D10603 Introductory Statement: This position is in the Domestic Infrastructure Operations group within the Office of the Chief Information Officer of the Peace Corps. The Domestic Infrastructure is located in the Agencys onsite data center, and is the hub of the network which connects all our sites -- providing core infrastructure services such as network authentication, email, mobile device support, storage, web services, and a wide range of enterprise databases and applications. The IT Specialist (Web app/Wintel) role entails providing tier-three support to our Windows administration team as well as being a core member of the web application administration team, helping to plan, implement and maintain a wide range of web applications on the Windows, Linux, and HP-UX platforms and SQL Server and Oracle database platforms. Experience with implementing and administering Microsoft Office Sharepoint Server 2007 and 2010, as well as good general-purpose web-application performance analysis and scalability planning skills are highly desirable. Web-based Systems Software and e-Government Technologies 25% Provides major technological input towards developing a long-term Web technology strategy. Plans and manages projects related to Web-based systems. Provides technical expertise in analyzing, diagnosing, and resolving problems in support of Web platforms and applications. 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. Provides technical assistance to resolve computer system problems or to handle IT-related questions on interfaces with Web-based systems. Database Administration 25% Serves as an expert for database management systems. Provides technical support to computer personnel and users throughout PC engaged in the development and implementation of the systems and subsystems required to meet the data processing needs of PC. Works with end users to establish and enforce database standards, procedures, and guidelines. Participates in the planning of future database expansion, enhancements, and selections. Analyzes, reviews, and recommends upgrades for existing databases. Plans for the total database environment including database management systems, data dictionaries, security systems, communication software, and end user software. Selects and recommends database package tools to better facilitate application development, data administration, and database administration functions. Applies database changes and testing for vendor maintenance fixes, new releases and packages. Conducts tests and evaluates database package tools with systems development teams and others including end users. Administration of Information Technology Systems 20% 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. IT Project Planning and Management 15% Plans and manages complex IT projects involving interrelated disciplines and multiple stages of the systems development lifecycle. Integrates systems analysis, software development, database administration, and customer support into the project plan. Identifies customer information systems requirements, and develops project estimates, schedules, and contingency plans. Recommends the overall project plan, budget, tasks descriptions, work breakdown schedule, and deliverables. Maintains liaison with customers on technical, management, and budgetary matters concerning specific aspects of the project.

Analyzes information systems requirements, and integrates subsystems. Participates in change management by reviewing configuration change requests. Develops testing strategies, plans, or scenarios. Participates in milestone project reviews, and monitors project activities/resources to mitigate risk. Customer Support and Configuration Management 15% 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. 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. Explores ways to upgrade or enhance the level of services provided. Implements changes in response to changes in customer requirements. Resolves issues related to the delivery of services. Keeps abreast of changes in customer mission requirements through interaction with management in customer organization. Initiates service modifications to meet changing requirements. Reviews technical and design specifications. Recommends changes needed to address customer support requirements. Develops specifications for user instruction manuals based on customers' needs. Defines procedures for providing post-implementation support. 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.

Special Assistant, FP- 0301- 4


Position Number: D10600 Introductory Statement: This position is located in the Office of Africa Operations. The purpose of this position is to serve as a Special Assistant to the AF Regional Director to provide administrative, technical, and professional expertise in all areas affecting Africa Operations. The incumbent participates in the management of AF by performing a variety of activities in support of AF operations requiring a thorough knowledge of office and agency functions and policies. The incumbent will utilize independent judgment and problem solving skills to assist the RD/AF in carrying out the functions of this role. Special Project Research, Planning, and Accomplishment 20% Researches special projects involving substantive knowledge of AF operations and polices. Solves unusual problems in performing a variety of duties related to special projects involving administrative or program issues. Conducts extensive research using data from diverse sources. Extracts and assembles information. Uses advanced analytical techniques to develop conclusions. Develops written reports or oral presentations to recommend changes to programs or procedures. Research and Analysis Work 20% Researches and/or analyzes unstable or uncommon administrative and/or program issues. Compiles and develops information as needed by the RD/AF from document searches, interviews and other sources. Reviews information and applies standard analytical techniques. This could involve (a) collecting, classifying, and assembling information, investigating problems and inconsistencies, and (b) preparing analytical summaries, briefings, reports. Develops recommendations, taking into account unanticipated changes and unusual factors. Reports require addressing a range of matters such as budget, regulations, and administration. Works with top level agency officials to gather information needed by the supervisor to make decisions. Documentation Preparation and Review 20% Reviews all submissions to the RD/AF, including memoranda, policy papers, correspondence, documents, etc. and determines follow-up actions required while ensuring appropriate coordination between AF staff and other staff offices. Addresses those that do not require the Regional Director's attention and identifies those that must be considered immediately. Works in close association with the RD/AF on the preparation of issues papers and other documents. Proposes and drafts strategy papers, memoranda, and other documents for the RD/AF. Acts on a variety of routine and non-routine matters and correspondence to which the RD/AF must personally respond. Independently drafts, edits, reviews, and proofreads a full range of informational and promotional materials (e.g.announcements and letters) relevant to the agency products and services. Develops materials for the supervisor's use in public speaking engagements. Liaison Activities 10% Follows established policies and procedures to assist in the development and maintenance of relationships with various stakeholders in department, agency, government organizations, private industry, and/or professional organizations. Serves as a liaison and/or representative to the AF Regional Director in problematic and highly sensitive matters which require negotiation and coordination such as: Agency-wide issues; management issues; Congressional inquiries or correspondence; and requests from other offices which have an impact on AF Operations; Coordinates as appropriate with various Peace Corps offices, organizations, and individuals to promote and ensure their understanding and support of Peace Corps and Volunteer Recruitment and AF operations. Assists in formulating internal policies and procedures to resolve conventional problems and situations in assigned liaison activities. Responds, in verbal and written format, to requests for information requiring coordination with other agency offices. Serves as buffer and acts as liaison between the supervisor and organizational staff by providing accurate and timely advice on procedures, reports, requirements, and other matters necessary to implement the supervisor's policies, directives, and instructions. Keeps the office informed, as appropriate, on administrative and other matters. Should serve as a main source for quick information, past practices, and clearance procedures involved in handling various reports and communications.

With access to records and other information about customers and other employees, Special Assistant agrees to keep all such information strictly confidential and to refrain from discussing information with anyone else without proper authority. Administrative Support and Activities Coordination 30% Exercises exclusive control over the supervisor's calendar, with complete authority for time commitments. Schedules and prioritizes appointments and meetings for the supervisor, accepting or declining invitations on own initiative and in accordance with protocol requirements. Participates closely with the RD/AF in scheduling his/her travel, including itineraries, supporting documents, and reimbursements. Screens all telephone calls and personal visitors, who frequently represent the highest levels of international, national, state, and local governments or major businesses. Personally handles routine inquiries and those requiring knowledge of the organization's activities or its internal administrative procedures. Refers inquiries requiring technical program knowledge to an appropriate staff member for follow up. Remaining inquiries are sent to the supervisor's attention with supporting background materials. Responsible for organizing special committees, workshops, and/or gatherings; initiating program reviews; and/or developing or fostering cross-agency activities. Independently determines which staff members should attend meetings or represent the organization at conferences, based on the supervisor's view of such issues. Coordinates meeting locations, dates, participants, and agendas. Researches background information and sends it to meeting participants. Attends meetings, notes commitments made, informs staff of the commitments, and arranges for staff to implement them. As requested may be asked to attend meetings on behalf of the RD/AF and take summary notes of inter-agency, intra-agency, and/or conference meetings. Coordinates extensively with disparate organizational elements to direct the administrative work of the organization, based on knowledge of the agency's mission, function, and substantive programs. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position Knowledge of substantive programs and policies of Peace Corps as they relate to the mission of the Office of Africa Operations. Ability to analyze, interpret, and assure application of Agency policies in AF operations as well as-to suggest policy and-procedural changes to streamline and improve operations. Ability to research and analyze data of a routine and non-routine nature affecting AF policy and procedures. Ability to draft policy papers, reports, memoranda, procedures, correspondence, and other documents. Knowledge of the RD's views sufficient to enable the incumbent to coordinate assignments and act as liaison between the RD and others. A foundation of administrative concepts and practices sufficient to enable the incumbent to recommend changes in administrative policies, devise and install procedures affecting subordinate organizations and foresee administrative problems and requirements. Factor 2- 4 Supervisory Controls The Special Assistant works under the day-to-day supervision of the AF Regional Director, with general guidance on policy matters being given by the RD. The majority of assignments are performed independently with minimal guidance. The Special Assistant exercises judgment and discretion in regards to the extent to which he/she recommends that issues be brought to the attention of the RD/AF. The RD will provide policy and management guidance in connection with problematic issues and difficult decisions with respect to controversial matters or in areas where Peace Corps policy is lacking. Works under the general supervision of the RD/AF. Ongoing assignments are performed independently to their conclusion. On complex issues and those involving sensitive situations and policy considerations, the incumbent is expected to reach conclusions, discuss them with supervisor, and recommend solutions. Completed work is then reviewed for agreement with policy requirements, AF objectives and goals, and, as appropriate, technical adequacy. Factor 3- 3 Guidelines

Guidelines include the policies, procedures, and commitments of the RD/AF, Peace Corps directives and procedures. However, they are not always applicable, so the incumbent exercises independent judgment in interpreting or adapting them. The incumbent may develop guidelines relating to specific areas. Factor 4- 4 Complexity The work involves dealing with problems and issues of both factual/substantive and procedural nature. The employee analyzes the issue, then prepares a narrative report containing the background, options for change, and recommendations for action. Factor 5- 3 Scope and Effect The purpose of the work is to support and carry out projects and policies for the RD/AF in all areas affecting the operations of AF. The incumbent identifies, research analyzes, and makes recommendations to resolve problems and issues, primarily in policy-related areas. Work also involves developing detailed procedures and guidelines. Factor 6- 3 Personal Contacts Contacts are with congressional members, representatives of private organizations, representatives from host countries, officials within Peace Corps and other federal agencies, and all other individuals in offices dealing with AF-related issues. Factor 7- 2 Purpose of Contacts Purpose of Contacts is to provide procedural and policy-related advice to managers on programming issues and concerns including recommendations for action. Contacts are made as required by AF operations or by the RD. Factor 8- 1 Physical Demands The work is primarily sedentary, although some physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in adequately lighted and climate controlled office or meeting room settings. May require occasional travel. .

Program Specialist (Assessment Implementation), FP- 0301- 4


Position Number: D10614 Introductory Statement: This position is located in the Office of the Director. The incumbent will be responsible for implementing the strategies and recommendations from the assessment produced by the comprehensive agency assessment team. Program Evaluation 30% Plans, executes, and reports on original or ongoing analyses, evaluations, or investigations with varied, complex features that require a fresh approach to resolve new problems, such as evaluating changes that could result from proposed legislative or regulatory guidelines, or from variations in demand for program services. Performs evaluation assignments of projects and studies that require analysis of interrelated issues, such as effectiveness, efficiency, and productivity, of substantive, mission-oriented programs. Evaluates analytical results and keeps the organization informed of progress and unusual issues. Serves on panels, committees, and working groups responsible for conducting advanced analyses. Provides technical data, guidelines, and technical reports in field of specialty. Maintains contact with other organizations, government agencies, business managers, managers, and contractors to exchange ideas and remain current on developments in area or field of responsibility. Program Advice and Guidance 30% Serves as a source of information and advice on program issues that require assessment of unusual circumstances or variations in approach and development of new methods and criteria. Serves as a mentor and provides guidance to entry-level program managers. Maintains frequent contacts with coworkers in the organization to render advice, consultation, and assistance. Participates in planning conferences with supervisory and program managers to provide necessary information pertaining to the program specialty. Problem Identification and Resolution 30% Independently identifies complex program issues or problems in programs of small scope. Makes recommendations for and coordinates resolutions and improvements. Presentation of Findings and Recommendations 10% Presents findings and recommendations on complex issues or problems impacting well-established programs, projects of limited scope, or facets of larger, complex projects and programs. 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.

Administrative Support Assistant, FP- 0303- 7


Position Number: D10613 Introductory Statement: This position is located in the Office of the Director. The incumbent serves under the supervision of the Chief of Staff/Chief of Operations and works in close cooperation with the Executive Secretary and other staff members within the Office of the Director. Provides administrative and clerical services for the Director, Deputy Director, Chief of Staff/Chief of Operations, Deputy Chief of Staff, and Executive Secretary Mail, Correspondence, and Document Processing 70% Reviews incoming mail and correspondence for the supervisor. Personally composes non-technical correspondence and reports from oral instructions, information obtained from files, and data obtained from staff members. Independently determines the appropriate person to receive technical inquiries using personal knowledge of assigned organization programs, priorities, goals, and objectives. Manages correspondence services for an organization with a mission that affects a wide range of agency activities. Establishes a sophisticated action tracking system, and follows up with subordinate supervisors to ensure that assignments have been completed. Independently prepares responses that address clerical and administrative issues. Reviews non-technical materials prepared by others for grammar, punctuation, spelling, and clarity of expression. Ascertains that materials have been coordinated correctly and are in accordance with established policy. Checks with the originator to ensure that the intended content has been retained through the editing process. Carries out special projects such as assembling reports and publications into a finished, comprehensive document. Develops background information and prepares outlines for the supervisor's public speaking engagements, papers, correspondence, and reports. Uses automated tools to prepare graphics and overheads for presentations. Organization Liaison for Administrative Functions 30% Performs specialized duties in support of procurement activities. Assists in purchase of office supplies for the Office of the Director, Office of Congressional Relations, and the Office of Overseas Executive Selection and Support, and tracks spending and office credit card balance. Assists in coordinating Metropool, enforcing Metro check subsidy policies, authorizing the registration and the amounts of the Metropool subsidy for Office of the Director staff, notifying and distributing Metro checks each month, updating the electronic notification list, and balancing and reconciling the monthly account. Applies conventional practices to resolve a variety of purchasing problems, such as inadequate or restrictive specifications, lack of multiple suppliers, urgent need, or insufficient price history. Reconcile monthly Citibank purchase card with the adequate budget object classification with the guidance of the Administrative Officer. Provides quarterly updates on staff changes to Carroll's Federal Directory, Congressional Yellow Book, Federal Yellow Book, and the CQ Press Directory. Maintains spreadsheet of all magazine and periodicals subscriptions and is responsible for renewals and payment schedules. Coordinates the scheduling of the Directors Conference Room and assists with presentation set-up. Submits Help Desk tickets for general office issues. Maintains the reception area and the workroom in a neat and professional condition. Assists in coordinating administrative tasks in support of established requirements for supplies, property management, or office moves. Provides guidance to management, recommending actions to ensure the economical and efficient use of equipment and other property. Coordinates the property management function. 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.

Inventory Management Specialist, FP- 2010- 4


Position Number: D10625 Introductory Statement: This position is located in the Facilities Management Division in the Office of Administrative Services (M/AS/FMD). The incumbent is responsible for providing advice and analyses for the inventory management program. The incumbent is also responsible for assisting in the management of Peace Corps property including: monitoring and tracking recurring financial activities, planning and coordinating facilities operations and services , inventory control, and real property management for domestic and overseas operations. In addition, he/she will be responsible for coordinating disposal requirements with General Services Administration and other appropriate agencies; maintaining property management database; and developing quarterly capital asset reports to the Office of Budget and Finance. He/she is also responsible for tracking and reporting the Agencys real property to the General Services Administration. Property and Equipment Management 30% Manages, coordinates, and controls property and/or equipment within a designated management area or a specialized field of supply operations for a major inventory management program. Independently performs a variety of inventory management duties involving many different and unrelated processes and methods. Performs and leads the full range of technical equipment management duties in the areas of equipment accountability including acquisition, utilization, identification, inventory control, and disposition of all equipment. Ensures that all property and equipment items are used for the purpose procured and intended, and are properly maintained and accounted for according to laws, regulations, and policies. Develops inventory controls and procedures to ensure proper protection, security, and maintenance. Uses specialized methods and techniques to analyze and evaluate the effectiveness and efficiency of established property/equipment management processes. Maintains and develops improved visibility of equipment management programs across the agency. Designs and analyzes program effectiveness to isolate weaknesses and to identify potential problems areas. Interprets policy in well-established areas of inventory management planning and administration. Provides technical direction in area of responsibility, producing reports, property and/or equipment inventories, and statistical analyses on an ad hoc basis. Manages, coordinates, and controls property and/or equipment for an inventory management program at a major organizational component, such as a region or center. Ensures that all property and equipment items are used for the purpose they were procured and intended, and are properly accounted for and maintained according to laws, regulations, and policies. Develops, conducts, and implements organization policies and procedures required to maintain a comprehensive equipment control program. Develops new or innovative inventory controls, procedures, and policies to ensure property/equipment protection, security, and maintenance and to accommodate existing or anticipated program needs. Establishes criteria to investigate and analyze a variety of unusual inventory management problems or conditions within a designated management area or a specialized field of supply operations. Assesses situations complicated by conflicting or insufficient data. Deviates from established methods and techniques or waives prescribed standards in providing solutions and resolving most conflicts that arise. Initiates and prepares recommendations for corrective action. Maintains and develops improved visibility of the equipment management program by involving management officials in equipment utilization surveys, determination of excesses, redistribution of idle equipment and pre-screening of planned equipment acquisitions against agency assets. Provides technical monitoring of support service contract within the scope of equipment management and the property disposal areas. Monitors and Tracks Recurring Financial Activities in Support of Building Management Operations 20% Independently monitors and analyzes financial status for major programs or programs that are highly visible. Reviews system documentation, oversees tracking activities, and discusses ongoing activities and work planned. Independently calculates, analyzes and evaluates all recurring reimbursable activities and associated costs for major programs. Request funds from client agencies for reimbursement funding for major program services and will ensure these funds are collected. Tracks PC plans for new or curtailed reimbursable services and incorporates these into the necessary financial plans. Planning and Coordinating Facilities Operations and Services 20%

Directs the work of a maintenance and operations organization with a variety or trades or technical disciplines and whose employees are widely dispersed, work various shifts, and have a substantial annual turnover of personnel. Coordinates work operations among subordinate units and with other organizations, making changes in work organization or the assignment of functions to improve workflow and increase productivity. Coordinates with representatives of other units to address changes and problems that affect outside organizations. Analyzes and resolves technical work problems not covered by precedents or established policies. Prepares plans to meet substantial changes in workload and proposes and justifies revisions in staffing levels, work priorities, and deadlines. Analyzes work requirements and determines staff resources, equipment, and other resources needed to accomplish work assignments. Makes adjustments among subordinate units as deemed appropriate. Reviews and analyzes records and reports of work production, costs, equipment, and staff resource utilization to evaluate progress and to control or reduce costs. Reports progress and resolution of problems in achieving goals and objectives to higher levels of management. Develops and implements procedures and techniques necessary to ensure that contract requirements are satisfied. Develops plans and specifications for facilities repairs or alterations. Determines the most desirable applications of repair or construction principles with current aspects of cost, priorities, contract schedules, and support requirements. Processes bid questions and coordinates requests for proposals (RFPs). Monitors and approves schedules, performance status, and progress of work performed. Serves as liaison with contractors to respond to questions, recommendations, or to resolve any relationship problems or conflicts. Certifies satisfactory work completion and establishes performance grade. Ensures compliance with established standards. Directs the work of an organization with stable, steady, and predictable workload and manpower requirements. Addresses maintenance and operations work assignments that require little coordination among work groups inside or outside of the organization. Analyzes work requirements and determines staff resources, equipment, and other unit resources needed to accomplish work assignments, usually meeting requirements with little interaction with other work groups. Coordinates projects that typically can be completed within the work group's manpower and equipment resources. Prepares plans to meet minimal changes in workload. Proposes and justifies revisions in staffing levels, work priorities, and deadlines. Reviews and analyzes records and reports of work production, costs, equipment, and staff resource utilization to evaluate progress and to control or reduce costs. Reports progress and resolution of problems in achieving goals and objectives to higher levels of management. Monitors the system database. In order for preventative maintenance, service calls, and repairs to be covered as required, formulates, monitors and controls maintenance management workload packages with the appropriate supervisors to incorporate these important functions in workload documents that are sent to the apppropriate office for approval. Inventory Control Requirements Determination 20% Plans and manages inventory control for a major category of material or organization, such as a regional office, Center, or major installation. Consolidates input from lower organization levels, adjusting for unique environments within the agency, and tailoring requirement levels to meet business objectives. Analyzes the effectiveness of various options proposed to provide supply support for critical and complex agency missions, a category of technical material, or a specialized supply program. Resolves issues concerning leased/owned property belonging to the agency in support of new or unique equipment acquisitions. Plans and implements established inventory management functions. Consolidates input from lower organization levels, adjusting for changing environments within the agency. Resolves fluctuations in rates of usage, availability from established suppliers, changes in provisioning requirements or other similar factors for a complete category of technical equipment and/or expendable supplies supporting specialized missions. Manages agency program for equipment disposal and reutilization. Provides guidance to field activities. Assures that agency meets federal regulations and cost-saving objectives. Provide technical montoring of support service contract within the scope of equipment managment and the property disposal areas. Coordinates with acquisition specialists to develop specifications for supply levels and sources to support the mission. Uses knowledge of supply sources to identify and resolve delinquency in availability of key items. Real Property Management 10%

Serves as the Command's expert on all real property issues including historical property issues and concerns. Performs real property utilization studies to ensure that existing real property, both owned and leased, is being put to optimum and full use. Obtains required legal documents and processes necessary forms as required by the Federal Property Management Regulations. Prepares various reports on real property activities.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. Maintains and administers the organization's real property files and documents. Prepares various reports on real property activities of the organization including disposal actions. Performs utilization studies to ensure that existing real property, both owned and leased, is being put as assigned to optimum and full use. In cooperation with staff groups and GSA, reviews requirements for the acquisition, utilization, and disposal of administrative sites and 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 in the Region. Factor 1- 7 Knowledge Required by the Position The position requires knowledge of a broad range of supply program relationships or significant expertise and depth in inventory management operations; knowledge of specialized methods and techniques to analyze and evaluate the effectiveness and efficiency of inventory management programs and/or operations; and the ability to resolve issues and controlling actions in an inventory management function for a complete category of materials. The position also requires the ability to analyze independently and resolve difficult inventory management issues and problems; and the ability to interpret policy direction for specific operating requirements; develop guidance for applying supply policy, procedures, techniques, equipment, and methods; and respond to problems or questions associated with inventory management involving implementation of inventory management guidelines. Factor 2- 4 Supervisory Controls Supervisor sets the overall objectives and decides on the resources available. The employee consults with the supervisor in determining which projects to initiate, develops deadlines, and identifies staff and other resources required to carry out an assignment. The employee is responsible for planning and carrying out the work, resolving most of the conflicts that arise, integrating and coordinating the work of others, and interpreting policy in terms of established inventory management objectives. Finished work is reviewed from an overall standpoint in terms of feasibility, compatibility with other inventory management program requirements, or effectiveness in meeting objectives. Factor 3- 3 Guidelines Guidelines are available in the form of agency policies and implementing directives, manuals, handbooks, supply regulations, and locally developed supplements to such guides. The guidelines are not always applicable to specific inventory management conditions and the employee uses judgment in interpreting, adapting, and applying guidelines. Employee independently resolves gaps, analyzes applicability to specific inventory management circumstances, and proposes changes designed to improve the effectiveness of inventory management. Factor 4- 4 Complexity The work consists of duties that cover many different and unrelated processes and methods in well-established areas of inventory management planning and administration. Requirements to follow established inventory management policies, practices, procedures, and techniques may have to be varied for a number of locations or situations to assure compatibility with existing inventory management systems. Factor 5- 3 Scope and Effect The work involves resolving a variety of conventional inventory supply problems, questions, or situations and monitoring established inventory management systems and programs. The work products or services affect the efficiency of established inventory management operations and is primarily local in nature. Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the employing agency in a moderately unstructured setting. Typically contacts are with inventory supply specialists and managers from other agencies, vendors, or technical level representatives and may include contacts with the head of the employing agency. Factor 7- 2 Purpose of Contacts

The purpose of the contacts is to plan, coordinate work, or advise on efforts to resolve inventory-operating problems by motivating individuals or groups who are working toward mutual goals. Factor 8- 1 Physical Demands The work is sedentary. Typically the employee sits at a desk or table with some walking and standing. Items carried typically are light objects and lifting of moderately heavy objects is not normally required. 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, and private or commercial vehicles. The work area is adequately lighted, heated, and ventilated.

Technical Training Specialist, FP- 1712- 3


Position Number: D04074 Introductory Statement: This position is located in the Training and Evaluation Unit (TEU) of the Office of Overseas Programming and Training Support (OPATS) of the Peace Corps. All OPATS specialists are general programming, training and evaluation (PT&E) resource people who have individual specialty backgrounds, but are also conversant with Peace Corps core PT&E practices and are ready to support overseas programming and training staff at every opportunity. The TEU focuses on ensuring the quality of overseas Volunteer and staff training by building overseas staff capacity to effectively engage in language training, language testing, cross cultural and diversity training, the design and evaluation of all training, overseas staff development, and monitoring and evaluation of projects. The training programs for Peace Corps trainees and Volunteers are developed and delivered by field staff in the country where the Peace Corps Volunteers are assigned. Training is designed and developed by field staff using methodologies promoted and supported by the Training and Evaluation Unit. The incumbent for this position supports the training design and evaluation (TDE) approach of the Peace Corps training delivered to trainees and Volunteers in the field. Education Services Program Management and Administration 80% Researches and analyzes newest technical training methodologies, modules, materials and tools. Identifies and collects professional technical training materials which would be useful to posts. Collaborates with the Knowledge Exchange Unit (KEU) to ensure that appropriate training resource materials are added to the agency's collection and are disseminated to posts. Maintains ongoing dialogue with external education and training community and stays current with trends and innovations in training, especially technical training. Delivers papers and presentations on Peace Corps training developments at national and international seminars and conferences. Works in conjunction with the Program Support Unit (PSU) Specialists and the Program and Training Advisors (PTAs) in each region to develop worldwide Peace Corps training policies, guidelines and standards. Advises on core Pre-Service Training (PST) technical training designs, curricula and materials in collaboration with Sector Specialists, PTAs and posts. Applies technological innovations to the development and distribution of technical training materials (e.g. use of CD-Rom, intranet, internet, distance learning techniques). Collaborates with other relevant staff to conceptualize and design technical training approaches which integrate technical training with language, cross-culture, health and safety. Oversees the piloting or implementation of technical training initiatives. Encourages the use of cutting-edge approaches and methodologies among posts (e.g. community-based training, innovations in experiential learning techniques and the promotion of true adult education methodologies). Tests and documents technical training initiatives. Plans, develops and evaluates experimental or pilot technical training programs. Performs research, development, and implementation of new and innovative methods of delivering academic and/or career development programs. Provides guidance on a full range of technical training programs, such as external degree plans, certificate programs and independent study courses. Advises on the establishment of technical educational and training programs and initiatives. Program Evaluation 20% Reviews, advises on, and conducts complex analyses, evaluations, or investigations in support of organizational programs, systems, and processes, including areas where definitions, methods, and/or data are incomplete, controversial, or uncertain, or where boundaries of the studies are extremely broad and difficult to determine in advance. Participates in the evaluation of Peace Corps technical training programs by promoting continuous assessment of technical training activities in order to determine those training models which are most effective in achieving programmatic goals. Conducts studies of Peace Corps technical training practices and formulates recommendations for how both consistency and quality can be improved. Provides expert advice and guidance to posts on technical training issues. Provides long distance and on-site technical assistance to overseas posts as needed. Supports post and regional strategic planning efforts involving technical training programs. Reviews and analyzes technical training designs and materials in response to post requests for assistance. Provides feedback to posts along with recommendations for technical training improvements.

Reviews, advises on and conducts complex analyses, evaluations or investigations in support of agency programs, systems and processes, including areas where definitions, methods and/or data are incomplete, controversial or uncertain, or where boundaries of the training are extremely broad and difficult to determine in advance. Plans and conducts experimental analyses that result in new design guidelines, and have an effect on program or mission capabilities and/or operating procedures. Develops new methods and techniques to address novel or obscure problems for which guidelines or precedents are not substantially applicable. Documents and reports study results to management. Serves as an authoritative source of consultation for other managers and program specialists. Represents before public bodies the interests of the Peace Corps. Factor 1- 8 Knowledge Required by the Position Mastery of the concepts, principles, and methods of training development to develop broad guidelines or regulations, or to conduct projects to resolve complex systemic problems for an agency. Expert knowledge of the problem solving techniques of the field and the legal framework in which the program operates; and a high level of skill in interpreting and developing guidelines and regulations that are questioned, challenged, or require negotiating to secure acceptance. Comprehensive knowledge of the mission, organization, and work processes of agency programs and their relationship to training processes. Ability to develop, design and evaluate employee training and development programs, courses, materials, aids, etc., and employ state-of-the-art training delivery systems. Factor 2- 4 Supervisory Controls The supervisor sets overall program objectives and resources available, and collaborates in developing deadlines and approaches to unusual or particularly sensitive program and/or individual situation problems. The employee exercises judgment in planning and carrying out assignments. The work is reviewed in terms of fulfillment of assignment objectives. Factor 3- 4 Guidelines Guidelines include laws, regulations, agency policy, accepted education procedures, and accepted training standards. Available general policies and precedents provide very limited and often inadequate guidance for the major areas and critical issues involved. Employee uses experienced professional judgment and resourcefulness in such significant matters as deviating form traditional methods and practices; modifying criteria for assessing value of proposals for new major projects; and changing established mechanisms for evaluating performance of grantees and contractors when these mechanisms are not adequate or appropriate. Factor 4- 5 Complexity Performs complete assignments involving a wide variety of duties, employing a broad range of fact-finding and analytical techniques, and requiring decisions in interpreting varied and complex factual situations in the context of the requirements of applicable laws, regulations, or policies. Assignments are to solve highly complex problems including rapidly changing conditions requiring consideration of changes in a short period of time, precedent setting issues, in-depth analysis of highly complex organizations, dealing with powerful organizations such as unions that challenge facts, dispute methods, etc., and dealing with problems that have been particularly resistant to solutions in the past. Decisions are complex and difficult due to major areas of uncertainty due to complexity of organizations served, innovative application of new techniques, and technologies to current and projected training or development needs, ambiguity of conditions, conflicting laws, precedents, etc. Factor 5- 4 Scope and Effect The work involves the establishment of training development management criteria, the formulation of special studies/projects, the assessment of program effectiveness, or the study and analysis of unusual and difficult problems or issues. Additionally, the work also concerns resolving sensitive problems and issues, and developing new methods, procedures, and processes where none previously existed. Decisions, findings, and recommendations are of major significance to top management and often serve as the basis for new training development systems, policies, regulations, or programs, and the well being of significant numbers of people. The work performed has a direct impact on the effectiveness and efficiency of agency operations and the ability of the agency to meet its mission goals. Factor 6- 2 Personal Contacts Personal contacts are generally outside the immediate office with employees in the same agency or in other agencies with closely related programs. Individuals contacted include professional, technical, and administrative staff at various organizational levels of a significant organizational segment of an agency, such as a regional office, Center, or major field installation. May also contact representatives of state and local school systems, private institutions, grantees, and contractors on education matters when the contacts normally are established on a routine basis and occur within a structured setting. Factor 7- 2 Purpose of Contacts

The purpose of contacts is to advise on training program issues, and to consult and assist individuals and officials of organizations on problems, questions, and programs when the goals of the person contacted are similar to those of the training specialist. Employee provides advice, clarifies problems, and resolves questions regarding plans, schedules, and course content requirements with a variety of officials such as managers and professional staff members of state and local school systems, post-secondary school institutions, and other education and training development groups and organizations. Factor 8- 1 Physical Demands No special physical demands such as above average ability, dexterity, or strength are required to perform the work. Work is sedentary and the employee may sit comfortably. There may be some walking, standing, bending, carrying of light items, driving of an automobile, etc. Fieldwork may involve traveling to interviews, meetings, and sources of information. Factor 9- 1 Work Environment Work is usually performed in offices, meeting rooms, 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.

Director Office of Special Services, FP- 0301- 2


Position Number: D09682 Introductory Statement: This position is located in Peace Corps, Volunteer Support, Office of Special Services (OSS). The OSS provides services for Peace Corps Volunteers and Trainees, including counseling, crisis intervention, assisting in early terminations, Volunteer/Trainee appeals, emergency leave, Volunteer/Trainee deaths, parental inquiries, provides a continuous 24-hour-seven-days-a-week operational contact point between Peace Corps and Volunteer/Trainee, overseas staff, families, all other U.S. Government agencies and private institutions and individuals, coordinates Peace Corps Washington activities in times of natural disasters or political disorders; provides analyses and studies on special Volunteer problems; designs training and education materials to address special problems for Peace Corps use in headquarters and field. The purpose of this position is to serve as Director of the Office of Special Services and is responsible for the management and administration of the office, advising senior appointed officials on sensitive and/or confidential matters and advocating for the development of responsive Peace Corps policy, maintaining liaison with overseas staff and headquarters officials for purposes of obtaining and providing information, resolving problems, identifying and initiating needed studies, education and training. Program Planning and Management 75% Assesses program effectiveness or the improvement of complex program and management processes and systems encompassing difficult and diverse functions or issues that affect critical aspects of the major programs of the agency. As an expert on long-range planning, recommends and participates in developing strategies for implementing planning for a major office or program. Recommends short- and long-range goals of the organization, develops detailed plans for implementing them, and oversees implementation of the goals in subordinate organizations. Determines if adjustments or changes in objectives or emphasis are needed in organization functions. Recommends organizational or process changes. The incumbent serves as a member of the management team of the Office of Volunteer Support and work collaboratively with the Director of Medical Services and the Associate Director of Volunteer Support. As head of OSS, is responsible for: * providing direct counseling/consultation services to Volunteers on crisis management, conflict resolution and Volunteer safety and support. Assists early terminating Volunteers with PC/Washington consultation services. Conducts assessment interviews with Volunteers and recommends course of action. Acts as advocate for Volunteers and assists in the transition to private life. * supervising a staff of Special Services Officers and clerical support staff. Provides administrative and technical supervision necessary for accomplishing the work of the unit. * overseeing activity related to Volunteer/Trainee emergencies or crises, including natural disasters and political emergencies. This includes but not limited to advising Peace Corps personnel, initiating and coordinating logistics to return remains and personal belongings to the U.S., providing assistance and support to the family, ensuring claims and financial matters are completed, and composing correspondence for signatures of the Director of Peace Corps. * developing and administering the OSS operating plan and budget ensuring that funds are not over-obligated; authorizing funds for all administrative expenditures (e.g., travel, per diem, emergency leave, death cases); * providing special assistance and advice to Peace Corps offices and personnel (e.g., Office of Placement, Regions, field staff, and task forces) on matters related to Volunteer/Trainee needs; * making decisions in connection with cases not covered by regulations or for which no precedents exist (e.g., cases involving drugs not readily identifiable, questionable or unusual charges against Volunteers/Trainees, grievances, appeals, etc.). Works in close cooperation and collaboration with other Peace Corps offices to formulate relevant policy recommendations for the Peace Corps Director. Guides the OSS staff interpreting policies regarding Volunteer/Trainee support and implementing policies through the appropriate Peace Corps Manual Sections.

Initiates and conducts studies and analyses, and prepares periodic reports on special issues (e.g. early terminations, attrition rates, appeal cases, extensions, transfers, reassignments, etc.) Designs and disseminates training and education materials on special Volunteer problems for presentation to headquarters and field. Reviews all documents that leave OSS, signing all documentation regarding Volunteer/Trainee status, as well as administrative and policy level papers relevant to Volunteer/Trainee support issues. Provides advice and guidance on problem cases such as Volunteer/Trainee contested separation cases and assists and counsels on sensitive and complicated cases. Receives all telecommunications, cables and other communications concerning Volunteer/Trainee/Country emergency situations; solicits necessary additional information; independently determines what action is necessary; which may include contact with Department of State, Government officials, medical personnel, and Volunteer/Trainee family members; and ensures appropriate actions are accomplished. Serves on committees and task forces. Such assignments may require policy-level considerations and recommendations for policy revision or implementation of new administrative or programming procedures. Travels on special assignments as required by the Associate Director of Volunteer Support, particularly in connections with Peace Corps Medical Officers' Continuing Medical Education courses and on-site evaluation in times of political crisis or natural disaster; makes recommendations with respect to the health and safety of Volunteers, evacuation decisions, etc.; and conducts general evaluations of in-country support systems. Trip reports are used as basis for Peace Corps-wide policy decisions with respect to Volunteer support. Supervisory and/or Managerial Responsibilities 25% 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. Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbent's authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program. Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting PC Equal Opportunity Program. 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. 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.

Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbent's authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program. Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting PC Equal Opportunity Program. 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 Works under the general supervision of the Associate Director, Volunteer Support, who provides policy guidance on significant and or/controversial issues and occasionally outlines the scope and nature of specific sensitive assignments. The incumbent is independently responsible for the technical aspect of the job. Work is reviewed for soundness of judgment and resourcefulness in carrying out the policy and program mandates of the Peace Corps Director. 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- 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.

Psychologist, FP- 0180- 3


Position Number: D10631 Introductory Statement: This position is located in the Office of Special Services under the Department of Volunteer Support and reports to the Deputy Director of Special Services. The Office of Special Services is responsible for providing mental health support to Peace Corps trainees, Volunteers, families, and Peace Corps overseas staff. The purpose of this position is to serve as an expert on mental health as well as on Peace Corps policies and procedures which pertain to Volunteer support. In this capacity, the Psychologist functions as a mental health clinician performing the full range of support functions. He/She is also responsible for the planning, design, implementation and evaluation of training in the social service program support area. Provides Clinical Review of Mental Health Cases 50% Employee works in consultation with Pre-Service staff, reviews Applicant Health Service Records when applicants indicate they have had a significant mental health treatment history. This may include contacting the applicant and/or contacting the provider of service. Documents his/her rationale for the decisions made in the electronic record. Updates Pre-Service guidelines for the mental health sections of the guidelines in conjunction with OMS staff. Provides consultation to In-Service staff concerning mental health evaluations. Provides written recommendations to Post-Service staff on FECA claims. Voluntary Services Program Guidance 40% Coordinate roles, responsibilities and communication within the unit and between the unit and the agency. Serve as liaison between agency and Department of Labor as necessary. Employee has full volunteer services program responsibility. Designs, implements and evaluates training in the social service program support area and administers volunteer service programs. Assesses volunteer support needs and issues and designs/coordinates appropriate interventions. This may include recommendations for training for staff and volunteers. Interprets and provides technical assistance on volunteer support policies, regulations and procedures and drafts communications to the field. Advises on problem cases and makes recommendations resulting in policy or procedural changes for Agency consideration. Assists early terminating volunteers with PC/Washington consultation services. Conducts assessment interviews with Volunteers and recommends courses of action. Acts as advocate for volunteers and assists in the transition to private life. This position requires independent thought and action with less supervision and administrative oversight. This includes the possibility of clinical case intervention for Volunteers who are suffering from emotional trauma. Reviews and authorizes volunteer and trainee requests for emergency leave. Provides them personal support when home on emergency leave, and counsels and advises them on policy and program options. Serves as liaison with the field in cases requiring extended leave. Provides liaison with families concerning the welfare, whereabouts and status of Volunteer/trainee and with family situations or events. During non-business hours, serves as on-call support for after hours emergency Duty Officer on a rotating basis with other OSS staff. As such, manages all agency emergency communications, determining what action is necessary and either independently resolving situations or referring them to senior management as appropriate. Assists in the coordination and training of new duty officers. May be called upon to assist as needed in activity related to volunteer/trainee death and disappearance. Advises Peace Corps personnel, initiates and coordinates logistics to return remains and personal effects to the U.S., provides assistance and support to the family. Assists liaison work with families during an emergency or crisis, including natural disasters and political emergencies. The successful candidate will provide technical assistance and administrative support in efforts to remove volunteers/ trainees from troubled areas. Provides technical assistance for overseas staff on Behavioral Health. Conducts training workshops on crisis management, conflict resolution and Volunteer safety and support. Provides Training Services 10%

Develops and/or revises training materials, training methods, training designs or aids for training purposes. Participates in and directs the training of support personnel. Plans, coordinates and/or conducts or facilitates training or workshops related to Volunteer and staff support in a large or complex organization. Designs, conducts, and directs agency-wide training activities, seminars, and workshops. Develops and conducts training workshops on crisis management, conflict resolution, and Volunteer safety and support. This may include travel within the U.S. and overseas. Training requires expertise in facilitation and training skills. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position Knowledge of a wide range of concepts about the field of psychology. Ability to relate proposed applications or plans to the fabric of the professional area. Knowledge of the specialized aspect of the subject matter and the ability to recognize the essential characteristics of the proposed treatment, services or research and the ability to evaluate the significance of its objectives to the agency's mission. Factor 2- 4 Supervisory Controls Employees are given assignments with general instructions. The program specialist carries out assignments independently and consults with supervisor and with colleagues in developing knowledge and applying agency policies and practices to new matters. His/Her work is reviewed for technical adequacy and conformance with procedures and practices applicable to the subject. Factor 3- 4 Guidelines The specialist uses initiative and resourcefulness in deviating from traditional methods or trends and patterns to develop new methods, criteria and proposed new policies. Factor 4- 5 Complexity Assignments include broad and diverse range key program development and implementation involving different funding streams and variable and complex interrelationships. Work requires coordination with various other key officials at the Federal, State, or local level. Work requires the simplification, re-definition, etc., of voluminous information and facts into feasible recommendations. Factor 5- 4 Scope and Effect The purpose of the work is to plan and carry out the work processes involved in the assignment and identify the extent of services, treatments, analysis, and evaluation necessary to make valid recommendations. The work affects a wide range of agency activities and operations. Factor 6- 3 Personal Contacts Contacts are with numerous clients' advocates, professionals and administrative and managerial staff in same and other agencies. Factor 7- 3 Purpose of Contacts The purpose of contacts is to persuade individuals and groups with differing opinions or interests to change criteria or methods, accept findings, or reach agreement on technical points. Contacts may be uncooperative, skeptical, or contentious, requiring skill in persuasion, negotiation, motivation or establishment of rapport. Factor 8- 2 Physical Demands The work requires extreme patience and controlling ones emotions. The work may require the using appropriate technique to physically restrain clients who present a danger to self or others. The work may also require assisting physically disabled clients and may include lifting them. Factor 9- 2 Work Environment Work is typically performed in a clinical setting that exposes the incumbent to the communicable diseases common of the client population. Some work is performed in a setting away from the office where the environment cannot be controlled.

Administrative Specialist, GS- 0301- 9


Position Number: D10594 Introductory Statement: This position is located in the Overseas Training Unit within the Knowledge Exchange and Professional Development Division in the Office of Programming and Training Support (OPATS) within Global Operations. The purpose of Overseas Staff Training is to provide competency-based training to the following post staff: Country Director, Program and Training Unit staff, Administrative Unit staff. The training goal is to build capacity of post staff by strengthening job performance, As part of Global Operations, OPATS partners with three regional offices: 1) Africa, 2) Europe, Mediterranean and Asia and 3) InterAmerica and the Pacific. OPATS overseas posts in project and training design, implementation, evaluation, and knowledge exchange. In partnership with the Regions and other parts of the Agency, OPATS shares responsibility for the effectiveness and success of Volunteers and staff in the field. The Overseas Staff Development Coordinator reports to the Chief of the Knowledge Exchange and Professional Development Division. The duties and responsibilities of the position include administrative and logistical functions related to the overseas staff training (OST) program at Peace Corps headquarters. The training program consists of a three week orientation two to three times a year in Washington, DC, The incumbent in this position provides support for the OST program and for all other training as part of the continuum of staff learning such as regional or global workshops and conferences. The incumbent assists team members in responding to information requests and by researching and gathering appropriate materials and reports. The incumbent in this position also provides current and relevant information on the agency intranet and on the Peace Corps learning management system. Office Activities Coordination 40% Develops new methods for coordinating the administrative work of a complex organization with disparate organizational segments requiring complicated administrative controls, specifically the agency's Overseas Staff Training (OST) orientation and continuum of learning. Prepares correspondence, reports, contracts, procurement requests, vouchers, letters and welcome packets, coordinating with HRM, Chief Information Office, Transportation, Facilities Management, the Regions, other offices and OPATS staff on all the details of OST program. Maintains share drive electronic files as well as binders of relevant materials. Performs editorial review of publications and other materials for clarity, arrangement, conciseness, grammatical construction, correctness of facts, terminology, and conformance with the OPATS's general policy and procedures. Handles routine information inquiries from within and outside the Peace Corps and responds to field requests based on thorough knowledge of program activities. Drafts and types routine responses (including some technical information). Receives visitors and telephone calls and determines the staff member for response, personally handles calls based on knowledge of Agency Overseas Training programs, policies, or activities. Receives and reviews communications forwarded to the office to determine action and/or referral to staff member. Types correspondence, reports, and cables; prepares procurement requests, and printing orders. Controls, procedures, filing systems, etc. to facilitate and expedite the administrative activities of the OST program. Assures compliance with the OPATS's operating procedures. Provides 'institutional memory' of logistics and administrative procedures from one OST to the next by ensuring complete documentation of processes and maintenance of electronic and paper files. Maintains and organizes electronic files of all training materials. Also serves as an administrative user and supportive point of contact for the agency's use of online collaboration software, e.g, discussion forums, in support of enhanced informal learning and performance for overseas staff. Training Program Development 25% Develops and/or modifies procedures, courses, training guides and plans, and seeks alternative training sources for an organization having a fairly well-defined and readily understood mission. Coordinates administrative and logistical functions related to the Overseas Staff Training (OST). Coordinates OST opening and closing ceremonies. Contacts Director's Office to arrange participation by the Director. Arranges with vendor for refreshments Provides publicity. Coordinates administrative and logistical functions related to the implementation of regional or global workshops and conferences. Works in close coordination with the team leader and the event sponsor to clarify needs and implement decisions.

Assists in maintaining records of obligations and expenditures for OST and other staff development workshops and trainings. Assists in preparation of reports and training evaluations. Assists in responding to complex information requests and presentations by researching and gathering appropriate technical materials and reports. Performs Liaison Activities 20% Performs routine and non-complex tasks to assist in the development and maintenance of relationships with various stakeholders. Represents the OST logistics component at meetings. Assumes responsibility for coordinating any follow-up actions. Handles logistical arrangements and communicates with outside vendors such as hotel, resource fair participants, transportation companies, to ensure that services are received in a timely manner and that billing is correct. Coordinates meetings with client groups, track facilitators as needed and prepares notes or reports for limited distribution. Assembles and summarizes information from files and documents in the office or other available sources for use by staff. Organizational Liaison for Procurement and Contracting Work 15% Identifies, considers, and assists in resolving procurement administration problems of a routine nature. Supports the preparation of statements of work for Personal Service Contractors (PSCs), expert consultants and temporaries. Assists with the preparation of paperwork for expert consultants and contractors and answers logistics questions. Articulates Peace Corps and OST Program policies to consultants and Personal Service Contractors (PSCs). Assists in scheduling, briefing, and orienting consultants and contractors. Serves as liaison with the printing office. Proofreads materials. 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.

Recruitment and Placement Specialist, FP- 0301- 5


Position Number: D10375 Introductory Statement: External Recruitment and Placement 70% Uses Avue Digital Services' (ADS) Recruitment, Retention and Staffing Module to perform basic external placement and recruitment work for an organization with standardized job patterns, and well-defined work processes. Tasks are routine, often repetitive, and are based on clear precedents. Generates job announcements, reviews applicant qualifications on-line, and generates referral lists. Uses similar, past recruitment actions as templates for new actions, announcements, crediting plans, etc. Recruitment Planning and Strategies 20% Works with senior specialists and assists in analyzing specific recruitment needs, such as performing basic job analyses to identify the type of internal or external candidates that would best fit an assigned position. Accompanies higher-grade specialists to job fairs, tracks resumes, and follows up on candidates. Assists higher-grade specialists in selecting and examining applicants for specific positions. Researches federal recruitment guidelines that are relevant to the positions assigned. Participates in establishing short-term objectives for internal/external staffing actions that are responsive to established recruitment and placement goals and priorities. Keeps abreast of general recruitment and placement trends, and participates in recruiting events with a focus on attracting applicants into agency positions. Marketing Campaign Activities 10% Assists as a team member in marketing campaigns. Serves as a resource for marketing campaigns. Recommends specific marketing, design, and distribution techniques, formats, and strategies best suited to meet the objectives of PC marketing and promotional efforts. Contributes to promotion plans. Identifies objectives, tasks, methods (e.g., target mailing vs. space advertisement), costs, and resources. Drafts trade publication advertisements and coordinates ad production by vendors. Manages ad placement in trade publications. Develops, maintains, and documents contacts inside and outside the Library for disseminating information and promotion regarding Library products and services. Establishes and maintains lists of book reviewers appropriate for reviewing publications. 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.

Director of Innovation, FE- 0301


Position Number: D10633 Introductory Statement: The incumbent is a member of the Directors senior staff. As such, the incumbent is privy to the philosophies of the Peace Corps Director. A confidential relationship between the Director and the incumbent is imperative as the incumbent speaks for the Director and is expected to reflect the Directors philosophies in conversations with leading figures of the government, business, and other groups. The incumbent also represents the views and directions of the Director in communications with agency managers, program officials, and the public. Project Planning or Accomplishment 100% Plans and provides leadership, oversight, and direction from the Director for the agency. Specific Duties are in the attached scope of work. 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- 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 broad administrative and program policy statements, and basic legislation, related court decisions, or state and local laws that require extensive interpretation. 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 The employee plans, organizes, and completes analytical studies involving substantial aspects of key agency programs. As study coordinator, the employee assigns segments of the studies to various participants who are subject-matter specialists in fields appropriate to the study, coordinates the efforts of the group, and consolidates findings into a completed project. There is extreme complexity and difficulty in identifying the nature of the issues or problems to be studied, and in planning, organizing, and determining the scope and depth of the studies. The nature and scope of the issues are largely undefined. Difficulty is also encountered in separating the substantive nature of the programs or issues into their administrative, technical, political, economic, fiscal, and other components, determining the nature and magnitude of the interactions, discerning the intent of legislation and broad agency policies, and determining how to translate the intent into recommended program actions. The work involves efforts to develop and implement programs based upon new or revised legislation requiring consideration of the immediate sequential, and long-range effects, both direct and indirect, of proposed actins on the public, other government programs, and/or private industry. Factor 5- 6 Scope and Effect The purpose of the work is to perform very broad and extensive studies 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. 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 evaluating recommendations in interested agencies or with outside groups. Recommendations involve highly significant programs or policy matters, and result in substantial redirection of federal efforts or policy related to major national issues. 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. Examples include other agency heads, top congressional staff officials, state executive or legislative leaders, mayors of major cities, or executives of comparable private sector organizations. 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 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- 5


Position Number: D10426 Introductory Statement: THIS IS A CAREER DEVELOPMENT POSITION!!! The position is located in the Office of Acquisition and Contract Management (OACM). This Office is responsible for all forms of procurement including services contracts, simplified acquisition, contract administration, inter-agency agreements, personal services contracts, leases and strategic sourcing. The Office also provides policy and procurement support to Peace Corps staff and volunteers located in 73 countries. The incumbent is responsible for a wide variety of operational and support contracting activities from acquisition planning, contract award, contract administration and contract closeout. Depending on placement assignment, incumbent may be assigned to the Operational Contracting Team which support domestic offices or the Overseas Support Team which supports Peace Corps Overseas Posts. Contract Administration 40% Performs all aspects of the contracting function including preaward, contract administration and contract closeout for off-the-shelf items or services that are available from numerous sources. Formulates the contracting approach to be taken that will best satisfy the requirement. Identifies appropriate contract type, including small business requirements. Negotiation of Contract Modifications 15% Negotiates changes to agreements when precedents are well established and the bargaining positions are close. Negotiates such changes as extensions of delivery schedules, price adjustments, labor hours, well-precedented modifications to the contract. Prepares determinations and findings of fact relative to negotiations and pricing actions. Contract Compliance Review 15% Completes review of procedural aspects of contracting actions. Contract Termination 15% Supports and assists in contract termination activities, such as analyzing allowable costs and making recommendations. Prepares contract termination files for use in contract termination actions, including amounts paid, audit reports, product rejections, and other related documentation. Contract/Procurement Advice and Assistance 15% Processes procurement actions for requesting offices. Locates, analyzes, and distributes information on potential sources for acquisitions. Provides advice on factual contracting issues and questions. Working with more senior analysts, interacts with colleagues to complete work assignments. Factor 1- 6 Knowledge Required by the Position The position requires knowledge of commonly used contract types, such as fixed-price, cost reimbursement, or indefinite delivery, and required clauses to plan and/or carry out the procurement; and skill in solving practical problems, e.g., pricing matters, transportation, etc., as they relate to the development of the specifications or delivery of supplies or services. Familiarity with business practices and market conditions applicable to program and technical requirements is required sufficient to evaluate such actions as bid responsiveness, contractor responsibility, and/or contractor performance. Factor 2- 3 Supervisory Controls The supervisor assigns work in terms of objectives and priorities. Assistance is provided on new or unusual assignments. The employee exercises initiative and judgment in developing and coordinating the procurement package up to final recommendation, in accordance with standard practices and established procedures. Recommendations are reviewed prior to signature or negotiation for documentation, judgment, and compliance with policies and procedures. Factor 3- 3 Guidelines Guidelines, precedents, and written policies exist for procurements or contracts assigned, and historical data are pertinent to the evaluation of prices and basic elements of cost. Contractual actions, however, generally require adaptation by the specialist. The employee uses judgment in interpreting guidelines, in adapting procurement procedures, or in recommending approaches or solutions for specific problems.

Factor 4- 3 Complexity The work includes various duties involving different and unrelated contracting processes and techniques in a relatively standardized or controlled work situation. The employee performs complete procurement transactions for commodities involving few complexities as a foundation for future responsibility. Determining what needs to be done requires substantive analysis and the identification of interrelationships which affect the procurement. Factor 5- 3 Scope and Effect The purpose of the work is to perform pre-award, post-award and/or staff contracting work involved in the procurement of diverse customer requirements covering a wide range of products, technical services, and/or equipment. Effective policies and timely procurements or contracts administered enable the serviced organizations to accomplish their various missions. Factor 6- 2 Personal Contacts Personal contacts are with employees in the same agency but outside the immediate organization, usually specialists representing the various disciplines involved in the procurement process, such as technical, program, and financial. Contacts outside the agency include sales personnel or local suppliers of common, off-the-shelf items. The interests of the respective parties are usually well defined. Factor 7- 2 Purpose of Contacts Contacts are to plan and advise on procurement actions with requiring offices, to coordinate actions with support offices, and to resolve related procurement problems. Contacts outside the agency are to follow up on procurements or resolve routine problems. Factor 8- 1 Physical Demands The work is sedentary. Factor 9- 1 Work Environment The work is performed in an office setting.

Credentialing Specialist, FP- 0301- 5


Position Number: D10638 Introductory Statement: This position is located in the Office of Volunteer Support. The incumbent reports directly to the Manager of Quality Improvement and participates in the operational management of the Office of Quality Improvement by performing a variety of activities related to the privileging/credentialing process. The incumbent will be responsible for all activities associated with credentialing and re-credentialing of physicians, nurse practitioners, physician assistants and registered nurses trained and practicing in a variety of international settings. Program Services and Support 25% Provides administrative support to the Quality Improvement and Credentialing committees. Prepares credentialing files for Credentialing Committee. Contacts applicant to coordinate interviews. Reviews and evaluates the validity and pertinence of data and provides preliminary conclusions. Prepares reports to apprise supervisors of findings and recommendations. Assesses and recommends program policy changes to remedy conventional situations, and establishes administrative procedures that affect subordinate organizational segments. Answers questions concerning policies and procedures related to administrative and program support activities. Oversight of Credentialing Process 75% Processes provider applications and re-applications including mailing, review, and documentation. Updates database with provider demographic information. Provides input in the development of credentialing policies and procedures. Independently manages re-credentialing cycles. Prepares reports and correspondence. Overall maintenance and periodic auditing of credentialing database. Maintains liaison and communications with persons and groups from both within and outside the agency, speaking for the principal on administrative issues. 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.

Quality Improvement Nurse, FP-0610-11


Position Number: D10637 Organizational Code: Final FLSA Determination: Exempt Applicable Regulatory Citation(s): Professional Exemption 5 CFR 551.207 Professional exemption criteria. Toqualifyfortheprofessionalexemption,anemployee'sprimarydutymustbetheperformanceofworkrequiring knowledgeofanadvancedtypeinafieldofscienceorlearningcustomarilyacquiredbyaprolongedcourseof specializedintellectualinstructionorrequiringinvention,imagination,originalityortalentinarecognizedfieldof artisticorcreativeendeavor.Learnedprofessionals,creativeprofessionals,andcomputeremployeesaredescribed inSec.551.208,551.209,and551.210,respectively. 5 CFR 551.208 Learned professionals.(a)Toqualifyforthelearnedprofessionalexemption,anemployee's primarydutymustbetheperformanceofworkrequiringadvancedknowledgeinafieldofscienceorlearning customarilyacquiredbyaprolongedcourseofspecializedintellectualinstruction.Theworkmustincludethefollowing threeelements:(1)Theemployeemustperformworkrequiringadvancedknowledge.Workrequiringadvanced knowledgeispredominantlyintellectualincharacterandincludesworkrequiringtheconsistentexerciseofdiscretion andjudgment,asdistinguishedfromperformanceofroutinemental,manual,mechanicalorphysicalwork.An employeewhoperformsworkrequiringadvancedknowledgegenerallyusestheadvancedknowledgetoanalyze, interpretormakedeductionsfromvaryingfactsorcircumstances.Advancedknowledgecannotbeattainedatthe highschoollevel;(2)Theadvancedknowledgemustbeinafieldofscienceorlearningwhichincludesthetraditional professionsoflaw,medicine,theology,accounting,actuarialcomputation,engineering,architecture,teaching, varioustypesofphysical,chemicalandbiologicalsciences,pharmacy,andothersimilaroccupationsthathavea recognizedprofessionalstatusasdistinguishedfromthemechanicalartsorskilledtradeswhereinsomeinstances theknowledgeisofafairlyadvancedtype,butisnotinafieldofscienceorlearning;and(3)Theadvanced knowledgemustbecustomarilyacquiredbyaprolongedcourseofspecializedintellectualinstructionwhichrestricts theexemptiontoprofessionswherespecializedacademictrainingisastandardprerequisiteforentranceintothe profession.Thebestprimafacieevidencethatanemployeemeetsthisrequirementispossessionoftheappropriate academicdegree.However,theword"customarily"meansthattheexemptionisappropriateforemployeesinsuch professionswhohavesubstantiallythesameknowledgelevelandperformsubstantiallythesameworkasthe degreedemployees,butwhoattainedtheadvancedknowledgethroughacombinationofworkexperienceand intellectualinstruction.Forexample,thelearnedprofessionalexemptionisappropriateinunusualcaseswherea lawyerhasnotgonetolawschool,orachemistdoesnotpossessadegreeinchemistry.However,thelearned professionalexemptionisnotapplicabletooccupationsthatcustomarilymaybeperformedwithonlythegeneral knowledgeacquiredbyanacademicdegreeinanyfield,withknowledgeacquiredthroughanapprenticeship,orwith trainingintheperformanceofroutinemental,manual,mechanical,orphysicalprocesses.Thelearnedprofessional exemptionalsodoesnotapplytooccupationsinwhichmostemployeeshaveacquiredtheirskillbyexperiencerather thanbyadvancedspecializedintellectualinstruction.ThepositionofEngineeringTechnicianisanexampleofsuch anoccupationwheretheemployeecollects,observes,testsandrecordsfactualscientificdatawithintheoversightof professionalengineers,andperformsworkusingknowledgeacquiredthroughon-the-jobandclassroomtraining ratherthanbyacquiringtheknowledgethroughprolongedacademicstudy. (b) Expansion of professional exemption. Theareasinwhichtheprofessionalexemptionmaybeapplicableareexpanding.Asknowledgeisdeveloped, academictrainingisbroadenedandspecializeddegreesareofferedinnewanddiversefields,thuscreatingnew specialistsinparticularfieldsofscienceorlearning.Whenanadvancedspecializeddegreehasbecomeastandard requirementforaparticularoccupation,thatoccupationmayhaveacquiredthecharacteristicsofalearned profession.Accreditingandcertifyingorganizationssimilartothoselistedinthissectionalsomaybecreatedinthe future.Suchorganizationsmaydevelopsimilar,specializedcurriculumsandcertificationprogramswhich,ifa standardrequirementforaparticularoccupation,mayindicatethattheoccupationhasacquiredthecharacteristicsof alearnedprofession.(c) Practice of law.(1)Thisexemptionappliestoanemployeeinaprofessionallegalposition requiringadmissiontothebarandinvolvedinpreparingcasesfortrialand/orthetrialofcasesbeforeacourtoran

administrativebodyorpersonshavingquasi-judicialpower;renderinglegaladviceandservices;preparing interpretiveandadministrativeorders,rules,orregulations;drafting,negotiating,orexaminingcontractsorotherlegal documents;drafting,preparingformalcomments,orotherwisemakingsubstantiverecommendationswithrespectto proposedlegislation;editingandpreparingforpublicationstatutesenactedbyCongressandopinionsordecisionsof acourt,commission,orboard;anddraftingandreviewingdecisionsforconsiderationandadoptionbyagency officials.(2)Section551.203(Salary-basednonexemption)doesnotapplytotheemployeesdescribedinthissection .(d) Practice of medicine.(1)Anemployeewhoholdsavalidlicenseorcertificatepermittingthepracticeof medicineoranyofitsbranchesandisactuallyengagedinthepracticeoftheprofessionisexempt.Theexemption appliestophysiciansandotherpractitionerslicensedandpracticinginthefieldofmedicalscienceandhealingorany ofthemedicalspecialtiespracticedbyphysiciansorpractitioners.Theterm"physicians"includesmedicaldoctors, includinggeneralpractitionersandspecialists,osteopathicphysicians(doctorsofosteopathy),podiatrists,dentists (doctorsofdentalmedicine),andoptometrists(doctorsofoptometryorbachelorsofscienceinoptometry).(2)An employeewhoholdstherequiredacademicdegreeforthegeneralpracticeofmedicineandisengagedinan internshiporresidentprogrampursuanttothepracticeoftheprofessionisexempt.Employeesengagedininternship orresidentprograms,whetherornotlicensedtopracticepriortocommencementoftheprogram,qualifyasexempt professionalsiftheyentersuchinternshiporresidentprogramsaftertheearningoftheappropriatedegreerequired forthegeneralpracticeoftheirprofession.(3)Section551.203(Salary-basednonexemption)doesnotapplytothe employeesdescribedinthissection .(e) Accounting.Certifiedpublicaccountantsgenerallymeettheduties requirementsforthelearnedprofessionalexemption.Anemployeeperformingsimilarprofessionalworkinaposition withapositiveeducationalrequirementandrequiringtheapplicationofaccountingtheories,concepts,principles,and standardsmayqualifyasanexemptlearnedprofessional.However,accountingclerksandtechniciansandother employeeswhonormallyperformagreatdealofroutineworkgenerallywillnotqualifyasexemptprofessionals.(f) Engineering.Engineersgenerallymeetthedutiesrequirementsforthelearnedprofessionalexemption.Professional engineeringworktypicallyinvolvestheapplicationofaknowledgeofsuchengineeringfundamentalsasthestrength andstrainanalysisofengineeringmaterialsandstructures,thephysicalandchemicalcharacteristicsofengineering materialssuchaselasticlimits,maximumunitstresses,coefficientsofexpansion,workability,hardness,tendencyto fatigue,resistancetocorrosion,engineeringadaptability,andengineeringmethodsofconstructionandprocessing. Exemptprofessionalengineeringworkincludesequivalentworkperformedinanyofthespecializedbranchesof engineering(e.g.,electrical,mechanical,ormaterialsengineering).Onunusualoccasions,engineeringtechnicians performingworkcomparabletothatperformedbyprofessionalengineersonthebasisofadvancedknowledgemay alsobeexempt.Insuchinstances,theemployeeactuallyisperformingtheworkofanoccupationthatgenerally requiresaspecializedacademicdegreeandisperformingsubstantiallythesameworkasthedegreedemployee,but hasgainedthesameadvancedknowledgethroughacombinationofworkexperienceandintellectualinstruction whichhasprovidedboththeoreticalandpracticalknowledgeofthespecialty,includingknowledgeofrelated disciplinesandofnewdevelopmentsinthefield.(g) Architecture.Architectsgenerallymeetthedutiesrequirements forthelearnedprofessionalexemption.Professionalarchitecturalworktypicallyrequiresknowledgeofarchitectural principles,theories,concepts,methods,andtechniques;acreativeandartisticsense;andanunderstandingandskill tousepertinentaspectsoftheconstructionindustry,aswellasengineeringandthephysicalsciencesrelatedtothe designandconstructionofnew,ortheimprovementofexisting,buildings.(h) Teachers .Ateacherisanyemployee withaprimarydutyofteaching,tutoring,instructingorlecturingintheactivityofimpartingknowledgeandwhois employedandengagedinthisactivityasateacherinaneducationalestablishmentbywhichtheemployeeis employed.(1)Ateacherperformsexemptworkwhenserving,forexample,asaregularacademicteacher;teacherof kindergartenornurseryschoolpupils;teacherofgiftedordisabledchildren;teacherofskilledandsemi-skilledtrades andoccupations;teacherengagedinautomobiledrivinginstruction;aircraftflightinstructor;homeeconomics teacher;orvocalorinstrumentalmusicinstructor.Afacultymemberwhoisengagedasateacherbutalsospendsa considerableamountoftimeinextracurricularactivitiessuchascoachingathleticteamsoractingasamoderatoror advisorinsuchareasasdrama,speech,debate,orjournalismisengagedinteaching.Suchactivitiesarea recognizedpartofaneducationalestablishment'sresponsibilityincontributingtotheeducationaldevelopmentofthe student.Aninstructorinaninstitutionofhighereducationoranothereducationalestablishmentwhoseprimaryduty isteaching,tutoring,instructing,orlecturingintheactivityofimpartingknowledgeisalsoanexemptteacher.(2)The possessionofanelementaryorsecondaryteacher'scertificateprovidesaclearmeansofidentifyingtheindividuals contemplatedasbeingwithinthescopeoftheexemptionforteachingprofessionals.Teacherswhopossessa teachingcertificatequalifyfortheexemptionregardlessoftheterminology(e.g.,permanent,conditional,standard, provisional,temporary,emergency,orunlimited)usedbyappropriatecertifyingentities.However,ateacher's certificateisnotgenerallynecessaryforpost-secondaryeducationalestablishments.(3)Exemptteachersdonot includeteachersofskilledandsemi-skilledtrade,craft,andlaboringoccupationswhentheparamountknowledgeis theknowledgeofandtheabilitytoperformthetrade,craft,orlaboringoccupation.Conversely,iftheprimary requirementofthepost-secondaryeducationinstructoristheabilitytoinstruct,asopposedtoknowledgeofand abilitytoperformatrade,craft,orlaboringoccupation,thenthepositionmaybeexempt.(4)Section551.203 (Salary-basednonexemption)doesnotapplytotheemployeesdescribedinthissection .(i)Medical

(Salary-basednonexemption)doesnotapplytotheemployeesdescribedinthissection .(i)Medical technologists .Registeredorcertifiedmedicaltechnologistswhohavesuccessfullycompleted3academicyearsof pre-professionalstudyinanaccreditedcollegeoruniversity,plusa4thyearofprofessionalcourseworkinaschool ofmedicaltechnologyapprovedbytheCouncilofMedicalEducationoftheAmericanMedicalAssociation,generally meetthedutiesrequirementsforthelearnedprofessionalexemption.(j) Nurses .Registerednurseswhoare registeredbytheappropriateStateexaminingboardgenerallymeetthedutiesrequirementsforthelearned professionalexemption.Licensedpracticalnursesandothersimilarhealthcareemployees,however,generallydo notqualifyasexemptlearnedprofessionalsbecausepossessionofaspecializedadvancedacademicdegreeisnot astandardprerequisiteforentryintosuchoccupations.(k) Dental hygienists.Dentalhygienistswhohave successfullycompleted4academicyearsofpre-professionalandprofessionalstudyinanaccreditedcollegeor universityapprovedbytheCommissiononAccreditationofDentalandDentalAuxiliaryEducationalProgramsofthe AmericanDentalAssociationgenerallymeetthedutiesrequirementsforthelearnedprofessionalexemption.(l)Physician ass Physician assistants.Physicianassistantswhohavesuccessfullycompleted4academicyearsofpre-professional andprofessionalstudy,includinggraduationfromaphysicianassistantprogramaccreditedbytheAccreditation ReviewCommissiononEducationforthePhysicianAssistant,andwhoarecertifiedbytheNationalCommissionon CertificationofPhysicianAssistants,generallymeetthedutiesrequirementsforthelearnedprofessionalexemption. (m) Paralegals.Paralegalsandlegalassistantsgenerallydonotqualifyasexemptlearnedprofessionalsbecausean advanced,specializedacademicdegreeisnotastandardprerequisiteforentryintothefield.Althoughmany paralegalspossessgeneral4-yearadvanceddegrees,mostspecializedparalegalprogramsare2-yearassociate degreeprogramsfromacommunitycollegeorequivalentinstitution.However,thelearnedprofessionalexemptionis applicabletoparalegalswhopossessadvanced,specializeddegreesinotherprofessionalfieldsandapplyadvanced knowledgeinthatfieldintheperformanceoftheirduties.Inaddition,aparalegalwhofailstomeettheprofessional exemptioncriteriamaybeperformingexemptadministrativework,e.g.,overseeingafullrangeofsupportservices foralargelegaloffice. 5 CFR 551.203 Salary-based nonexemption.(a)Anemployee,includingasupervisoryemployee,whoseannual rateofbasicpayislessthan$23,660isnonexempt,unless:(1)TheemployeeissubjecttoSec.551.211(Effectof performingdifferentworkordutiesforatemporaryperiodoftimeonFLSAexemptionstatus);or(2)Theemployeeis subjecttoSec.551.212(Foreignexemptioncriteria);or(3)Theemployeeisaprofessionalengagedinthepractice oflawormedicineasprescribedinparagraphs(c)and(d)ofSec.551.208.(b)Forthepurposeofthissection,"rate ofbasicpay"meanstherateofpayfixedbylaworadministrativeactionforthepositionheldbyanemployee, includinganyapplicablelocalitypaymentunder5CFRpart531,subpartF,specialratesupplementunder5CFRpart 530,subpartC,orsimilarpaymentorsupplementunderotherlegalauthority,beforeanydeductionsandexclusiveof additionalpayofanyotherkind,suchaspremiumpayments,differentials,andallowances. Duties that Support Exemption Determination: ServesasanInformationSource Functionsasaclinicalresourceandconsultantinalignmentwiththemission,vision,policiesandproceduresofthe QIdepartment. AssistsindevelopingandconductingeducationalprogramstoimproveVolunteercare. Servesasaninformationalresourcetopatientsand/orsignificantothersorstaffforspecializedinformationrelatedto aparticularpatientpopulationorprotocol.Respondstospecializedlettersofintentandtelephoneinquiries. Conductssiteassesmentswhennecessary. Assistsinprotocolevaluationandassessment.Servesasateammemberforanalyzingestablishedprotocolpractices andidentifyingareasthatcouldbeimproved.Withateam,draftsrecommendationsforimprovedefficiencyorpatient care. ConductsSiteAssessments

FLSA Overrides (if any): Reason for Overrides: null

Supervisory Management and Program Analyst, FP- 0343- 2


Position Number: D10199 Introductory Statement: As the Chief of Planning, Performance & Data Management in the Office of Strategic Information, Research and Planning, the incumbent serves three primary roles: (1) Strategic Planning: Provides leadership and direction in developing long-range strategic and performance plans for the Peace Corps. (2) Performance Management: Responsible for the development of the agency strategic plan, annual performance plan, annual performance report, and other agency performance reporting required by the Government Performance and Results Act (GPRA), and other requests as directed. Oversees system for collection, analysis, quality control and reporting of agency performance metrics. Supports the agency Performance Improvement Officer in all aspects of performance planning and measurement. (3) Data Management: Oversees data management activities including the production of various reports for the agency. Provides policy, program direction and standards for agency-wide data management. Working closely with the Office of the CIO, coordinates the agency effort of creating standard data elements, including standardized data names and formats, and related terms. Reviews and provides support to analytical staff in technical capabilities related to data analysis. The position also provides expertise and leadership to the Peace Corps in related areas on performance and information management, such as responding to the federal Open Government Directive. 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. Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbent's authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program. Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting PC Equal Opportunity Program. 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. Strategic Planning 25% Provides leadership on highly complex, unprecedented problems of critical importance related to the strategic planning activities of the Peace Corps. Prepares the content for long-range planning activities and the objectives and indicators to achieve them for the Peace Corps. Produces content for agency strategic plan and annual performance plan to include strategic goals, performance indicators and other performance metrics. Delivers content and works with OCFO in their preparation and delivery of annual strategic planning and performance reporting documents to OMB.

Performance Management 25% Monitors and prepares the results for annual performance plan for the PAR and related documents. Ensures performance data across external documents are consistent and accurate. Ensures annual performance plan indicators are monitored and properly described for annual external distribution. Performs organizational analyses for organizations or programs encompassing a major agency component. Collects, monitors and prepares the analysis of results on agency performance indicators for the annual Performance and Accountability Report (PAR) related documents. Ensures performance data across internal and external documents are consistent and accurate. Coordinates the defining and documenting of methodologies for performance indicator data. Ensures annual performance plan indicators are monitored and properly described for annual external distribution. Develops and manages data dashboards of key agency performance indicators and performance metrics. Plans, establishes, an organizational analysis program, encompassing extremely large, difficult, and diverse projects for a major agency component. Data Management 25% Plans and establishes an organizational analysis program that encompasses extremely large, difficult, and diverse projects for a major agency component. Data Governance and Stewardship: Facilitates process for data definitions and taxonomies; Develops, maintains and coordinates data governance and stewardship policies; Ensures data standardization throughout the organization; Integrates data sources to reduce redundancy; Maintains, verifies, cleanses and reviews data for accuracy, correctness, currency, completeness, relevance, and consistency. Data Analysis: Provides agency managers with information to aid decision-making and increase program and operation effectiveness; Adds context to data gathered; Facilitates cross-function (region) data sharing; Reviews data from different sources for trends and relationships; Reviews and analyzes data by different variables to look for trends and gaps; Produces standard and customized statistical reports. Reference and Historian: Maintains repository of key quantitative and qualitative data; Develops data retention standards; Develops "History of the Peace Corps" data formats and standards; Oversees the development of responses for data requests, especially for requests coming from external stakeholders; Provides quality control to special requests by management or offices to answer ad hoc or obscure questions about the Peace Corps; Maintains master file on data/results from surveys sponsored by various offices; Provides leadership on highly complex, unprecedented problems of critical importance, and handles assignments that involve a broad and general responsibility for accurate data collection and analysis. 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- 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 The purpose of the position is to analyze and evaluate the 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 a regional structure of equivalent scope. 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. The work affects program and management practices and policies of major significance to top management of the agency, and recommendations made often serve as the basis for new administrative systems, legislation, regulations, or programs. Factor 6- 3 Personal Contacts Personal 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- 4 Purpose of Contacts The purpose of the contacts is to justify, defend, negotiate, or settle matters involving significant or controversial issues; e.g., recommendations affecting major programs, dealing with substantial expenditures, or significantly changing the nature and scope of organizations. 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- 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- 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.

Personnel Security Specialist, FP- 0080- 4


Position Number: D10135-Personnel Security Spec-FP4 Introductory Statement: This position is located in the Office of Safety and Security and reports to the Chief, Information and Personnel Safety and Security. This position is responsible for a wide range of duties involving the personnel security, information security, and security liaison programs. Personnel Security Work 60% Analyzes and resolves personnel security problems for situations involving conflicting or insufficient data, evidence, or testimony. Analyzes a wide variety of conditions and determines 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. Grants security clearances within delegated authority, forwarding recommendations for security clearance denials. Maintains associated personnel security records and prepares reports. Processes and adjudicates personnel security investigations for sensitive positions using prescribed standards and procedures. Initiates the security/suitability clearance process on all applicants. Reviews security/suitability clearance applications under E.O. 10450 and E.O. 12968. Identity proofs applicants in accordance with HSPD-12. Conducts personnel security investigations and writes reports of findings. Within delegated authority, grants personnel security clearances/accesses in the presence of minor derogatory information, such as traffic violations, misdemeanors at least five years in the past, and similar situations. Grants temporary clearances when appropriate. Conducts personnel security interviews and forwards the investigation information to the proper investigative authority. Works to ensure suitability for employment or retention of employees in sensitive positions. Identifies problems, recommends corrective actions, and provides assistance on procedural issues. Assists in cases involving conflicting testimony or evidence, requiring further fact-finding which involves substantial difficulty in resolving conflicts in facts or evidence. Conducts routine investigations of subjects with consistent backgrounds. Conducts full range of standard assignments for which precedents have been established and for which prior training has been received. Participates with higher-grade specialists in investigating more complex allegations. Security Program Liaison and Coordination 30% Performs routine and non-complex tasks to assist in the development and maintenance of relationships with various stakeholders in the government, private industry, and law enforcement and investigative agencies/entities. Coordinates assigned activities in support of the security program. Coordinates investigative activities with, and assigns security/suitability cases to, investigators and/or outside agencies for investigations requiring fieldwork. Serves as the organization's point of contact with outside agencies for the receipt and transmission of information pertaining to security clearances and personnel security investigation. Interacts with state and local law enforcement agencies and court systems to procure criminal history record information on applicants and employees. Serves as the point of contact with credit reporting agencies to obtain financial history records. Serves as the secure portal administrator between the Office of Personnel Management and Peace Corps for e-QIP (electronic security questionnaire) and e-FTS (electronic fingerprint transmission system). Information Security Work 10% Applies practical knowledge of commonly applied information security principles, concepts, and methodologies to resolve well-defined questions or conditions. Identifies information requiring protection, such as documents, materials, and devices, and designates the level of protection based on prescribed parameters and well-defined procedures. Assists in developing and disseminating information regarding document handling and security measures. Maintains inventory of combinations for classified information storage containers. Assists with the classification and declassification of materials and information. Reports unusual or unfamiliar documentation to supervisor or higher-grade specialist. Conducts information security training and briefings for individuals requiring access to classified national security information in accordance with E.O. 12958. Conducts pre-departure counterintelligence briefings for individuals traveling overseas and to specially designated countries. Factor 1- 7 Knowledge Required by the Position

Knowledge of a wide range of principles, concepts, methodology and practices in a major security specialization and working knowledge of general security administration programs. Knowledge of other security specialities in order to coordinate activities, address issues, and resolve major conflicts in policy and program objectives. Skill and abilities are required in the applicatin of changes to agency security protocols. Broad knowledge of security policy requirements to function as a technical specialist in assignments requiring the application of new theories and developments to security problems. Ability to perform key decision-making and policy-developing responsibilities in difficult assignments such as plannig for significantly new or far-reaching security program requirements, or participating as a technical expert in interagency study groups for resolving problems in existing security systems and programs requiring innovative solutions. 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 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 mid-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.

Global Payment Specialist (Disbursment), FP- 0501- 5


Position Number: D10147 Introductory Statement: The position is located in the Disbursing Unit of the Office of Global Accounts Payable. The incumbent plans, develops and performs the fiscal support functions that ensure timely and accurate payments for worldwide agency operations. As part of the Disbursing Unit, the incumbent will apply the appropriate internal controls and fiscal reviews to review certified payments, determine the correct payment methodology, research payment mechanisms, serve as a liaison with HQ offices, overseas posts, vendors, and domestic and overseas disbursement offices (US Treasury and Department of State Financial Service Centers) and apply the appropriate automated or manual procedures to successfully complete the payment. Financial Disbursement Activities 75% Plans and manages standard financial disbursement activities, such as billings, collections, deposits, and disbursement of Government funds. Conducts research and analysis of financial data using historical documents, regulations, and statistical sampling methods. Verifies invoice payments for supplies, materials, and contract services, checking the accuracy and extent of liability. Maintains payment records to ensure proper disbursement and liquidation of obligated funds. Oversees work processes including coding payments into the automated accounting system, reconciling disbursements with General Ledger accounts, such as Advance Payments and Accounts Receivable. Resolves difficult or sensitive problems and ensure integrity of payment schedules. Determines the type and source of information needed to complete transactions, the nature and extent of deviations from established requirements and whether standard techniques, methods, or procedures are appropriate for the assignment. Examines vouchers for accuracy and applies appropriate payment method. Validates transactions and performs research to resolve Analyzes and resolves processing problems and determines when other corrective actions may be required. Examines documentation or performs difficult reconciliation's requiring an analysis of adjustments and corrective entries. Prepares management reports related to disbursements activities, such as invoices and vouchers received, processed, or pending, and completed actions and comparative analyses of payment transactions. Financial Systems Operations 25% Performs routine tasks to operate a financial Management Information System (MIS) to produce and disseminate useful information related to resource utilization. Records daily transactions and provides data for budget reporting. Monitors authorized and actual expenditures to prevent budget overruns. Analyzes standard management information system processes using readily available source documents. Recommends changes to senior management. Devises new or revises existing procedures to improve resource accountability and reporting data. Makes recommendations on the technical feasibility, availability, and cost effectiveness of a wide range of common categories of financial systems equipment. Bases projections on past usage and initiatives directed by higher echelon. Assists in the administration of database applications in support of operational requirements. Maintains database operations. Assists in returning disrupted database systems to normal operations. Creates reports and manipulates data in response to customer requirements. Develops, monitors, and maintains MIS environments and objects, such as tables, indexes, and views. Assists with the backup, restoration, reorganization, and recovery work on database and associated files. Monitors database and associated financial management reports. 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.

Supervisor Medical Support, FP- 0301- 5


Position Number: D09440 Introductory Statement: This position is located at the Peace Corps, Volunteer Support, Office of Medical Services, Medical Screening Unit. The incumbent manages the unit that is responsible for pre-service medical and dental clearance and preparation of health records for pre-departure events for Peace Corps, United, Nations, and Crises Corps applicant. The incumbent is responsible for the supervision and performance of all non-clinical, technical and administrative functions and processes of the applicant medical screening process. The incumbent is the primary resource for the technical automated system and administrative processes used to qualify applicant for overseas service. Supervisory and/or Managerial Responsibilities 30% Supervises a group of employees performing work at the FP-7 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Provides MIS training for screening assistants, nurses, and other staff. 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. Program Oversight 25% Coordinates and manages the support functions of the Pre-service Unit. Identifies and analyzes feasibility, and effectiveness of existing and proposed agency standards, regulations, programs or policies. Identifies and analyzes the effectiveness of segments of existing or proposed organizational standards, regulations, or policies. Recognizes situations or issues that require the attention of a more experienced specialist or are potentially precedent setting. Makes recommendations to management and assists in implementing policy decisions. Serves as technical expert in the resolution of problems and issues related to substantive mission-oriented programs that influence the development and maintenance of relationships with various agency stakeholders in government, private industry, and/or academic institutions. Maintains open lines of communication with Senior Management staff and other departments within Peace Corps. Provides input to drafts of position papers on support services issues for an organizational unit. Prepares reports as required. Ensures that existing manuals and guides related to support service functions or areas of responsibility are maintained and updated. Conducts Studies in Support Services Program Areas 15% Assists the Pre-service Clinical Screening Manager and other OMS staff in identifying appropriate process performance standards and indicators. Assists in conducting studies of organizations with common missions and functions that remain stable with a limited need for change in support services provided. Researches and analyzes stable or simple administrative or program issues. Determines pertinent issues and collects relevant information from a variety of sources. Reviews information and applies basic analytical techniques that do not require advanced knowledge or training. Analyzes operations, requirements, systems, etc. Develops recommendations and proposals to management regarding changes to areas studied within the organization. IT Research and Analysis Work 15%

Researches and/or analyzes simple administrative and/or program related IT issues or problems. Determines pertinent issues and collects relevant information from a variety of sources. Reviews information and applies standard analytical techniques. Provides MIS technical expertise for applicant screening process. Updates automated MIS applications in accordance with Screening Guidelines, SOP's, and user requirements. Develops recommendations and proposals. Monitors Quality 15% Selects and applies accepted analytical and evaluative techniques to the identification and consideration of issues or problems of a procedural or factual nature. Works to continuously improve the effectiveness and efficiency of the applicant medical screening process. Ensures the quality assurance plan is followed. Obtains data in accordance with established procedure. Evaluates data and identifies discrepancies. Proposes solutions to remedy the deficiency or presents argument for invalidating data or quality control methods. Proposes new quality control practices as appropriate. Ensures quality assurance information is reported in the appropriate format and within established time frames. Under the guidance of senior specialists, assists in conducting special studies or research projects related to specific program goals and issues, performing tasks such as literature searches, work measurements, task analyses, and productivity charting. Prepares information for measuring accomplishments, and assists in gathering metrics for reports and other evaluation products. 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. SUPERVISORY FACTORS: Factor 1- 2 Program Scope and Effect The program segment or work directed is administrative, technical, complex clerical or comparable in nature. The functions, activities, or services provided have limited geographic coverage and support most of the activities comprising a typical agency field office, an area office, a small to medium military installation, or comparable activities within agency program segments. The services or products support and significantly affect the installation level, area office level, or field office operations and objectives, or comparable program segments; or provide services to a moderate, local, or limited population of clients or users comparable to a major portion of a small city or rural county. Factor 2- 1 Organizational Setting The position is accountable to a position that is two levels below the first (i.e., lowest level in the chain of command) SES, or equivalent, or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees;

- Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters. - Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager; - Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases; - Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 2 Nature of Contacts Contacts may be informal, occur in conferences and meetings, or take place through telephone, and sometimes require nonroutine or special preparation. Frequent contacts are comparable to any of the following: - members of the business community or the general public; - higher ranking managers, supervisors, and staff of program, administrative, and other work units and activities throughout the field activity, installation, command (below major command level) or major organization level of the agency; - representatives of local public interest groups; - case workers in congressional district offices; - technical or operating level employees of State and local governments; - reporters for local and other limited media outlets reaching a small, general population. Factor 4B- 2 Purpose of Contacts The purpose of contacts is to ensure that information provided to outside parties is accurate and consistent; to plan and coordinate the work directed with that of others outside the subordinate organization; and/or to resolve differences of opinion among managers, supervisors, employees, contractors or others. Factor 5- 5 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-9 or GS-10 or equivalent. Factor 6- 3 Other Conditions Supervision and oversight requires coordination, integration, or consolidation of administrative, technical, or complex technician or other support work comparable to GS-9 or GS-10, or work at the GS-7 or GS-8 level where the position has full and final technical authority over the work. Directing the work requires consolidation and coordination among employees or units or teams placing demands on the position to resolve conflicts and maintain compatibility of interpretation, judgment, logic, and policy application. OR This position directs subordinate supervisors over positions in grades GS-7 or GS-8 or the equivalent that requires consolidation and coordination within or among subordinate units or with outside units.

Placement Supervisor (Review), FP- 0301- 3


Position Number: D10555 Introductory Statement: This position is located in the Office of Volunteer Recruitment and Selection/Office of Placement. The Office of Placement is responsible for the coordination of key components of the Peace Corps Volunteer Delivery System: (a) evaluation of skills, suitability and legal qualifications of Peace Corps applicants; (b) selection of qualified candidates to perform specific Volunteer assignments; (c) matching of qualified applicants with specific countries of service; (d) inviting successful applicants to training; (e) projection of fill rates for Peace Corps programs and monitoring of same; (f) creation, maintenance, and updating of documents for nationwide use by VRS/Recruitment. Volunteer Placement Program Implementation and Coordination 40% Incumbent coordinates and manages the Placement Office's "Review" Team comprised of skill-based Volunteer Placement and Assessment Assistants. This team is responsible for the review of applicants' skills, suitability and legal qualifications and file management for volunteer nominations. Reviews NRR for correctness and completeness. Placement Supervisor - Review coordinates the process and technical aspects of the work of the Volunteer Placement and Assessment Assistants in his/her team in close consultation with the Placement Manager. Ensures an even distribution of work, balancing assignments within the team. Monitors the status and progress of work, makes day-to-day adjustments in accordance with established priorities for the Office of Placement, VRS and the Agency in order to optimize meeting country fills. Instructs employees in specific task and job techniques. Maintains current knowledge of Placement policies and issues. Provides information to staff regarding procedures, policies and directives. Identifies and analyzes major systemic or other problems impacting program fill and proposing solutions to these problems. Works closely with the Placement Manager to resolve problems that arise. The incumbent may also have a group of nominees for which he/she has exclusive responsibility for performing the functions of a Volunteer Placement and Assessment Specialists in which the incumbent would independently review the application of persons nominated for volunteer service to assess their suitability and for their best possible placement in specific skill areas and specific countries. In making these decisions, the incumbent would be responsible for 1) evaluating nominees' skills, suitability and legal qualifications; 2) providing customer service to nominees to help them move through the system including providing information on their assignment and maintaining contact with the Regions and OMS as required to assist the nominee through the process; 3) selecting the most competitive nominees and issues invitations for training; 4) negotiating with overseas staff and Country Desk Officers for the acceptance of applicants as "almost matches"; and 5) Promoting and facilitating the placement of targeted applicant groups, such as diverse groups and applicants with special needs. Maintains a commitment to customer service. Provides customer service to nominees to help them move through the placement system and maintaining contact with the Regions and OMS as required to assist the nominee through the process. Works accurately in the database to maintain current information and status of applicants in agency-wide database. Responsible for staying current on the agency's major program development trends, general socio-economic trends, US labor market conditions and trends in recruitment affecting the supply and demand for skills for overseas posts. Provides authoritative guidance on complex problems or issues that are new, highly controversial, and/or precedent setting in nature. Program Planning and Management 25% Incumbent serves as principal point of contact for the Placement Office's couples process and interacts with recruiters, HQ staff, and overseas staff to manage the supply and demand for couples. S/he also manages the couple's process for the Placement Office. Incumbent serves as principal point of contact for the Placement Office's Master's International process and interacts with recruiters, HQ staff, and overseas staff to manage the supply and demand for MI applicants. S/he will manage the Master's International placement process for the Placement Office.

Works with management to develop long-range management plans for efficient and effective couples and Master's International placement program implementation and administration. Applies a wide range of methods for the assessment and improvement of complex short and long-range goals of the programs, developing detailed plans for implementing them, and overseeing implementation of the goals. Recommends changes in objectives or emphasis in functions. Makes the best use of present resources, assisting in planning for future resource needs, and estimating short- and long-range personnel. 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 programs meet their stated goals, and identifies areas where operational efficiency can be enhanced. Recommends actions necessary to maintain or improve the quality and quantity of services, introducing or refining automation, reassigning personnel, and proposing the increase of organization resources. Directs the capture, reporting, and analysis of statistical data relating to the programs' operations and directs or personally performs special studies regarding this data. Performs long-range planning and management of new substantive agency programs where precedents are scarce or nonexistent. Liaison Activities 10% Serves as a principal liaison to the Region staff, Recruitment and OMS on issues impacting placement work to include responsibility of 1) instituting systems to effectively address all pre med-qua applicant inquiries, 2) coordinates pre med-qua OMS interactions, and 3) provide feedback to recruitment for placement, review, couples process, and Master's International placement process and management. Refers to Placement Manager issues and concerns that need to be addressed by all Placement Teams; arranges meetings with staff and appropriate units to resolve issues. Serves as technical expert in the resolution of problems and issues related to substantive mission-oriented programs that influence the development and maintenance of relationships with various agency stakeholders. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the FP-6 level. Provides administrative and technical supervision to Volunteer Placement and Assessment Assistants 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. Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbent's authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program. Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting PC Equal Opportunity Program. 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 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. SUPERVISORY FACTORS: Factor 1- 2 Program Scope and Effect The program segment or work directed is administrative, technical, complex clerical or comparable in nature. The functions, activities, or services provided have limited geographic coverage and support most of the activities comprising a typical agency field office, an area office, a small to medium military installation, or comparable activities within agency program segments. The services or products support and significantly affect the installation level, area office level, or field office operations and objectives, or comparable program segments; or provide services to a moderate, local, or limited population of clients or users comparable to a major portion of a small city or rural county. Factor 2- 1 Organizational Setting The position is accountable to a position that is two levels below the first (i.e., lowest level in the chain of command) SES, or equivalent, or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; - Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters. - Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager; - Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases;

- Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 2 Nature of Contacts Contacts may be informal, occur in conferences and meetings, or take place through telephone, and sometimes require nonroutine or special preparation. Frequent contacts are comparable to any of the following: - members of the business community or the general public; - higher ranking managers, supervisors, and staff of program, administrative, and other work units and activities throughout the field activity, installation, command (below major command level) or major organization level of the agency; - representatives of local public interest groups; - case workers in congressional district offices; - technical or operating level employees of State and local governments; - reporters for local and other limited media outlets reaching a small, general population. Factor 4B- 2 Purpose of Contacts The purpose of contacts is to ensure that information provided to outside parties is accurate and consistent; to plan and coordinate the work directed with that of others outside the subordinate organization; and/or to resolve differences of opinion among managers, supervisors, employees, contractors or others. Factor 5- 4 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of the duty time of this position, is GS-7 or GS-8 or equivalent. Factor 6- 2 Other Conditions The work supervised or overseen involves technician and/or support work comparable in difficulty to GS-7 or GS-8, or work at the GS-4, 5 or 6 level where the supervisor has full and final technical authority over the work, which requires coordination and integration of work efforts, either within the unit or with other units, in order to produce a completed work product or service. The required coordination at this level ensures consistency of product, service, interpretation, or advice; conformance with the output of other units, with formal standards or agency policy. Supervisors typically coordinate with supervisors of other units to deal with requirements and problems affecting others the organization. OR The position directs subordinate supervisors of work comparable to GS-6 or lower, where coordinating the work of the subordinate units requires a continuing effort to assure quality and service standards, limited to matters of timeliness, form, procedure, accuracy, and quantity.

Business Analyst, FP- 0301- 2


Position Number: D10645 Introductory Statement: This position is located within the Volunteer Delivery System (VDS) Redesign Program Team, which is responsible to acquire and implement a state-of-the-art enterprise-wide solution to provide an integrated, efficient and comprehensive Volunteer lifecycle management and support system for the Peace Corps. The incumbent of this position provides expert level guidance on the problem identification and resolution, or program evaluation of major and complex Peace Corps programs, functions or systems within the VDS Redesign Program Team representing the needs for the medical support system that will cover applicant pre-service assessment, in-service health support and post-service medical processing. Program Evaluation 50% Coordinates the work efforts of technical personnel in conducting conceptual systems analyses, evaluations, or investigations of highly unstructured and interconnected problems involving controversial and complex administrative or programmatic issues and problems. Presentation of Findings and Recommendations 40% Provides authoritative findings, guidance, and recommendations on agency-wide programs. Recommendations may pertain to complex conclusions from evaluative studies; interrelated issues concerned with cross-cutting or conflicting goals; and adherence to budget constraints as they relate to cost/benefit analysis. Recommendations impact long-range planning and implementation of program objectives. Conceives, plans, and conducts analyses, evaluations, or investigations within the VDS Redesign scope, in complex program areas of critical importance to the agency. These evaluations affect the policies of the Office of Medical Services, including but not limited to: Reviews PCMO performance management system; review of current performance management process including analysis of effectiveness and appropriateness; assessment of optimal performance management process. Reviews method to catalog non-PC provider and facility capability matrix and a methodology to assess quality of care delivered; review current process Posts use to catalog and assess non-PC healthcare providers and facilities, if any; analysis of effectiveness and appropriateness; assessment of optimal method to ensure non-PC healthcare provider and facility quality of care. Reviews written policies and procedures. Conducts comprehensive evaluations of ongoing functions to ensure that the organization meets its stated goals, and identifies areas where operational efficiency can be enhanced. Reviews productivity, monitors problem areas, and can coordinate implementation of solutions that will eliminate them. Recommends actions necessary to maintain or improve the quality and quantity of operational services that involve the introduction or refinement of automation. Reviews the capture, reporting, and analysis of statistical data relating to the organization's operations and directs or personally performs special studies or projects. Prepares and contributes to reports and other presentations on program planning and evaluation. Designs and conducts a wide variety of comprehensive studies and detailed analyses of complex functions and processes related to program planning and management. Identifies and proposes solutions to management problems that are of major importance to planning program direction. Serve as the prime expert in the area of Medical Services for all interfacing Peace Corps, contractor and vendor staffs. Analyzes, formulates, and develops ideas, concepts, and methodology for new or revised policies, procedures, and systems for designing, implementing and evaluating programs worldwide. Perform, in concert with vendor personal and other program staff, a detailed gap analysis, implementation plan, and functional business design specification for each phase of the program and provides expert technical advice and assistance on complex program issues, such as issues or problems which impact substantive, mission-oriented programs. Technical Proficiency 10% Perform the function of being the prime functional user expert in the utilization and integration of the selected software for the Medical VDS Program.

Coordinate all activities associated with the roll-out of the project software to all medical staff world-wide in the areas of testing, training, phased implementation, quality assurance, communication, new business procedures and contractor acceptance. Provides authoritative guidance and leadership to programs impacting one or several major agency organizations. 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- 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 broad administrative and program policy statements, and basic legislation, related court decisions, or state and local laws that require extensive interpretation. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on program planning and evaluation in a specialized area. Factor 4- 5 Complexity 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.

General Counsel, FE- 0905


Position Number: D01061 Introductory Statement: This position is located in the Peace Corps, Office of the Director. The incumbent is a member of the Director's senior staff. As such, the incumbent is privy to the philosophies of the Peace Corps Director. A confidential relationship between the Director and the incumbent is imperative as the incumbent speaks for the Director and is expected to reflect the Director's philosophies in conversations with leading figures of the government, business, and other groups. The incumbent also represents the views and directions of the Director in communications with agency managers, program officials, and the public. The incumbent plays a senior level role in the leadership of the Peace Corps, with responsibility for developing and implementing the Director's broad guidance for Peace Corps program operations and/or support within the organization to which assigned. As General Counsel, reporting directly and confidentially to the Peace Corps Director, the incumbent is delegated broad responsibility for providing executive, professional and technical support to the Peace Corps Director in furtherance of the Peace Corps mission. Due to the sensitivity of the issues with which the incumbent is involved and the critical nature of his/her work, it is essential that the incumbent possess an intimate knowledge of the aims, goals, and policies of the Director and the Administration, and is able to implement them in performing the duties of the position. Because of the sensitive nature of the work involving top officials of the Agency and other Federal agencies, Members of Congress, the Administration, and senior officials of other governments the discharge of duties requires a close, confidential relationship with the Director, and the incumbent is required to exercise the utmost tact and discretion at all times. As the position is confidential and policy determining and/or advocating in nature, and requires the utmost confidence of the Director in its execution, appointment to and retention in the position is solely in the discretion of the Director. Program Management and Oversight 45% Serves as confidential and principal legal advisor to the Peace Corps Director and others in the Agency on all questions arising in the course of carrying out the Peace Corps program, in the interpretation of "Peace Corps Act", Public Law 87-293, as amended, other statutes, executive orders, delegations, directives, manuals, regulations and other documents of a legal nature which affect the operations and administration of the Peace Corps program. Prepares or participates in the preparation of proposed legislation and directs or participates in its presentation to Congress. Serves as liaison with other agencies and organizations regarding legal matters; prepares, negotiates and interprets agreements of all kinds, including agreements with foreign countries regarding the Peace Corps program; provides legal representation in negotiations and other matters involving Peace Corps. Assumes primary responsibility for providing legal services in the area of litigation, labor relations and personnel. Represents the Director, the Deputy Director and other Peace Corps employees and Volunteers in connection with the discharge of their official duties in the United States and abroad. Has overall responsibility, as well as delegated authority, for the oversight and administration of broad, emerging, and/or critical agency programs or operations. Primarily responsible for the direction and management of large-scale agency programs and operations to efficiently achieve specified goals and objectives. Evaluates current and proposed programs and operations and recommends actions to initiate, modify, or discontinue projects as needed. Responsibilities deal with a wide range of complex and sensitive matters having substantial ramifications for agency policies and program operation. The incumbent takes the Director's views, goals, and objectives into account in developing strategies to improve operations within his or her organization. Participates closely with the Director and other top Peace Corps officials in the resolution of issues that influence the image and/or character of the agency and its programs. Defines and analyzes problems and effects appropriate solutions. These problems involve the widest range of issues affecting policy direction and resource allocation. Provides authoritative advice to the Director on the effectiveness of established and proposed programs within his or her organization.

Represents the Director's views in contacts with Members of Congress, other Officials of the Administration, the private sector, and officials of other governments on matters of Peace Corps policy. Analyzes and interprets attitudes of persons contacted and briefs the Director on the opinions and trends which the incumbent is able to identify. Recommends courses of action based on information gathered after considering all ramifications of such information. Routinely, undertakes confidential and sensitive projects for the Director in which the goals and objectives of the current Administration must be taken into consideration. Receives administrative direction in terms of the broadly defined missions and functions of the agency. Interviews and recommends candidates for vacancies, evaluates staff, handles grievances and disciplinary actions, recommends promotions and special commendations, and implements or recommends training programs as appropriate. Promotes the spirit and practice of diversity and/or Equal Employment Opportunity programs, ensuring that the commitment to equal opportunity without regard to race, color, religion, sex, and national origin is carried forward in all aspects of Human Resources management. Policy Development 30% Prepares or participates in the formulation and revision of policies, procedures, and other practices governing the operations of the Peace Corps; participates in preparing, issuing and revising directives communicating Peace Corps policies and procedures which provide guidance to the Peace Corps staff in the daily performance of their functions; is responsible for ensuring that all Peace Corps directives have been properly cleared and coordinated with all affected offices. Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Translates new legislation into program goals, actions, and policies, interpreting the impact of new legislative requirements on agency programs. Recognized as an agency authority in formulating new policies and program objectives that have a broad or long-range impact on one or more significant programs of the agency. Provides management and consulting services to top executives of the agency on change management and internal business process improvements to improve the effectiveness of major agency operations and functions. Human Resources Management 25% Performs the human resource management functions relative to the staff supervised. Establishes performance expectations for staff members, which are clearly communicated. Provides informal feedback and periodically evaluates staff on organizational performance. Resolves informal complaints and grievances. Takes personnel actions as necessary. Provides advice and counsel to staff members and subordinate managers related to work and policy matters. Effects disciplinary measures. Reviews and approves or disapproves leave requests. Assures that organization staff at all levels is trained and fully comply with the provisions of the safety regulations. The executive is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to ensure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her direction in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 1 Program Scope and Effect Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program managed directly involves the national interest and the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy; and has a pervasive impact on the general public. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others.

Factor 3- 1 Supervisory/Managerial Authority Exercised Exercises delegated authority to oversee the overall planning, direction, and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational units or lower organizational levels. Approves multi-year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manages the overall work to enhance achievement of the goals and objectives. Oversees the revision of long range plans, goals, and objectives for the work directed. Manages the development of policy changes in response to changes in levels of appropriations or other legislative changes. Manages organizational changes to the organization directed, or major changes to the structure and content of the program or program segments directed. Exercises discretionary authority to approve the allocation and distribution of funds in the organization's budget. OR Exercises final authority for the full range of personnel actions and organizational design proposals recommended by subordinate supervisors, although it is possible formal clearance may be required for a few actions, such as removals and incentive awards above set dollar levels. Factor 4- 1 Nature of Contacts Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation for these meetings typically includes using briefing packages or similar presentation materials that requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside the employing agency, such as top- and mid-level corporate executives or national officers of employee organizations; - Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature; - Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments; - Nationally recognized journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media; - Senior level or executive level heads of bureaus and higher level organizations in other Federal agencies. Factor 5- 1 Purpose of Contacts The purpose is to influence, motivate, or persuade persons or groups to accept opinions or take actions related to advancing the fundamental goals and objectives of the program or segments directed. Contacts may involve the commitment or distribution of major resources, competing objectives, resource limitations or reductions, or comparable issues. Person contacted come from a variety of backgrounds and have different perspectives. The exchange of information will require highly developed communication skills, negotiation, conflict resolution, leadership, and similar skills in order to obtain the desired results. Factor 6- 1 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher level, or equivalent. Factor 7- 1 Other Conditions Supervision and oversight involves exceptional coordination and integration of a number of very important and complex program segments or programs of professional, scientific, technical, managerial, or administrative work comparable in difficulty to GS-13 or higher level, or equivalent. Supervision and resource management involve major decisions and actions that have a direct and substantial effect on the organizations and programs managed. OR This position manages through subordinate supervisors and/or contractors who each direct workloads comparable to GS-12 or higher.

Chief Information Officer, FE- 0301


Position Number: D09270 Introductory Statement: This position is located in the Peace Corps, Chief Information Office. The incumbent is a member of the Director's senior staff. As such, the incumbent is privy to the philosophies of the Peace Corps Director. A confidential relationship between the Director and the incumbent is imperative as the incumbent speaks for the Director and is expected to reflect the Director's philosophies in conversations with leading figures of the government, business, and other groups. The incumbent also represents the views and directions of the Director in communications with agency managers, program officials, and the public. Due to the sensitivity of the issues with which the incumbent is involved and the critical nature of his/her work, it is essential that the incumbent possess an intimate knowledge of the aims, goals, and policies of the Director and the Administration, and is able to implement them in performing the duties of the position. Because of the sensitive nature of the work involving top officials of the Agency and other Federal agencies, Members of Congress, the Administration, and senior officials of other governments the discharge of duties require a close, confidential relationship with the Director, and the incumbent is required to exercise the utmost tact and discretion at all times. As the position is confidential and policy determining and/or advocating in nature and requires the utmost confidence of the Director in its execution, appointment to and retention in he position is solely in the discretion of the Director. Program Management and Oversight 50% Provides direct management oversight and vision for the organization by means of strategic planning, personnel management and budget formulation. Administers the implementation of approved programs and projects. Monitors, reviews, analyzes, and directs program implementation. Makes decisions and recommendations for program adjustments to meet conditions and changing situations, as well as to accommodate programs directed by the Director and other senior agency officials. Develops, implements, reviews, and analyzes Information Management performance measures throughout the agency. Creates reports and provides feedback to the Director and agency senior officials. Develops and proposes recommended changes to policies and procedures as a result of these analyses. Monitors the management of the information infrastructure that supports the agency's daily administrative operations. Develops information technology support processes to better serve the headquarters, Regional Offices and overseas posts. Responsible for the strategic uses of information in achieving the agency's mission. This includes business practices and information systems encompassing hardware, software data communication networks, computer facilities engineering, information assurance, operations and maintenance. Reviews and evaluates alternatives resulting from research, design, development, testing, evaluation and integration of work processes, computer hardware and software, data processing and communication systems. Has overall responsibility, as well as delegated authority, for the oversight and administration of broad, emerging, and/or critical agency programs or operations. Primarily responsible for the direction and management of large-scale agency programs and operations to efficiently achieve specified goals and objectives. Evaluates current and proposed programs and operations and recommends actions to initiate, modify, or discontinue projects as needed. Receives administrative direction in terms of the broadly defined missions and functions of the agency. Interviews and recommends candidates for vacancies, evaluates staff, handles grievances and disciplinary actions, recommends promotions and special commendations, and implements or recommends training programs. Policy Development 40%

Prepares the Peace Corps information systems for the future. Formulates policy and provides technical expertise regarding all aspects of information management throughout the agency with emphasis on creating visionary plans for future agency information systems. Optimizes investments in legacy and future technologies by developing and maintaining the Agency's information management architecture and long-range plan for improving information resources. Responsible for the development of information plans and programs, configuration management of the agency's information systems, and coordination of information management plans and programs. Responsible for the promotion of effective agency operations by implementing budget-linked capital planning for and performance-based management of IT systems. Deals with a wide range of complex and sensitive matters having substantial ramifications for agency policies and program operations. Takes the Director's views, goals, and objectives into account in developing strategies to improve operations within the organization. Participates closely with the Director and other top Peace Corps officials in the resolution of issues that influence the image and/or character of the agency and its programs. Defines and analyzes problems and effects appropriate solutions. These problems involve the widest range of issues affecting policy direction and resource allocation. Provides authoritative advice to the Director on the effectiveness of established and proposed programs. Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Translates new legislation into program goals, actions, and policies, interpreting the impact of new legislative requirements on agency programs. Recognized as an agency authority in formulating new policies and program objectives that have a broad or long-range impact on one or more significant programs of the agency. Provides management and consulting services to top executives of the agency on change management and internal business process improvements to improve the effectiveness of major agency operations and functions. Liaison and Public Contact 10% Represents the Director's views in contacts with Members of Congress, other Officials of the Administration, the private sector, and officials of other governments on matters of Peace Corps policy. Analyzes and interprets attitudes of persons contacted and briefs the Director on the opinions and trends which the incumbent is able to identify. Recommends courses of action based on information gathered after considering all ramifications of such information. Establishes and maintains effective working relationships with various high-level individuals, including Members of Congress and their staff, other legislative and executive agencies, executives of major corporations, and distinguished members of the public. Establishes and maintains close and cooperative working relationships with the agency or department management and officials, government agencies, and other institutions with related interests to advance the programs and objectives of the agency. Communicates with the management team on the status of different work activities and efforts. Reports regularly on the effectiveness of specific programs. Actively participates in boards and committees as the representative of the agency in dealing with matters which extend well beyond the assigned program responsibility. Serves as the principal representative and consultant for the agency at interagency and international meetings dealing with issues and information in the area of expertise and program responsibility. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 1 Program Scope and Effect Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program managed directly involves the national interest and the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy; and has a pervasive impact on the general public. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 1 Supervisory/Managerial Authority Exercised

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

Staffing Analyst, FP- 0301- 5


Position Number: D09729 Introductory Statement: This position is located in one of the three Regions (Europe, Mediterranean, and Asia Region), or other Peace Corps organization Human Resources Advisory Services 20% Provides operational Human Resources management services within an assigned organization with standardized job and career patterns and well-defined work processes. Clear precedents cover the Human Resources problems and issues encountered for which one or more solutions are readily apparent. Provides routine guidance to managers in Human Resources matters involving recruitment and placement, leave administration, employee relations, employee development, classification, and position management. Performs job analyses and works with managers, utilizing automated systems, such as Web-based applications, to develop accurate position descriptions. Assists managers with recruitment issues, providing advice on alternatives in filling positions. Advises management of requirements of competitive actions. Manages the merit promotion program for the assigned unit. Assists in providing guidance and direction to management on present and potential organizational, management, or employee problems. Analyzes employee utilization, organizational development, and other ongoing Human Resources issues pertinent to the organization. Problem Identification and Resolution 20% Assists in the resolution of complex program or administrative issues or problems. Independently resolves well-precedented issues. Organizational Liaison for Human Resources Management Issues 20% 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. Performs human resources management support for an organization where the personnel problems encountered result from a specific request from a supervisor or employee. 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. Serves as the organization's liaison with the agency Human Resources office. 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 on matters of accepted practice such as guidance on establishing positions and developing position descriptions, or providing information on the procedures to follow to resolve an employee relations issues. Research and Analysis Work 20% 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. Liaison Activities 20% Performs straightforward and non-controversial tasks to assist in the development and maintenance of relationships with various stakeholders in government, private industry, and/or academic institutions. Assists in developing and implementing plans for disseminating routine information about a specific organizational program. Coordinates assigned activities in support of a program. Makes initial determination for the handling and processing of information requests, and prepares written or verbal information based on the nature of the request and agency practices. Develops written materials to transmit information concerning the nature and purpose of the program. Participates in public meetings to provide program-related data and information. Identifies, considers, and resolves issues or problems of a procedural or factual nature. 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.

Chief Compliance Officer, FP- 0301- 2


Position Number: D10186 Introductory Statement: The incumbent is a member of the Directors senior staff. To fulfill the responsibilities and tasks of this position, the incumbent is privy to the management priorities and strategic thinking of the Peace Corps Directors senior staff . A confidential relationship between the Directors senior staff members and the incumbent is imperative as the incumbent is delegated, through the Chief of Staff, responsibility for action on critical Peace Corps management and agency performance issues. In exercising assigned responsibility, the incumbent is guided by applicable law, Federal statutes, and Peace Corps policy, and the Strategic Plan. Advice, guidance, and directives, on compliance matters, issued by the incumbent to Peace Corps offices or operating units is staffed through management channels so as to carry the authority of the Director. Assignments are given to the incumbent by the Chief of Staff. The incumbent initiates action and makes recommendations within the framework of the Chief of Staffs guidance. The incumbent keeps the Chief of Staff and appropriate office heads advised of any major issues that develop, commitments and progress made, and final resolution of compliance issues. The incumbents work is reviewed in terms of results achieved. Problem Identification and Resolution 75% Provides expert guidance in the resolution of complex problems or issues impacting PC programs. The incumbent plays a critical role in ensuring Peace Corps' compliance with applicable law, statutes, and policy and in maximizing its organizational performance against the stated goals of its Strategic Plan. Following are the principal responsibilities of the Chief Compliance Officer: 1. Collect, track and monitor reports that require compliance follow-up and provide oversight to the activities that need responses. These include IG audits and program evaluations, Office of the Director generated reviews, the areas of Safety and Security (the compliance components of Manual Section 270 on Volunteer Safety and Security),and other office generated reviews as appropriate. 2. Coordinate with Peace Corps offices to bring closure to outstanding recommendations from OIG audits/reports; 3. Check follow-up final reports to ensure that the proper responses have been given and changes made where required, and that a follow-up/closure report is complete. 4. Prepare formal monthly compliance reports to the Chief of Staff on the status of Agency compliance follow-up. 5. Coordinate, prepare, reconcile and update compliance matrices. 6. Advise the Chief of Staff and other senior managers on compliance strategies to avoid potential non-compliance, or address instances of non-compliance found and reported by the OIG. 7. Design and conduct training on compliance procedures with all Peace Corps Offices. 8. Provide insight on PC policies and the need for policy change, drawing from OIG reports, management assessments and other analyses. Work closely with the Associate General Counsel for policy and liaise with the Policy Review Board to ensure that policies that appear non-compliant are reviewed for relevance and currency. 9. Review and prepare mandated accompanying information for the transmittal of the OIG's Semi-Annual Report to Congress. 10. Craft compliance presentations to overseas and domestic offices/staff as needed. 11. Other duties as assigned by the Chief of Staff. Presentation of Findings and Recommendations 25% Researches, analyzes, and provides expert technical advice and assistance on complex program issues, such as issues or problems which impact substantive, mission-oriented programs. Recommendations may pertain to complex conclusions from evaluative studies; interrelated issues concerned with cross-cutting or conflicting goals; and adherence to budget constraints as they relate to cost/benefit analysis. Recommendations impact long-range planning and implementation of program objectives. OTHER SIGNIFICANT FACTS:

Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position 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- 5 Supervisory Controls Assignments are given to the incumbent by the Chief of Staff. The incumbent initiates action and makes recommendations within the framework of the Chief of Staff's guidance. The incumbent keeps the Chief of Staff and appropriate office heads advised of any major issues that develop, commitments and progress made, and final resolution of compliance issues. The incumbent's work is reviewed in terms of results achieved. Factor 3- 5 Guidelines Guidelines consist of broad administrative and program policy statements, and basic legislation, related court decisions, or state and local laws that require extensive interpretation. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on program planning and evaluation in a specialized area. Factor 4- 5 Complexity 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.

Program Specialist, FP- 0301- 4


Position Number: D10622 Introductory Statement: . Research and Analysis Work 40% Researches and/or analyzes unstable or uncommon administrative and/or program issues. Determines pertinent issues and collects relevant information from a wide variety of sources. Reviews information and applies standard analytical techniques. Develops recommendations, taking into account unanticipated changes and unusual factors. Special Project Planning or Accomplishment 30% Resolves unusual problems in performing a variety of duties related to special projects involving administrative or program issues. Conducts extensive research of data from diverse sources. Extracts and assembles information. Uses advanced analytical techniques to develop conclusions. Develops written reports or oral presentations to recommend changes to programs or procedures. Program Evaluation 20% Plans, schedules, and conducts evaluations of project operations, procedures, and organizational structures, identifying problems or deficiencies and recommending ways to improve the effectiveness and efficiency of operations in a program or support setting. Provides recommendations to senior management for improvements, such as enhancing productivity or improving customer service. Modifies or adapts analytical techniques, evaluation criteria, and methods of measurement to provide a valid assessment of programs or related initiatives, and predict outcomes. Evaluates the conformance of programs and program actions to available guides, such as pertinent laws, regulations, policies, and precedents that affect the use of program and related resources. Interviews staff and reviews records to determine the cause of any inconsistencies discovered. Program and Policy Advice and Guidance 10% Identifies issues, gathers and analyzes information, and develops advice and guidance to resolve substantive problems affecting the effectiveness and efficiency of work operations in a program or program support setting. 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. Adapts guidance to particular requirements, such as modifying verbal presentations to suit participant groups' needs and interests. 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 in order to recommend program actions and/or policies. 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.

Management Analyst, FP- 0343- 3


Position Number: D10597 Introductory Statement: Management Improvement Studies 25% Evaluates and analyzes multi-functional programs, functions, and organizations across headquarters and regional offices to determine whether the management systems in current use efficiently accomplish the objectives sought. Determines whether existing management controls are sufficient to achieve organizational objectives. Serves as a source of information and advice on programmatic issues that require assessment and/or analysis. Maintains frequent contacts with coworkers in the organization to render advice, consultation, and assistance. Designs, develops, modifies, and/or implements complex automated HR, data processing, administrative and information networking solutions which provide decision-making information to department and/or agency-wide management and staff. Provides technical expertise and support through the development, implementation, and support of automated systems. Analyzes, develops, evaluates, advises on, and improves HR work methods and procedures through automation. Determines actions required to resolve current or potential problems in the areas of systems operation and report generation, and initiates corrective action with appropriate staff. Conceives and implements new initiatives and projects to strengthen, facilitate, and integrate programs. Undertakes or participates in special projects, ongoing analyses, investigations and initiatives that have high priority for high-level management. Writes administrative manuals, handbooks, and procedural memos. Prepares reports which point out effective management practices and discuss problem areas where a need for improvement is indicated. Produces and/or presents information and findings in a variety of formats, i.e., articles, reports, papers, studies, briefings, and other media. Recommends actions to be taken to achieve increased effectiveness and efficiency of functions. Under direction and supervision of the CAO, serves as a team lead to a group of administrative staff located locally and regionally. Administrative Management of an Organization 35% Gathers information, identifies and analyzes issues, and develops recommendations to resolve complex organizational problems or develop and implement organizational policies and procedures across major agency organizations, including all domestic regional offices. Projects organizational requirements through analysis of historical and current activities, and anticipated program initiatives, priorities, and manpower trends. Insures that management is provided with organizational reports, projections, and recommendations. Serves as part of the assigned organization's management team. Provides technical assistance and guidance to the Chief Administrative Officer, as well as other departmental management and staff on administrative policies, operations, and issues. Drafts correspondence, recommendations, reports, and memoranda related to management and administrative programs and issues. Writes administrative manuals, handbooks, and procedural memos as necessary. Provides advice and guidance to managers and employees on questions and situations related to the administrative services provided. Prepares standard forms as needed including travel authorizations, travel vouchers, 52's and other informed filler forms. Responds to phone calls, mail and emails ascertaining the nature of the requests and directing these to appropriate staff. Personally handles all routine or procedural matters based upon a good knowledge of the agency and its programs, and mastery of the office's administrative procedural activities. Assists with the formulation, execution, and review of a substantial segment of the budget for the department. Assists in the tracking, updating, and monitoring of the implementation of the department's and subordinate offices' budgets. May personally conduct, or oversee the research of purchasing requirements, coordination with vendors, procurements, gathering of pertinent supporting materials, and proper reconciliation of charges on a local or nation-wide scale. With counsel from CAO and other pertinent departments, ensures that all purchasing is in compliance with Federal and Agency requirements. Serves as primary POC for telecommunications, information technology, space management, and print management.

Manages requests for computer and telecommunication systems. Ensures that It requests are appropriate, and requested in a timely manner. Serves as the print officer for the department, responsibilities include the oversight of inventory, planning reproduction schedules, maintaining and disseminating supplies, directing applicable print and warehousing staff, maintaining adherence to agency print requirements, administering required procurement actions, storage, and oversight of the shipments for Headquarters and Regional offices. Processes requisitions for equipment maintenance or repairs. Maintains the offices supplies for HQ staff. Develops and maintains a system to ensure supplies ar available at all times. Prepares and submits office supply orders. Serves as the bankcard holder for VRS. Procures supplies, equipment and other items as approved by the CAO utilizing approved agency bankcard procedures. Maintains necessary log books for procurement and bankcard purchases. May serve as contact for all space-modification projects. Makes recommendations on space-related issues. Maintains liaison with agency staff and managers to assure needs and requirements are effectively met and to keep abreast of new and improved developments within the area of responsibility. Establishes and maintains effective working relationships with managers and personnel throughout the agency and other offices within the department, and with the private sector. Provides liaison with counterparts within the Agency, and monitors the activities of subordinate clerical and administrative staff. Human Resources Administration and Management Work 40% Plans for and provides a wide range of liaison services to support human resources administrative activities of a complex or specialized nature for an assigned organization, such as developing informational materials for widespread internal and external distribution based on knowledge of internal operations, PC HR policies, budgetary constraints, and work priorities. Serves as primary liaison to the human resources office and provides technical assistance and guidance to the CAO on all human resource related issues. Analyzes and makes recommendations for best utilization of human resources. Provides guidance and assistance to supervisors and staff on all human resources issues. Communicates, interprets, and advises on human resources policies, regulations, and procedures. Calls management's attention to problems that require PC Human Resources office intervention or correction. Provides orientation for new staff. Keeps managers informed of the status of on-going personnel actions. Provides advice on solving complex human resources-related problems. Provides advice and assistance to managers and staff concerning complex human resources-related problems, ensuring that personnel actions comply with legal requirements and government/agency human resources policies, regulations, and procedures. Drafts and processes all personnel actions, tracking them through the various administrative levels of the organization. Prepares draft staff position descriptions and statements of work, maintains personnel files for all staff, oversees the timekeeping of all department staff. Assists in the development of regional office specific personnel and human resources policies and procedures, and dissemination of personnel information to management and staff. 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. 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- 4 Supervisory Controls

The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies and management and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Administrative policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Administrative guidelines usually cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee may refine or develop more specific guidelines such as implementing regulations or methods. Factor 4- 5 Complexity Analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 4 Scope and Effect The purpose of the position is to assess the productivity, effectiveness, and efficiency of program operations and/or analyze and resolve 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. The 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 Personal 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.

Administrative Specialist, FP- 0301- 4


Position Number: D10624 Introductory Statement: This position is located in one of the Regional Recruiting Offices (RROs) of Volunteer Recruitment and Selection (VRS). The Administrative Specialist assumes full responsibility for a wide range of financial, administrative, budgetary and accounting operations for multiple RROs. The employee is expected to exercise independent judgment in these areas and to give professional advise and guidance to the Regional Office Managers (ROMs) 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 and closely with the Chief Administrative Officer for VRS. Budgeting and Financial Administration 30% Responsible for implementing Peace Corps regulations and policies applicable to administration of the budgetary and accounting procedures of the covered RROs. Analyzes support processes and provides advice for administering a changing budget of expenses involving different funding sources. Enters commitments and obligations into the Oracle-based financial management system. Amends or de-obligates obligations as necessary 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 ROMs 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 ROMs on availability of funds throughout the year. As necessary, prepares requests for additional funding to present to Peace Corps headquarters. In cooperation with the ROMs, prepares the regional office annual budgets 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. 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. 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. 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. Administrative Management of an Organization 15% Independently performs administrative management functions that service and/or fulfill a number of organizational requirements. 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 15% 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. Program Evaluation 10% Routinely conducts cost-benefit analyses of regional office activities. Modifies or adapts analytical techniques, evaluation criteria, and methods of measurement to provide a valid assessment of programs or related initiatives, and predict outcomes. 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. 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.

Chief of Programming and Training, FP- 0340- 2


Position Number: D10075 Introductory Statement: This position is located in one of the Peace Corps Regional Offices. The Chief of Programming and Training (ChiPT) is a member of the regional senior management staff and articulates the regions programming and training strategies and needs within the region and throughout the agency. The ChiPT maintains an overall perspective on programming and training directions in the region and makes funding and staffing recommendations to the Regional Director in those areas. The ChiPT works in close cooperation with the Office of Overseas Programming and Training Support (OPATS) in order to elicit technical advice and support to respond to programming and training needs at overseas posts. The position supervises a team of 2-3 Program and Training Specialists or Sub-Regional Program and Training Officers. Liaison Activities 25% Plans, directs, and executes liaison operations for critical agency-wide programs, with national or international implications. Serves as the principal liaison to OPATS in the identification of support opportunities to improve programming, training and evaluation assistance to overseas posts. Assumes a leadership role in establishing regional response priorities in consultation with regional management and technical specialists in OPATS. Serves as the liaison with the CIO's office to insure that technology is being effectively used overseas to enhance post operations, program implementation and staff development. Represents the region on working groups, task forces and standing committees dealing with programming and training issues as needed. Develops, implements, and reinforces effective and positive working relationships with diverse partners including: representatives of local partner agencies and organizations, NGOs, municipal and high-level government agencies, other volunteer sending organizations, and international donors. Serves as the principal regional liaison to the Office of Volunteer Recruitment and Selection and Peace Corps Response in conjunction with the Program and Training Specialist. Program and Policy Advice and Guidance 25% Provides expert advice and guidance on broad projects and programs with national impact. Guidance requires extensive interpretation for many different and unrelated program processes and methods. Coordinates the dissemination of best practices in regional and global programming and training efforts. Supports the introduction of innovations and creative techniques in programming and training. Provides feedback to overseas staff, Country Desk Units, and regional management on the quality of performance and effectiveness of specific programming and training interventions. Makes periodic management oversight visits to overseas posts to provide regional guidance and technical assistance in program development and training. Reviews and responds to project plans, IPBS submissions and other program and training documentation to provide guidance and feedback to posts and to the region. Monitors and analyzes particular program measurement indicators such as: trainee projects/requests/input; volunteer/trainee attrition; and project status and achievement. Training Programs 25% Reviews and evaluates national curricula, and troubleshoots problems and issues pertinent to the agency's education and training program. Oversees the design and implementation of training events, workshops and conferences held in the region, including all Country Director Conferences. Provides regional input into the design and implementation of overseas staff training programs. Suggests innovative methods and techniques for addressing overseas staff development needs. Participates in the interview and selection processes for overseas program and training staff.

Manages all regional training contracts. Coordinates training contract procurements and negotiations. Oversees the preparation of requests for proposals and statements of work used in the procurement process. Program Planning and Management 25% Assesses program effectiveness or the improvement of complex program and management processes and systems encompassing difficult and diverse functions or issues that affect critical aspects of the major programs of the agency. Participates in the development of regional strategies and the allocation of regional resources for programming and training activities based upon plans articulated by overseas posts in IPBS submissions as well as regional priorities. Supervises the performance of the Programming and Training Specialist and Sub-Regional Program and Training Officers. The ChiPT provides technical, policy and management guidance. The ChiPT should ensure that a team approach is achieved within this programming and training team. Monitors all IAP regional and post participation in HIV/AIDs programming and training activities, providing direction and oversight. Provides particular attention to all regional efforts related to Peace Corps PEPFAR engagement. Monitors and makes final allocation decisions on all discretionary partnership funds (e.g. PASA, IAA, SPA) within the region's control in response to planned and ad hoc requests from overseas posts. Coordinates all post assessment activities in the IAP region. Defines mission goals in conjunction with post staff; participates in team member selection; facilitates briefings, debriefings and follow up. Coordinates all regional monitoring and evaluation efforts. Assists in the development of tools and systems for evaluating the overall effectiveness of the PCV contribution overseas. Analyzes regional reporting on programming and training to determine trends and identify areas in need of improvement. Works with overseas posts and OPATS to identify and select all short-term consultants working in the region. Coordinates the preparation of scopes of work and evaluates the effectiveness of a consultant based upon inputs from posts and technical specialists. Serves overseas in "Acting" capacity periodically as needed for posts including designation as: Country Director, Programming and Training Officer, and/ or Associate Peace Corps Director for a specific program sector. 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- 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 The purpose of the work is to analyze and evaluate 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 line and staff officers at all organizational levels in the Peace Corps, professional and top level officials of other agencies, host country officials, and representatives of private interest groups. 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.

APCD (TEFL), FP- 0301- 5


Position Number: D10414 Introductory Statement: This position is located in a Peace Corps country office 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% 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 the agency 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. 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. Oversees the control, coordination, and acceptance of all gifts and donations through the voluntary service program. Advises the two control points for the services and general post fund accounts. Recommends budget forecasts and equipment requests. Delegated the authority to incur expenses by receipting for supplies, equipment, and services. Works with a program that has trouble finding or retaining volunteers. Promotes learning opportunities available through training, guidance, and assistance. 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%

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. 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 programming, training, and administrative systems. Performs short-range planning and management for new basic agency programs where precedents exist. Provide input for 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: This position is subject to medical monitoring program. 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.

Facility Operations Specialist, FP- 1640- 7


Position Number: D10154 Introductory Statement: This position reports to the Chief of Facilities Management Division. The incumbent is primarily responsible for supporting the agency facility operations work center. Facility Maintenance Coordination 100% Assists with coordinating the utilization of buildings, utilities, storage operations, location of furniture, equipment, materials, chemical solvents, and flammable materials. Assists with preparing building layouts to accommodate mission needs that include specifications for specialized equipment. Coordinates with and assists engineers to ensure adequate maintenance or restoration of buildings and grounds, with minimum disruption. Assists engineers in developing a general cleanliness program. Participates with surveys and inspection of facilities to evaluate use patterns and identify maintenance or restoration requirements. Prepares inspection summaries and narrative assessments of facility conditions. As an advanced trainee, increases knowledge, skills, and abilities in facilities operations. Researches regulations and other pertinent directives for answers to questions prior to consulting with the supervisor or a higher-grade employee. Successfully completes required formal and on-the-job training, and demonstrates a progressive ability to independently accomplish assignments. Assignments are varied in nature, yet limited in complexity. Increases networks and contacts beneficial to the successful performance of assignments. Supports projects/work assignments of higher-graded specialists. Performs work involving the planning and coordination of facilities operations and services. Determines facility, grounds, or equipment overhaul, maintenance restoration, or repair needs. Plans the workload, sets work priorities and deadlines, and coordinates the work operations among units to complete operations or provide services to assigned facilities. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The work requires a basic foundation of the concepts and principles of the conventional methodology required within the occupation. The knowledge would typically be gained through extensive practical experience and formal training in the occupation or a bachelor's degree program in the occupation and additional experience/internship in the field. Additionally, a general familiarity with the Agency's practices, policies, and procedures is required for the advanced trainee to perform assignments independently. 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. Uses initiative in carrying out recurring assignments independently without specific instructions, 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. However, review of the work increases if the employee has not previously performed similar assignments. Factor 3- 2 Guidelines Uses established guidelines in the form of standard instructions, literature, precedents and practices concerned with the assigned function. Judgment is required in locating and selecting the most appropriate guidelines and references. This may include exercising discretion, such as selecting among alternatives and making minor deviations occasionally to adapt guidelines to specific cases. Situations to which existing guidelines are inapplicable or those requiring significant deviations are referred to the supervisor. Factor 4- 2 Complexity

Assignments consist of specific, well defined tasks which typically are designed to orient the employee in the administrative policies and regulations, technical programs, organization operating procedures, and the specialty area with which the organization is concerned. The differences among assignments are easily recognized and are of a factual nature such as a specified analysis, action, or procedure to carry out. Typically, work is routine and includes carrying out common qualitative and quantitative analyses; implementing routine programs; and/or preparing guides, draft decisions, or tentative opinion. Factor 5- 2 Scope and Effect Work involves routine or well-established procedures that comprise a complete segment of an assignment or project of broader scope. Work efforts affect the accuracy and reliability of the work being performed by other administrative employees. Factor 6- 2 Personal Contacts Contacts are with a number of individuals in the employee's organization or setting, but outside the employees immediate work unit. Contacts typically include customers seeking assistance or services from the employee. Factor 7- 1 Purpose of Contacts Contacts are for the purpose of exchanging factual information. Factor 8- 1 Physical Demands Work is primarily sedentary, although some walking or bending may be involved in coordinating services. Factor 9- 1 Work Environment Work is usually conducted in offices and office areas where there may be occasional exposure to unsafe practices or conditions associated with office operations that require normal safety precautions.

Sub-Regional Program and Training Officer (TEFL), FP- 03013


Position Number: D10626 Introductory Statement: This position is based in a Peace Corps post, but provides programming and training support through out the Sub-Region. The role of the Sub-Regional Programming and Training Officer/Teaching English as a Foreign Language (SRPTO/TEFL) is to provide assistance in developing appropriate strategies and improving the management skills of program and training staff. The SRPTO/TEFL reports to and is supervised by the Chief of Programming and Training for the Region. The SRPTO/TEFL will provide high quality training, consultation and support to PC staff in order to build their capacity to design, implement, and manage TEFL projects and training appropriate to the needs of each country. The SRPTO/TEFL may be asked to respond to additional requests for assistance in areas such as team building and conducting staff retreats, and from time to time may conduct TDYs to fill in for staff absences. These duties will be carried out in consultation with the Chief of Programming and Training, Peace Corps Country Directors, Programming and Training Officers, and Associate Peace Corps Directors. Training Needs Assessment and Analysis 34% Provides expert analysis and advice on complex program issues for TEFL projects. As a technical expert in TEFL, assists post in formulating programming and training guidance for strategic planning, leads assessments and evaluations at individual posts to examine current programming, training and operational methods used, and makes recommendations to assist posts in implementing more effective methods. Evaluates programming activities to ensure that the projects and assignments of the PCVs are consistent with the thrusts of the government and serve the needs of the country and, in the course of evaluating the effectiveness of programs, recommends and implements changes or adjustments as required. The SRPTO/TEFL will also gather and disseminate "best practices" as available. Assesses posts' staff development needs and directly provides staff development opportunities through training events, staff retreats, or mentoring to staff responsible for programming and training. The SRPTO/TEFL will either facilitate these trainings or identify "cross post" or other sub-regional resources to deliver the training. Provides intensive support and consultation to in-country training staff during the training design, Training of Trainers (TOT), and training delivery phases of PSTs and ISTs to strengthen technical, language and cross cultural training design and management. In addition, the SRPTO/TEFL will coordinate the collection and dissemination of training reference materials. The intent of the support and consultation is twofold: it will assist in the provision of higher quality training to Volunteers directly and will develop skills and confidence among training staff. Program Analysis, Guidance, and Management 33% Provides advice and guidance to resolve, implement, or manage program or policy issues that involve major areas of uncertainty in approach or methodology. Works with post to strengthen projects by conducting project reviews. This entails working closely with the APCD (or PM) to devise a plan, review project documentation, participate in meetings and briefings with partner agencies, ministries and/or government officials, and interview Volunteers and their counterparts. After information has been gathered, SRPTO/TEFL will present findings to the Country Director and programming staff, facilitate action planning sessions, and provide the post with finalized recommendations for project enhancement. Analyzes and prepares reports on post activities for the purpose of recommending interventions that strengthen program and training management. Liaison and Training Organization 33% Serves as technical expert in the resolution of problems and issues related to substantive mission-oriented programs that influence the development and maintenance of relationships.

Develops contacts with international organizations, local and sub-regional NGOs and PVOs, universities, and host country governments to establish, maintain, and share a regional talent bank of staff members, local trainers, programmers, and other technical assistance providers (from both public and private sectors) who can be available for short term assignments. The intent of this assistance would be to identify and cultivate a cadre of qualified technical training consultants who would be locally available and could develop familiarity and expertise with the needs of posts. Collaborates with the Chief of Programming and Training, Host Country staff, the Regional Assistance Unit (RAU), and the Overseas Programming & Training Support (OPATS) office at headquarters to assist in the planning, organizing and facilitating of skill building workshops and activities related to programming and training. Works with Headquarters staff in the execution and expansion of overall review projects. Organizes all programming and training conferences for the Sub-Region. Provides support for staff members and Volunteers in exceptional circumstances such as country evacuations or staff lapses. 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.

Information Technology Specialist (Information Security), FP2210- 3


Position Number: D09417 Introductory Statement: Information Systems Security 40% 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. 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. Cybersecurity Planning and Implementation 19% Addresses complex cybersecurity issues for information technology (IT) systems with national impact. Leads the implementation of cybersecurity programs designed to anticipate, assess, and minimize system vulnerabilities, such as intrusion detection or access authentication programs. Coordinates the implementation of cybersecurity programs across platforms, and establishes vulnerability reporting criteria. Schedules and conducts special cybersecurity studies, surveys, or reviews of IT systems to ensure that appropriate safeguards exist to protect against perceived threats. Plans and directs the development of cybersecurity criteria and guidelines for users of IT systems. Reviews specifications of all IT-related purchases to ensure they contain full consideration of cybersecurity-related needs. Monitors progress toward enhanced security measures outlined in certifications. Investigates security incidents and recommends corrective actions. Monitors and evaluates changes that affect system security. Establishes risk-management procedures and ensures that risk-management techniques are applied to all new or modified electronic computing and wireless communications systems. Works to continuously provide critical system services, in addition to detecting and containing any cybersecurity attacks. Computer Forensics Examinations and Advice 11% As an expert in the areas of data structures, operating systems, and software applications, completes highly specialized computer forensic investigations, such as those employing artificial intelligence logic to identify patterns of numbers signifying bank accounts, phone numbers, social security numbers, dates of birth, and/or credit card numbers.

Conducts complex investigations that require use of special investigative methods and techniques, a high degree of originality and initiative, and an expert knowledge of the laws, regulations, and rules relative to the specific investigation. Monitors advances in technical, procedural, and administrative aspects of computer forensics. Performs technical evaluations of new equipment, software, approaches, and procedures, documenting results. Establishes and revises criteria for the gathering and review of data and evidence. Serves as a technical point of contact within the agency and to the outside computer forensic community, providing criminal investigators, intelligence analysts, computer industry representatives, professional organizations, and/or computer forensic professionals in other Federal, state, or local law enforcement organizations with computer forensic advice, guidance, and testimony. Testifies as an expert witness, explaining or justifying computer forensic procedures or findings. Provides expert legal advice to staff and other officials, and assists in the preparation of cases for trial. Evaluates and makes final determinations of the technical suitability of data for use in trials. IT Project Planning and Management 10% Plans and manages complex IT projects involving interrelated disciplines and multiple stages of the systems development lifecycle. For example, manages IT projects for a division or bureau of an agency, and aligns the IT infrastructure with agency business requirements. Integrates systems analysis, software development, database administration, and customer support into the project plan. Identifies customer information systems requirements, and develops project estimates, schedules, and contingency plans. Recommends the overall project plan, budget, tasks descriptions, work breakdown schedule, and deliverables. Maintains liaison with customers on technical, management, and budgetary matters concerning specific aspects of the project. Analyzes information systems requirements, and integrates subsystems. Participates in change management by reviewing configuration change requests. Develops testing strategies, plans, or scenarios. Participates in milestone project reviews, and monitors project activities/resources to mitigate risk. IT Policy/Guidelines Development 10% Develops and implements directives to implement high-level policy changes that impact significant agency technology resource requirements. Analyzes statutory requirements against existing directives to assess the degree of change necessary to comply with 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. Customer Support and Configuration Management 10% Manages special projects that have a significant impact on the delivery of customer support services. Represents the customer support office in planning for the installation and implementation of new systems (e.g., upgrade to a new operating system). Leads efforts to define post-implementation support requirements. Develops service level agreements (SLAs) that define requirements and expectations for the delivery of customer support services. Develops and implements performance criteria to ensure that requirements are achieved. Leads quick-response teams in responding to customer service problems resulting from catastrophic events, such as virus infections or power outages. Consults with other experts in other specialty areas to develop integrated action plans. Issues technical bulletins 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. Explores ways to upgrade or enhance the level of services provided. Implements changes in response to changes in customer requirements. Resolves issues related to the delivery of services. Keeps abreast of changes in customer mission requirements through interaction with management in customer organization. Initiates service modifications to meet changing requirements. Represents the customer service discipline on applications development teams to ensure that customer service requirements are addressed during the systems development process from translation of functional requirements through systems testing. Negotiates with other senior members of the applications development team to ensure applications are customer oriented. Reviews technical and design specifications. Recommends changes needed to address customer support requirements. Develops specifications for user instruction manuals based on customers' needs. Defines procedures for providing post-implementation support.

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 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.

Management Analyst, FP- 0343- 4


Position Number: D09773 Introductory Statement: This position is located in the Office of CIO. Familiarity with IT terminology and systems is recommended. Budgeting and Financial Administration 47% 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. Problem Identification and Resolution 11% Independently researches and resolves problems of a common or immediate nature. Makes recommendations for and coordinates resolutions. Budgetary and Financial Management Operations Analysis 11% 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 PC processes and decision-making, or plan PC budget for the upcoming fiscal year. Gathers information for assigned programs and reviews budget formulations and workload analysis submissions. Procurement and Contracting Administration 11% 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. Conducts Studies in Support Services Program Areas 5% Conducts studies of organizations with varied missions that involve administrative or program issues not commonly encountered. Determines pertinent issues and collects relevant information from a wide variety of sources, which may require extensive coordination with other departments, external agencies, and the private sector. Reviews information and applies analytical techniques of a moderately complex nature. Develops recommendations, taking into account unanticipated changes and unusual factors. Carries out a variety of special assignments. Special Project Planning or Accomplishment 5% Resolves unusual problems in performing a variety of duties related to special projects involving administrative or program issues. Conducts extensive research of data from diverse sources. Extracts and assembles information. Uses advanced analytical techniques to develop conclusions. Develops written reports or oral presentations to recommend changes to programs or procedures. Internal Control Systems Assessment and Monitoring 5%

Plans and develops new processes and methods for implementing management policies and controls. Gathers data from sources inside and outside of PC to 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. Facility Services, Property, and Supply Administration 5% Coordinates unusual requirements in managing services and supplies for an organizational facility. Sets up and maintains systems required for controlling and tracking purchases, supply movement, and office moves. Takes periodic inventory of all equipment and property, resolving discrepancies on inventory lists with actual inventory. Prepares necessary documents for the accession and de-accession of equipment and property. Conducts periodic surveys of equipment and property use, recommending action as necessary to ensure economical and efficient use of equipment and property. Plans and coordinates office moves. Advises management and staff in the interpretation and application of administrative procedures. 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 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 projects to improve the efficiency and productivity of organizations and employees engaged in administrative support activities. Identifies, analyzes, and makes recommendations to resolve conventional problems and situations. May be assigned portions of broader studies of largely administrative organizations or participate in the evaluation of program effectiveness at the operating level. May develop detailed procedures and guidelines to supplement established administrative regulations or program guidance. Completed reports and recommendations influence decisions by managers concerning internal administrative operations. Factor 6- 3 Personal Contacts

Personal 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.

Medical Officer (Epidemiology), FP- 0602- 1


Position Number: D10246 Introductory Statement: This position is located in the Office of Volunteer Support. The employee provides leadership for the Office of Epidemiology and Surveillance. The employee supervises the staff of the Unit, and has oversight for monitoring and reporting on the overseas health of Peace Corps Volunteers and monitoring public health initiatives as they related to Volunteer health. This position is responsible for planning, development, implementation, and evaluation of the quantitative and qualitative research design, statistical analysis, and data management of the surveillance system and studies involving the incidence, distribution and health management of disease in countries where there are Peace Corps Posts. Conducts Epidemiological Studies 55% Identifies and analyzes public health issues and their impact on public policies or scientific studies or surveys. Consults on, monitors, and measures the outcome of assigned programs through studies which evaluate the effectiveness of project activities in meeting the needs of program participants. Monitors and evaluates the epidemiology/surveillance and the public health aspects of the Volunteer Health Care System. Ensures that information is current, accurate, and useful for Peace Corps policy planning related to the disease prevention and health promotion of Volunteers at post and headquarters. Presents information on public health issues and epidemiology as it relates to the Volunteer Health Care System to Peace Corps Medical Officers (PCMO) and other Peace Corps staff. Leads the design, implementation, and analysis of a significant collaborative study with national or international policy or program implications. Serves as the main liaison to coordinate study activities with participating medical institutions. Designs and executes statistical programs or projects that provide essential information for important segments of the general public. Program Development and/or Management Work 20% Prepares regular and special reports for the Associate Director of Volunteer Support (AD/VS) and Peace Corps leadership regarding the status of Volunteer health; provides appropriate consultations as requested; responds to requests from the AD/VS for analysis of specific problems or advice relative to Volunteer health care. Plans, develops, and implements program/project development activities that affect broad mission areas, such as investigations, studies, and surveys related to the health of the Volunteer. Assists in the evaluation of the effectiveness of in-country health care with special regard to quality of care and effectiveness and delivery of medical and health services. Supervises and directs the data synthesis/analyses, preparation and distribution of epidemiological and other reports. Provides advice to Peace Corps leadership concerning Peace Corps health programming as delegated by the AD/VS. Initiates and maintains regular liaisons with other Federal agencies (State Department, CDC, etc.) and government personnel at all organization levels as pertains to the work of the office, as delegated by the AD/VS. Supports the planning and implementation of continuing medical education courses for PCMOs. Participates as a trainer in selected continuing medical education and other Peace Corps educational conferences. Provides supervision and guidance to staff in the unit who report directly to the Chief of the Unit. Ensures that adequate, qualified personnel are provided, retained, and utilized in an efficient manner. 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. Provides Patient Care 25% Provides medical consultations and guidance to the Screening, Field Support and Post Service teams regarding medical case management in consultation with the Director of Clinical Programs. Serves as a member of the Screening Review, Medical Review and Post-Service Review Boards as delegated by the AD/VS. Provides physician on-call duties (nights and weekends) on a rotating basis with other staff physicians. OTHER SIGNIFICANT FACTS:

Performs other duties as assigned. Factor 1- 9 Knowledge Required by the Position Ability to serve as a consultant to other members in evaluating and correlating conflicting medical evidence for the purpose of arriving at a sound medical conclusion on novel and exceptionally difficult cases. Has authoritative and intensive knowledge of a specialty area, for advise as to when such theories of the specialty areas have been accepted as medical facts and when such theories have not been so accepted. Ability to keep abreast of the latest developments reported in medical literature and be able to apply an authoritative, critical judgment to developments reported. Knowledge of guides including a variety of laws, regulations, and instructions (including the Schedule for Rating Disabilities) relating to claims. 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 planning, designing, and carrying out programs, projects, studies, or other work independently. Results of the work are considered to be technically authoritative and are normally accepted without change. The work is reviewed only for consistency with policies and priorities, and for accomplishment of goals. Factor 3- 5 Guidelines Using broad and general policy statements, and scientific and general technical literature, the employee must exercise considerable judgment and ingenuity in interpreting and adapting the guidelines that exist and develop new guides where appropriate guidelines are totally lacking. Factor 4- 6 Complexity The work involves a complete expert knowledge of medical activities and requires a uniqueness of experience to originate new techniques and programs and the development of new information. This requires the ability to discern interrelationships between and make decisions from seemingly vastly unrelated data from the most difficult sources and develop new state-of-the-art data to originate and establish new methods or techniques. Factor 5- 6 Scope and Effect The purpose of the work is to resolve critical medical problems of the utmost concern which may affect the medical community on a grand scale, to isolate and define extremely rare and unknown conditions, or to develop new state-of-the-art approaches, methods, guides, and standards or other publications for use by other medical personnel. These work efforts effect grand-scale policy decisions and the content and interpretation of agency regulations and guidelines of the utmost complexity. 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 position may negotiate and participate in cooperative studies with various Federal agencies, States, and health related organizations. Factor 7- 3 Purpose of Contacts The purpose of the position's contacts is to influence, motivate, interrogate, or control persons or groups in order to provide overall direction for agency policy. Contacts are for the exchange of ideas, information, and data, and for the development of cooperative efforts and projects. Contacts may require difficult negotiations and considerable responsibility in public relations for agency programs and policies. Factor 8- 1 Physical Demands The work is mostly sedentary, but includes walking, standing, bending, and carrying items such as books and documents. Factor 9- 1 Work Environment The work is performed in a typical office environment where work areas are adequately lighted, heated or cooled, and ventilated.

Program Analyst, FP- 0343- 4


Position Number: D10651 Introductory Statement: This position is located in the Placement office of the Volunteer Recruitment and Selection department. This position, under the general supervision of the Director of Placement and VRS Support/Data Analysis, is responsible for the collection of data and analysis to be used by VRS. The position is also responsible for ongoing VRS support in terms of data requests, Recruitment/ROM/RC liaison support, Placement data and managerial support requests, standardization of data used across VRS, and other data related support. The position will analyze trends and suggest strategies for improvement. The incumbent will collect, maintain, and archive program information for use by Volunteer Recruitment and Selection and will serve as the point of contact for queries and reports regarding program information. Additionally incumbent will prepare reports, seminars, analyses, and training as needed by Volunteer Recruitment and Selection regarding program information. Vendor/Contractor Evaluation and Monitoring 20% Monitors and evaluates contractor policies, practices, procedures, techniques, methods and management controls for specialized IT contracts. Participates in the administration and control of contractor deliverables in compliance with contract schedules and FAR policies. Participates in the implementation of applications developed by the vendor. In evaluating productivity program effectiveness, independently develops statistical and narrative data to predict workload capability and justify work unit reorganization or restructuring as a more productive or efficient use of human resources. Conducts studies of work methods and procedures, manpower utilization, and organizational structure to determine efficiency levels. Provides recommendations to senior management for enhancing productivity with improved procedures and workflow. Employs advanced qualitative and quantitative techniques to analyze and measure the effectiveness, efficiency, and productivity of organizational programs. Adapts existing analytical methods and techniques to specific issues and/or develops new approaches to resolve complex productivity problems and issues. Develops, coordinates, and implements performance measures to evaluate productivity programs for a major organizational segment of an agency, such as a regional office, center, or major field installation. Preparation of Written Materials 20% Independently plans and prepares reports or other working documents related to complex program issues. Coordinates the contributions of other writers to documents. Format and level of detail for data contained in report is determined by the incumbent based on knowledge of the organization and the purpose of the report. Writes correspondence, memoranda, training documents, implementation documents, decision papers or other documents relevant to program activities. Produces, updates and maintains project artifacts. Conducts analyses of individual programs, functions, and organizations to determine whether the management systems in current use effectively accomplish the objectives sought, and whether they provide the controls necessary for sound management. Uses a variety of complex analytical techniques. Prepares reports which point out effective management practices and discuss problem areas where a need for improvement is indicated. Produces and/or presents information and findings in a variety of formats, i.e., articles, reports, papers, studies, briefings, and other media. Recommends actions to be taken to achieve increased effectiveness and efficiency of functions. Program Analysis and Coordination 40% Plans and develops, maintains, and monitors integrated reporting systems affecting programs with interrelated functions and operations. Analyzes and administers assigned aspects of centrally managed projects, contracts, etc., for programs and projects. Assists in program/project design activities, drafting strategies, suggesting resolution of problems, and furthering project implementation. Provides related IT technical advisement. Analyzes and evaluates the implementation of projects and programs. Reviews, analyzes, and provides advice on program-related requests submitted by managers. Recommends appropriate action or suggests alternatives. Communicates, interprets, and advises on program status, progress, policies, regulations, and procedures.

Coordinates information involved in preparation of program/project. Updates, creates and monitors a budget tracking system. Conducts policy analyses and research of current administrative best practices and trends, and prepares briefing papers for review. Provides advice and technical assistance to supervisors and managers on administrative matters, such as determining administrative processes related to program/project issues. Coordinates the work of the program's or project's staff. Provide logistical support to staff members, interfacing groups, committees and management. Initiates projects and resource changes that reduce life-cycle costs and optimize the return on assets. Conducts portions or phases of a cost-effectiveness study for operating or administrative programs. Assembles and supplies historical cost data to managers and supplies them with current cost information for their use in developing initial budget requests. Manages Communications for Program and Project Plans 20% Monitors technical communications plans, projections, and annual program execution for ongoing projects. Monitors the communications of the program/project in several key categories, and ensures proper communication is maintained. Produces, updates and communicates program/project status, cost and schedule. Coordinate communication between program/project staff members, management, and program committees. Reviews, analyzes, and provides advice on program-related requests submitted by managers. Recommends appropriate action or suggests alternatives. Communicates, interprets, and advises on standard program policies, regulations, and procedures. Disseminates best business and management practices. 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 PC processes and decision-making, or plan PC budget for the upcoming fiscal year. Gathers information for assigned programs and reviews budget formulations and workload analysis submissions. 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 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 projects to improve the efficiency and productivity of organizations and employees engaged in administrative support activities. Identifies, analyzes, and makes recommendations to resolve conventional problems and situations. May be assigned portions of broader studies of largely administrative organizations or participate in the evaluation of program effectiveness at the operating level. May develop detailed procedures and guidelines to supplement established administrative regulations or program guidance. Completed reports and recommendations influence decisions by managers concerning internal administrative operations. Factor 6- 3 Personal Contacts Personal 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.

Chief Acquisition Officer, FE- 1102


Position Number: D10296 Introductory Statement: This is a senior executive service equivalent position located in the Office of Acquisitions and Contract Management (OACM). The incumbent serves as the Chief Acquisition Officer and is organizationally responsible to the Chief of Staff. The incumbent is responsible for all policies, standards and procedures governing agency procurement actions. These included contracts, purchase orders, leases, interagency agreements, cooperative agreements, program agreements and reimbursable agreements. In addition, the incumbent has direct delegation of unlimited Contracting Officer authority from the Director of the Peace Corps. The OACM staff represents the Peace Corps in its daily relationships with representatives of leading industrial and educational organizations, as well as top representatives of other Government and non-Government entities. The incumbent serves as the principle advisor to the Peace Corps Director and members of the senior staff on all contracts and agreement matters. The incumbent is empowered to commit and obligate the Agency in unlimited amounts in the area of contracts, cooperative agreements, purchase orders, leases, interagency agreements and other procurement instruments. This authority is re-delegated at the discretion of the incumbent. Contract/Procurement Advice and Guidance 65% Directs and coordinates the overall contract and agreement management services. As the recognized agency procurement expert, advises on contracting actions and agreement matters, including policy interpretation for contracts of national scope. Counsels senior management staff and officials at multiple levels of PC; senior staff of other Federal, state, and local government agencies; and private sector clients and vendors on contract and agreement related matters. Directs the development and issuance of Peace Corps Manual Sections on acquisition matters and instructions to Headquarters, domestic field and overseas activities. Represents inter-agency, national, and/or international special work groups, task forces, or expert panels on special projects or studies critical to the resolution of far-reaching operating issues and problems. Develops and presents reports for top management on all aspects of contract and agreement operations. Makes final Contracting Officer determinations relative to claims arising from contractual actions. In conjunction with General Counsel, represents the Agency in dealing with GAO and the Board of Contract Appeals regarding bid protests and disputes. Initiates and manages the design, operation, and support of automated acquisition systems. Human Resources Management 35% Supervises a group of employees (contract specialist, procurement assistants and purchasing agents) performing work at the FP-01 level or below. Performs the human resource management functions relative to the staff supervised. Establishes performance expectations for staff members, which are clearly communicated. Provides informal feedback and periodically evaluates staff on organizational performance. Resolves informal complaints and grievances. Takes personnel actions as necessary. Provides advice and counsel to staff members and subordinate managers related to work and policy matters. Effects disciplinary measures. Reviews and approves or disapproves leave requests. Assures that organization staff at all levels is trained and fully complies with the provisions of the safety regulations. The executive is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to ensure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her direction in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. OTHER SIGNIFICANT FACTS: Performs other duties as assigned.

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

Factor 6- 1 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires up to 25% of this position's duty time, is GS-13 or higher level, or equivalent. Factor 7- 1 Other Conditions Supervision and oversight involves exceptional coordination and integration of a number of very important and complex program segments or programs of professional, scientific, technical, managerial, or administrative work comparable in difficulty to GS-13 or higher level, or equivalent. Supervision and resource management involves major decisions and actions that have a direct and substantial effect on the organizations and programs managed. OR This position manages through subordinate supervisors and/or contractors who each direct workloads comparable to GS-12 or higher level, or equivalent.