Director of Recruitment, FP- 0340- 1

Position Number: D10410 Introductory Statement: This position is located in the Office of Volunteer Recruitment and Selection (VRS) at Peace Corps headquarters in Washington, DC. The Director of Recruitment is the principal policy advisor to the Associate Director (AD) of VRS through the Chief of Operations (CHOPS) on all matters pertaining to recruitment. The incumbent oversees the recruitment process from outreach through applicant screening and nomination. The Office of Recruitment includes all Regional Recruiting Offices and a headquarters based Recruitment Support Unit; Masters International Unit; and Diversity/National Outreach Unit. National Recruitment Program Planning and Management 50% Serves as Director of Recruitment, developing recruitment strategies; planning and developing major agency programs of national scope and impact; and determining short and long-term goals and objectives for recruiting qualified, suitable, and diverse Peace Corps applicants. Adheres to defined needs of the Quarterly Training Report Summary (QTRS) and Volunteer Assignment Descriptions (VADS) developed by Overseas Programming Staff and Country Desks, respectively. Responsible, through necessary oversight and supervision, for meeting established recruitment goals. Leads VRS' recruitment efforts to develop, implement and monitor strategies and projects designed to reach and actively engage target audiences. Directs the collection and synthesis of the most recent demographic research and trends affecting multiple generations to create and deliver specific messages and manage candidate expectations of service. Recommends the investigation and integration of cutting edge, innovative technologies, such as social media, for culturally appropriate strategies, messaging and prospect interaction for the recruitment of Peace Corps applicants in support of a dynamic, global environment. Works with selected committees, General Counsel and CIO to evaluate program initiatives and acquire timely approval for application of new technologies and implementation of strategies as needed. To the greatest extent possible encourages experimental recruitment strategies through time-limited pilot projects ensuring each is tracked and evaluated. Reports to AD/VRS via CHOPS on progress of new strategies or pilots and disseminates best practices across RROs. Confers with Office of Communications to develop, implement, monitor and evaluate mass media and advertising in creative ways to enhance public awareness and support for Peace Corps. Ensures consistent messaging across RROs by disseminating talking points, roll-out plans for new initiatives, FAQs, media messaging and all pertinent policy and programming communications. Works closely with CHOPS and Chief Admin Officer (CAO) to plan, allocate, control and track commitment of budgetary funds and staff within HQ and ensures coordination and accountability for same within Regional Office structure. Communicates and coordinates program and budgetary policies and procedures across all Regional Recruiting Offices (through ROMs) to ensure accountability for achieving the agency's goals. Advises AD/VRS and CHOPS on effective engagement strategies, in alignment with recruiting goals, with leaders of state and local governments; federal agencies; public and private sector groups; news media; and other parties interested in furthering the mission of Peace Corps. Creates opportunities for AD/VRS to build partnerships, make presentations and present speeches promoting Peace Corps recruitment objectives. Upon request acts for the Associate Director in performing these duties. Supervisory and/or Managerial Responsibilities 25% Manages FP-2 level supervisors who have responsibility for supervising line employees at the FP-4 level or below. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations.

The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Recommends candidates for Regional Office Manager positions to AD/VRS through the CHOPS through competitive selection. Communicates expectations clearly and holds Regional Office Managers (ROM) accountable for implementing recruitment plans, objectives and activities related to recruiting and evaluating all Peace Corps volunteer applicants. Directs quality and productivity programs for a national program, ensuring that RRO's are provided with support in the areas of recruitment planning to meet numeric goals; production monitoring and evaluation; training to enhance recruitment of skill-specific applicants; technical systems administration, resource development, and staff training. Facilitates communication and collaboration between RROs and Headquarters offices. Coordinates with Placement Manager to maintain effective, responsive and timely communication throughout the applicant/nominee process to ensure consistent applicant experience to the greatest extent practicable. Maintains integrity of recruitment functions by fostering teamwork, exercising discretion, and participating fully in staff exchanges including work groups, task forces, project teams, and committees. Provides leadership, direction and supervision to twelve direct reports: nine Regional Office Managers; Manager, Recruitment Support Unit, Manager, Diversity/National Outreach Unit and Manager Masters International Program. Recruitment Policy, Standard, and Regulation Development, Review, and Analysis 25% Reviews and develops new or proposed recruitment and placement policies, procedures, and guidelines for agency-wide use. Develops the recruitment component of PC strategies and plans to deal with significant staffing initiatives, such as reorganizations and changes in mission. Develops new agency policies, procedures, and guidelines when the recruitment issues under consideration are new and have no applicable precedent, impact significant numbers of volunteers, are highly controversial, or are politically sensitive. Serves as an agency technical authority with respect to development of policies and assessment of regulatory impact upon a rapidly evolving recruitment program. Coordinates program analysis and development efforts with concerned officials of other government entities. Performs analyses that often materially affect the direction and organization of the program. Identifies key policy issues and priorities, designs analyses, evaluates alternative agency strategies, and makes definitive recommendations to senior management. Performs periodic reviews to ensure that PC policies and supplemental directives are responsive, timely, and consistent with existing agency instructions and appropriate precedents. Manages complex consulting projects related to volunteer recruitment activities, programs, and projects. Presents PC position on controversial issues in a variety of forums. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires: (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. The incumbent works under the supervision of the CHOPS for AD/VRS. Manager is expected to handle a wide range of complex issues and to coordinate across other sectors of the agency with minimal supervision and guidance. Work is reviewed in terms of overall accomplishment of goals and objectives as detailed in employee's work plan. Work plan is in alignment with VRS operating plan and overall Peace Corps mission and current strategic plan. Factor 3- 5 Guidelines Guidelines consist of basic administrative policy statements concerning the issue or problem being studied, and may include reference to pertinent legislative history, related court decisions, state and local laws, or policy initiatives of agency management. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on program planning and evaluation in a specialized area. Factor 4- 6 Complexity Plans, organizes, and completes analytical studies involving the substance of key agency programs. Obtains input and assistance from other analysts and subject-matter specialists when required. Serves as team leader, assigns segments of study to various participants, coordinates the efforts of the group, and consolidates findings into a completed project. There is extreme difficulty in identifying the nature of the issues or problems and in planning, organizing, and determining the scope and depth of the study. The nature and scope of issues are largely undefined. Difficulty is also encountered in separating the substantive nature of programs or issues into their components and determining the nature and magnitude of the interactions, and in discerning the intent of legislation and policy statements and determining how to translate the intent into program actions. Factor 5- 6 Scope and Effect Performs very broad and extensive study assignments related to government programs which are of significant interest to the public and Congress. The programs typically cut across or strongly influence a number of agencies. In many cases, the studies are of major importance to each of several departments and agencies and there may be disagreements about which department or agency has primary responsibility for significant aspects of the function. Studies frequently involve extensive problems of coordination in fact-finding and in reviewing and testing recommendations in interested agencies or with outside groups. Recommendations involve highly significant programs or policy matters and may have an impact on several departments or agencies, and may result in substantial redirection or federal efforts or policy related to major national issues. Results of work are critical to the mission of the agency or affect large numbers of people on a long-term, continuing basis. Factor 6- 4 Personal Contacts Personal contacts are with high-ranking officials from outside the agency at national or international levels in highly unstructured settings. Factor 7- 4 Purpose of Contacts The purpose of the contacts is to justify, defend, negotiate, or settle matters involving significant or controversial issues. The persons contacted typically have diverse viewpoints, goals, or objectives, requiring the employee to achieve a common understanding of the problem and a satisfactory solution by convincing them, arriving at a compromise, or developing suitable alternatives. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect

Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention. Factor 2- 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- 4 Supervisory/Managerial Authority Exercised Exercises delegated authority to oversee the overall planning, direction, and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals an objectives for supervisors or managers of subordinate organizational units or lower organizational levels. Approves multi-year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manages the overall work to enhance achievement of the goals and objectives. Oversees the revision of long range plans, goals, and objectives for the work directed. Manages the development of policy changes in response to changes in levels of appropriations or other legislated changes. Manages organizational changes throughout the organization directed, or major changes to the structure and content of the program or program segments directed. Exercises discretionary authority to approve the allocation and distribution of funds in the organization's budget. OR Exercises final authority for the full range of personnel actions and organizational design proposals recommended by subordinate supervisors, although it is possible formal clearance may be required for a few actions, such as removals and incentive awards above set dollar levels. Factor 4A- 4 Nature of Contacts Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation typically includes briefing packages or similar presentation materials, requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside the employing agency, such as executive level contracting and other officials of major defense contractors or national officers of employee organizations; - Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature; - Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments; - Journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media; - SES, or Executive Level heads of bureaus and higher level organizations in other Federal agencies. Factor 4B- 4 Purpose of Contacts The purpose is to influence, motivate, or persuade persons or groups to accept opinions or take actions related to advancing the fundamental goals and objectives of the program or segments directed, or involving the commitment or distribution of major resources, when intense opposition or resistance is encountered due to significant organizational or philosophical conflict, competing objectives, major resource limitations or reductions, or comparable issues. Persons contacted are sufficiently fearful, skeptical, or uncooperative that highly developed communication, negotiation, conflict resolution, leadership, and similar skills must be used to obtain the desired results. Factor 5- 6 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-11 or equivalent. Factor 6- 4 Other Conditions

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

Information Technology Specialist (Network Services), FP2210- 2

Position Number: D10388 Introductory Statement: Telecommunications/Wide Area Network Management 50% Administers and manages a large, complex WAN involving integration of multiple services across agency boundaries, such as regions or multi-state areas. Serves as an expert in all matters related to the acquisition, installation, support, and implementation of WAN systems, applications, and telecommunications systems. Installs and tests all software and hardware upgrades. Ensures all WAN software is properly licensed. Builds and maintains standard software configurations on all WAN devices. Ensures that all WAN hardware and wiring conform to building codes. Implements technology upgrades, reviews new system designs, and proposes hardware and software components. Coordinates problem resolution, and fine-tunes the hardware and software necessary to insure effective Wide Area Network product development. Serves as a technical expert on agency telecommunications systems. Develops, coordinates, and promotes inter-organizational cooperative efforts in the management, utilization, and operation of telecommunications and data processing resources. Serves as a technical authority for an extremely complex state-of-the-art telecommunications system that requires the integration of multiple services (e.g., packet services, cell switches, FTS2000) in a widely distributed communication environment. The work requires extensive analysis and evaluation to support system needs involving varying degrees of data transmission and the potential for numerous points of failure. Manages and provides authoritative guidance for an agency-wide WAN system. Provides expert technical advice to LAN/WAN administrators throughout PC. Identifies and controls all WAN hardware and software configurations. Develops technical standards and procedures for WAN development, implementation, and management. Establishes performance management metrics and evaluates overall WAN performance against relevant standards. Exercises considerable judgment to keep abreast of the rapid evolution of networking technologies. Maintains continual vigilance against threats to network confidentiality, integrity, and availability. Determines ways to apply scarce resources efficiently. Performs Telecommunications System Installation and Maintenance 25% As PC technical authority in telecommunications procedures and functions, plans, coordinates, implements, and evaluates telecommunications operations by producing and overseeing new concepts and procedures such as the implementation of state-of-the-art telecommunications projects to support highly specialized or broad-range systems and operations. Directs the development of innovative and advanced methods and techniques for integrating multiple protocol systems; developing complex and highly specialized utility routines; and designing and interfacing telecommunication resources. Evaluates, modifies, develops, establishes, installs, and/or maintains complex telecommunication systems software/hardware packages. Develops and maintains procedures and software for the reliability and integrity of the computer system data. Demonstrates knowledge of networks, such as tracking, telemetry, or air-to-ground systems. LAN Administration 25% Analyzes, designs, develops, customizes, and implements a wide range of complex hardware and software to support large-scale LAN/WAN systems including protocols, simple mail transfer protocol (SMTP) management systems, communications controllers, bridges, routers, and other network devices that support extensive operations. Conducts long-range planning and analysis of LAN system needs for growth and expansion to incorporate personal computer (PC) LANs into the wide area network (WAN). Provides technical advice to senior management concerning network management issues. Performs work such as identifying and controlling all LAN hardware and software configurations, and developing technical standards and procedures for LAN development, implementation, and management. Establishes performance management metrics and evaluates overall LAN performance against relevant standards.

Represents PC in meetings and discussions with representatives of industry, intra-agency advisory committees, and various state agencies to resolve problems. Works with other agency experts in the design and installation of hardware and software for new network or for major modifications to existing networks. Serves on national LAN system management committees. Participates in projects to prototype and pilot new system concepts and enhancements. Identifies problems and specific issues, and conducts feasibility studies for enhancements and modifications to local LANs. OTHER SIGNIFICANT FACTS: Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position The position requires mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues. Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the agency. The employee is responsible for a significant agency or equivalent level IT program or function; defines objectives; interprets policies promulgated by authorities senior to the immediate supervisor and determines their effect on program needs; independently plans, designs, and carries out the work to be done; and is a technical authority. The supervisor reviews work for potential impact on broad agency policy objectives and program goals; normally accepts work as being technically authoritative; and normally accepts work without significant change. Factor 3- 5 Guidelines The employee uses guidelines that are often ambiguous and express conflicting or incompatible goals and objectives, requiring extensive interpretation. The employee uses judgment and ingenuity and exercises broad latitude to: determine the intent of applicable guidelines; develop policy and guidelines for specific areas of work; and formulate interpretations that may take the form of policy statements and guidelines. Top agency management officials and senior staff recognize the employee as a technical expert. Factor 4- 5 Complexity Work consists of a variety of duties requiring the application of many different and unrelated processes and methods to a broad range of IT activities or to the in-depth analysis of IT issues. The employee makes decisions that involve major uncertainties with regard to the most effective approach or methodology to be applied. These changes typically result from continuing changes in customer business requirements; or rapidly evolving technology in the specialty areas. The employee develops new standards, methods, and techniques; evaluates the impact of technological change; and/or conceives of solutions to highly complex technical issues. The work frequently involves integrating the activities of multiple specialty areas. Factor 5- 5 Scope and Effect The purpose of the position is to define unprecedented conditions, resolve critical problems, and/or develop, test, and implement new technologies. The work affects the work of other technical experts or the development of major aspects of agency-wide IT programs. Factor 6- 3 Personal Contacts

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

Chief of Operations, FP- 0340- 1

Position Number: D09684 Introductory Statement: This position is located in Peace Corps, Office of the Regional Director, which is responsible, in conjunction with the Associate Director for International Operations and the Peace Corps Director, for discharging the Congressional mandates of PL 87-293, as Amended, for promoting world peace and friendship through a Peace Corps, helping developing nations meet their needs for trained manpower, and for promoting a better understanding of the American people on the part of the peoples served and a better understanding of other peoples among the American people. This includes determination, in collaboration with host country governments, of the number and skills of Volunteers that can be used effectively; analysis and resolution of logistics problems involved; coordination of Peace Corps projects with Department of State, AID, and other U.S. Government agencies; and day-to-day operational supervision of all regional projects and Volunteers. The purpose of this position is to serve as principal Assistant to the Regional Director in the discharge of his/her varied responsibilities including participation in the formulation and development of Peace Corps program policies and direction of operations in regional office Washington; countries of the Region, overseas missions, and volunteers and staff development and implementation of goals and objectives determined for the Region in conjunction with the Associate Director for International Operations and the Peace Corps Director; executing their policies and decisions and advising them on policy development and program planning; collaboration with other Regional managers in the formulation or revision of policies affecting the three Regional offices and in the resolution of inter-regional problems; and serves as Acting Regional Director during absences of the Regional Director. Supervisory and/or Managerial Responsibilities 100% The Chief of Operations is the principal assistant to the Regional Director; participates fully in the conduct and discharge of all Peace Corps activities, both programmatic and operational, including Regional Washington and overseas missions in host country governments. Within the general framework of overall Peace Corps policy, participates fully in the determination of policy direction and implementation of Regional Peace Corps programs; evaluation of program proposals after in-depth consideration of such matters as Peace Corps policy, capacity, and political, social, and economic conditions of host countries under jurisdiction of the Region; and determination of Peace Corps programs and projects to be carried out in the Region through normal programming processes. Participates under supervision of Regional Director in the formulation of policy and in the making of major decisions through conferences and discussions with the Associate Director for International Operations, the Peace Corps Director or in collaboration with the other Regional Directors where policy and programmatic matters cut across Regional lines; as directed, attends the Associate Director for International Operations staff and other inter-agency meetings, presenting the Regional point of view and speaking for the Regional Director on regional Peace Corps policy matters; and collaborates actively with senior staff of Peace Corps in other areas of Peace Corps to ensure success of all Regional programs, particularly in the varied programmatic areas concerned with the selection and training of Volunteers and their logistical support. As directed by the Regional Director, makes periodic field trips to host countries of the Regional Office to study on-going Peace Corps programs and projects; consults with and advises Peace Corps Country Directors on programmatic and operational problems; interpets Peace Corps/Washington policy and associate developments, advising on methodology for effective implementation; discusses operational and programmatic plans for future Peace Corps projects with country directors and staff; and consults with appropriate host country officials and cabinet member regarding such plans. ln conjunction with the Regional Director, shares in the responsibility assigned the Region for formulation, review, approval, and implementation of all regional overseas mission programs and projects, including trainirig projects; quality and effectiveness of Volunteer trainers and training programs;planning of regional programs and projects, country plan review, and preparation of yearly regional plan and annual budget; and for management of regional budget for all Regional activities. As directed by the Regional Director, assumes full responsibility for day-to-day direction and supervision of regional operations, including supervision, direction, and evaluation of all personnel in Regional/Washington and overseas; determination of manpower resource needs; establishment and management of regional positions; identification of personnel vacancies, evaluation of candidates and initiation of candidate recommendations for regional positions; recommendation to the Regional Director of regional staff promotions, transfers, extensions, and terminations; and for quality, performance, and behavior of Volunteers and staff throughout the Regional Office.

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

Accounting Officer, FP- 0510- 1

Position Number: D10397 Introductory Statement: This position is located within the Office of Accounting and Financial Reporting (AFR) within the Office of the Chief Financial Officer (OCFO) at Peace Corps. The office is responsible for the accurate and timely preparation of the Agencys financial statements and other financial reports to OMB, Treasury and other Federal agencies. The incumbent is responsible for the development and implementation of a worldwide budgetary and general ledger accounting control and reconciliation system. The incumbent will maintain systems specifications and monitor the effectiveness of the accounting systems. The position duties include supervising a team of accountants. Accounting Systems Analysis and Advice 100% Plans, directs, and manages the design, development, implementation, and maintenance of an agency-wide financial management system, such as a property accounting system, cost accounting system, accounts payable and disbursement system, and/or resources and financial management system. Manages systems interpreting general guidelines and implementing state-of-the-art changes in accepted accounting policies and procedures; and in developing plans and specification for financial management systems updates, changes, or redesign. Provides managerial direction to professional accounting and supporting personnel engaged in resources control; design, and implementation of financial and accounting systems; analysis of existing financial operations; preparation of costs and related studies; and accomplishment of operating accountant functions essential for maintenance of official accounting records. Plans, directs, implements, and evaluates matters related to accounting and financial systems including developing financial policies and procedures, establishing formal financial control and review; and providing overall review, reconciliation, and certification of accounting activities. Factor 1- 9 Knowledge Required by the Position The position requires mastery of, and skill in applying, a specialized area of accounting, auditing, or tax theory and principles sufficient to (1) develop new hypotheses, theories, and concepts; (2) lead pioneering efforts in areas where no precedents exist, and issues of government-wide scope are a primary focus; and (3) serve as a nationally recognized consultant and expert in a respective field. Factor 2- 5 Supervisory Controls The supervisor provides administrative direction in terms of broadly defined missions or functions of the organization. The incumbent defines objectives and independently plans, designs, and carries out the work to be done. Completed assignments are considered technically authoritative and the most appropriate accounting treatment for the application. Factor 3- 5 Guidelines Guidelines consist of broad policy statements and basic legislation which require extensive interpretation. The incumbent uses judgment and ingenuity in interpreting the intent of legislation and broad program objectives to develop financial management policy for use throughout a department or comparable organization or throughout the executive branch of Government. Factor 4- 6 Complexity Work consists of broad or highly difficult assignments typically found at the highest organizational level. Work often involves such breadth and intensity of effort that several phases must be pursued concurrently or sequentially with the support of others within or outside the organization. The employee makes continuing efforts to establish concepts, theories, or programs to resolve unyielding problems that are of central importance to the mission of the department or agency. The employee encounters problems that are particularly stubborn due to such matters as conflicting funding priorities, economic interests, public interests, constitutional protections, or equivalent concerns. Decisions regarding what needs to be done require extensive probing and analysis. Factor 5- 6 Scope and Effect

Work involves planning, developing, and carrying out vital programs that are essential to the mission of the agency or that affect large numbers of people on a long-term or continuing basis. Work typically embraces several activities or functions. For example, planning and directing assignments vital to the success of the accounting program of a department or agency. Assignments are not specific to a particular accounting system or systems, but address the role of accounting in the solution of management problems. Work affects one or more of the following outcomes: (1) the well-being of the Nation on a long-term basis; (2) the shaping of the character of broad national programs and/or the national economy, or the economies of foreign governments; and/or (3) the development of wide-ranging policies that affect the overall efficiency and economy of major agency programs. Factor 6- 3 Personal Contacts Personal contacts are with officials, managers, professionals, and employees of other agencies and outside organizations. Typical of these contacts are representatives of contractors, lawyers and accountants 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 the accountant's point of view regarding technical methods, concepts, or procedures or to secure cooperation when others hold strongly opposed points of view. In many cases, any number of courses of action may ultimately be successful but there may be wide disagreement on the relative merits of each in terms of time and effort expended and the efficient use of funds, manpower, and computer resources as well as the merits of the technical accounting issues in question. Factor 8- 1 Physical Demands The work is principally sedentary. Factor 9- 1 Work Environment The work is usually performed in an office setting.

Deputy Director HRM, FP- 0201- 2

Position Number: D03059 Introductory Statement: This position is located in the Associate Director for Management, Office of Human Resources Management. The incumbent serves as Deputy Director to the Director of the Human Resources Management (HRM). As such, the incumbent has functional responsibility for administration of personnel staffing, employment, recruitment, position classification, and position management activities for all staff positions in the United States Peace Corps. The intercultural demands of the Peace Corps' mission, and the continually evolving nature of its work programs, as well as the five year limitation on Foreign Service appointments, create complex personnel management problems that often require special or unique solutions. Supervisory and/or Managerial Responsibilities 25% Provides technical advice and assistance to other staff in the development and modification of personnel management information systems; coordinates and provides technical advice and assistance on employee details and assignments under formal interagency agreements and the Intergovernmental Personnel Act. Provides technical advice and assistance to Agency managers and employees on reemployment rights, assuring that all actions taken conform to Agency policies and other pertinent guidelines, i.e., Title 5, CFR, the Peace Corps Act, MS601, and the Foreign Service Act of 1980. Monitors status of all employees having reemployment rights to other Federal agencies. Assists the Director in establishing and maintaining internal procedures and controls to ensure the efficiency and effectiveness of the office. Provides leadership and guidance to designated staff, analyzes workload, and establishes priorities. Assigns and reviews work, develops performance standards, supplies periodic feedback on performance, and prepares performance evaluations. Counsels employees and handles disciplinary problems that arise. Provides input to the Director on budget and staffing needs. Participates in the recruitment process. Recommends selection of staff, promotions, awards, training, etc. Promotes equal employment opportunity for all Personnel employees. Oversees Payroll, Budget, and Employee Relations Recruitment and Placement Program Planning and Management 25% Plans, directs, and coordinates comprehensive programs for the recruitment, placement, and utilization of employees to staff all Peace Corps offices. This includes the full range of personnel staffing functions, i.e., recruitment, selection, qualification determination, entrance on-duty processing, internal placement (reassignment, promotion, details), outplacement counseling, reduction-in-force and transfer of function. Oversees the Peace Corps' Merit Promotion Program in the recruitment and selection of candidates for Agency positions. Provides advice and assistance to operating officials on the Merit Promotion Program, and insures that all procedures have been correctly followed and adequately documented, Incumbent is also responsible for recommending whatever changes or modifications are needed to promote the efficiency of the Agency and provide fair and equitable consideration for all employees and candidates. Plans, directs, and administers interrelated and interdependent recruitment and placement program operations on a national level. Human Resources Advisory Services 25% Performs or directs the performance of a variety of projects, normally, but not exclusively, falling within assigned functional areas, e.g., analysis and modification of personnel processing procedures impacted by the transfer of Agency staff payroll functions to another agency. Provides agency-wide advisory, consultative, and technical services to Human Resources staff and all levels of line managers on issues affecting the full range of Human Resources management disciplines. Research and Analysis of Human Resources Issues 25% Keeps the HRM Director apprised of all staffing, recruitment, and classification issues, regulations, procedures, etc., relating to or affecting any Peace Corps office. With the concurrence of the Director, provides a full range of policy and procedural guidance in the above areas to Peace Corps managers and supervisors at all levels on all issues arising from the enactment of legislation affecting federal personnel management. Recommends to the Director of HRM changes in Agency policies and procedures in all of the functional areas. Provides expert policy interpretations on interrelated program issues that cross Human Resources specialty areas, are sensitive, highly complex, visible, and controversial, and affect many individuals and/or organizations within the agency.

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

Factor 5- 5 Scope and Effect Analyzes, evaluates, and develops major aspects of agencywide HR programs that require isolating and defining unknown conditions, resolving critical problems, or developing new concepts and methodologies. Work involves issues of sensitivity and potential controversy that when resolved may promote advances in principal HR program plans, goals, objectives, and milestones. Work establishes precedents for other technical experts to follow. Findings and recommendations are typically of major significance to agency management officials and often serve as the basis for new legislation, regulations, or programs. Work may also influence and persuade top management officials to change major HR policies or procedures. Factor 6- 3 Personal Contacts Personal contacts include persons outside the agency, including consultants, contractors, or business executives, in moderately unstructured settings. This level may also include contacts with agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. The incumbent must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings and recommendations. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in offices, hospitals, shipyards, depots, warehouses, and similar areas for meetings and to conduct HR work. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite. Some employees may carry light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. 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, and managerial work comparable in difficulty to the FP-3 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed.

Medical Officer, FP- 0602- 1

Position Number: D09483 Introductory Statement: This position is located in the Office of Medical Services (OMS), the Office of Volunteer Services. The incumbent provides leadership for the overall clinical services in OMS and supervises staff assigned to this position. The incumbent serves as the chief of clinical services for the Peace Corps Volunteer Health System and provides high level management and leadership direction for the full range of clinical services involving overseas health and headquarters and programs in OMS that affect the health of the volunteer. This position is responsible for coordinating OMS's activities from a clinical perspective and directing the services supporting these activities. Volunteer Health System 40% Provides clinical oversight and management of the Volunteer Health System. Maintains current professional information on medical standards and evaluates or consults upon the applicability and usefulness of newly developed medical and technical procedures for the agency health program overseas. Manages the organization's Health Care Program. Provides professional guidance, direction, and support to the PCMOs and all agency contracted health personnel; and monitors their professional performance; researches and prepares clinical and policy guidelines for the Volunteer health program (including manual sections, technical guidelines and screening guidelines; and provides technical assistance and consultation on an individual basis. Provides the Country Directors and Medical Officers (PCMOs) with any assistance and support necessary to improve the effectiveness and delivery of medical and health services; solicits the opinions of Volunteers overseas regarding their views concerning the overseas health care problem. Works with other OMS staff to establish and maintain protocols for new country entry health assessment. Interprets medical aspects of regulations and policies concerning the operations of OMS. Prepares routine and special reports for the Director of Medical Services and Peace Corps leadership regarding the Volunteer Health System; provides appropriate consultations as requested; responds to requests form the Director for analysis of specific problems or advice relative to Volunteer health care. Assists in developing and monitoring the effectiveness of a world wide Volunteer health care system for all Peace Corps Volunteers. Advises and participates in setting and implementing policy affecting the world-wide medical activities, organization, and program management. Contributes to the development of management information systems that monitor and track quality of care standards, indicators, and disease trends. Provides medical consultations and guidance to the Screening, Field Support and Post Service teams regarding medical case management. Serves as a member of the Screening Review, Medical Review and Post-Service Review Boards. Provides physician on-call duties (nights and weekends) on a rotating basis with other staff physicians. Agency-Wide Technical Resource 35% Serves as the agency expert and coordinator in providing intellectual leadership and focus to initiate dialogue; generate policy recommendations, interventions, and agency mechanisms; and initiate research activities which will be economically feasible to support sustainable development within the medical and medical science area. Maintains open lines of communication with Senior Management staff and other departments within Peace Corps. Works in coordination with other Peace Corps offices, General Counsel, Personnel, etc., to review or prepare position papers on proposed Peace Corps policy. Initiates and maintains regular liaisons within Peace Corps and with other Federal agencies (State Department, CDC, etc.), other government personnel at all organization levels as pertains to the work of OMS. Supervisory and/or Managerial Responsibilities 25% Ensures adequate, qualified personnel are provided, retained, and uitlized in an efficient manner. Supervises a group of employees. 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. Provides for the devleopment and growth of staff and ensures adequate staff orientation, education, and evaluation. 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. Factor 1- 9 Knowledge Required by the Position Incumbent must have a medical degree with a current U.S. practicing license in medicine, board certifications, or qualifications by an appropriate medical specialty board, and have a current, thorough understanding of: Clinical medicine, including tropical and infectious diseases; Health in an international setting, and preventive health education and training; Immunization/prophylaxis and the effects, rationale, and medical importance thereof; Health/environmental conditions in Peace Corps countries and their effect on an individual's medical problems, health and well-being; Peace Corps Manual sections concerning Volunteer health care and guidelines utilized in OMS, Federal Employees' compensation Act, Rehabilitation Act, and Privacy Act; Supervisory responsibilities in the Federal Service and management of medical systems; 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 Most work activities are generally sedentary and require average ability, dexterity and personal strength. Manual dexterity skills including repetitive use of hands, fingering and grasping are needed. Work includes use of keyboards. Average vision and hearing are needed. Lifting ability of 25 pounds is needed for routine work with infrequent lifting of up to 40 pounds may be necessary and is generally associated with special projects, training and travel. Bloodborne Pathogen Exposure/Risk: No occupational exposure. International travel may be necessary to achieve the goals of the office and may result in moderate to high physical risks and discomfort. 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. 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 at least eight of the following supervisory authorities and responsibilities: - Uses any of the following to direct, coordinate, or oversee work: supervisors, leaders, team chiefs, group coordinators, committee chairs, or comparable personnel; and/or provides similar oversight of contractors; - Exercises significant responsibilities in dealing with officials of other units or organizations or in advising management official of higher rank; - Assures reasonable equity (among units, groups, teams, projects, etc.) of performance standards and rating techniques developed by subordinates or assuring comparable equity in the assessment by subordinates of the adequacy of contractor capabilities or of contractor completed work;

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

Administrative Officer, FP- 0341- 2

Position Number: D10095 Introductory Statement: This position is located in the Office of Volunteer Support of the Peace Corps. The incumbent reports to the Associate Director for Volunteer Support (AD/VS) and has delegated authority to plan, administer and manage the resource programs of the Office. The incumbent is the chief financial and budget advisor to the AD/VS and is a key management advisor to office directors and program managers with respect to management of Office programs, plans and allocation of resources. The Administrative Officer serves as the expert on financial affairs and as chief budget officer. The Administrative Officer is the lead staff member in the formulation, presentation and execution of the multi-year plan and budget and has broad responsibilities for budgeting, resource management, systems development and analytical studies. In addition, the Administrative Officer is responsible for interpreting administrative policies, developing and implementing organizational policies, defining administrative requirements, and/or providing advice to management on related issues. The Administrative Officer provides analysis of significant financial management issues and researches and or/analyzes problems, issues, or program requirements. Administrative Management 30% Provides staff assistance and guidance to the Associate Director, the Office of Volunteer Support, office managers, and other staff in the overall planning, formulation, and implementation of administrative policies, programs, budgets, and organizational arrangements in support of the Peace Corps mission. Develops and implements administrative procedures to ensure compliance with Peace Corps policies and Federal regulations. Oversees management of personnel systems for the Office including staffing and personnel actions. Monitors staffing to assure that adequate personnel support is provided for the Office's programs. Develops staffing strategies to assure that needs are met within FTE allotments. Maintains liaison with appropriate Peace Corps management units, such as Personnel, Contracts, and Accounting, to obtain policy information and advice as well as recommend administrative improvements. Evaluates policy, instructions, and legislative directives affecting operations to ensure adherence to policies and directives. Reviews program costs, suggests program changes to encourage cost containment, identifies the impact of changes on operations, and tracks resultant cost savings. Oversees contract management and provides fiscal oversight. As needed, develops or assists with statements of work, establishes contract parameters and collaborates in evaluation of proposals. Analyzes and provides advisory services to Office staff regarding procurements to ensure compliance with Federal regulations and agency policies. Oversees Office travel and purchase card procurements and blanket purchase agreements. Serves as an expert on the development and implementation of major administrative policies and requirements for substantive, mission-oriented programs Budget Formulation and Execution 30% Administers the budget/fiscal program of The Office of Volunteer Support, including operations connected with requests for funding overseas programs. Develops internal control procedures to assure fiscal integrity, economy, efficiency, and effectiveness. Monitors obligations and expenditures to assure sound funds control. Formulates the multi-year budget for the Office of Volunteer Support, incorporating leadership initiatives of the Associate Director and office directors. Analyzes historical data and conducts requirements analyses to develop detailed line item documentation to support each budget request.

Presents the budget and justifies resource requirements above current operations levels. Develops supporting documentation for presentation to the agency budget office. Develops and executes the current year operating budget for the Office and advises the Associate Director on budget execution. Develops and implements operational adjustments and ensures that programs adhere to operating targets. Conducts budget reviews, comparing actual obligations to plans. Develops and implements out-quarter adjustments. Prepares analyses and written justifications to support presentation of the budget review to OCFO. Establishes the full-time equivalency (FTE) plan for the Office. Conducts analyses of FTE utilization and ensures adherence to the FTE allocation. Manages all financial and finance-related affairs for the Office, implements strategies to achieve the goals of the Office and advises the Associate Director on the financial status of the Office. Reviews and verifies post funding requests and arranges for fund transfers. Monitors post funding use to ensure compliance and adjusts budget estimates as needed. Develops standardized systems to manage Office-wide requirements and tailors systems to meet specific objectives of program managers. Systems may be automated systems or manual systems. Plans, establishes, and directs programs implementing administrative control systems for a major agency component. Supervisory and/or Managerial Responsibilities 25% Supervises the staff of the Administrative Unit to fulfill the mission efficiently and effectively utilize resources allocated to the Office. 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. Responsible for furthering the goals of equal opportunity (EEO) and non-discriminatory practices. Budget and Program Analysis 15% Conducts analytical studies to support operational requirements of the Office. Examples of studies include cost-benefit and trend analyses. Proposes procedures and systems based on study findings that improve accountability in resource management and enhance quality of service delivery. Provides ad hoc programmatic and budgetary analyses as requested by the AD/VS. Tracks and analyzes historical data to assess and project budget needs and support requests for additional funding, if necessary. Provides authoritative guidance and leadership to programs impacting one or several major agency organizations. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires a mastery of a wide range of qualitative and/or quantitative methods for development and management of a major administrative program for the assessment and improvement of program effectiveness or the improvement of complex management processes and systems; a comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs; knowledge of agency program goals and objectives, the sequence and timing of key program events and milestones, and methods of evaluating the worth of program accomplishments; and the skill to plan organize, and direct team study work and to negotiate effectively with management to accept and implement recommendations where the proposals involve substantial agency resources, require extensive changes in established procedures, or may be in conflict with the desires of the activity studied. Factor 2- 4 Supervisory Controls

The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the work, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies and management and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Administrative policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Administrative guidelines usually cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee may refine or develop more specific guidelines such as implementing regulations or methods. Factor 4- 5 Complexity Plans and implements an administrative program for an organization. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting work are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or revaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 5 Scope and Effect The purpose of the position is to plan and carry out programs in various administrative areas, such as human resources, supply, records management, management and program analysis, forms management, budget, etc., to provide for the administrative support of organizations. The employee develops long-range program plans, goals, objectives, and milestones, evaluates the effectiveness of programs conducted throughout an agency. The employee identifies and develops ways to resolve problems or cope with issues which directly affect the accomplishment of principal agency program goals and objectives; develops new ways to resolve major administrative problems or plans for the most significant administrative management aspects of complex operations, such as professional or scientific programs; and/or develops administrative regulations or guidelines for the conduct of major program operations, or new criteria for measuring program accomplishments. The services and recommendations provided are of major significance to the top management officials of the agency, and often serve as the basis for new administrative systems, legislation, regulations, or programs. Factor 6- 3 Personal Contacts Contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on administrative operations. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office. May require occasional travel. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect

Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised 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 the FP-4 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed.

Supervisory Human Resources Specialist, FP- 0201- 2

Position Number: D10368 Introductory Statement: This position is located in the Staffing & Classification Division, Office of Human Resource Management, Office of the Associate Director of Management. The incumbent is responsible for developing and evaluating staffing and classification programs, plans, and policies in accordance with the Peace Corps' objectives in order to facilitate the accomplishment of Agency strategic goals. The incumbent manages Agency staffing and classification programs and initiatives affecting U.S. direct hire staff, both domestic and international. The incumbent and subordinate staff serve as Agency HR experts and represent the Peace Corps to external organizations for these programs. Division Management 33% The incumbent manages the work of the Division and is responsible for accomplishing its assigned program goals. Establishes overall plans for work to be accomplished by Division staff including setting of priorities and scheduling or completion of work . Leads by example in demonstrating good performance management practices (modeling) for the team and other Agency managers. Builds and maintains a high performing, customer focused team that works effectively together to accomplish the above program goals associated responsibilities. Establishes clear roles, responsibilities, and expectations to ensure Division accountability. Provides coaching, development and ongoing feedback to employees to improve performance and to increase employee confidence. Evaluates employee's performance based on clear performance standards and appropriate measurements of results. Recognizes employee's accomplishments through established monetary and non monetary forms of recognition. Ensures that the work is appropriately assigned, managed, and reviewed upon timely completion of the objective. Establishes job requirements, develops criteria, assesses applicants, and selects new employees. Staffing and Classification Program Management 33% Reviews and evaluates interrelated and interdependent Human Resources management program operations for the U.S. Peace Corps. The incumbent implements, manages, and provides oversight of the Agency's staffing programs to include: Planning and directing the Peace Corps' Merit Promotion Program in the recruitment and selection of candidates for Agency positions; providing advice and assistance to operating officials on the Merit Promotion Program, monitoring selection processes, and insuring that all procedures have been correctly followed and adequately documented; incumbent is also responsible for recommending changes or modifications to promote the efficiency of the Agency and providing fair and equitable consideration for all employees and candidates. Overseeing the full range of personnel staffing functions, i.e., recruitment, selection, qualifications determination, entrance-on-duty processing, internal placement (reassignment, promotion, details), and pay setting. Directing the operation of Peace Corps' affirmative employment program, including equal employment recruitment, upward mobility, and activities consistent with the priorities and initiatives of the American Diversity Program. Coordinating and providing technical advice and assistance on employee detail and assignments under formal interagency agreements and the Intergovernmental Personnel Act. Providing information to managers and staff on competitive service and Foreign Service regulatory issues. Overseeing the regulatory review and processing of all staffing and placement personnel actions for all Peace Corps' offices. The incumbent is responsible for overseeing the Agency's classification and position management programs for all Peace Corps positions to include:

Oversight of the analysis, evaluation, and classification of positions at all grade levels in numerous occupational series, including many for which no published standards exist. Advising staff and managers about the AVUE system - the Peace Corps' automated HR system - regarding its functions relating to classification, recruitment and selection. Advising management on position design, career ladders, the classification aspects of reorganization, etc. Recommending final decisions on classification appeals. Research and Analysis of Human Resources Issues 33% Provides expert policy interpretations on interrelated program issues that cross Human Resources specialty areas, are sensitive, highly complex, visible, and controversial, and affect many individuals and/or organizations within the agency. Independently conducts broad and in-depth research on extremely sensitive and far-reaching staffing and classification issues for top Agency officials to determine~ the applicability of ongoing Peace Corps programs. Remains abreast of human resources research being conducted in other governmental agencies, NGOs and other settings external to the government. Incorporates significant research results into recommendations for long-term agency planning. Advises top Agency management officials on issues within assigned HR functions and provides guidance throughout Peace Corps relative to complex program related problems. Makes recommendations for project plans relative to current policies and project goals and objectives. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires mastery of advanced HR principles, concepts, regulations, and practices of applicable specialties such as recruitment and staffing, classification, compensation, pay administration, automated personnel systems or policy development; as well as analytical methods and techniques, and seasoned consultative skill sufficient to resolve HR problems not susceptible to treatment by standard methods. Mastery 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 HR 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) Plan, organize, and/or direct team efforts to persuade management officials to accept and implement recommendations, where the proposals require extensive changes in established procedures and methods; 5) Develop, interpret, and analyze data extracts and reports from automated HR databases; 6) Provide authoritative advisory service and/or develop authoritative policy interpretations; 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 HR operational and/or policy program(s) throughout the Peace Corps. The employee understands and interprets interrelated program issues that affect long-range program planning, design, and execution. Integrates the work of a team into authoritative report(s) outlining options, recommendations, and conclusions reached. Researches statutory, regulatory, court and/or administrative precedents, and other legal opinions or documentary material. Interprets and evaluates questionable or discrepant information and synthesizes intricate information to arrive at legally supportable conclusions. The employee develops new HR techniques and/or establishes new criteria or approaches and methods for program implementation and evaluation requiring a substantial depth of research and analysis which serve as precedents for others. Performs analyses that are complicated by major areas of uncertainty in the appropriate approach, methodology, or interpretation because of continuing program changes, technological developments, or conflicting requirements. Works on cases that: involve matters that are contentious and/or susceptible to widely varying interpretations; and require creating new techniques, establishing criteria, or developing new information. Factor 5- 5 Scope and Effect Analyzes, evaluates, and develops major aspects of agencywide HR programs that require isolating and defining unknown conditions, resolving critical problems, or developing new concepts and methodologies. Work involves issues of sensitivity and potential controversy that when resolved may promote advances in principal HR program plans, goals, objectives, and milestones. Work establishes precedents for other technical experts to follow. Findings and recommendations are typically of major significance to agency management officials and often serve as the basis for new regulations or programs. Work may also influence and persuade top management officials to change major HR policies or procedures. Factor 6- 3 Personal Contacts Personal contacts include persons outside the agency, including consultants, contractors, or business executives, in moderately unstructured settings. This level may also include contacts with agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. The incumbent must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings and recommendations. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is primarily sedentary. Some work may require walking in offices 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. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a complex administrative program which involves the development of major aspects of key agency administrative policy development or comparable. Impacts an agency's headquarters operations, most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission. Factor 2- 2 Organizational Setting The position is accountable to a position that is two reporting levels 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. 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. 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 involves directing administrative or comparable work at GS-13 which involves extreme urgency, unusual controversy, or other, comparable demands due to research, policy analysis, regulatory, or comparable implications.

Supervisory Facility Operations Specialist, FP- 1640- 2

Position Number: D09626 Introductory Statement: The incumbent reports to the Director, Office of Administrative Services (MIAS). The Facilities Management Division is responsible for providing facilities management logistical support activities, including facilities and space management, physical security coordination, domestic This position serves as Division Chief, Facilities Management Division (FMD), Office of Administrative Services vehicle fleet management, emergency operations management, and control and maintenance of furniture, furnishings and other commonly used office items. The incumbent is responsible for oversight and direct supervision of the Facilities Management Division (FMD), and for planning, managing, directing and evaluating the operations of the Division. The incumbent has overall responsibility for Peace Corps' facility management planning and budgeting as a means of coordinating work forces and resources, and negotiating with management and customers on broad facility management programs and problems of utilization of Peace Corps facilities, including headquarters buildings, regional recruiting offices, and facilities world-wide. Supervisory and/or Managerial Responsibilities 50% Supervises a group of employees performing work at the GS-3 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Provides senior leadership, management and administrative oversight over all work performed by the Facilities Management Division staff and outside contractors; directing the daily operation of all Peace Corps activities pertaining to facilities management; and facilities, grounds operations, maintenance and repair. 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. Analysis of Facility Requirements 50% Conducts research and analysis of buildings and grounds to locate and solve potential or unusual problems, such as inspecting and analyzing aging facilities and systems or changes in facilities or equipment use. For example, analyzes use and maintenance needs for aging elevators, fire alarms, sprinkler systems, primary and secondary electrical distribution systems, refrigeration units, and acoustical barriers. Studies and evaluates equipment and work procedures to achieve goals of greater economy and efficiency. Determines when to coordinate with other organizations to change plans, methods, and procedures to prevent problems. Balances cost factors between preventive maintenance and major maintenance, and considers operational and installation costs versus improved service. Matches space to functional requirements. Uses knowledge in space utilization in following through to coordinate the work of shops under his/her jurisdiction to meet demands made upon available space. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position

The position requires knowledge of a comprehensive range of principles, concepts, and practices concerning facility administration sufficient to evaluate, adapt, or modify procedures and practices concerning property facilities, utility systems, buildings, equipment, plans, and grounds; determine deficiencies and prepare packages for unusual or new construction and repair; prepare initial project scopes, descriptions, and justifications for facility modifications when infrastructure capabilities cannot support mission requirements; and prepare work packages that include drawings and detailed descriptions of the work and equipment involved.. The position also requires the ability to coordinate with other organizations to change plans, methods, and procedures to prevent problems, and/or to determine appropriate facility maintenance procedures based on the structural soundness of buildings or building materials. Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The supervisor discusses timeframes, scope of the assignment including possible stages, and possible approaches with the employee. The employee determines the most appropriate principles, practices, and methods to apply to all phases of the assignments, while using initiative to interpret regulations. The employee applies new methods to resolve complex and/or intricate controversial, or unprecedented issues and problems, independently resolving most of the conflicts that arise and keeping the supervisor informed of progress and of potentially controversial matters. The completed work is reviewed for soundness of overall approach effectiveness in meeting requirements or producing expected results, the feasibility of recommendations, and adherence to requirements. Factor 3- 3 Guidelines Guidelines used include a wide variety of agency policies, regulations, precedents, and work directions; however, they are not always directly applicable to issues and problems or have gaps in specificity. Precedents are available outlining the preferred approach to more general or day-to-day problems or issues. The employee uses judgment to interpret, modify, and apply available guidelines to specific problems or issues. Factor 4- 4 Complexity The work consists of a variety of duties requiring many different and unrelated processes and methods involving equipment, facilities, and/or services, such as assuring that facility maintenance is effective and determining the appropriate maintenance schedule for aging systems. The employee is required to assess unusual conditions, use various approaches to assignments, and decide how to perform assignments based on incomplete or conflicting data, such as conducting ongoing research and surveillance of building and grounds, and varying the approach to maintenance and repair processes and procedures due to aging facilities and systems or change in usage. The employee applies seasoned judgment to interpret considerable data, plan work, or modify methods and techniques used to perform assignments such as scheduling repair or replacement of equipment, supplies or parts of facilities. Factor 5- 3 Scope and Effect The purpose of the work is to analyze and solve a variety of conventional problems or issues involving the administration of facility operations and services. The work involves ensuring that facility and associated utility systems are acquired, operated, maintained, and cleaned in a manner that provides the most suitable, productive, and safe environment for normal operations in conformance with established criteria. The work affects the operation of utility systems and cleanliness of the facility, as well as the maintenance and repair of systems such as air-conditioning and heating. 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 may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Individuals must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 2 Purpose of Contacts The purpose of the contact is to plan, coordinate, or advise on work efforts or to resolve operating problems by influencing or persuading individuals or groups who are working toward mutual goals and who have basically cooperative attitudes. Contacts typically involve identifying options for resolving problems. Factor 8- 1 Physical Demands The work is mainly sedentary, but may require some walking in offices, production areas, utility plants, food service facilities, laboratories, and work areas. Some employees may carry light items such as briefcases, notebooks, work papers, and test equipment or drive a motor vehicle. The work does not required special physical effort or ability. Factor 9- 1 Work Environment

The work is usually in an office setting that 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 facilities such as production facilities and utility plants. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; - Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters. - Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager;

- Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases; - Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up-to-date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following: - High ranking military or civilian managers, supervisors, and technical staff at bureau and major organization levels of the agency; with agency headquarters administrative support staff; or with comparable personnel in other Federal agencies; - Key staff of public interest groups (usually in formal briefings) with significant political influence or media coverage; - Journalists representing influential city or county newspapers or comparable radio or television coverage; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher, or equivalent. Factor 6- 5 Other Conditions Supervision and oversight involve significant and extensive coordination and integration of a number of important projects or program segments of professional, scientific, technical, and managerial or administrative work comparable in difficulty to the GS-12 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed. OR Supervision involves directing a highly technical, professional, administrative or comparable work at GS-13 or above which involves extreme urgency, unusual controversy, or other, comparable demands due to research, development, test and evaluation, design, policy analysis, public safety, public health, medical, regulatory, or comparable implications. OR This position manages work through subordinate supervisors and/or contractors who each direct substantial workloads comparable to the GS-11 level.

Regional Manager, FP- 0340- 3

Position Number: D02015 Introductory Statement: This position is located in the Office of Volunteer Recruitment and Selection, (VRS) and the incumbent serves as the manger of a Regional Recruiting Office (RRO). The Regional Office Manager (ROM) is responsible for developing, implementing,and executing program(s) to meet the national volunteer recruitment goals for the Peace Corps. A Regional Office Manager is responsible for volunteer recruitment. Activities,including all volunteer recruitment and nominations,and communication/public awareness functions within a geographical area serviced by the regional office. Business Process Analyses for Program Planning and Management 45% Reviews, advises on, and conducts complex business analyses in support of major organizational programs, including areas where technical problem definitions, methods, and/or data are incomplete, controversial, or uncertain. Plans and conducts analyses involving several program or mission areas that result in new program guidelines. Documents and reports results to management and contractors. Serves as an authoritative source of consultation for other business managers and program specialists and resolves issues that significantly affect agency programs. Makes long-range and controversial proposals and defends findings in public or high level forums. Represents the organization, programs, and/or the Government's interests, in some cases representing the agency before public bodies on controversial projects. In conjunction with VRS headquarters, develops Regional Recruiting Office strategic plans to accomplish recruitment objectives including targeted production of nominees and trainees; visibility and awareness; retention; streamline, standardized business practices; and the implementation of the national communications calendar. Participates with the Chief of Operations and other national recruitment staff in formulating regional targets and budget. Places particular emphasis on reaching targeted markets or population groups such as minorities or those with scarce skills needed by overseas programs. Within this framework, develops and monitors recruitment schedules of colleges and universities, community recruitment campaigns,and other recruitment activities designed to produce qualified applicants who possess the requisite sills for Peace Corps programs. Schedules reflect "advanced" or pre-campaign planning activities, targeted outreach activities, and campaign follow-up activities. Responsible for Regional Recruiting Office communications/public information functions. Assures integration of communications activities with recruitment objectives. a. Oversees development of media strategy for each recruitment campaign and implementation of these plans. This involves making decisions on which media to pursue, the nature and size of classified ads, locations for community campaigns, use of direct mail, etc. b. Conducts a variety of Agency awareness activities, such as Return Peach Corps Volunteer outreach; local, academic, business and community outreach; initiating and/or participating in special events such as Peace Corps anniversary celebrations. Coordinates media appearances of the Peace Corps Director and other senior staff within assigned geographical area.. Responsible for initiating and directing contacts in support of recruitment objectives. Establishes and maintains extensive regional-wide community institutional relations to help ensure long-term, continuous, and adequate applicant supply that is responsible to program needs and priorities. Prepares and delivers speeches to various community groups. Reviews, advises on, and conducts complex business analyses in support of major organizational programs, including areas where technical problem definitions, methods, and/or data are incomplete, controversial, or uncertain. Develops proposed Regional Office operations plans, formulates, and executes the Regional Office budget. Prepares annual budget submission and required budget reports. Monitors expenditures to assure that program operations are conducted within budget constraints. Formulates and executes media expenditures in accordance with recruitment program needs. Participates in periodic budget reviews and assessment of regional office strategic plan as it relates to production of nominations and trainees and available VRS resources. Implements national standardization and goals in Regional Recruiting Office strategic plan.

Recruitment and Placement Program Evaluation Advice and Guidance 30% Serves as an authoritative source of consultation for other program managers and program specialists. Resolves issues and provides advice on matters where policies or decisions covering major areas of uncertainty in approach or methodology are required and where new techniques or information must be developed. Consults with management and planning personnel in preparing requirements and criteria for complex or high value projects or programs. Provides guidance and technical advice to lower-grade employees and specialists within the organization in the performance of related assignments and is available to those employees for consultation on assigned projects. Responsible for the overseeing the initial evaluation, matching, and nomination of applicants to Peace Corps assignment areas. Monitors the applicant interview process, conducted by the recruiter, to maximize effectiveness of screening for skill and motivational suitability. Serves as project manager for "Campus Representatives" located within the Regional Office territory. Determines needs for contracts and, through research and analysis, identifies colleges, academic departments, organizations, or other specific representatives. Negotiates contracts, including statements of work and budgets,with college or organization representatives. Trains, provides technical guidance to, add monitors performance of contract representatives; provides recruitment and communications support, and materials to representatives; integrates contracts into overall Regional Office recruitment strategy; and recommends either renewal or termination of contracts. Participates in the development of recruitment plans, policies, techniques and procedures at the national level. Attends and participates in national conferences; serves on VRS committees or task forces; carries out temporary, short-term assignments at VRS Headquarters; performs special assignments relating to Regional Office for which responsible or another Regional Office; coordinates the development and/or delivery of recruitment training activities Participates in the testing and implementation of new or modified automated management information systems relating to VRS recruitment operations and staffing, budget,and financial management. Oversees the entry of data into these systems. Prepares or oversees the preparation of a wide range of correspondence to applicants, community groups, educational institutions, etc. Prepares responses to Congressional inquiries; consults with headquarters Congressional Liaison as needed. . Oversees the development and validation of program assessment tools used to gauge the effectiveness of the recruitment and placement program or related initiatives, such as new program evaluation and assessment methods. Ensures that the deployed program measurement methods adequately identify the impact of program changes and serve as useful tools for managers. Directs appropriate action to correct any inefficient, inadequate, or invalid program measurement methods. Confers and collaborates with appropriate specialists to analyze and evaluate the information accumulated from the measurement and to establish procedural and policy changes. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the FP-4 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. OTHER SIGNIFICANT FACTS: Performs other duties as assigned.

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

The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office. May require occasional travel. 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.

Regional Manager, FP- 0340- 2

Position Number: D09605 Introductory Statement: This position is located in the Office of Volunteer Recruitment and Selection, (VRS) and the incumbent serves as the manger of a Regional Recruiting Office (RRO). The Regional Office Manager (ROM) is responsible for developing, implementing,and executing program(s) to meet the national volunteer recruitment goals for the Peace Corps. A Regional Office Manager is responsible for volunteer recruitment. Activities,including all volunteer recruitment and nominations,and communication/public awareness functions within a geographical area serviced by the regional office. Business Process Analyses for Program Planning and Management 45% In conjunction with VRS headquarters, develops Regional Recruiting Office strategic plans to accomplish recruitment objectives including targeted production of nominees and trainees; visibility and awareness; retention; streamline, standardized business practices; and the implementation of the national communications calendar. Participates with the Chief of Operations and other national recruitment staff in formulating regional targets and budget. Places particular emphasis on reaching targeted markets or population groups such as minorities or those with scarce skills needed by overseas programs. Within this framework, develops and monitors recruitment schedules of colleges and universities, community recruitment campaigns,and other recruitment activities designed to produce qualified applicants who possess the requisite sills for Peace Corps programs. Schedules reflect "advanced" or pre-campaign planning activities, targeted outreach activities, and campaign follow-up activities. Responsible for Regional Recruiting Office communications/public information functions. Assures integration of communications activities with recruitment objectives. a. Oversees development of media strategy for each recruitment campaign and implementation of these plans. This involves making decisions on which media to pursue, the nature and size of classified ads, locations for community campaigns, use of direct mail, etc. b. Conducts a variety of Agency awareness activities, such as Return Peach Corps Volunteer outreach; local, academic, business and community outreach; initiating and/or participating in special events such as Peace Corps anniversary celebrations. Coordinates media appearances of the Peace Corps Director and other senior staff within assigned geographical area.. Responsible for initiating and directing contacts in support of recruitment objectives. Establishes and maintains extensive regional-wide community institutional relations to help ensure long-term, continuous, and adequate applicant supply that is responsible to program needs and priorities. Prepares and delivers speeches to various community groups. Reviews, advises on, and conducts complex business analyses in support of major organizational programs, including areas where technical problem definitions, methods, and/or data are incomplete, controversial, or uncertain. Develops proposed Regional Office operations plans, formulates, and executes the Regional Office budget. Prepares annual budget submission and required budget reports. Monitors expenditures to assure that program operations are conducted within budget constraints. Formulates and executes media expenditures in accordance with recruitment program needs. Participates in periodic budget reviews and assessment of regional office strategic plan as it relates to production of nominations and trainees and available VRS resources. Implements national standardization and goals in Regional Recruiting Office strategic plan. Recruitment and Placement Program Evaluation Work 30% Responsible for the overseeing the initial evaluation, matching, and nomination of applicants to Peace Corps assignment areas. Monitors the applicant interview process, conducted by the recruiter, to maximize effectiveness of screening for skill and motivational suitability.

Serves as project manager for "Campus Representatives" located within the Regional Office territory. Determines needs for contracts and, through research and analysis, identifies colleges, academic departments, organizations, or other specific representatives. Negotiates contracts, including statements of work and budgets,with college or organization representatives. Trains, provides technical guidance to, add monitors performance of contract representatives; provides recruitment and communications support, and materials to representatives; integrates contracts into overall Regional Office recruitment strategy; and recommends either renewal or termination of contracts. Participates, as requested, in the development of recruitment plans, policies, techniques and procedures at the national level. As assigned, serves as a leader or member of VRS project teams. Attends and participates in national conferences; serves on VRS committees or task forces; carries out temporary, short-term assignments at VRS Headquarters; performs special assignments relating to Regional Office for which responsible or another Regional Office; coordinates the development and/or delivery of recruitment training activities Reviews and evaluates the recruitment and placement programs of an agency. Compares the results of those evaluations against those from similar organizations to identify variations, trends, or discrepancies. Participates in the testing and implementation of new or modified automated management information systems relating to VRS recruitment operations and staffing, budget,and financial management. Oversees the entry of data into these systems. Prepares or oversees the preparation of a wide range of correspondence to applicants, community groups, educational institutions, etc. Prepares responses to Congressional inquiries; consults with headquarters Congressional Liaison as needed. . Oversees the development and validation of program assessment tools used to gauge the effectiveness of the recruitment and placement program or related initiatives, such as new program evaluation and assessment methods. Ensures that the deployed program measurement methods adequately identify the impact of program changes and serve as useful tools for managers. Directs appropriate action to correct any inefficient, inadequate, or invalid program measurement methods. Confers and collaborates with appropriate specialists to analyze and evaluate the information accumulated from the measurement and to establish procedural and policy changes. Supervisory and/or Managerial Responsibilities 25% Supervises, plans, and controls the work of all Regional Recruiting Office staff under his or her supervision; i.e., recruiters, a public affairs specialist, clerical support staff, and student assistants. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position

The position requires: (1) Mastery of a wide range of qualitative and/or quantitative methods for the assessment and improvement of program effectiveness or the improvement of complex management processes and systems; (2) Comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs; (3) Knowledge of agency program goals and objectives, the sequence and timing of key program events and milestones, and methods of evaluating the worth of program accomplishments; and (4) Skill to plan, organize, and direct team study work and to negotiate effectively with management to accept and implement recommendations where the proposals involve substantial agency resources, require extensive changes in established procedures, or may be in conflict with the desires of the activity studied. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies and management and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Administrative policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Administrative guidelines usually cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee may refine or develop more specific guidelines such as implementing regulations or methods. Factor 4- 5 Complexity Analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing and conducting studies are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 5 Scope and Effect Analyzes and evaluates major administrative aspects of substantive, mission-oriented programs. Develops long-range program plans, goals, objectives, and milestones or evaluates the effectiveness of programs conducted throughout an agency, or for a significant organizational segment of an agency, such as a regional office, Center, or major field installation. Identifies and develops ways to resolve problems or cope with issues which directly affect the accomplishment of principal program goals and objectives. Develops new ways to resolve major administrative problems or plans the most significant administrative management aspects of professional or scientific programs. Develops administrative regulations or guidelines for the conduct of program operations or new criteria for measuring program accomplishments. Study reports contain findings and recommendations of major significance to top management of the agency, and often serve as the basis for new administrative systems, legislation, regulations, or programs. Factor 6- 3 Personal Contacts Contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required.

Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office. May require occasional travel. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised 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-03 (GS-13) or higher, or equivalent. Factor 6- 5 Other Conditions Supervision involves directing a highly technical, professional, administrative or comparable work at FP-3 (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.

Associate Director for Safety and Security, FE- 0080

Position Number: D09356 Introductory Statement: The Associate Director (AD) for Safety and Security reports to the Peace Corps Director through the Chief of Staff/Operations and has oversight for all safety and security activities for the Agency. The AD for Safety and Security serves as the Agencys senior safety and security official and advises the Peace Corps Director and senior staff on all aspects of safety and security programs. These include Volunteer/trainee safety and security; staff, trainee and Volunteer training; domestic and overseas physical security; Continuity of Operations Plan (COOP); personnel security processing of staff; classified information programs; and trend analysis. The AD for Safety and Security is responsible to the Peace Corps Director for providing policy direction and implementation, supervision and coordination of security activities relating to the programs and operations of Peace Corps. The incumbent coordinates, or supervises the coordination, between Peace Corps and external entities with respect to matters of security; reviews existing and proposed legislation and regulations related to Peace Corps safety and security programs and operations; and administers, manages and supervises security programs designed to support Peace Corps operations worldwide. Program Management and Oversight 30% The AD for Safety and Security has overall responsibility, as well as delegated authority, for the oversight and administration of broad, emerging, and/or critical agency programs. The AD for Safety and Security provides leadership, general direction, and coordination of all domestic and overseas safety and security activities relating to the programs and operations of Peace Corps. These programs are carried out through various subordinate levels encompassing employees and contractors located in Washington, DC and throughout the world. Because safety and security is the personal and collective responsibility of all Peace Corps staff and Volunteers, Agency safety and security is integrated throughout the Peace Corps. The AD for Safety and Security coordinates the work of specific safety and security personnel and activities in offices throughout the Agency and ensures that safety and security department/office programs are being implemented. Specific programs include Agency continuity of operations, emergency preparedness, physical security, personnel security, Volunteer safety, the reporting and statistical analysis of crimes against Volunteers, and the subsequent coordination of investigations of those crimes. Incumbent organizes and oversees events to further inform about safety and security and finds opportunities to speak to groups within the broad Peace Corps network. In accordance with Presidential Directives, incumbent exercises the following authorities delegated from the Peace Corps Director: Continuity Coordinator (National Security Presidential Directive/NSPD 51, Homeland Security Presidential Directive/HSPD 20. Senior Agency Official to direct and administer the Classified National Security Information Program (Executive Order 12958). Senior Agency Official to direct and administer the agency's personnel security program (Executive Order 12968). The incumbent provides overall executive direction and coordination of Office of Safety and Security resources in conducting Peace Corps-wide security operations, including formulation of safety and security budgets and organizational plans, establishment of objectives and monitoring and evaluation of methods of operations. Incumbent provides management and supervision for the activities of the staff of the Office of Safety and Security. Ensures management techniques and policies are based on sound organization, management and federal employment practices, including EEO. Policy Development 30% Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Incumbent recommends and implements policies to promote secure and effective management and administration of Peace Corps safety and security programs and operations.

Specifically, the AD for Safety and Security provides policy direction for the agency's personnel security investigative program to determine the suitability and security eligibility of direct hire and U.S. contract employees; policy direction for the physical security program to protect employees, dependents, contractors and facilities from acts of terrorism, crime, and violence; policy direction for information security programs relative to the proper handling of classified national security information; policy direction for agency emergency preparedness and continuity of operations; policy direction for the reporting and statistical analysis of crimes against Volunteers and the subsequent coordination of investigations of those crimes. Tracks broad trends, activities in other Agencies, and new technologies, in order to recommend, plan and initiate upgrades in Agency safety and security procedures and systems. Oversees the conduct of safety and security studies and special inspections to seek out and identify vulnerabilities in Agency programs and operations worldwide, and ensures that appropriate corrective actions are taken. Advice and Guidance 25% Serves as consultant and advisor to senior management staff and officials at multiple levels of Peace Corps. Incumbent develops, directs and supervises a security program that is comprehensive, effective and responsible to the interests and needs of the Peace Corps Director and Congress. Incumbent reports to the Peace Corps Director regularly on the status of Agency safety and security. Reviews existing and proposed legislation and regulations relating to programs and operations of the Peace Corps and makes recommendations to the Peace Corps Director concerning the impact of such legislation or regulations on the safety and security of all Peace Corps resources. Incumbent determines the impact on safety and security activities, and develops options for changes and/or necessary program additions to meet safety and security requirements. Directs the preparation of reports to the Peace Corps Director and senior staff on discovered safety and security conditions and makes recommendations regarding their ramifications, correction and further prevention. Incumbent monitors the disposition of reports and findings to ensure proper action. Recommends changes in regulations, policies, and procedures on an agency-wide basis when areas are identified that might be vulnerable to compromise or damage from terrorism or violence. Reports significant security vulnerabilities and findings to the Peace Corps Director and senior staff, and establishes controls to ensure that appropriate remedial action is taken. Liaison and Public Contact 15% Establishes and maintains effective working relationships with various high-level individuals. Serves as the personal representative of the Peace Corps Director on security matters and represents Peace Corps in dealings with safety, security, and investigative offices at other Federal agencies. Acts on behalf of the Peace Corps Director to establish and maintain effective working relationships on matters relating to security operations with other Peace Corps offices, other government security agencies, the Department of State, officials of foreign governments, and other appropriate organizations as needed. Cooperates with the Department of State in regular safety and security briefings and is the liaison with the Department of State during specific security situations. Maintains links with other federal safety and security offices to ensure that Peace Corps is networked as appropriate and that other agencies are aware of the work that Peace Corps is doing. Work contacts are at the top level of Peace Corps, the Department of State, other governmental agencies, the Congress, and non-governmental organizations. Incumbent must ensure independence and objectivity while maintaining smooth working relationships and a spirit of helpful cooperation. Personal contacts demand the exercise of an unusually high degree of tact and discretion in order to secure the cooperation and coordination necessary to discharge responsibilities effectively. In contact at all levels of leadership the incumbent has broad authority for making independent judgments and decisions. Factor 1- 1 Program Scope and Effect The decisions and recommendations made by the AD for Safety and Security to the Peace Corps Director and key officials of the Agency influence the many complex and diverse policies and program operations of Peace Corps. Thus, they have an impact and effect upon national and international economic and foreign relations. The successful discharge of these functions is essential to the effective and efficient operation of Peace Corps' responsibilities worldwide.

The Office of Safety and Security is responsible for the planning, developing and execution of vital safety and security projects and programs. The ultimate purpose of the work is to enhance the managerial effectiveness and operational efficiency of the Agency and all its myriad functions. The accomplishment of these responsibilities affects programs worldwide, as well as the Volunteers, employees, contractors and other personnel, organizations and activities. By effectively implementing the operations of the office, the Agency is assured that operations are conducted in a manner intended to maximize security in a manner intended by Congress. Guidelines consist of legal precedents, Federal Rules of Criminal Procedure, Executive Orders, US Codes, Public Laws, Federal Personnel Manuals, Peace Corps procedures, regulations and handbooks, all of which require interpretation and independent discretion and judgment. Work requires ingenuity and significant interpretation of intent and application of guidelines. Work involves problems of sequencing and coordinating to ensure a useful and meaningful product result. Decisions regarding what, when and how needs are accomplished are based on extensive analysis of the assigned problems. The work requires a continuing effort to develop and apply new techniques, equipment and concepts to resolve complex and unyielding problems. Factor 2- 1 Organizational Setting The AD for Safety and Security is a senior foreign service position on the Director's senior staff and directs the safety and security program of worldwide organization. Subordinate managers are at the FP-7 through FP-1 levels (GS-7 through GS-15 equivalent). Factor 3- 1 Supervisory/Managerial Authority Exercised The Peace Corps Director provides administrative direction to the AD for Safety and Security in terms of broadly defined objectives, but incumbent is responsible for working independently in designing, planning and managing the office goals. Work results are considered authoritative and are normally accepted without change. Reviews take place upon completion of activity, with consultation reserved for the resolution of major deviation from established policy. Factor 4- 1 Nature of Contacts Contacts are highly unstructured, and involve high-ranking officials of US government agencies; Ambassadors and other senior State Department officers; Ministerial-level officials of foreign governments; senior officials of security organizations; media representatives, and senior members of national and international professional organizations. Incumbent must ensure independence and objectivity while maintaining smooth working relationships and a spirit of helpful cooperation. Personal contacts demand the exercise of an unusually high degree of tact and discretion in order to secure the cooperation and coordination necessary to discharge responsibilities effectively. In contact at all levels of leadership the incumbent has broad authority for making independent judgments and decisions. Factor 5- 1 Purpose of Contacts To justify, defend, negotiate, or settle matters involving significant or controversial operations, policy or administrative issues and to give and/or exchange information. To develop relationships and represent Agency concerns and points of view with respect to safety and security matters. Involves active participation in meetings, hearings, conferences, or presentations involving issues impacting on critical functions. Contacts are frequently with persons having diverse or conflicting viewpoints, but requiring an approach tactfully tailored to achieve a common understanding and mutually acceptable direction. Factor 6- 1 Difficulty of Typical Work Directed Work involves planning, directing, controlling and coordinating complex security efforts involving major Agency programs. Work involves geographically separated units, interagency cooperation, multi-national jurisdictions, intense and often intertwined phases being pursued concurrently or sequentially, and intricate coordination and collaboration with departments, agencies and bureaus within the Foreign Affairs community, and other federal agencies. Decisions regarding what is required and methodologies for accomplishment are largely undefined and require extensive analysis, discussion and agreement. Safety, security and program strategies require developing new techniques or adapting traditional approaches to situations which require multi-faceted and multi-disciplinary approach to ill-defined or deceptive issues. Factor 7- 1 Other Conditions The work requires some physical exertion, irregular, unscheduled hours and some personal risk attendant to considerable travel throughout the developing world. The work involves risks associated with potentially volatile situations and politically sensitive issues. Exceptional tact, diplomacy and judgment are required. Except as dictated by travel, the work is ordinarily performed in a standard office environment in Washington, DC.

Chief Administrative Officer, FP- 0341- 2

Position Number: D10403 Introductory Statement: This position is located in the Office of Volunteer Recruitment and Selection (VRS) or one of the Regional Offices of the Peace Corps and is responsible, in concert with the Director, for overseeing all funds allocated to the organization. The incumbent serves as chief financial planner and manager for the organization. S/he has oversight for all financial and administrative procedures in the Headquarters and all subordinate regional offices and posts worldwide. S/he supervises and directs all major activities involving the administrative component of office operations. S/he has delegated authority to plan, administer, and manage resources of the organization. In addition the individual is responsible for interpreting administrative policies, developing and implementing policies, defining administrative requirements, and providing advice to management on related issues. S/he provides analysis of significant financial management issues, analyzes problems, and makes recommendations for resolution. Management of Budget Operations 40% Manages all financial and financially related affairs of the organization, including but not limited to budget preparation. Receives the call for the budget. Interprets the call in light of OMB, Treasury Department, agency, and Congressional regulations, directives, and policies. Reviews and formulates budget policy and guidance for use in developing an integrated budget for a significant organizational component or to fulfill multi-year objectives for a program with national impact. Assimilates employment and expense estimates from management officials and financial trends extrapolated from accounting records to facilitate budget decisions. Develops contingency plans to allow for variables and avoid serious adverse consequences. Reviews/negotiates estimates and justifications from management officials. Consolidates the results and recommends the amounts to be approved. Evaluates relationships between major agency administered program changes and the financial state of the organization. Takes action to ensure adequate funds for program coverage. Enters and adjusts data for the integrated agency administered program into a wide variety of reports, forms and schedules. Analyzes and consolidates data for viable overview of the financial status of major agency programs and/or operations. Distributes funds to operating services, analyzes actual expenses as compared to plans, makes projections, and indicates adjustments in plans necessary to maintain equitable program balance. Budgetary changes occur frequently because organizational or program elements, such as the introduction of new technology and programs, employee turnover, or changes to mission or program requirements, are difficult to estimate with a high degree of accuracy. Works closely with Chief of Operations and Associate/Regional Director in determining long range direction for recruitment and placement of volunteers. Responsible for examining priorities and options for short and long term implications on expenditures, staffing levels, and other resources at headquarters and especially in the regional recruiting offices or overseas posts, in order to advise on cost effectiveness of same. Administrative Management of an Organization 40% Assures that the organization's administration is implemented in accordance with Federal and Agency regulations and policies for contracts, procurement, expenditure tracking, internal controls, personnel systems, supplies, equipment, facilities management, and administrative reporting requirements. Identifies and develops methods to resolve organizational administrative problems or cope with issues which directly affect the accomplishment of key agency program goals and objectives. Serves as an expert on the development and implementation of major administrative policies and requirements for substantive, mission-oriented programs. Coordinates the establishment of program goals, objectives, and long-range plans. Evaluates and monitors administrative activities and makes substantive recommendations for program improvements. Ensures effective use of office staff and recommends needed changes to enhance central support services. Assists operating managers in implementing actions designed to improve administrative operations or resources. Serves as primary resource person for all Administrative Officers in the regional recruiting offices or overseas posts, providing guidance on procedures, policies, planning and systems on a day-to-day basis as well as at regularly scheduled budget reviews.

As necessary, performs temporary assistance/training/evaluation visits to regional recruiting offices or overseas posts. Designs, plans, and attends annual Administrative Officer Conference. As appropriate, attends other conferences/meetings. Supervises and coordinates the activities of the Headquarters Administrative staff. Assigns and reviews work, evaluates performance, establishes priorities, and participates in the selection of staff members, promotions, training, etc. Liaison Activities 20% Exercises a broad degree of independence and applies authoritative judgment in developing and maintaining relationships with various stakeholders in the government, private industry, and/or academic institutions. Actively participates in policy formulation and reviews liaison activities for agency-wide programs. Informs stakeholders of changes in organizational programs and operations, conducting briefings on major program changes. Plans, directs, and executes liaison operations for critical agency-wide programs, with national implications. Establishes and fosters effective working relationships and information networks with business and industry associations, domestic and foreign universities, and stakeholders in all levels of government, i.e., local, state, and federal government, including Congress. Advises and recommends innovative approaches for avoiding and/or resolving problems and reducing conflicts. Factor 1- 8 Knowledge Required by the Position The position requires a mastery of a wide range of qualitative and/or quantitative methods for development and management of a major administrative program for the assessment and improvement of program effectiveness or the improvement of complex management processes and systems; a comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs; knowledge of agency program goals and objectives, the sequence and timing of key program events and milestones, and methods of evaluating the worth of program accomplishments; and the skill to plan organize, and direct team study work and to negotiate effectively with management to accept and implement recommendations where the proposals involve substantial agency resources, require extensive changes in established procedures, or may be in conflict with the desires of the activity studied. Factor 2- 5 Supervisory Controls As a recognized authority in the analysis and evaluation of programs and issues, the employee is subject only to administrative and policy direction concerning overall project priorities and objectives. The employee is typically delegated complete responsibility and authority to plan, schedule, and carry out major projects. Analyses, evaluations, and recommendations developed by the employee are normally reviewed by management officials only for potential influence on broad agency policy objectives and program goals. Findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines Guidelines consist of basic administrative policy statements concerning the issue or problem being studied, and may include reference to pertinent legislative history, related court decisions, state and local laws, or policy initiatives of agency management. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on program planning and evaluation in a specialized area. Factor 4- 5 Complexity Plans and manages major administrative programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting work are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 5 Scope and Effect

The purpose of the position is to plan and carry out programs in various administrative areas, such as human resources, supply, records management, management and program analysis, forms management, budget, etc., to provide for the administrative support of organizations. The employee develops long-range program plans, goals, objectives, and milestones, evaluates the effectiveness of programs conducted throughout an agency. The employee identifies and develops ways to resolve problems or cope with issues which directly affect the accomplishment of principal agency program goals and objectives; develops new ways to resolve major administrative problems or plans for the most significant administrative management aspects of complex operations, such as professional or scientific programs; and/or develops administrative regulations or guidelines for the conduct of major program operations, or new criteria for measuring program accomplishments. The services and recommendations provided are of major significance to the top management officials of the agency, and often serve as the basis for new administrative systems, legislation, regulations, or programs. Factor 6- 3 Personal Contacts Contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to justify or settle matters involving significant or controversial issues; e.g., recommendations affecting major programs, dealing with substantial expenditures, or significantly changing the nature and scope of organizations. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office. May require occasional travel.

Director, Office of Private Sector Enterprise, FP- 0301- 1

Position Number: D09265 Introductory Statement: This position is located in the Peace Corps, Office of the Director, Office of Private Sector Initiatives. The incumbent is a member of the Director's senior staff. As such, the incumbent is privy to the philosophies of the Peace Corps Director. A confidential relationship between the Director and the incumbent is imperative as the incumbent speaks for the Director and is expected to reflect the Director's philosophies in conversations with leading figures of the government, business, and other groups. The incumbent also represents the views and directions of the Director in communications with agency managers, program officials, and the public. The incumbent plays a senior level role in the leadership of the Peace Corps, with responsibility for developing and implementing the Director's broad guidance for Peace Corps program operations and/or support within the organization to which assigned.

Due to the sensitivity of the issues with which the incumbent is involved and the critical nature of his/her work, it is essential that the incumbent possess an intimate knowledge of the aims, goals, and policies of the Director and the Administration, and is able to implement them in performing the duties of the position. Because of the sensitive nature of the work involving top officials of the Agency and other Federal agencies, Members of Congress, the Administration, and senior officials of other governments the discharge of duties requires a close, confidential relationship with the Director, and the incumbent is required to exercise the utmost tact and discretion at all times. As the position is confidential and policy determining and/or advocating in nature, and requires the utmost confidence of the Director in its execution, appointment to and retention in the position is solely in the discretion of the Director. Program Planning and Management 75% Responsibilities deal with a wide range of complex and sensitive matters having substantial ramifications for agency policies and program operation. The incumbent takes the Director's views, goals, and objectives into account in developing strategies to improve operations within his or her organization. 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. 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. - Utilizing a broad range of methodologies, develops appropriate strategies for obtaining United States private sector involvement, understanding and support of Peace Corps activities. Serves as the lead in developing strategies for planning and developing major agency programs of national scope and impact. - Oversees budget requirements in order to support the Office of Private Sector Initiative. - Supervises the administration of the Peace Corps Partnership Program. - Supervises the program for in-kind contributions acquisition. - Provides leadership and guidance to the immediate staff in the Office of Private Sector Initiatives.

Program and Policy Advice and Guidance 25% Maintains contact with Peace Corps Country Directors, Regional Directors, Associate Directors, and office Heads in order to communicate the program of the Office of Private Sector Initiatives and to receive requests for OPSI intervention and assistance in order to meet Peace Corps goals. Provides expert advice and guidance on government programs and policies which are of significant interest to the public and Congress. 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 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.

Staffing Analyst, FP- 0301- 4

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% Uses Position Management, Recruitment, Retention, and Staffing procedures to provide the full range of operational Human Resources management and advisory services for a large or complex multi-mission organization. Analyzes the Human Resources problems and issues, refines or modifies existing work methods and guidelines, and provides recommendations with a range of alternatives. Conducts analyses of complex functions within the organization and its subdivisions. Provides routine, day-to-day guidance to managers on Human Resources matters involving staffing, classification, leave administration, employee relations, and employee development. Provides 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% Independently researches and resolves problems of a common or immediate nature. Makes recommendations for and coordinates resolutions. Organizational Liaison for Human Resources Management Issues 20% Independently performs human resources liaison duties to address personnel issues that are not always susceptible to direct observation and resolution, such as developing informational materials based on knowledge of internal operations, the agency human resources policies, budgetary constraints, and work priorities. Acts as the liaison with the Human Resources office concerning personnel-related matters. Provides advice and assistance to managers and staff concerning Federal and agency human resources processes and procedures. Reviews, analyzes, and interprets incoming human resources management requests. Recommends appropriate action or suggests alternatives. Alerts managers to problems that require the agency Human Resources office intervention or correction. Keeps managers informed of the status of on-going personnel actions. Provides advice on solving a range of human resources-related problems. Alerts managers to problems that require the agency Human Resources office intervention or correction. Provides orientation for new staff. Research and Analysis Work 20% 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. Liaison Activities 20% Follows established policies and procedures to assist in the development and maintenance of relationships with various stakeholders in government, private industry, and/or academic institutions. Assists higher-grade specialists 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. Establishes and maintains effective working relationships with agency program staff, headquarters staff, state and local officials, and/or private industry individuals. Follows guidelines and procedures to develop communications plans in support of an organizational program; reviews them for impact and effectiveness. Plans and conducts public meetings, briefings, and other activities in support of a program. Coordinates the development and release of information in substantive program areas, such as press releases, fact sheets, newsletters, or other briefing materials. 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.

Regional Recruiter, FP- 0301- 5

Position Number: D09692 Introductory Statement: This position is located in a Regional Office under the jurisdiction of the Office of Volunteer Recruitment and Selection, Peace Corps. The incumbent serves as a Volunteer Recruiter under the general supervision of the Regional Manager. The purpose of the position is to recruit qualified applicants and screen those candidates for volunteer service in the Peace Corps and the United Nations Volunteer program, and to build awareness of all Peace Corps programs. Campaign Responsibilities 30% Assists as a team member in marketing campaigns for campus and community-based recruitment. Assumes responsibility for overall planning of campaigns, generally coordinates all aspects of campaigns and, as appropriate, monitors the work of team members. Reviews all information pertinent to planned campaigns and develops recruitment awareness plans that effectively utilize staff and other resources to reach targeted markets, i.e. scarce skills, senior Americans and minorities. Assists Public Affairs Specialist in planning campaign publicity and securing local media support. Contacts community, professional and academic resource people and organizations, enlisting their support of local recruitment efforts. Ensures that appropriate printed materials are prepared and necessary equipment is secured for campaigns. Arranges public speaking engagements and audio-visual presentations. As necessary, makes travel and logistical arrangements related to campaigns. Travels to campaign sites within the Regional Office jurisdiction to conduct on-site awareness activities and interviews. Prepares written reports highlighting relevant campaign plans, activities and results. Candidate Screening and Processing 30% Provides applicants with specific and directly applicable information on the organization's recruitment and placement procedures. Encourages qualified individuals to submit applications to the Peace Corps and tactfully discourages those people with non-competitive skills or low motivation from applying. Counsels non-competitive applicants in ways to enhance skills to improve future placement possibilities. Assess candidates' skills, suitability and legal status to determine appropriate processing, i.e., nomination; disqualification; or further review, e.g., reference check, legal review, etc. Matches applicants' qualifications against available programs. Conducts personal and telephone interviews to determine candidates' suitability competitiveness, and professional qualifications and/or skills for Peace Corps service. Enters and retrieves information relevant to recruitment via agency information management systems. As necessary, contacts applicants by telephone, email and/or regular mail to obtain additional information/clarification regarding skills and experience and other relevant data. Maintains application filing system in accordance with Regional Office procedures and Privacy Act regulations. Ensures that all application information is current and that final action taken on applications is appropriate and timely. Records tracking information and maintains a tracking system. Ensures that applications are complete. Candidate Evaluation 20% Incumbent applies accepted analytical and evaluative techniques to the identification and consideration of issues or problems of a procedural or factual nature. Writes evaulations of applicants using evidence from the interview, personal judgment, and information contained in the application. Evaluations are based on standard Peace Corps assessment dimensions, and weigh heavily in final decisions made by other VRS personnel in selecting or rejecting applicants. Nominates qualified and competitive applicants to Peace Corps or UNV positions. Information Dissemination 10% 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 comunity groups that promote Peace Corps and highlight recruitment needs. Participates in interviews with print and electronic media. Responds to general inquiries about the Peace Corps by explaining terms and conditions of service, application and selection procedures, etc., and provides other relevant programmatic information. Provides written materials and applications to interested individuals. Strategy Contracts 10%

Performs straightforward and non-controversial tasks to assist in the development and maintenance of relationships with various stakeholders. As assigned, serves as Project Coordinator for Strategy Contracts. Participates in the training and orientation of campus representatives and other university staff. Monitors contract production in accordance with VRS policy, and provides technical assistance to campus representatives as necessary. Helps to train new staff and provides ongoing advice and assistance to all Regional Office staff on interviewing, nomination procedures, and campaign planning and implementation. Participates in staff meetings, training conferences, and training activities. As assigned, serves on Project Teams, committees, and task forces. OTHER SIGNIFICANT FACTS: 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- 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- 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 work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions.

Regional Recruiter, FP- 0301- 7

Position Number: D09692 Introductory Statement: This position is located in a Regional Office under the jurisdiction of the Office of Volunteer Recruitment and Selection, Peace Corps. The incumbent serves as a Volunteer Recruiter under the general supervision of the Regional Manager. The purpose of the position is to recruit qualified applicants and screen those candidates for volunteer service in the Peace Corps and the United Nations Volunteer program, and to build awareness of all Peace Corps programs. Candidate Screening and Application 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' skill, 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. 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. Public Outreach and Education 30% Campaign Activities 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 accomodations 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: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires knowledge of the principles, concepts, and methodologies pertinent to an administrative occupation; skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. Factor 2- 2 Supervisory Controls The supervisor 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

Personal contacts are with a number of individuals in the employee's organization or setting, but outside the immediate work unit. Contacts typically include customers seeking assistance, information, or services from the employee. 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 Work is primarily sedentary, although some walking or bending may be involved in coordinating services. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Deputy Inspector General and Counsel, FP- 0905- 1

Position Number: D10347 Introductory Statement: The Deputy Inspector General and Counsel is responsible for executive leadership, direction, management and conduct of a full range of legal, administrative and advisory services with respect to policy, regulations, practices, or other matters falling within the purview of the Office of Inspector General (OIG). The incumbent is responsible for providing administrative and legal services required by the Inspector General, senior managers, supervisors, and staff in the OIG to fulfill the statutory duties and responsibilities of the IG under the Inspector General Act of 1978, as amended, 5 U.S.C. app. As Deputy Inspector General and Counsel, shares fully with the Inspector General in conducting and supervising investigations, audits and evaluations relating to programs and operations of the Peace Corps; providing leadership and coordination and recommending policies for activities designed (a) to promote economy, efficiency, and effectiveness in administration and (b) to prevent and detect fraud and abuse in Agency operations; and providing a means for keeping the head of the Agency and Congress fully and currently informed about problems and deficiencies relating to the administration of such programs and operations and the necessity for and progress of corrective action. Serves as Acting Inspector General during the absence of the Inspector General. Supervisory and/or Managerial Responsibilities 40% Supervises a group of employees performing work at the FP-2 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Legal Advice and Guidance on Audits, Investigations and Program Evaluations 30% Participates with the Inspector General in assignments on matters of special concern to the Agency in the policy direction and coordination of audits and investigations related to its programs and operations. These assignments are usually broad-based, touching upon wide program areas or activities within the Agency. Reviews existing and proposed legislation and regulations relating to programs and operations of the Peace Corps and makes recommendations in the semiannual reports required by Section 5(a) concerning the impact of such legislation or regulations on the economy and efficiency in the administration of programs and operations administered or financed by the Agency or the prevention and detection of fraud and abuse in such programs and operations. Serves as principal attorney in charge of extremely complex and difficult legal problems that substantially broaden or restrict the activities of an agency. Addresses confidential and sensitive law issues that cut across organizational lines and affect the administration and resources of the agency. Provides advice on novel questions and responds to substantive procedural questions concerning violations of law or other areas of legal expertise. Acts as principal attorney in charge of recommending policies and developing procedures and regulations to implement new or amended legislation for the employing agency. Is responsible for ensuring that these policies, procedures, and regulations are consistent with the intent of laws, and are administratively sound, efficient, and economical in operation.

Reviews law cases for agencies responsible for the conduct of litigation in federal courts to determine whether to recommend prosecution. Considers the weight of the evidence, importance of the case, necessity of uniform application of the law throughout the United States, cost of litigation, and other considerations that bear on the advisability of instituting a lawsuit. Prepares a memorandum of fact and law, and recommends whether prosecution should be undertaken. Legal Advice and Guidance 30% Serves as the principal legal advisor to the IG with respect to legal aspects of the formulation, coordination, revision and execution of OIG policies and programs. Advises on contracts and agency ethics. Serves as the legal advisor to the Inspector General (IG), providing counsel on the statutory responsibilities imposed by the Act and the 1988 amendments thereto, as well as on criminal, civil, and administrative investigations, audits, operations reviews, program evaluations, legislation, regulations, policy, procedures, and complaints. Conducts legal research and prepares written memoranda, advisory opinions, and other legal documents on behalf of the IG. Represents the OIG in discussions and negotiations with Peace Corps Office of General Counsel (OGC) and Agency attorneys on a wide range of legal issues arising from audits, investigations and other activities of the OIG. Confers, as appropriate, with top Agency officials to resolve complex legal problems. Provides expert legal advice and services with respect to OIG investigations, including: 1) training to OIG professionals on the elements of criminal offenses, the collection, evaluation and preservation of evidence necessary for successful prosecution, and the substantive and procedural rules that cover the conduct of criminal investigations; 2) assisting in developing and directing OIG fraud investigations; 3) assessing information developed in the course of OIG investigations to determine whether there is reasonable cause to believe that there has been a violation of federal criminal law and whether the evidence is legally sufficient to warrant referral to the Department of Justice or other authorities for further investigation, criminal prosecution or civil redress; 4) formulates the IG's recommendations for criminal, civil, or administrative redress; 5) reviews and recommends an IG position on completed investigative reports; 6) assists other government attorneys in actual prosecutions, litigations, and administrative enforcement actions involving major OIG cases; and 7) participates in formulating policy recommendations in the investigative area. Provides expert and timely legal advice to the IG and OIG senior managers, supervisors and staff on a wide range of complex and difficult audit and investigative issues, including highly sensitive and controversial legal problems that affect major, critical operations of the Peace Corps. Reviews and evaluates audit findings and management improvement suggestions for legal sufficiency and assist in criminal investigations. Serves as principal attorney in charge of legal matters of unusual delicacy. Addresses legal cases or problems that have the effect of substantially broadening or restricting the activities of an agency. Is responsible for recognizing when matters under discussion are of such precedent-setting nature or of such importance that recommendations must be cleared with superiors before being made public. Confers or negotiates with top administrative personnel in PC, private industry; or state, local, or foreign governments on important legal and policy questions affiliated with legal matters. Advises and assists congressional committees and their staffs in drafting legislation, or gives expert testimony before congressional hearings on legislative proposals. Delivers briefings and presentations at seminars and other outreach programs for the agency pertaining to legal matters. Facilitates meetings and post-meeting question and answer sessions. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 9 Knowledge Required by the Position The position requires mastery of a professional field for generating and developing new hypotheses and theories, and for serving as the recognized expert in a field of law. Factor 2- 5 Supervisory Controls The supervisor provides administrative direction for assignments in terms of broadly defined missions or functions. The employee is responsible for independently planning, designing, and carrying out programs, projects, studies, or other work. Work results are considered technically authoritative and are normally accepted without significant changes. If the work should be reviewed, the review concerns the fulfillment of program objectives, effects of advice and influence on the overall program, or contributions to the advancement of technology. Recommendations for new projects and alterations of objectives usually are evaluated for such considerations as availability of funds and other resources, broad program goals, or national priorities. Factor 3- 5 Guidelines

Guidelines are broadly stated and nonspecific, such as broad policy statements and basic legislation requiring extensive interpretation. The employee must use judgment and ingenuity in interpreting the intent of the few existing guidelines, and in developing applications for specific areas of work. Frequently, the employee is recognized as a technical authority in the development and interpretation of guidelines. Factor 4- 6 Complexity The work consists of broad functions and processes of the legal field. Assignments are characterized by breadth and intensity of effort, and involve several phases pursued concurrently or sequentially with the support of others inside or outside the organization. Decisions regarding what needs to be done include largely undefined issues and elements, and require extensive probing and analysis to determine the nature and scope of problems. The work requires continuing efforts to establish concepts, theories, or programs; or to resolve unyielding problems. Factor 5- 6 Scope and Effect The work involves planning, developing, and carrying out vital legal programs. The programs are essential to the missions of the agency or affect large numbers of people on a long-term or continuing basis. Factor 6- 4 Personal Contacts Personal contacts are with officials at the policy making level and their senior staff (e.g., executive level appointees and their senior staff, Members of Congress and their senior staff, and senior staff of congressional committees), high-level policy analysis and program staff in other agencies, high-ranking state and local officials, and individuals of recognized professional standing in academic, research, professional, and national or international public interest and trade organizations. Contacts are often characterized by their unstructured settings, the presence and participation of policy making support staff, the flexibility of approach and breadth of subject matter, and the need to establish the role and authority of the participants. Contacts with specific Members of Congress and senior staff are usually frequent and recurring, since work is generally in a liaison capacity. Contacts may be initiated by other parties, as well as by the employee. 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 work usually involves active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance. 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 sedentary. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect Directs a program segment that performs technical, administrative, protective, investigative, or professional work. The program segment and work directed typically have coverage which encompasses a major metropolitan area, a State, or a small region of several States; or when most of an area's taxpayers or businesses are covered, coverage comparable to a small city. Providing complex administrative or technical or professional services directly affecting a large or complex multi-mission military installation also falls at this level. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 3 Organizational Setting The position is accountable to a position that is SES level, or equivalent or higher level; or to a position which directs a substantial 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). 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.

Support Services Techician, FP- 0303- 7

Position Number: D10415 Introductory Statement: This position is located in the Facilities Management Division, Office of Administrative Services at Peace Corps Headquarters. The incumbent is responsible for procuring supplies, equipment, furnishings and other services for the entire agency. This individual also assists other Facilities Management Division personnel in accomplishing facilities work requests, such as fax machine/copier machine repair or replacement, systems furniture reconfiguration, and other similar support functions. This position also serves as the alternate driver for the Peace Corps Director. Provides Procurement/Purchasing Support 45% Provides expertise for procurement of goods, supplies, equipment, and services. Applies conventional practices to solve a variety of problems in procurement transactions, such as a need for more efficient processing procedures, requests to expedite urgently needed items, or a contractor's inability to meet delivery schedules. Reviews and reconciles various documents and records and resolves a variety of problems through coordination with vendors and personnel in receiving, supply, and buying offices. Coordinates product returns processing ensuring vendor requirements are met and required financial management documentation is executed. Responsible for the collection and compilation of data and the preparation of all recurring and special purchasing reports. Provides technical assistance to procurement specialists in preparing solicitations, evaluating offers, preparing documentation, obtaining data for pre-award surveys, and managing special projects. Resolves discrepancies with contractors. Coordinates procurements and maintains budgetary and usage data on supplies, furnishings, tools, and equipment used throughout the Agency. Customer Services and Transactional Problem Resolution 45% Determines the scope and nature of actions required to resolve customer service problems and process transactions, based on experience and past practice. Reviews applicable guidelines to consider options. Approves routine actions, such as issuing forms to customers, and requesting office supplies, tools, furnishings, and equipment, which are within the scope of assigned responsibilities. Identifies obvious trends, changes in customer preferences, or deviations in standard practices that could potentially impact services provided by the organization or customer satisfaction. Responds to a variety of questions related to findings that originate from personnel within or outside the office or agency, such as vendors or field offices. Troubleshoots one or more areas that may be resistant to traditional approaches. Corrects discrepancies based on extensive practical experience. Alerts supervisor of controversial situations or problems that are resistant to conventional solutions, such as loitering in parking lots after events. Recommends new or revised operating procedures to meet changing business needs. Office Activities Coordination 10% Manages office operations for an organization with a mission that affects a wide range of operations in other agencies, a large segment of the public, or the business community. Briefs key individuals within or outside the organization to ensure that they are prepared to participate in meetings such as educational forums, regulatory hearings, or environmental seminars. Serves as liaison between the supervisor and individuals within and outside of the organization. Independently researches and provides background on the subject matter of meetings and conferences. Attends the meetings, prepares minutes, and follows up on action items with appropriate staff members. Independently carries out administrative and clerical support functions, coordinating with subordinate units to implement office procedures throughout the organization. Uses knowledge of assigned programs, priorities, goals, and objectives to identify workflow problems or other situations that have a negative impact on organizational efficiency. Recommends changes to rectify the problems. Answers staff questions concerning procedures related to procuring supplies and office services. Serves as a driver for the Peace Corps Director during office and evening hours, and occasionally during the weekend. Duties may require unusual hours or overtime as needed. Driver must have knowledge of the Washington, DC metropolitan area and alternative routes and traffic conditions. Duties may include driving the Agency van to transport people and/or supplies throughout the Washington, DC metropolitan area.

OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 4 Knowledge Required by the Position The position requires practical knowledge of standard procedures in an administrative or technical field, requiring extended training or experience; knowledge to accomplish specialized office support duties, and the ability to extract information from various sources when this requires considering the applicability of information and the characteristics and quality of the sources. Factor 2- 3 Supervisory Controls The supervisor makes assignments by defining objectives, priorities, and deadlines and assists the employee with unusual situations which do not have clear precedents. The employee plans and carries out the successive steps and handles problems and deviations in the work assignment in accordance with instructions, policies, previous training, or accepted practices in the occupation. Factor 3- 3 Guidelines Guidelines are available but are not completely applicable to the work or have gaps in specificity. The employee uses judgment in interpreting and adapting guidelines such as agency policies, regulations, precedents, and work directions for application to specific cases or problems. The employee analyzes results and recommended changes. Factor 4- 3 Complexity The work includes various duties involving different and unrelated processes and methods. The decision regarding what needs to be done depends upon the analysis of the subject, phase, or issues involved in each assignment, and the chosen course of action may have to be selected from many alternatives. The work involves conditions and elements that must be identified and analyzed to discern interrelationships. Factor 5- 3 Scope and Effect The purpose of the work is to resolve a variety of conventional problems, questions, or situations in conformance with established criteria. The work product or service affects the design or operation of systems, programs, or equipment; the adequacy of such activities as field investigations, testing operations, or research conclusions; or the social, physical, and economic well being of a variety of individuals. Factor 6- 2 Personal Contacts Personal contacts are with employees in the same agency but outside the immediate organization. People contacted generally are engaged in different functions, missions, and kinds of work, e.g., representatives from various levels within the agency such as headquarters, regional, district, or field offices, or other operating offices in the immediate installation. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan, coordinate, or advise on work efforts or to resolve operating problems by influencing or motivating individuals or groups who are working toward mutual goals and who have basically cooperative attitudes. Factor 8- 1 Physical Demands The work is sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, books, small parts; or driving an automobile, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, or libraries. The work area is adequately lighted, heated, and ventilated.

Information Technology Specialist (Internet), FP- 2210- 4

Position Number: D10359 Introductory Statement: The purpose of the position is to provide front-end web support for www.peacecorps.gov including but not limited to its related mini-sites and a variety of duties and responsibilities to support the Agencys on-line communications needs. This position is part of a web team which also includes web development (back-end coding), web marketing, recruitment marketing, and communications. Must be proficient in XHTML, XML, CSS, ColdFusion, JavaScript, jQuery, Photoshop, Dreamweaver. The position is located in the Peace Corps Office of Communications. Website Content Development and Maintenance 55% Provides support and assists in maintaining an organization's Web site(s) according to predetermined guidelines. Develops, implements and maintains websites to optimize existing Web sites and provide guidance in the design and development of new Web sites. Ensures quality and consistency of overall website design and structures meet approved Agency guidance, policy and regulations. Troubleshoots problems, reviews and integrates web pages, and provides technical consultation on web-based applications. Works with customers and vendors to obtain and satisfy web requirements. Applies knowledge of available Internet technologies to optimize existing web sites and provide guidance in the design and development of new web sites and pages. Provides technical consultation during the development and implementation of web-enabled databases. Develops and builds web sites compatible with U.S. Government standards to deliver and present information consistent with information management practices. Must understand 508 compliance. Develops and maintains customer interface to new and existing databases; participates in crafting and building specific code to satisfy customer web and portal requirements. Develops automated tools to assist in web product preparation, posting, and dissemination management and develops standards for products, processes and information organization for web systems. Recommends text and design format, composition, graphic, and image manipulation software and builds standard templates for common use. Keeps abreast of developments in the emerging field of web-based technologies, to plan program improvements and advise management. Web-based Systems Software and e-Government Technologies 30% Provides a strategic perspective and assists in maintaining an organization's Web site(s) according to predetermined guidelines. As a Information Technology Specialist, installs and maintains existing Web-based and e-Government systems. Manages the look and feel of the Peace Corps website(s) with the assistance of the web team in order to enable the greatest user understanding and experience. Applies design skills for digital images including graphics production, photos and video to the web, art direction when working with in-house and out-of-house designers, and project management. Tests new pages to ensure correct formatting, optimum display of graphics, and properly functioning links. Publishes pages on the Web server. Ensures that new Web pages are consistent with relevant design and formatting standards. Advises content developers on Web page requirements. Reviews and introduces enhancements to navigational requirements. Conducts editorial preparation of specific materials. Determines complex technical requirements for digital reproductions, including texts and access tools. Coordinates projects with appropriate personnel. Attends conferences and meetings to make presentations or for professional development to keep abreast of current trends and technology in areas of specialty. Multimedia Support Work 15% Provides technical support, designs and maintains multimedia systems, techniques, and technologies and determines purpose, goal and scope of applications, what information/elements will be included and how they will relate to each other. Writes, tests, and debugs authoring language code. Develops or reviews interface design, including both visual elements and flow of information, to establish a consistent and seamless mode of 'conversation.' Determines how user will work with material, establishes sequencing of information and feedback and determines cues and feedback. Designs or oversees graphic design of screens, including type specifications, screen layout and illustrations. OTHER SIGNIFICANT FACTS:

Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 7 Knowledge Required by the Position The position requires: (1) Knowledge of and proficiency with computer languages including XHTML, XML, CSS, ColdFusion, JavaScript, jQuery, Photoshop, and Dreamweaver. (2) Ability to communicate effectively both orally and in writing to meet and deal with customers and team members as well as outside vendors. (3) Ability to manage Web projects from conception to execution including scheduling and cross team collaboration. (4) Ability to use Web technology to develop, implement and maintain Websites, ensure quality and Consistency of Website design and structures, and compliance with government 508 standards. 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, developing recommendations, and resolving 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, make recommendations, and 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 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.

Internet Marketing Specialist FP-4, FP- 0301- 4

Position Number: DO9300 Introductory Statement: This position is located in the Office of World Wise Schools (WWS), reporting to the Assistant Director of Domestic Programs for World Wise Schools. The Marketing Specialist is responsible for outreach and marketing the WWS program to educators in the United States, currently serving Peace Corps Volunteers, and Returned Peace Corps Volunteers. The Marketing Specialist carries out a variety of communications activities, including development of outreach and marketing materials and overall production of WWS promotional materials, WWS video production and distribution, and coordination of special events. Marketing and Outreach 35% Develops and implements a comprehensive plan for promoting awareness among professional and like-minded organizations and their educator networks and increasing the participation of key constituencies. Participates as an independent contributor to team efforts on marketing campaigns. Recommends specific marketing, design, and distribution techniques, formats, and strategies best suited to meet the objectives of the Office of Domestic Programs marketing and promotional efforts. Works with the Information Office, Publishing Office, and other sections, divisions, and agencies to disseminate informational and promotional materials. Distributes advance copies of these materials. Contributes to the design, development, and implementation of multi-media campaigns. Assists in the development of promotional plans. Identifies objects, tasks, methods (e.g., target mailing vs. space advertisement), costs, and resources. Represents WWS at selected conferences, exhibits, and information booths; makes and/or coordinates presentations about WWS. Serves as liaison between WWS and interested organizations and individuals, responding to requests and proposals for WWS participation and/or support. Special Events 30% Plans, coordinates, and organizes major special events that promote awareness and increase participation in WWS programs. Arrange logistics, coordinate within Peace Corps offices and beyond the Agency. Writes statements of work and coordinates contract workers to assist with special events. Maintains a budget for events and determine appropriate food, decor, entertainment and similar event features which will produce the desired event within budget. Analyzes financial reports and monitors operational procedures to ensure contractual compliance. Initiates contract revisions to meet changing program requirements. Initiates all administrative procedures for events. Supervises event set-up and all services during the event. Evaluates events to determine effectiveness of implementation and possible improvements. Assists in formulating procedures and standards governing the agency events. Serves as principal source of information to staff on matters of protocol and etiquette. Provides advice on matters concerning diplomatic and protocol courtesies extended to visiting dignitaries, as well as on social etiquette expected of the agency officials. Determines the need for and conducts studies on the special events programs. Evaluates the results of studies and consultant reports and makes recommendations. WWS Video Production 30% Manages all aspects of WWS video production, including writing statements of work and timelines, serving as liaison between WWS and the video production company. Designs publications, exhibits, and presentations which present information in specialized subject matter areas peculiar to the employing organization, or a range of general subjects relating to the work of the organization. Manages all aspects of the distribution of WWS videos, including: identifying potential channels, coordinating all broadcast and up-link services; preparing and distributing broadcast and up-link information to appropriate educational agencies, Agency staff, etc.; responding to Education Television (ETV) requests for lender tapes and overseeing maintenance of ETV database. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position (1) Knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources in the area studied; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; (5) Skill in conducting detailed analyses of complex functions and work processes; and

(6) Interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies and management and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Administrative policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Administrative guidelines usually cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee may refine or develop more specific guidelines such as implementing regulations or methods. Factor 4- 5 Complexity Analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing and conducting studies are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 4 Scope and Effect Assesses the productivity, effectiveness, and efficiency of program operations and/or analyzes and resolves problems in the staffing, effectiveness and efficiency of administrative support and staff activities. Establishes criteria to measure and/or predict the attainment of program or organizational goals and objectives. Contributes to the improvement of productivity, effectiveness, and efficiency in program operations and/or administrative support activities at different echelons and/or geographical locations within the organization. Work affects the plans, goals, and effectiveness of missions and programs at these various echelons or locations. The work may affect the nature of administrative work done in components of other agencies. Factor 6- 3 Personal Contacts Contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness 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 sedentary. Factor 9- 1 Work Environment The work is typically performed in an adequately lighted and climate controlled office.

Inspector General, FE- 0301

Position Number: D10330 Introductory Statement: The incumbent 1) Provides direct management oversight and vision for the organization by means of strategic planning, personnel management and budget formulation; 2) Provides the overall direction for and independently conducts supervises and coordinates the OIGs worldwide audit and inspection activities related to the Peace Corps activities. 3) Provides timely and useful advice and recommendations to the Director, senior Agency officials and Congress to prevent and detect fraud, waste, abuse, and mismanagement and to promote economy, effectiveness, and efficiency in government; 4) Provides the overall direction and coordination for the development of OIGs policies, standards and operating procedures for audit and inspection activities, investigations, fraud and abuse control, and promotion of economy and efficiency throughout the Agency; 5) Develops long-range strategies and goals to minimize the opportunities for the occurrence of fraud and waste as well as develops innovative techniques and systems for the detection of fraud or promotion of economy, efficiency and program effectiveness in Peace Corps operations; 6) Participates in meetings or in negotiations with senior Agency officials, other federal executive or legislative agencies or offices, and on interagency committees. This includes serving as the Peace Corps representative to the Coordinating Conference of the Presidents Council on Integrity and Efficiency. Conveys and interprets policies, objectives and decisions to assure that close cooperation is maintained with these groups or agencies at all times and that the objectives and responsibilities of the OIG are attained. Oversees management of interagency reviews or projects; 7) Manages the resources to ensure comprehensive audit, inspection, and oversight coverage of programs, operations, and integrity. Ensures that important deadlines and priorities are established and met and work is in accordance with professional standards; 8) Develops effective working relationship with Peace Corps officials and other Government agencies officials; keeps them appropriately informed of audit, inspection, and investigation findings; and keeps up-to-date with respect to management initiatives and issues within the Peace Corps subject to review by the OIG; 9) Develops overall office policies, objectives, goals, and evaluating performance; 10) Keeps the Director and other appropriate senior officials informed of significant or sensitive matters within the OIGs areas of responsibility; 11) Develops plans for the OIG, which reflect appropriate priorities and key concerns; 12) Directs planned audits, inspections, and oversight work, ensuring thorough and timely work which is of high quality; 13) Provides legal advice on legislative, regulatory, administrative and investigative matters; 14) Ensures the equal opportunity goals are carried out to the fullest extent possible; 15) Deals with a wide range of complex and sensitive matters having substantial ramifications for agency policies and program operations. Takes the Directors views, goals, and objectives into account in developing strategies to improve operations within the organization; 16) 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; 17) Represents the Directors 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. Human Resources Management 34% 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. Advice and Guidance 33%

Serves as the primary agency advisor on various programs and events. Counsels senior management staff and officials at multiple levels of PC. Advises on the appropriate methods and techniques to use in order to achieve program goals and objectives. Serves on inter-agency, national, and/or international special work groups, task forces, or expert panels on special projects or studies critical to the resolution of far-reaching operating issues and problems. Liaison and Public Contact 33% Establishes and maintains effective working relationships with various high-level individuals. Establishes and maintains close and cooperative working relationships with PC or department management and officials, government agencies, and other institutions with related interests, in order to advance the programs and objectives of PC. Communicates with the management team on the status of different work activities and efforts. Reports regularly on the effectiveness of specific programs. 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 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 This position manages through subordinate supervisors and/or contractors who each direct workloads comparable to GS-12 or higher level, or equivalent.

Supervisory Human Resources Specialist (Payroll), FP- 02012

Position Number: D09158 Introductory Statement: This position is located in the Office of Human Resource Management and the incumbent will report to the Director, HRM. The incumbent is responsible for the operation, maintenance and enhancement of Peace Corps human resource information systems. Human Resources Information Systems Management 75% Reviews and evaluates interrelated and interdependent Human Resources management program operations concerning the operations of the U.S. Peace Corps human resources information systems. Responsible for the operation, maintenance and enhancement of Peace Corps human resource information systems. Determines needs for modifications and improvements and develops specifications for systems changes, enhancements and reports. Provides senior level guidance to the Director, HRM and Chief Information Offer on systems operation. Coordinates and serves as the HRM point of contact with Office of. Information Resource Management and the agency point of contact with the National Finance Center to resolve system problem areas, quality control or improvements as necessary. Ensures continuous, up to date human resource information is maintained in a personnel/payroll database. Ensures proper payments are made to employees, data is accurate and procedures are in place for updating and maintaining data by employees and human resource staff. Ensures that human resource and payroll reports are tailored to meet HRM and agency operations and generated in a regular and timely fashion. Develops and executes the process, policy and procedures associated with administering and carrying out the operations of the Peace Corps' automated personnel/payroll system. Ensures all regulatory and. legal requirements are met and maintained. Ensures NFC, OPM and other requirements for personnel and payroll data are met. Responsible for maintaining a customer responsive system that can deal with employee queries and problems on such issues as pay, tax deductions, benefit payments, leave accounting, and address changes etc. promptly and accurately. Responsible for meeting manager's requirements for executive-level information and reports as required. Develops and maintains procedures and systems for tracking applications, Vacancy announcements, personnel files and other automated or manual filing systems. Determines optimum use and upkeep of inter/intra net web information and other information systems to deliver concise, timely and accurate human resource information to various customers. Supervisory and/or Managerial Responsibilities 25% Directs and supervises the employees of the Human Resource Information System staff. Assigns work and evaluates performance, recommends training, selections, promotions and awards. Provides equal employment opportunity for all employees under his/her guidance. Performs special projects as assigned. Ensures HRM and other agency staff as necessary are trained and understand personnel/payroll system operations, report generation, system policy and procedures as necessary. 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

where the proposals involve substantial agency resources or require extensive changes in established procedures and methods; 6) Evaluate and make recommendations concerning overall plans and proposals for complex agency projects; 7) Develop, interpret, and analyze data extracts and reports from automated HR databases and/or develop the most efficient and effective automated systems approaches for presenting HR reports and graphics for management; 8) Provide authoritative advisory service and/or develop authoritative policy interpretations; 9) Plan, organize, and conduct research of complex legal problems that involve major areas of uncertainty in approach, methodology, or interpretation to identify appropriate courses of action; 10) Resolve problems characterized by their breadth, importance, and severity for which previous studies and techniques have proven to be inadequate; 11) Prepare recommendations to significantly change or modify one or more major programs, evaluate the content of new legislation for impact on agency programs and/or to translate legislation into program goals and objectives. Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the organization. The employee is responsible for a significant program or function. The employee defines objectives and interprets policies promulgated by authorities senior to the immediate supervisor, determining their effect on program needs. The employee independently plans, designs, and carries out the work to be done and is a technical authority in her/his area. The supervisor reviews work for potential impact on broad agency policy objectives and program goals. Work is normally accepted as being technically authoritative and it is normally accepted without significant change. Factor 3- 5 Guidelines Guidelines used are very general regarding agency policy statements and objectives. The employee uses guidelines that are often ambiguous and express conflicting or incompatible goals and objectives, requiring extensive interpretation. The employee uses judgment and ingenuity and exercises broad latitude to: determine the intent of applicable guidelines; develop policy and guidelines for specific areas of work; and formulate interpretations that may take the form of policy statements and guidelines. Factor 4- 5 Complexity The work consists of addressing issues that significantly affect long-range implementation of substantive operational and/or policy program(s) throughout an agency, bureau, service, or major military command with numerous subordinate HR offices. The employee understands and interprets interrelated program issues that affect long-range program planning, design, and execution. Integrates the work of a team into authoritative report(s) outlining options, recommendations, and conclusions reached. Researches statutory, regulatory, court and/or administrative precedents, and other legal opinions or documentary material. Interprets and evaluates questionable or discrepant information and synthesizes intricate information to arrive at legally supportable conclusions. The employee develops new HR techniques and/or establishes new criteria or approaches and methods for program implementation and evaluation requiring a substantial depth of research and analysis which serve as precedents for others. Performs analyses that are complicated by major areas of uncertainty in the appropriate approach, methodology, or interpretation because of continuing program changes, technological developments, or conflicting requirements. Works on cases that: involve matters that are contentious and/or susceptible to widely varying interpretations; and require creating new techniques, establishing criteria, or developing new information. Factor 5- 5 Scope and Effect Analyzes, evaluates, and develops major aspects of agencywide HR programs that require isolating and defining unknown conditions, resolving critical problems, or developing new concepts and methodologies. Work involves issues of sensitivity and potential controversy that when resolved may promote advances in principal HR program plans, goals, objectives, and milestones. Work establishes precedents for other technical experts to follow. Findings and recommendations are typically of major significance to agency management officials and often serve as the basis for new legislation, regulations, or programs. Work may also influence and persuade top management officials to change major HR policies or procedures. Factor 6- 3 Personal Contacts Personal contacts include persons outside the agency, including consultants, contractors, or business executives, in moderately unstructured settings. This level may also include contacts with agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. The incumbent must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 3 Purpose of Contacts

The purpose of contacts is to influence and persuade employees and managers to accept and implement findings and recommendations. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in offices, hospitals, shipyards, depots, warehouses, and similar areas for meetings and to conduct HR work. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite. Some employees may carry light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. 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 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.

Program Support Assistant, FP- 0303- 7

Position Number: D01056 Introductory Statement: This position is located in the Office of Overseas Programming and Training Support. The incumbent for this position provides program and administrative support while working at the headquarters office. Program Services and Support 40% Independently completes special research requests. Exchanges and develops information, resolves discrepancies, and makes recommendations about conflicting program-related materials. Collects program information from technical specialists, enters it into a variety of electronic information systems, searches for related information, and retrieves all relevant data. Consolidates the information into presentation format. Assists with the development of training materials. Training Support 40% Serves as the organization's focal point for arranging and coordinating training activities. Arranges schedules for training courses, assuring all classroom requirements and/or equipment are available. Reviews training requests for completeness and eligibility. Assists training specialist with all preparation for domestic and international training sessions including the preparation and shipping of materials, the planning of travel, the scheduling and coordination of training aids and classrooms. Data Collection and Tracking Support 20% Provides support and assists in the planning, review, and reporting of data/statistical results of program or project studies. Establishes protocols for incoming data, organizes computerized data sets, and retrieves computerized data. Performs a basic analysis of the data and generates a variety of reports. Maintains automated system of program-specific data to track suspenses on items such as project milestones, progress reports, funding accomplishments, compliance strategies, etc. Evaluates documents. Coordinates incoming data from a variety of sources. Receives and reviews documents, reports, and/or applications for omissions and inconsistencies, and ensures data entry is complete and accurate. Enters pertinent information into an automated tracking system. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 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.

Program Specialist, FP- 0301- 3

Position Number: D10033 Introductory Statement: This position is located in the Center for Field Assistance and Applied Research of the Peace Corps, in the Partnership Development Unit of the Field Assistance Division. The Center serves as the focal point for Peace Corps technical assistance, research and innovation to advance Volunteer and staff performance in the field. The Center partners with and directly supports the three regional offices (Regions) -- Africa; Europe, Mediterranean and Asia (EMA); and Inter-America and the Pacific (IAP) -- and overseas posts in project and training design, implementation, evaluation and innovation, and knowledge management to support success of Volunteers and staff in the field. The Partnership Development Unit (PDU) is responsible for the development and maintenance of external partnerships, both financial and programmatic, with other government agencies and non-profit entities, in support of field operations. The unit provides guidance to Peace Corps staff, contributes to policy development, provides reports, and conducts assessment and evaluation of partnership activities undertaken by Peace Corps. Work of the Partnership Development Unit is guided by the Chief of the Field Assistance Division, the Director of the Center, and the Agency Steering Committee which establishes partnership parameters. The incumbent is responsible for coordinating the operation and management of the Small Project Assistance (SPA) Inter-Agency Agreements (IAAs), funded by the United States Agency for International Development (USAID). The SPA IAAs provide support to Peace Corps posts for small-scale community grants and for capacity-building training of host country counterparts. Additionally, as a member of the PDU. the incumbent contributes to the planning, analysis, and determination of improvements in administrative operations, information flow, and electronic file management, as these relate to the management of other Agency partnership agreements. Program and Policy Advice and Guidance 70% Provides advice and guidance to resolve, implement, or manage program or policy issues that involve major areas of uncertainty in approach or methodology. Oversees the provision of programming and training assistance to Peace Corps posts in support of projects and training eligible for SPA Program funding. Designs and implements strategies to promote and expand understanding of the SPA grant and field assistance program among Peace Corps staff, including Country Directors, Programming and Training Staff, Administrative Officers, and post SPA Coordinators. Initiates guidelines and procedural information to assist Peace Corps posts in utilizing SPA resources to support small-scale community projects and develop capacity-building activities to train host country nationals in the design and implementation of sustainable community development activities; Responds to requests for information and assistance from Peace Corps posts, answering programmatic and procedural questions, and providing guidance on sustainable grassroots development practices. Reviews requests for SPA Program assistance in accordance with the terms of the IAA and Peace Corps' annual budget review cycle. Identifies training resources to provide training assistance to Peace Corps' posts, and establishing contracts for such training. Collaborates with the Partnership Unit Coordinator and the USAID liaison to develop a joint SPA programming strategy. Takes initiative in developing training materials and workshops which assist field staff and Volunteers in developing and implementing small-scale sustainable development projects. Participates in efforts, led by the Partnership Coordinator, to continue existing partnerships or identify new programmatic partnerships, in support of Peace Corps field operations. Provides data and information to support the Partnership Coordinator, who is the principal program liaison between Peace Corps and USAID, to manage the SPA II Inter-Agency agreement. Helps to develop, assess, and review proposals from other public and non-profit development organizations for possible collaboration. Program Evaluation 30% Reviews, advises on, and conducts complex analyses, evaluations, or investigations in support of organizational programs, systems, and processes, including areas where definitions, methods, and/or data are incomplete, controversial, or uncertain, or where boundaries of the studies are extremely broad and difficult to determine in advance. Plans and conducts experimental analyses that result in new design guidelines, and have a profound effect on program or mission capabilities and/or operating procedures. Develops new methods and techniques to address novel or obscure problems for which guidelines or precedents are not substantially applicable. Documents and reports study results to management.

Serves as an authoritative source of consultation for other managers and program specialists. Defends controversial findings in public or high-level forums. Represents before public bodies the interests of the organization, program, or Government. Coordinates monitoring and evaluation of activities supported by the SPA II Agreement. Performs financial tracking of the use of SPA funds to ensure compliance with IAA funding requirements. Coordinates the flow of information and reporting on SPA supported community grants, in conjunction with the SPA Program Assistant. Monitors the effectiveness of training conducted with SPA Program resources, and provides feedback as part of the Agency's yearly Project Status Review process. Manages the yearly reporting process on the achievements and results of the SPA II Agreement for USAID, in conjunction with the PDU Program Analyst. Prepares status reports and updates for posts on best practices achieved by the SPA II Inter-Agency Agreement. 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.

Director, Office of Strategic Information, Research & Planning, FE- 0301

Position Number: D10193 Introductory Statement: The incumbent plays a senior level role in the long-term planning for the Peace Corps, with responsibility for developing and implementing the Director's broad guidance for Peace Corps program operations and/or support. The incumbent: 1) Oversees the analysis and evaluation, on a quantitative and qualitative basis, of the effectiveness of programs or operations in meeting established goals and objectives; 2) Guides agency strategic planning process, including the development of outcome-oriented indicators to capture program results; 3) Directs the agency's performance reporting efforts, including overseeing the production of the data and content for the Performance and Accountability Report (PAR) and Program Assessment Rating Tool (PART); 4) Strategically aligns evaluation projects with organizational mandate, objectives, and priorities related to improving program and policy effectiveness; 5) Assist Peace Corps managers in developing applicable metrics that align with Peace Corps values, cultures, and strategies; 6) Spearheads the capturing of appropriate information to demonstrate the agency's long-term impact; 7) Provides oversight to the survey process by managing several comprehensive surveys conducted by the Office, as well as providing technical advice to other offices on valid data collection tools and procedures; 8) Ensure the Office properly maintains Peace Corps' vital statistics and is official repository for consistent, accurate data that can be used for performance reporting as well as informed agency decision-making; 9) Manages the creation of an appropriate taxonomy and structure for data governance to ensure the agency can access key data in light of information technology advances; 10) Provides leadership, guidance, and a creative, results-oriented work environment for the staff in the Office of Strategic Information, Research, and Planning. Program Management and Oversight 30% 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 PC. 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. Plans, approves, and oversees the execution of the annual budget for the Office. Provides strategic oversight of office human and fiancial resources that guide the budget planning process. Advice and Guidance 25% Serves as the primary agency advisor on various programs and events. Counsels senior management staff and officials at multiple levels of PC; senior staff of other Federal government agencies, private sector clients, and vendors on agency matters. Advises on the appropriate methods and techniques to use in order to achieve program goals and objectives. Serves on inter-agency, national, and/or international special work groups, task forces, or expert panels on special projects or studies critical to the resolution of far-reaching operating issues and problems. Liaison and Public Contact 20% Establishes and maintains effective working relationships with various high-level individuals. Establishes and maintains close and cooperative working relationships with PC or department management and officials, government agencies, and other institutions with related interests, in order to advance the programs and objectives of PC. Communicates with the management team on the status of different work activities and efforts. Reports regularly on the effectiveness of specific programs. Policy Development 15%

Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Recognized as an agency authority in advising on policy formulation 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 other 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 10% 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 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. Factor 3- 1 Supervisory/Managerial Authority Exercised 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 This position manages through subordinate supervisors and/or contractors at the GS-15 level who each direct workloads comparable to GS-12 or higher level, or equivalent.

Program Specialist, FP- 0301- 5

Position Number: D10372 Introductory Statement: The position is located in the Office of Administrative Services. The incumbent reports to the Chief of the Post Logistics and Support Division and has a primary duty as the agencys mail services program specialist, responsible for management of U.S. Postal Service and commercially expedited mail delivery. Incumbent will perform a wide variety of mail service management duties to include the following: Serves as Agency Mail Manager Ensures agency wide awareness and compliance with mail management standards Negotiates mail related services on behalf of agency by interfacing with the U.S. Postal Service, Department of State, Department of Defense, U.S. Customs, domestic and international delivery service vendors, and other federal agencies Provides and/or coordinates mail service training opportunities and technical support/guidance for all levels of agency personnel, contracted personnel, and Peace Corps Regional Office personnel Establishes written policy and procedures to provide timely and cost effective mail services Provide technical advice and assistance to and liaisons with the Office of Acquisition and Contracts Management regarding mail services contracts Monitors and independently reviews contractor performance of mail center operations Assist with annual planning, programming, and budget preparation for approximately $1 million in mail services Program and Policy Advice and Guidance 30% Provides advice and guidance information of a factual nature regarding well-precedented issues. Interprets established and pertinent regulations and organizational policies, management principles, administrative rules, and staffing guidelines in the area of Mail Services. Initiates contacts with PC employees, supervisors, and managers to give technical advice and guidance on problems or relationships of a procedural nature, such as common administrative practices and procedures to organizations pertaining to areas of responsibility and delegation of authority. Manages the Agency Mail Center and all aspects of mail operations. 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. Organizational Liaison for Budget and Finance Work 20% Assists in performing routine tasks in support of the administration of a small, stable budget involving basic administrative expenses, such as disseminating guidelines for participating in the budget formulation and execution process. Reviews budget calls, and explains schedules and data requirements to organization managers in the area of Mail Services. Collects information on anticipated needs in preparation for the new budget cycle. Advises managers on the practical and technical aspects of the budget. Analyzes and summarizes budget-related information for the manager. Supports administrative activities related to preparing the final budget package for submission and responding to questions. Assists in ensuring that adequate control systems are set up to monitor accounts during the fiscal year and makes adjustment as required. Prepares necessary reports and ensures that automated reporting systems are up-to-date. Organizational Liaison for Procurement and Contracting Work 20%

Identifies, considers, and assists in resolving procurement administration problems of a routine nature in the area of Mail Services, such as reviewing paperwork and following up to resolve minor glitches that delay procurements. Reviews all purchase requests for completeness and appropriateness. 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. Serves as the organization's liaison with the PC contracting office. Program Evaluation 20% Selects and applies accepted analytical and evaluative techniques to the identification and consideration of issues or problems of a procedural or factual nature. 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. Problem Identification and Resolution 10% Assists in the resolution of complex program or administrative issues or problems. Independently resolves well-precedented issues in the area of Mail Services. 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.

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

Position Number: D09812 Introductory Statement: This position is located in the Office of Medical Services, Office of Volunteer Support. The incumbent is assigned to the Post-Service Unit which is responsible for providing medical and dental services for Returned Peace Corps Volunteers (RPCVs) as defined in the Peace Corps Act. The unit is responsible for organizing, controlling, evaluating, and coordinating claims filed by RPCVs at their close of service for the Peace Corps with the Office of Workers Compensation (OWCP), Department of Labor (DOL), under the Federal Employees Compensation Act (FECA). It also establishes and participates in re-employment programs for long-term disabled claimants in conjunction with the DOL. The incumbent provides comprehensive case management designed to improve service to a specified group of RPCVs. The incumbent provides information to claimants, facilitates management of accepted cases and maintains correspondence with the OWCP. Clinical Case Management 33% Manages a defined group of RPCVs FECA claims; assesses and monitors the process of existing FECA claims to determine the need for updated medical reports/evaluations, independent medical evaluations, second opinions, and assignment of nurse case management or vocational rehabilitation by the DOL. Assesses and prioritizes claims by reviewing chargeback/OWCP database for status codes. Evaluates claim to determine if case is being processed, based on OWCP procedures appropriate for that status code. Recognizes common problems and communicates suggestions to DOL. Responsible for identification and management of patients with high risk/high cost diagnoses; Works with Office of Inspector General and OMS to identify claims suspect of fraud/abuse and refer such claims for investigation. Documents all client encounters and contacts made on behalf of clients; prepares case summaries as needed for claims issues. Prepares statistical reports on a quarterly basis on claim processes. Disability Rating Determinations 33% Adjudicates a broad range of claims that cover a wide variety of situations and include interrelated factors involving legal, medical, occupational, or other considerations, some of which are controversial or conflicting. Investigates and determines validity of allegations regarding injuries, illnesses, or death through documentation in the RPCV health record. Makes determinations on a full range of medical and non-medical issues encountered. Coordinates district reviews as directed by manager. Reviews identified claims and provides the necessary follow-up to the DOL district office. Monitors claims for response by the claims examiner. Maintains open communication with claims examiners at OWCP. Participates in decision-making of claims filed for medical treatment of minor dependents of terminated PCV's. Determines whether the illness is attributable to environmental conditions of the overseas placement. Consults with Peace Corps' medical advisors/consultants as appropriate. Patient Care Planning 33% Actively and independently performs a wide range of patient care and management functions, assessing, planning, and implementing individual health care plans for staff members. Participates in education and training programs for staff and RPCVs. Monitors quality of own practice and participates in continuous quality improvement based on practice standards and regulations. Collaborates with and/or consults with other members of the team regarding RPCV health issues. Utilizes appropriate methods for interacting effectively and professionally with clients from diverse cultural and ethnic backgrounds. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position

This position requires a professional knowledge of a wide range of nursing concepts, principles, and practices to perform highly specialized nursing assignments of advanced nature and considerable difficulty requiring extended specialized training and experience. Incumbent must be a registered nurse, Certified Workers' Compensation Case Management eligible and must possess knowledge, skills, or abilities in the following: Knowledge of FECA laws, regulations, benefits, and OWCP principles, concepts, and precedent decisions. * Knowledge of the Peace Corps Act, the Peace Corps Manual, the Privacy Act, and the Freedom of Information Act as they relate to claims management. * Ability to thoroughly assess, and investigate claims regarding illnesses, injuries, or deaths and to make decisions regarding validity of allegations. * Knowledge of general medical and psychiatric conditions, tropical and infectious diseases, as well as environmental conditions overseas that may affect the well being of PCV's. * Skill in analyzing program effectiveness, problem-solving, and modification of program elements as indicated. * Skill in written and oral communication, listening, and providing advice or counseling. * Skill in various computer applications, including spreadsheets and word processing. Factor 2- 4 Supervisory Controls The supervisor sets overall objectives and resources available. The nurse and supervisor consult on work and develop decisions together. Expertly plans and performs work independently, resolves most conflicts, coordinates with others on teams and in communities. Work is reviewed for effectiveness in meeting requirements. Incumbent works independently under the general administrative direction of the Post- Service Manager, with assignments given in terms of broadly defined OWCP claims. Incumbent exercises considerable judgment in assessing and managing accepted cases with the DOL. Because of the uniqueness of coverage provided, the incumbent's judgment directly affects management of claims by OWCP and, in turn, Peace Corps' costs. In addition, sound judgment and professional experience must be utilized to integrate new research, trends, and developments into assigned OWCP components. Factor 3- 4 Guidelines Several guidelines may be utilized: Screening Guidelines, Technical Guidelines, Standard Operating Procedures, and the Peace Corps Manual. Broad general guidelines are provided by the Peace Corps Act, OMS guidelines, OWCP, the Office of Personnel Management, FECA, and precedent decisions. Incumbent is responsible for interpreting the guidelines to successfully resolve complex problems associated with assigned duties. Factor 4- 4 Complexity Performs independent assignments. The assessment of patient conditions includes, for example, interpreting physical examination and laboratory reports. The work requires making decisions concerning the implementation of data, planning, and refining methods. Incumbent's responsibilities are varied in nature, requiring in-depth analysis to determine the many means of resolution. The management of each case must be thorough, accurate, and complete before submission to the OWCP for adjudication. This entails making decisions based on medical knowledge of the various physical and mental injuries and illnesses, the etiology of diseases, and the relationship of disabilities to factors of employment, especially as they relate to conditions in developing nations. Factor 5- 4 Scope and Effect The purpose of the work is to establish criteria and assess effectiveness of post-service health benefits. The product affects a wide range of agency activities or how the agency is perceived or regarded by the community or population served. Incumbent's work involves planning, organizing, analyzing, evaluating, and coordinating case management activities to ensure that they respond to Agency program needs, comply with national laws and standards and regulatory agency policies, and accurately reflect the research and trends proposed technical pronouncements.

Incumbent's assignments contribute to the mission and programs of the Agency and have a continuing and long-term effect on long term costs to the Agency. In addition, case management often generates high interest from other agencies, private groups and individuals (e.g. RPCV groups and Congressional inquiries.) Factor 6- 3 Personal Contacts Typical contacts associated with this position are with the District OWCP located throughout the U.S., other Federal government counterparts, RPCVs, PCMOs, and other Peace Corps staff. In addition, there are frequent contacts with attorneys, physicians, and associated health professional medical personnel, private sector experts, and state and local government officials on matters involving OWCP responsibilities. Factor 7- 2 Purpose of Contacts The purpose is to obtain appropriate information related to post-service health benefits. Factor 8- 1 Physical Demands * Most work activities are generally sedentary and require average ability, dexterity and personal strength. * Manual dexterity skills including repetitive use of hands, fingering and grasping are needed. Work includes extensive use of keyboards, documents and file management. * Average vision and hearing are needed. * Lifting ability of 25 pounds is needed for routine file management. Infrequent lifting of up to 40 pounds is necessary and is generally associated with special projects, training and travel. * Bloodborne Pathogen Exposure/Risk: Some level of risk: Rare or infrequent opportunity. for exposure to blood and body fluids. Exposure risk related to site visits and shipment of specimens via Headquarters to U.S. laboratories. * Domestic as well as some International travel may be necessary to achieve the goals of the unit and may result in moderate to high physical risks and discomfort. Factor 9- 1 Work Environment The work is usually performed in an office setting with adequate light, ventilation, and temperature control. The work involves routine local and domestic travel to DOL offices. International travel may be necessary.

Supervisory Contract Specialist, FP- 1102- 2

Position Number: D10409 Introductory Statement: This position is located in the Peace Corps Office of Acquisitions and Contract Management. The incumbent serves as the Manager of the Overseas Support Team with responsibility for a wide range of contracting issues related to overseas contracting operations to include personal services contracts, leases, interagency agreements, regional buying agreements and contracts, and simplified acquisitions. Provides technical advice, assistance, and support to overseas Administrative Officers and Country Directors, Regional Directors and other senior officials to include General Counsel, the Chief Financial Officer and Chief Acquisition Officer. Develops, updates and publishes policies to govern overseas contracting operations and provides training and field assistance to overseas posts when required. In addition, the incumbent is responsible for supervising a small staff. Contract/Procurement Advice and Assistance 25% As the recognized procurement expert for a major segment of the agency, advises management and contracting officers on matters pertaining to contracting actions, including contracting procedures and policy interpretation in day to day contact and through formal correspondence, for major contracts and projects. Contracting Policy Research, Analysis, and Interpretation 20% Plans and formulates new or improved contracting policies in a functional area of procurement, e.g., pre-award or price/cost analysis, including responsibility for formulating guidelines, implementing new developments, and providing policy interpretation to subordinate contracting activities. Provides ongoing technical advice and recommendations to both contracting and technical office personnel. Acts as a liaison to various offices. Analyzes and collates the approved annual procurement plans. Recommends, develops, issues, and maintains contracting policies to ensure consistency in implementation. Contract Compliance Review 15% Conducts in-depth compliance review and evaluation of complex, unusual, or unprecedented contract actions requiring higher-level approval. Reviews contracts and solicitations for appropriate contract type, pricing and other contract provisions, selection of source, acquisition method, determinations and findings, documentation, clarity of contract terms, and propriety of cited funds. Reviews grantee's procurement systems and procedures. In response to requests for review by grantees for the purpose of certifying their procurement system and procedures, conducts in-depth on-site evaluations of grantees contracts, contracting procedures, contract planning, competition, cost analysis, organizations, employee qualifications, procurement and contract administration systems, and similar functions. Reviews third-party contracts submitted by grantees to ensure compliance with requirements for solicitation and award of third-party contracts. Reviews include all types of contracts (fixed price, cost-plus-fixed-fee, cost-plus-award-fee, incentive provisions, escalation provisions, etc.) for the procurement of major systems, research and development, equipment, construction, services and supplies. Prepares comprehensive reports and recommendations to executive staff and to the third-party Contract Review Board as a result of the reviews. Contract Administration 10% Serves as a Contracting Officer for an assigned group of contracts and interagency agreements for supplies and services in support of overseas Peace Corps activities from cradle to grave. Performs all aspects of contracting transactions for procurements that contain a number of different processes or elements resulting in extensive contract administration and subcontracting. Performs procurement planning and advises program officials of the procurement objectives to be used, and assists in the preparation of statements of work (SOW). Uses automated systems to research sources and collect vendor data. Collects data on contractors' past performance and documents contractors' performance on current contracts. Negotiation of Contract Modifications 5% Serves as lead negotiator for contract modifications for programs involving several interrelated contracts; i.e., changes to one contract affect other contracts. Ensures contracts/agreements are in compliance with federal and agency policies. Supervisory and/or Managerial Responsibilities 25%

Supervises a group of employees performing work at the FP-3 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires either: knowledge of contracting principles, laws, regulations and procedures applicable to pre-award and/or post-award actions sufficient to procure and/or administer contracts for major development, testing, and/or production, or mastery of a procurement functional area sufficient to provide expert technical leadership, staff coordination, and consultation including responsibility for formulating guidelines, implementing new developments, and providing policy interpretation. Familiarity with business strategy and program or technical requirements is required sufficient to perform or direct in-depth evaluations of the financial and technical capabilities, or the performance, of the contractor. Factor 2- 5 Supervisory Controls The employee is delegated unlimited authority for planning and carrying out the contractual activities required. The supervisor is available for consultation on program objectives, budgetary constraints, and procurement policy interpretations. Decisions and recommendations of the employee are normally accepted as authoritative, although higher review may be necessary for some phases of the work. Factor 3- 5 Guidelines Guidelines require extensive interpretation. Little or no contractual precedents exist to guide the employee in developing and modifying procurement strategies or agency procurement regulations or policies. Factor 4- 5 Complexity The work is characterized by breadth of planning, review, and coordination or depth of problem identification and analysis, stemming from the variety of the procurement functions or from the unknowns, changes, or conflicts inherent in the issues. Decisions involve responsiveness to continuing changes in programs or technological developments. Procurements typically require new or modified contract terms and conditions, funding arrangements, or policy interpretation throughout the pre-award or post-award phases. Factor 5- 5 Scope and Effect The purpose of the work is to provide authoritative procurement advice, resolve critical problems, or develop new approaches for use by other specialists or management/program officials, or for use in planning, negotiating, awarding, administering, and/or settling the termination of major procurements. The work product affects the work of other experts within or outside the agency. Factor 6- 3 Personal Contacts Personal contacts include a variety of specialists, managers, officials, or groups from outside the employing agency in a moderately unstructured setting where the purpose and extent of each contact is usually different, and the role and authority of each party is identified and developed during the course of the contact. Factor 7- 3 Purpose of Contacts

Contacts are to obtain agreement on previously determined goals and objectives through negotiation, persuasion, and advocacy. The individuals or groups are frequently uncooperative, have different negotiation objectives, or represent divergent interests. Factor 8- 1 Physical Demands The work is sedentary. Factor 9- 1 Work Environment The work is performed in an office setting. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; - Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters.

- Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager; - Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases; - Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up-to-date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following: - High ranking military or civilian managers, supervisors, and technical staff at bureau and major organization levels of the agency; with agency headquarters administrative support staff; or with comparable personnel in other Federal agencies; - Key staff of public interest groups (usually in formal briefings) with significant political influence or media coverage; - Journalists representing influential city or county newspapers or comparable radio or television coverage; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher, or equivalent. Factor 6- 5 Other Conditions Supervision and oversight involve significant and extensive coordination and integration of a number of important projects or program segments of professional, scientific, technical, and managerial or administrative work comparable in difficulty to the GS-12 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed. OR Supervision involves directing a highly technical, professional, administrative or comparable work at GS-13 or above which involves extreme urgency, unusual controversy, or other, comparable demands due to research, development, test and evaluation, design, policy analysis, public safety, public health, medical, regulatory, or comparable implications. OR This position manages work through subordinate supervisors and/or contractors who each direct substantial workloads comparable to the GS-11 level.

Manager of Overseas Recruitment, Selection and Support, FP0201- 1

Position Number: D10416 Introductory Statement: The mission of the Office of Overseas Staff Recruitment, Selection and Support (OSRSS) is to proactively recruit and support the selection process of mission critical US direct-hire positions located overseas to include executive selection process for the high-profile Country Director positions.. Positions also included are, Administrative Officers (AO), Programming and Training Officers (PTO), Sub-Regional Programming and Training Coordinators (SRPTC), and Associate Peace Corps Directors (APCD). The positions report to the Regional Directors or the Country Directors of Africa, Europe, Mediterranean and Asia (EMA), and Inter-America and Pacific (IAP). The Office is headed by a Chief who is responsible for establishing, overseeing, executing, maintaining and continuously evaluating the selection program for these US direct-hire positions. This Office is located in the Office of Management, Office of Human Resource Management. The Chief reports to the Director of Human Resources Management (HRM), with lateral responsibilities to and coordination relationships with the Regional Directors for Africa, Europe, Mediterranean and Asia (EMA), and Inter-America and Pacific (IAP). The incumbent will coordinate with the Chief of Staff for the selection of Country Director candidates. 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. Proposal/Plan Development for Recruitment and Placement Projects and Programs 25% Serves as the agency authority for the recruitment and selection, of quality overseas staff through the following tasks: -supplies the Regional Directors and other senior management with the information necessary to make an informed selection and coordinates agency-wide recruitment and placement programs to address critical and systemic recruitment and placement problems. manages the office budget, including funds for recruitment; generates any status and financial reports; and performs a continuous quality improvement review. Reviews and evaluates organizational activities and advises senior management regarding the accomplishments and evaluation of overseas selection program goals to align with the PC Strategic Plan and Strategic Human Capital Plan. Analyzes and evaluates long-range activities, and provides recommendations to improve the effectiveness of operations in meeting goals and objectives. Estimates the effect of proposed changes in legislation or regulations to determine the impact on executive recruitment and selection programs. Provides staff-level/expert advice to other offices or to staff members in the development of solutions to especially complex and difficult executive recruitment and selection problems in two or more interrelated Human Resources management fields. Supervisory and/or Managerial Responsibilities 25% Supervises all staff assigned to the office. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Recruitment and Placement Program Planning and Management 25%

Sets the strategic goals for the office and establishes the processes to meet those goals. In this capacity, the incumbent is responsible for overseeing the entire selection program, from initial recruitment to final selection by a Regional Director, Chief of Operations, Chief Administrative Officer or Chief of Programming. The incumbent actively recruits, through coordination with the Regions, and identifies high quality candidates for selection and administers interrelated and interdependent recruitment and placement program operations on a national level. The incumbent is in regular and recurring consultation with the Regions and HRM to obtain the necessary qualifying requirements, including any language specifications and other unique country needs. Establishes procedures to expand the applicant pool through relevant and timely recruitment efforts; provides leadership and expertise to seek out and identify diverse, under-represented and non-traditional applicant populations for overseas positions; serves as a contact point for internal staff seeking consideration for an overseas assignment; establishes procedures to recruit and select both internal and external candidates for overseas assignments; represents the agency in recruitment forums, executive management conferences, and other recruitment fairs with the approval of the Director of HRM; prepares and directs, within a limited budget, recruitment advertising in magazines, newspapers, and electronic media; networks to find new sources of candidates; and in consultation with the Regions, keeps abreast of significant issues affecting Peace Corps assignments in our host countries. Recruitment and Placement Program Evaluation Work 25% Develops, monitors, and conducts comprehensive nationwide studies on broad, emerging, or critical large-scale recruitment and placement operations and implements standard procedures for the selection process for overseas US direct-hire positions; coordinates with the Regional Directors, Regional Staffing Analysts, and other Peace Corps employees to identify candidates; analyzes formal application submissions to determine the subsequent steps in the interview process; follows up on selection inquiries; coordinates with the medical and family liaisons and HRM to verify that candidates are proceeding through the recruitment, hiring and clearance processes as expeditiously as possible; and involves relevant senior managers when necessary to troubleshoot or streamline processes. Provides expert advice and guidance when consulting with the Regions, HRM, and other offices to identify and assist in the selection of candidates. Establishes and provides responsive guidance and coordination support to the Regions. Using expert judgment, the incumbent ensures that all candidates who interview with Regional staff have the management and leadership skills necessary to perform successfully in their prospective positions. Establishes policies and procedures, analyzes the staffing needs for the Regions in order to offer suggestions on how to streamline and synchronize recruitment and hiring practices across Regions. Remains current with recruiting trends in order to ensure that the best sources are utilized to fill positions with a diverse mix of candidates. The incumbent resolves any non-legal disputes between the Peace Corps and potential candidates in consultation with the Regions, HRM, and, if necessary, the Chief of Staff. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 9 Knowledge Required by the Position Expert knowledge and skill in all areas of project management including, budget planning, formulation, and execution; standardization of application and hiring processes; integration of an organization's mission into the hiring process; ability to manage staff; conflict resolution; report generation and writing; analysis of hiring trends and selection data; maintaining files and historical records; and demonstrated success in completing projects with significant impact and scope. 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; Mastery of a wide range of methods for the assessment and improvement of complex programs, processes and systems; Skill to plan, organize, and implement programs, plans, and proposals involving substantial agency resources, or that require extensive changes in established procedures Expert skill in writing persuasive copy for advertising, recruitment material, applications, or comparable copy; knowledge of the use of demographic data, mailing lists, email lists and advertising in candidate recruitment; knowledge of cutting edge recruitment sources, including web-based and social networking tools; ability to conduct an analytical evaluation of candidates through a paper or electronic file; ability to manage complex projects/tasks under tight time constraints; ability to explain, interpret, and communicate the requirements for the position to potential candidates; strong writing and communication skills are desired. 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 in conjunction with the agency strategic plan and human capital plan. 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 position is to plan, develop, and carry out a broad and extensive recruitment and selection program, and/or to analyze overseas USDH human resources issues that are of significant interest to the agency worldwide and that influence the image and/or character of the agency and its programs..The work involves issues that often lead to recommendations for realigning functional responsibilities or to expand/contract significant programs that impact the future direction of the recruitment and selection of high profile mission critical overseas positions; and/or affects large numbers of overseas staff on a long-term or continuing basis. Factor 6- 4 Personal Contacts Personal contacts include high-ranking officials from within and outside the agency at national or international levels, in highly unstructured settings, such as heads of other agencies, key staff of congressional committees, nationally recognized journalists of major news media, or Presidential advisors. Contacts take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and require extemporaneous response to unexpected or hostile questioning. Preparation for these meetings typically includes using briefing packages or similar presentation materials that requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Factor 7- 4 Purpose of Contacts The purpose of 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. 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.

Program and Training Officer, FP- 0301- 4

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

Monitor external issues that may impact PC operations in-country; identify key challenges, current and future; work with the team to develop strategies to address these challenges. Keep apprised of trends and best practices in P&T field and integrates best practices into P&T activities at post. Peace Corps Volunteer Support 10% Ensure systems are in place to maximize the safety and security of Volunteers including: developing, testing, and enforcing policies and procedures; ensures optimal site development; assist CD, Safety & Security Coordinator (SSC) and others to anticipate, prevent, and manage crises ranging from sexual assaults and natural disasters to civil unrest and emergency evacuations; collaborate with the U.S. embassy and host government as appropriate. Ensure staff provides appropriate support to Volunteers dealing with cross-cultural adjustment issues and the challenges of working with host country counterparts/ supervisors, host families, and colleagues; develop a workplace environment where the P&T team serves as the lead to positively influence PCVs to gain enthusiasm and support for Peace Corps service, and the host country peoples and culture. Provide guidance to PCVs to cultivate their understanding of the challenges of Peace Corps service and their responsibilities for professional behavior. Guide P&T team efforts with Volunteers in promoting a professional work ethic, self-reliance, cultural sensitivity, commitment to service, and a sense of camaraderie between Volunteers and staff. Visit PCV sites to evaluate all aspects of volunteer assignments including project implementation, compliance with established host country agreements, and PCV performance; to ensure that Volunteers have been assigned meaningful work in their communities, have received the training necessary to be effective, that appropriate safety and security measures are in place, and that financial and other basic needs are met. Collaborate with PC Headquarters offices to identify, organize, and implement skill building workshops and other activities to benefit P&T efforts at post. Representation 10% Follow established policies and procedures to assist in the development and maintenance of relationships with host country government officials and local authorities, representatives of non-governmental organizations (NGOs), and other persons of influence in the country's developmental efforts to enhance and promote the Peace Corps programs. Establish and maintain contacts with Embassy personnel and others within the U.S. Mission to foster cooperative relationships in furtherance of Peace Corps' goals and to ensure the safety of Volunteers. 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 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- 4 Complexity The employee analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of programs, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conditions, such as conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and/or findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 3 Scope and Effect The purpose of the work is to assess the productivity, effectiveness, and efficiency of program operations and/or to analyze and resolve a variety of unusual conditions, problems, or questions. The employee establishes criteria to measure and/or predict the attainment of program or organizational goals and objectives; and/or improves the productivity, effectiveness, and efficiency in program operations and/or administrative support activities at different echelons and/or geographical locations within an agency, or in other agencies. The work products affect the plans, goals, and effectiveness of substantial agency mission areas and programs. Factor 6- 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.

Program Support Assistant, FP- 0303- 7

Position Number: D09256 Introductory Statement: This position is located in the Peace Corps Fellows/USA program in the Office of Domestic Programs, Office of University Programs (OUP), reporting to the Fellows/USA Program Manager. The activities of this office support Peace Corps recruitment and assist returned Peace Corps Volunteers in fulfilling the agencys third goal to help promote a better understanding of other peoples on the part of Americans by establishing and maintaining educational partnerships that place the returned Volunteers in U.S. communities for graduate studies and professional internships. As the Program Assistant, the incumbent provides support to the Fellows/USA program. S/he is responsible for ensuring the proficient functioning of the Fellows/USA office and providing substantive assistance in the implementation of office programs. The incumbent has responsibilities for office administration, database management, inquiry response, meeting planning and logistics, internship management, and special projects Program Services and Support 20% Provides support for the general administration of the Fellow/USA office. Coordinates office receipt of goods and services by preparing, obtaining appropriate signatures for, and monitoring through the agency procurement system purchase requests, travel authorizations, supply and other purchase orders and related documents. Maintains complete and accurate records of all documents generated for office expenditures from appropriated budgets. Coordinates assembly of materials for, and bulk mailings of semi-annual newsletter, welcome packets, annual coordinators' meeting, conference materials and other information to designated recipients and makes recommendations about conflicting program-related materials. Maintains and updates general office files and records. Drafts correspondence, reports; proofreads program publications as requested by staff. Makes space and equipment reservations for Fellows/USA meetings. Accurately records and distributes in a timely manner minutes of staff meetings as requested. Assists in planning and implementation of Fellows/USA meetings. Serves as member of planning team for annual coordinators' meeting and other meetings as required. Coordinates site planning; participant travel and lodging; meeting space; catering and special event arrangements. Manages meeting registration processes. Assists co-host university coordinator and staff in meeting planning as required. Prepares summary reports on meeting expenditures, attendance, and logistics implementation and makes recommendations for future meeting planning and implementation Information Dissemination to the Public 25% Coordinates office response to program inquiries. Under guidance from the Fellows/USA Program Manager, directly responds to, or refers to appropriate staff person for response, telephone, e-mail and U.S. mail inquiries about the Fellows/USA program, assuring entry of contact and other data into appropriate databases. Provides information on Fellows/USA to Peace Corps staff at Overseas Staff Trainings and in other forums as requested. Provides advice and counseling to customers regarding a variety of issues that require different and unrelated processes to answer. . Data Collection and Tracking Support 30% Manages all Fellows/USA databases. Gathers, maintains and updates information in Fellows, Coordinators, Inquiry and New Program databases. Collects data for and prepares annual program enrollment reports. Provides support and assists in the planning, review, and reporting of data/statistical results of program or project studies. Organization Liaison for Support Services 25% Serves as liaison to central administrative staff on office support services for extensive organizational needs, e.g., schedules and monitors projects. In consultation with Fellows/USA Program Manager and staff, manages the work of office interns, including College Work-Study students: coordinates work assignments, scheduling and training to help assure quality and timeliness of task completion. Provides program assistance with special projects. Assists the Program Manager and/or OUP Director in collecting, classifying and assembling technical and other information for program research projects. Completes program research and/or special projects as assigned by director, including but not limited to Internet research and PowerPoint presentations. Assists staff with the creation of program resource materials and assessment of their effectiveness. 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 Program Assistant works under the general supervison of the Fellows/USA Program Manager. 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.

Photographer/Archivist, FP- 1001- 5

Position Number: D10293 Introductory Statement: This position is located in the Peace Corps Office of Communications. The incumbent works under the Video Production Manager on photo/video projects. Responsible for executing photography at Peace Corps headquarters and in the field with careful attention to lenses, lighting, and advanced photographic techniques. Performs color-correction, re-sizing, cataloging, archiving, and printing of the photographs. Incumbent maintains the photo archives, the content of the Agency's photo collection, the filing and coding system, required uses, and the best methods for meeting agency needs. Maintains the integrity and historical value of the collection to reduce physical damage and prevent loss of photos, slides, and other materials. Photographic Equipment Operation 45% Operates a variety of specialized photographic equipment, such as medium and large format cameras, studio-type television or motion picture cameras, and photo reproduction cameras to photograph different types of subjects under varying conditions. Adapts photographic equipment to compensate for physical stresses and special wiring requirements. Creates Digital Images 40% Creates digital images of selected materials and performs post-processing functions to assure uniform treatment of materials. Uses standard procedures to catalog uncontrolled materials and modify existing bibliographic records. Codes documents using standard coding practices. Performs quality control or review of materials according to specific guidelines. Prepares appropriate lists of materials reviewed and prepares status report of findings. May be called upon to perform one or more of the following tasks: compile finding aids; convert materials from one format and/or markup to another; gather and organize information used in establishing file naming procedures or conventions; provide technical assistance in drafting procurement documents; prepare technical requirements for procurement documents; or, assemble and archive selected digitized materials. Receives training on unfamiliar tasks from higher-grade specialists. Conservation of a Variety of Materials 15% Responsible for performing a wide range of standard conservation duties with emphasis on both preventative care through implementation of portions of large-scale conservation projects and single item treatments. Assists staff in examining collection material to determine condition; develops treatment plans for re-housing; and, executes actual treatments. Assists senior conservators in specific conservation projects or may be responsible for managing small projects or portions of large projects. Uses a variety of tools and machines including mat cutters; hand-operated and hydraulic presses; ultrasonic and heat welding equipment; computer equipment; board cutters; pressure and spray equipment for aqueous and non-aqueous de-acidification preparation; etc. Responsible for preservation needs of one or more custodial divisions. These liaison duties include survey of collections; allocation of time and resources; and, yearly treatment proposal presentations. Provides guidance on issues regarding the handling of collection materials, security, moving collections, emergency preparedness and response, and environmental monitoring. Serves as an advocate for a collection, and is familiar with its preservation needs and environmental problems. Advises regarding solutions for mitigating deterioration in books and paper items, and ensuring the safety of the materials. Designs and implements re-housing projects requiring repetitive assembly. Performs conservation and preventive preservation treatment on selected rare or valuable materials. Sews on tapes and cords; and, covers and repairs bindings in cloth with various board attachments according to prescribed standards. Paper treatments include dry cleaning, stabilizing of media, mending, hinge and remnant removal, stain reduction, aqueous and non-aqueous washing and placing an alkaline buffer in the paper, flattening, re-hinging into a standard or non- standard mat, and/or encapsulation. Assumes responsibility for the physical and aesthetic safety of all material to which entrusted and notifies supervisor of any unexpected or unusual reaction observed during treatments. Documents condition and/or treatment of material. Selects from a variety of photographic techniques including different formats, film types, and visible or non-visible light sources. May work independently or with photographer. Performs a variety of standard chemical and analytical tests, working on items that are undergoing conservation treatment. These tests include ink and color stability in manuscripts and printed materials; pH of paper; tests for lignin, alum rosin; and, the identification of various adhesives.

Constructs and repairs standard book structures using various polyester encapsulation formats, special housings for oversized or irregularly-shaped volumes, and spliced polyester encapsulation for large posters. Creates a variety of computer-generated labels and other items that protect materials. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position Knowledge of the principles, concepts, and methodology of one or more information media functional areas that enables the incumbent to work independently on recurring assignments where assignments, operations, and procedures are varied but established. Factor 2- 3 Supervisory Controls The supervisor makes assignments by defining objectives, priorities, and deadlines; and assists the employee with unusual situations that do not have clear precedents. The incumbent plans and carries out the successive steps and handles problems and deviations in the work assignment in accordance with instructions, policies, or accepted agency practices. Completed work is usually evaluated for technical soundness, appropriateness, and conformity to policy and requirements. Factor 3- 3 Guidelines Guidelines are available but are not completely applicable to the work or have gaps in specificity. The incumbent 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 processes and methods that relate to one or more information media related functions. 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. Factor 5- 3 Scope and Effect The work involves treating a variety of conventional information media related problems, questions, or situations in conformance with established criteria. The work product or service affects the design or operation of various media programs or the content of research conclusions. Factor 6- 2 Personal Contacts The personal contacts are with employees in the agency or members of the public. People contacted generally are engaged in different functions, missions, and kinds of work. Factor 7- 2 Purpose of Contacts The purpose 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. No special physical demands are required. Factor 9- 1 Work Environment Work is performed in an office environment.

Technical Information Specialist, FP- 1412- 3

Position Number: D09854 Introductory Statement: This position is located in the Knowledge Exchange Unit in the Peace Corps Overseas Programming and Training Support (OPATS) Division. The purpose of OPATS is to build capacity of field staff through training that will help staff better support Volunteers. Face-to-face and e-learning training is delivered to improve post staff performance competence, evaluate post staff effectiveness and capitalize on lessons learned. OPATS partners with and directly supports the three regional offices (Regions)Africa (AF); Europe, Mediterranean and Asia (EMA); and InterAmerica and the Pacific (IAP)and supports overseas posts with their programming and training needs. 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 Knowledge Exchange Unit is responsible for providing Peace Corps with e-learning and information resources to support Volunteers and staff in their efforts to achieve Peace Corps goals. The Information Resource Center is within the Knowledge Exchange Unit. The incumbent performs a variety of library services in support of the Peace Corps network of Information Resource Centers (IRCs) worldwide. S/he is responsible for the management of the Peace Corps Information Resource Center in the Washington, DC office, and the establishment, development and promotion of Peace Corps Information Resource Centers at country posts. S/he initiates and carries out assignments related to acquiring, organizing and accessing information resources through standard and automated systems; responds to requests for technical information from Peace Corps Volunteers, staff and others working in development; provides face-to-face and/or online training in support of Information Resource Center services; provides guidance and training for personnel assigned to support activities for which the Technical Information Specialist is responsible; contributes to efforts to expand the Information Resource Center's information management online; and promotes awareness of resources and services. The incumbent serves as a contributing and participating member of the Knowledge Exchange Unit team which works cooperatively to provide the most essential and up-to-date technical information and e-learning materials for Peace Corps field use. Peace Corps/Washington Information Resource Center Management 40% Effectively develops and maintains the Peace Corps Information Resource Center/Washington, which provides Peace Corps/Washington staff with a wide range of information resources and services. Performs long-range planning and analysis of new substantive agency programs where precedents are scarce or nonexistent. The IRC/Washington is open to the public by appointment and also serves the needs of researchers, visiting scholars and others engaged in international development. Specific responsibilities include: 1.) Develops IRC/Washington's strategic plan and implements activities to achieve IRC/Washington's annual goals and objectives. 2) Manages the collection development of the IRC, including acquisition of materials in all formats (print, multimedia and electronic). 3) Manages and monitors the IRC/Washington's contracts, including its FEDLINK account. 4) Plans and implements technological applications to improve user access and promote efficient operations. 5) Conducts outreach and provides training to staff and visitors on accessing and using IRC resources and services. 6) Provides reference and research advisory assistance to IRC patrons. 7) Oversees accurate, timely collection of IRC/Washington statistics; analyzes usage patterns and prepares and delivers reports to management. Technical Information Assistance to Information Resource Centers at Peace Corps Country Posts 40% Plans and implements effective strategies for the establishment, ongoing improvement and promotion of Information Resource Centers in Peace Corps country posts around the world. Makes significant recommendations to change, re-interpret, or develop important or innovative information policies, programs, approaches, or analysis methods. 1.) Develops and delivers training, both in-person and via distance learning technologies, to meet the needs of country post staff engaged in IRC management. 2.) Develops informational and educational resources to assist country post IRC staff in improving the effectiveness and efficiency of their IRCs. 3.) Provides technical feedback and recommendations on funding requests and project status reports. 4) Facilitates the ongoing exchange of information and expertise among Peace Corps' worldwide network of IRC staff using online collaboration tools. Knowledge Exchange Unit Team Activities 20%

As an active member of the Information Collection and Exchange Unit, the incumbent works with a team of materials development specialists, distribution specialists and others to ensure that the unit provides high-quality resources and excellent customer service to its internal and external clients. S/he will 1.) Work cooperatively with unit members to improve unit-wide systems and processes. 2.) Participate in ongoing unit-wide projects and annual processes to help achieve team priorities. Provides advice and guidance to resolve, implement, or manage program or policy issues that involve major areas of uncertainty in approach or methodology. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position This position requires a mastery of a subject area or of an information specialty to include knowledge of new developments and/or experimental theories in accessing, organizing or disseminating information to: solve highly complex problems within the occupation; make significant recommendations to change, interpret, or develop important or innovative information policies, programs, approaches, or analysis methods; or develop new approaches for other experienced technical information specialists to use in solving a variety of problems or in expanding services. The level of knowledge involved is that of a technical authority in a specialization, that is, either in the literature of a broad subject area or areas (e.g., complete weapon systems), or of a very complex and highly specialized subject area (e.g., plant genetics), or in a difficult information specialty (e.g., thesaurus development and management). Also included are assignments that involve developing services and/or products for users (e.g., information locators, specialized data bases, communications interfaces, special reports/analyses) that serve as agency standards or as models for other information organizations outside of the agency or major component. Factor 2- 4 Supervisory Controls The supervisor defines continuing areas of responsibility or long-term assignments and sets the general objectives (e.g., turnaround time for assigning indexing terms to articles or reports). Overall deadlines flow from the work situation (e.g., articles or reports to index, the legislative calendar), or, in the case of projects, the specialist consults with the supervisor to establish priorities, deadlines, and resources required. The supervisor reviews completed work from an overall standpoint in terms of feasibility, compatibility with other information program requirements, or effectiveness in meeting objectives or achieving expected results. Factor 3- 4 Guidelines Guidelines include thesauri, dictionaries, cataloging rules and formats, authorities lists, literature in the specialized subject area, national and/or international information standards, and agency policies and regulations. However, they are often inadequate in dealing with the more complex or unusual problems. For example, when the standard thesaurus or list of indexing terms does not cover rapidly evolving terminology or highly specialized fields of knowledge, considerable interpretation and adaptation is required. The specialist uses initiative and resourcefulness to deviate from or extend accepted methods, techniques, and practices (e.g., recommending addition of new indexing terms to cover new or rapidly changing subject areas); resolve important issues when precedents do not apply (e.g., evaluating and recommending new methods for information transfer); or identify areas for improvement in established methods of reference searching, indexing, or preparing legislative digests. Factor 4- 5 Complexity Assignments consist of a broad range of technical information activities or require substantial depth of analysis, and typically require solving problems in information access and dissemination in particularly difficult and responsible circumstances. Decisions regarding what needs to be done are complicated by the novel or obscure nature of the problems (e.g., establishing semantic rules and specialized dictionaries for machine-aided indexing) and/or special requirements for organization and coordination (e.g., working with other organizational units to consolidate chemical information dispersed in a variety of files and formats). Decisions also must be made in an environment of continual change, where information and information sources are rapidly expanding, much of the subject matter content is in flux, and the technology for gaining access to this information is undergoing major change. Assignments require the specialist to be innovative and adept at modifying precedents, methods and techniques, originating new techniques, and developing and sharing new information sources. Factor 5- 4 Scope and Effect

The purpose of the work is to provide expertise in organizing, accessing, or disseminating technical information in a specialized subject-matter area to meet users' needs for specialized and complex information. The work may include establishing criteria, such as expansions or enhancements to controlled vocabularies; formulating projects, such as planning a new service or system enhancement; or analyzing reports of advanced scientific research, or information on complex issues before the Congress, that are conflicting, incomplete, or unclear. The work product or service affects access to and dissemination of specialized information provided by the agency, and other agencies that provide specialized information services; or access to and dissemination of information within or outside of the agency in support of legislative decision-making on major national issues. Factor 6- 3 Personal Contacts The personal contacts are with individuals or groups from outside the employing agency, such as technical information specialists, librarians and/or subject-matter experts in other agencies and/or in non-Federal libraries, information services or laboratories; users from other agencies, or representatives of professional associations. This level may also include contacts with program officials several managerial levels removed from the specialist when such contacts occur on an ad hoc or other irregular basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to persuade individuals and groups with different opinions or interests to change criteria or methods, accept changes in thesauri and align related tools with these changes, accept modifications in levels and means of access to security classified and/or proprietary information, or cooperate in meeting objectives. Factor 8- 1 Physical Demands The work is sedentary and includes no special physical demands. It may involve some walking, standing, bending, or carrying of light items. Factor 9- 1 Work Environment The work involves everyday risks or discomforts typically associated with libraries, offices, meeting, and training rooms. Work areas are adequately heated, lighted, and ventilated.

Personnel Security Specialist, FP- 0080- 2

Position Number: D10429 Introductory Statement: This position is located in the Office of Safety and Security and reports to the Chief of Domestic Operations. The incumbent serves as the Chief of Information and Personnel Safety and Security Division, and is responsible for the development, implementation, and oversight of the Agency's Information and Personnel Security Programs, as well as planning, budgeting, coordinating, and managing the personnel security and classified information handling programs for the Peace Corps. Supervisory Duties 20% Supervises several major support services program areas with frequently changing programs and service requirements. 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 the 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. Personnel Security Work 40% As a recognized technical authority in personnel security, formulates security policy, procedures, systems, and programs involving the loyalty and reliability of people. Determines the level of background investigation required for National Security, Public Trust, and Federal Employee positions. Applies the appropriate guidelines to schedule and/or conduct investigations for establishment of suitability for Federal employment and/or suitability to hold a security clearance. Ensures that all cases are expeditiously scheduled/conducted in a manner that meets the investigative requirements in accordance with OPM Regulations, and Executive Orders 10450, 12958, and 12968. Reviews, analyzes, and evaluates the reports of personnel security/background investigations conducted by the Peace Corps, Office of Personnel Management, Federal Bureau of Investigation, and other Federal investigative agencies in relation to national security, public trust, and federal employment policies. Reviews completed investigations to ensure coverage is adequate and that all areas of concern are adequately addressed. Conducts issue resolution interviews of individuals to garner additional information required to make security/suitability determinations. Makes recommendations to approve or deny proposed action. Tasked with the development and administration of the Peace Corps personnel security investigations program. Maintains a thorough up-to-date working knowledge of the laws and regulations governing the federal government's National Security programs and the Privacy Act of 1974. Demonstrates a thorough understanding of the operations of the Peace Corps' programs and those positions and documents which require special security measures.

Supervises, plans and conducts special investigations for complex and extremely sensitive and critical national security issues requiring resolution. Conducts interviews to monitor and bring to closure ongoing issues that were not resolved prior to applicant being employed, such as financial problems that are being resolved through a payment plan. Supervises the conduct of administrative inquiry investigations to resolve sensitive allegations of misconduct, or incidents that impact the proper protection and safety of people, property, and/or information. As a technical authority, manages the security clearance adjudication program for the agency. Determines the adequacy and completeness of investigations and evaluates the authenticity, veracity, and pertinence of the data presented for the adjudication process. Supervises and/or conducts briefings of all new employees with respect to personnel security matters. Information Security Work 25% Uses initiative, judgment, and originality in developing and monitoring processes for complying with restrictions on transferring information. Information of concern encompases both "classified national security information" and "sensitive but unclassified" information. 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. Overseas the classification and declassification of materials and information. Develops and implements the agency program for position sensitivity designation. Conducts surveys of all current and newly formed positions within Peace Corps to determine position sensitivity to ensure that the appropriate level of investigation is conducted on applicants/incumbents of National Security, Public Trust, or Federal Employee positions. Analyzes the duties assigned to positions, relating them to established position sensitivity criteria to ensure the positions are assigned proper sensitivity levels. Upon request, reviews position sensitively levels of a designated position to ascertain whether or not an increase or decrease in sensitivity is warranted. Performs periodic reviews of each position to ensure that the sensitivity designation is commensurate with the duties and responsibilities of the position. Supervises the conducts of the information security training and briefings for individuals requiring access to classified national security information in accordance with E.O. 12958. Supervises, develops and conducts defensive counterintelligence briefings for all individuals traveling overseas. Supervises, develops and conducts mandated pre-departure defensive counterintelligence briefings for individuals traveling to specifically designated countries. Researches and keeps current on threat information and incorporates information into briefings. Security Program Liaison and Coordination 10% Exercises a broad degree of independence and develops and maintains relationships with various stakeholders in the government, private industry, and universities. Participates in policy formulation and reviews liaison activities for agency programs. Informs stakeholders of changes in organizational programs and operations, conducting briefings on major program changes. Plans, directs, and executes national and international liaison operations for substantive mission-oriented programs that require sensitive handling. Establishes and fosters effective working relationships and information networks with business and industry associations, domestic and foreign universities, and stakeholders in all levels of government, i.e., local, state, and federal government including Congress. Advises and recommends innovative approaches for avoiding and/or resolving problems and reducing conflicts. Security Program Planning and Development 5% Serves as a senior security authority for the agency and provides leadership on all top security matters. Advises senior management of methods and remedies to reduce security vulnerabilities and risks, and of current and future security requirements and plans. Provides definitive advice, consultation, and guidance to key management officials regarding all aspects of security. Establishes and manages programs concerned with methods to combat terrorist acts, to safeguard personnel and property, and to manage disaster and emergency preparedness. Manages the access control program, the national security classified information program, and others as designated by management. Assesses security vulnerabilities and designs security systems based on analysis of the intent and operating techniques of hostile agencies, services, and organizations. Such analysis is then used in security planning, implementation, evaluation, and modification efforts. Plans and designs programs to protect personnel and/or highly sensitive facilities. Develops special strategy and plans and monitors and reviews programs plans for constant improvement. OTHER SIGNIFICANT FACTS: Performs other duties as assigned.

Factor 1- 8 Knowledge Required by the Position The position requires mastery of a wide range of principles, concepts, methodology, and practices in a major security specialization or mastery of general security administration programs; knowledge of a variety of security specialties in order to coordinate activities, address issues, and resolve major conflicts in policy and program objectives; expert skill in the application of new theories and developments to agency security problems; knowledge of security policy requirements to function as a technical authority in assignments requiring the application of new theories and developments to security problems not susceptible to treatment by accepted security methods, technology, or procedures; and ability to perform key decision-making and policy-developing responsibilities in very difficult assignments such as planning for significantly new or far-reaching security program requirements, or leading or participating as a technical expert in interagency study groups for resolving problems in existing security systems and programs requiring innovative solutions. Factor 2- 5 Supervisory Controls Assignments are made in terms of broadly defined missions or functions with only administration direction. The incumbent works independently in planning, designing, and implementing security programs, projects, studies or other work. Incumbent's work is considered to be technically authoritative and is normally accepted without significant change. When the work is reviewed, it is only done so in terms of meeting overall objectives, the overall contribution to the advancement of technology, or the effect of the incumbent's advice influence on the overall security program. The availability of funds and other resources, broad security program goals, or national priorities are primary considerations when the incumbent makes recommendations for new projects or alterations of objectives. Factor 3- 5 Guidelines Guidelines are broadly stated and nonspecific, e.g., broad agency policy statements that require extensive interpretation. Employees must use initiative, judgment, and originality in researching and interpreting existing national policies and legislation, in determining when new or revised legislation is needed, and in researching and preparing recommendations for the content of such legislation. Employees, as recognized technical authorities in one or more security specializations, develop regulations and security policies. They take into account the effects of conflicting laws, policies, and regulations, and they participate in promulgating security policies and regulations which are flexible enough despite changes in security technology to remain current in meeting program objectives. Factor 4- 5 Complexity The work typically includes varied duties requiring many different and unrelated processes and methods such as those relating to a broad range of activities or substantial depth of analysis in security specializations. The incumbent decides what needs to be done regarding major areas of uncertainty in approach, methodology, or interpretation and evaluation processes that result from such elements as continuing changes in security programs, technological developments, unknown phenomena, or conflicting requirements. Development and interpretation of broad security policies and regulations require consideration of the total range of existing policies, procedures, laws, and regulations and the program goals and objectives which are to be fulfilled. Actions taken by the incumbent require originating new security techniques, establishing criteria, or developing new information and approaches to problem solutions. Factor 5- 5 Scope and Effect The purpose of the position is to perform work such as: isolating and defining issues or conditions where a number of project efforts or studies must be coordinated and integrated, resolving critical problems in agency-wide systems, or developing new approaches and techniques for use by others. Typically, employees serve as expert consultants in an area of specialization or as project coordinators in carrying out one-of-a-kind projects. The employee's advice, guidance, or results affect development of major aspects of security program definition and administration throughout the agency. Such work significantly affects the work methods to be applied by other security specialists throughout the agency and often in other agencies Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the agency in a moderately unstructured setting (e.g., the contacts are not established on a routine basis; the purpose and extent of each contact is different and the role and authority of each party is identified and developed during the course of the contact). The incumbent may also have contacts with high level management officials on an ad hoc or other irregular basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence, motivate, solicit information, or manage persons or groups. At this level, the persons contacted may be skeptical or uncooperative. The incumbent must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations by persuasion or negotiation.

Factor 8- 1 Physical Demands The work is primarily sedentary. For the most part, the incumbent may sit comfortably to do the work. There may be some short periods of walking, standing, bending, carrying light items such as papers, books, small parts, driving an automobile, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, residences, or commercial vehicles. The work area is adequately lighted, heated, and ventilated.

Senior Advisor/White House Liaison, FE- 0301

Position Number: D10427 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. Liaison and Public Contact 40% 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. Manages all external communications with the press and a wide variety of government and public officials. Coordinates communications with agency managers, Peace Corps staff, Members of Congress, Congressional staff, and members of the Executive Branch, including the White House and the Office of Management and Budget. Coordinates the Agency's relationship with the White House and maintains effective working relationships with various high-level individuals. Serves as the Agency's liaison to the White House and senior advisor to the Director on matters related to the Peace Corps' interaction with the White House. Oversees the preparation of informational material for the White House, including replies, inquiries, briefings, position papers, and reports. Serves as the White House liaison with Presidential Personnel. Responsibilities include providing advice to the Director on non-career SFS and Schedule C appointments, counseling candidates for these positions, and coordinating hiring with the White House Presidential Personnel Office. Also serves as advisor to the Director on matters relating to the Office of Management and Budget that involve senior OMB officials. 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. Actively participates in boards and committees as the representative of PC 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. 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. Advice and Guidance 30% Identifies sensitive or priority situations and assists the Director in finding resolutions. Routinely confers with senior staff on the Peace Corps and, as necessary with other federal agencies. 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 agency matters. Advises on the appropriate methods and techniques to use in order to achieve program goals and objectives. Performs special projects of concern to the Director, particularly as they are sensitive, pertain to outreach efforts to the public, or involve personnel matters. Routinely, undertakes confidential and sensitive projects for the Director in which the goals and objectives of the current Administration must be taken into consideration. Policy Development 30% Serves as a senior advisor to the Director with responsibility for providing technical and professional expertise in strategic planning, budget allocation, policy analysis, safety and security planning, and recommendations of operational initiatives, particularly those that are sensitive in nature.

Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Responsible for managing confirmation of Peace Corps' Presidential appointees through the U.S. Senate. 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. 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. 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. Assignments are given to the incumbent by the Peace Corps Director in broad terms. The incumbent initiates action and makes recommendations within the framework of the Director's guidance. The incumbent advises the Director of any major issues that develop, commitments and progress made, etc. The employee's work is reviewed in terms of results achieved. 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 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.

Management Analyst, FP- 0343- 3

Position Number: D10215 Introductory Statement: Internal Control Systems Assessment and Monitoring 50% Resolves evaluation/inspection activities for organizations involving a significant degree of complexity and with interrelated program areas. Conducts management surveys and audits, ensuring that management policies, practices, and procedures are consistent with the strategic goals and objectives of the agency. Provides results to senior management officials. Makes written and oral recommendations to resolve evaluation findings. Conducts follow-up reviews to verify compliance with actions recommended by the Inspector General and GAO. Provides technical advice and assistance by answering questions involving evaluations of extended scope and impact involving multiple agencies and private businesses, where conflicts exist. Management Improvement Studies 25% Evaluates and analyzes multi-functional programs, functions, and organizations, e.g., on a region-wide or equivalent scope, to determine whether the management systems in current use efficiently accomplish the objectives sought. Uses complex analytic techniques to determine whether the existing controls are sufficient for sound management. Produces and/or presents information and findings in a variety of formats (articles, papers, studies, briefings, and other media), Program Assessment and Oversight 25% Devises and develops detailed plans, goals, and objectives for the long-range implementation and administration of major agency programs. Oversees the execution of the agency programs that are broad in scope and mission. Provides expert analysis and evaluations to management that encompass programmatic milestones, schedules, and budgetary resource planning and execution required for effective management, operations, and decision making in support of a project/program or functional area. Participates in teams to develop proposals affecting issues across programs and organizations. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position (1) Mastery of a wide range of qualitative and/or quantitative methods for the assessment and improvement of program effectiveness or the improvement of complex management processes and systems; (2) Comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs; (3) Knowledge of agency program goals and objectives, the sequence and timing of key program events and milestones, and methods of evaluating the worth of program accomplishments; and (4) Skill to plan, organize, and direct team study work and to negotiate effectively with management to accept and implement recommendations where the proposals involve substantial agency resources, require extensive changes in established procedures, or may be in conflict with the desires of the activity studied. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines

Guidelines consist of general administrative policies and management and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Administrative policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Administrative guidelines usually cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee may refine or develop more specific guidelines such as implementing regulations or methods. Factor 4- 5 Complexity Analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 4 Scope and Effect Assesses the productivity, effectiveness, and efficiency of program operations and/or analyzes and resolves problems in the staffing, effectiveness and efficiency of administrative support and staff activities. Establishes criteria to measure and/or predict the attainment of program or organizational goals and objectives. Contributes to the improvement of productivity, effectiveness, and efficiency in program operations and/or administrative support activities at different echelons and/or geographical locations within the organization. Work affects the plans, goals, and effectiveness of missions and programs at these various echelons or locations. The work may affect the nature of administrative work done in components of other agencies. Factor 6- 3 Personal Contacts Contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office.

Security Specialist, FP- 0080- 3

Position Number: D09704 Introductory Statement: This position is located in the Office of Safety and Security, reporting to the Chief of Overseas Operations. The incumbent will be placed overseas in one of the three Regions (Africa, EMA, IAP). The placement of the incumbent will be at the discretion of the Chief, Volunteer Safety and Overseas Security Division, in consultation with the respective Regional Directors. The overall role of the Peace Corps Safety and Security Officer is to provide support to Country Directors in developing and integrating regional safety and security activities, training, and initiatives into the Volunteer safety support systems that are consistent with the policies and procedures set forth by the agency; assessing the security environment and identifying risk management strategies; providing criminal investigative liaison and coordination; and supporting crisis management preparation and response. Security Risk Assessment and Management 30% Serves as a technical expert in assessing the overall safety and security environment for Peace Corps Volunteers overseas. Performs risk and threat assessments and develops plans and strategies to mitigate risks. Resolves problems and issues associated with implementation of security plans and strategies. Visits posts to assess the socio-economic, political, and criminal climate and its impact on Volunteer safety and security. Performs assessment interviews with a wide range of individuals, including Volunteers and in-country staff, embassy personnel, international safety officials, host country nationals, and others to identify problems. Recommends a series of strategies to improve post's posture in reducing security risks and minimizing crimes against Volunteers. In consultation with the Department of State Regional Security Officer (RSO), considers and applies approved alternatives pertinent to the security requirements for highly specific situations. Interprets risk assessments and notifies the appropriate authorities of a possible threat. Conducts preliminary site surveys to evaluate threat levels, working conditions, and time constraints. Initiates corrective action appropriate to the threat involved, such as recommending establishment of new security systems or physical security measures. Conducts safety and security assessments of Peace Corps offices and facilities and staff residences to ensure they are consistent with Peace Corps and State Department standards and collocation waivers. Identifies deficiencies and recommends appropriate security posture for the environment. Assesses regional Volunteer safety and security concerns or issues and designs a series of strategies to improve posts' ability to address them. Assists in compiling documentation for the collocation waiver process. Collaborates with Country Director and post staff in developing crisis management and emergency action plans and response strategies, such as alternative communication systems to reach Volunteers, evacuation procedures; etc. Facilitates the crisis management and emergency preparedness process, including the development and testing of emergency action plans and the training of Volunteers and staff in their respective responsibilities. Criminal Investigative Program Liaison Activities 20% Serves as technical expert and exercises independent judgment to conceive, develop, and implement new outreach strategies designed to reach and engage a variety of stakeholders. Creates processes to enable the agency to pursue collaborative arrangements and relationships with Federal, State, and local government agencies and other law enforcement agencies. Plans, organizes, and coordinates briefings and information exchange opportunities. Serves as agency spokesperson at public meetings, formal and informal briefings, and workshops on extremely technical and complex program activities. Establishes and maintains effective working relationships and information networks with state, local entities, and industries affected by agency programs to gain a better understanding of their interests and to facilitate their participation and understanding. Advises and recommends innovative approaches for avoiding and/or resolving problems and reducing conflicts. Prepares or directs the preparation of written materials concerning the most controversial or serious investigations, due to the extreme sensitivity of matters being investigated or an exceptional difficulty encountered in establishing interrelationships of facts or evidence.

Oversees the production of written materials such as letters, opinions, reports, and recommendations on highly substantive investigative issues and findings. Researches, analyzes, and develops synopses of extremely sensitive investigations; and refers the documents to appropriate entities for administrative action. Security Program Liaison and Coordination 10% Serves as technical expert, exercising independence and judgment in developing and maintaining relationships with stakeholders in Volunteer safety and security activities, including all levels of safety and security staff, the State Department, local officials, and Embassy Regional Security Officers (RSOs). Develops specific implementation strategies and implements plans designed to promote and enhance information exchange between and among headquarters and posts on safety and security issues. Develops and maintains relationships with all levels of Peace Corps staff involved in Volunteer safety both in the field and stateside. Acts as a liaison with the State Department Regional Security Officer (RSO) and communicates on a regular basis with the staff of the Volunteer Safety and Overseas Security division at headquarters. Collaborates with and assists post staff in formulating internal policies and procedures governing liaison activities. Analyzes complex problems or interrelated issues and advises and recommends innovative approaches for mitigating and/or resolving safety and security problems. Assists in the management of regional safety and security crisis situations in concert with Country Director and headquarters staff. Independently plans and carries out a wide variety of tasks in the planning and execution of safety and security activities. Security Policy Interpretation, Research, and Development 10% Develops new agency security policies, procedures, and guidelines when the issues under consideration have no applicable precedent or are highly controversial and/or visible, political, or sensitive. Collaborates with organization managers and other specialists to develop, review, and analyze a wide range of modified, new, or proposed security policies, instructions, guidelines, opinions, and decisions. Collects and Analyzes post and sub-regional safety and security information and communicates current safety and security information, data, and reports to appropriate stakeholders. Prepares reports on safety and security activities for the purpose of recommending revised procedures and program management guidance to the region. Develops agency-wide recommendations on the modifications and corrections needed to bring proposed or existing agency security directives into compliance with legal or precedent guidelines. Identifies key policy issues and priorities, designs analyses, evaluates alternative agency strategies, and makes recommendations to senior agency management officials. Collects and disseminates resources and best practices to posts through participation and facilitation at workshops, conferences, and joint training events. Provides guidance to address problems and concerns, and develops recommendations and alternative solutions to minimize and mitigate risk while maintaining or promoting the safety and security of agency assets. Reviews or develops new or proposed security policies, procedures, and guidelines for agency-wide use. Serves as an agency technical authority with respect to policy impacts on the agency's security programs and operations. Security Training Delivery 30% Evaluates existing training programs and assists and facilitates the development of safety and security training guidelines and modules for regions that are consistent with agency standards. Identifies training needs and develops and delivers non-standard security courses covering advanced subject matter areas. Develops and conducts regional training, conferences and workshops on both general and country-specific safety and security matters, including, but not limited to information sharing, site selection and development, safety and security training, incident reporting and response, and Emergency Action Plan (EAP) planning and testing. Participates in safety and security components of Pre-Service Training and In-Service Training at posts to advance and support the Country Director's activities. Assists in the training of new safety and security coordinators at each post. Plans and conducts workshops, conferences, and joint training events for multiple sub-regional posts. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires mastery of a wide range of principles, concepts, methodology, and practices in a major security specialization or mastery of general security administration programs; knowledge of a variety of security specialties in order to coordinate activities, address issues, and resolve major conflicts in policy and program objectives; expert skill in the application of new theories and developments to agency security problems; knowledge of security policy requirements to function as a technical authority in assignments requiring the application of new theories and developments to security problems not susceptible to treatment by accepted security methods, technology, or procedures; knowledge of criminal

investigative techniques, rules of evidence legal issues and application in their sub-regional environments; and ability to perform key decision-making and policy-developing responsibilities in very difficult assignments such as planning for significantly new or far-reaching security program requirements, or leading or participating as a technical expert in interagency study groups for resolving problems in existing security systems and programs requiring innovative solutions. Factor 2- 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- 4 Guidelines Broad security guidance, policies and precedents are applicable to the work but are stated in such general terms that they are of limited use in many assignments. For some assignments, the guidelines or source materials are scarce and, when located, offer only indirect approaches to problem solutions. Where guidelines for performing the work are scarce or of limited use, the employee develops guides to be followed by security specialists at the same and lower-levels in the organization, including facilities and programs in various geographical regions. The incumbent uses initiative and resourcefulness in deviating from traditional methods or researching trends, patterns, or existing regulations to develop new methods or criteria. Factor 4- 5 Complexity The work typically includes varied duties requiring many different and unrelated processes and methods such as those relating to a broad range of activities or substantial depth of analysis in security specializations. The incumbent decides what needs to be done regarding major areas of uncertainty in approach, methodology, or interpretation and evaluation processes that result from such elements as continuing changes in security programs, technological developments, unknown phenomena, or conflicting requirements. Development and interpretation of broad security policies and regulations require consideration of the total range of existing policies, procedures, laws, and regulations and the program goals and objectives which are to be fulfilled. Actions taken by the incumbent require originating new security techniques, establishing criteria, or developing new information and approaches to problem solutions. Factor 5- 4 Scope and Effect The purpose of the position is to investigate and analyze a variety of unusual security problems, questions, or conditions associated with general questions about security or in a specialty area; formulate projects or studies to alter existing security systems substantially; or establish criteria in an assigned area of specialization. The work affects security system design, installation, and maintenance in a wide range of activities within the organization and in non-government organizations, in providing solutions to security problems and questions, and in developing alternatives and options that are designed to meet requirements in a variety of physical and environmental circumstances. Recommendations and technical interpretations affect the level of funding required to meet program objectives in conducting major substantive or administrative programs or services. Program and project proposals frequently cut across component or geographic lines within the agency, and may also affect the budgets, programs, and interests of other federal agencies or organizations, public organizations, and/or private industrial firms. Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the agency in a moderately unstructured setting (e.g., the contacts are not established on a routine basis; the purpose and extent of each contact is different and the role and authority of each party is identified and developed during the course of the contact). The incumbent may also have contacts with high level management officials on an ad hoc or other irregular basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence, motivate, solicit information, or manage persons or groups. At this level, the persons contacted may be skeptical or uncooperative. The incumbent must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands

The work is conducted in an overseas, developing environment. The incumbent will spend significant time traveling and 40-50% of the work will be done outside of an office setting. There may be long hours of travel over difficult terrain and occasionally in insecure environments. There will be some periods of walking, standing, bending, carrying light items such as papers, books, small parts, driving an automobile, etc. There will be occasional periods of physical demand required to perform the work. Factor 9- 1 Work Environment The work environment involves moderate risks or discomforts which require additional safety precautions typical of developing societies. The work area may not always be adequately lighted, heated, and ventilated.

Supervisory Budget Analyst, FP- 0560- 2

Position Number: D09687 Introductory Statement: This position is located in the Peace Corps, Office of the Chief Financial Officer, Budget and Analysis. The office is responsible for managing and administering the planning and budget processes of the United States Peace Corps. The incumbent performs duties covering centralized planning and budget activities. These duties include budget analysis, budget formulation and related external presentation, process improvement, and consolidation of Agency-wide budget. 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 incumbents 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 the 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 Approval Process Management 25% Reviews and evaluates information and data concerning the budget for a significant organizational component or a program with national impact, and prepares the budget presentation for top management officials. Develops effective strategies for soliciting funding for subordinate organizations, and compiles the data and materials to present budget strategies. Reviews and evaluates the budget presentation data and materials to ensure that PC priorities and objectives have been addressed. Presents budget proposals to top officials for approval of requested funding levels. Budget Execution Oversight 25% Performs budget execution work involving the most difficult fund control activities including adapting budgetary policies, analytical methods, and regulatory procedures for use by subordinate echelons, and their centralized or consolidated equivalent. Projects and analyzes the potential effects of budgetary actions on program viability and attainment of program objectives. Evaluates the reactions of fund granting and approving officials to budget proposals. Monitors and reports on the rate of expenditures of funds. Notifies management officials of trends toward over- and under- obligation of funds. Recommends approval or disapproval of requests for allotments and other similar funding requests. Considers financial and workload relationship that involve several matters such as the cost of supporting the needs of the changing PC mission and programs; the timing of obligations and expenditures in relations to the budget cycle and availability of funds; and the cost effectiveness of leasing or buying. Budget Formulation Oversight 25%

Administers the formulation and justification of the budget for an entire agency or major component. Serves as the technical authority on budget formulation for a significant organizational component or a program with national impact. Oversees the formulation of budget estimates and justifications for conflicting program and budgetary requirements, such as reduction in budget authority coupled with expansion of services to the public. Interprets and assesses the impact of new and revised Congressional legislation on the formulation of budgets. Develops new methods and techniques of budgeting for the forecasting of long-range funding needs. Reviews, analyzes, revises, and recommends approval, disapproval, or modification of budget requests and justifications. Receives requests from budget analysts/officers at subordinate components of the PC, and/or the same echelon. Analyzes, combines, and consolidates budget estimates into a budget document that reflects the balanced, multi-year funding needs of the agency or organization. Services PC managers and managers of the organization's major program areas as an authoritative source of advice on formulation of budget estimates and guidance. Factor 1- 8 Knowledge Required by the Position The position requires mastery of the concepts, principles, practices, laws and regulations which apply to budgeting for substantive national programs and services including expert knowledge of OMB and congressional laws, regulations, policies and directives; comprehensive and detailed knowledge of the process and procedures in which budgets are developed, transmitted, presented, examined by OMB, and reviewed by Congress; and detailed knowledge of the financial management and program objectives of the organization's director, OMB, and Congress. Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the organization. The employee is responsible for a significant program or function; and defines objectives and interprets policy promulgated by authorities senior to the immediate supervisor, and determines their effect on program needs. Independently plans, designs, and carries out the work to be done. The employee is considered to be a technical authority. The supervisor reviews the work to determine such matters as fulfillment of program objectives and the effect of advice, influence, or decisions on the overall program. The employee's recommendations are evaluated for new systems, methods, projects, or program emphasis in light of the availability of funds, personnel, equipment capabilities, priorities, and available resources. Significant changes are rarely made to the employee's work. Factor 3- 5 Guidelines Uses guidelines that consist of such items as broad policy statements, basic legislation, laws, tax regulations, and agency goals. Often the guidelines originate with more than one Federal department or agency. They may require extensive interpretation to effect agency-specific policy statements, regulations, and instructions that are free of ambiguous and conflicting or incompatible goals and objectives. These interpretations generally take the form of policy statements, regulations, and instructions. Uses judgment and ingenuity and exercises broad latitude in interpreting the intent of applicable guidelines. Often has peer recognition as a technical authority in a financial/budgetary field with responsibility for developing policy, standards, and guidelines for use by others within agencies or within functional areas that cross agency lines. Factor 4- 5 Complexity The work requires the selection and use of many different and unrelated analytical techniques and methods in the budget administration work performed to support substantive agency programs with widely varying needs, goals, objectives, work processes and timetables. The employee makes recommendations concerning changes in funding and budget plans which require corresponding changes in substantive programs. Factor 5- 5 Scope and Effect The purpose of the work is to analyze, advise on, and recommend solutions to budgetary problems in all phases of budget administration which budget officers and budget analysts at subordinate echelons and components within the employing agency have either been unable to resolve or lack delegated authority to act on. Problems involve conflicts between established budgetary policies or regulations and substantive missions and programs, Federal or State laws, Congressional intent, or national economic and social policies. Work often involves the interpretation and adaptation of new or revised methods of budgeting to substantive appropriated fund programs. Work affects the acquisition, amount, distribution, and sequence of funds for important, substantive national programs on a long-term basis. Recommendations made by the incumbent affect the funds available to carry out agency programs, the allotment of funds to agency components and subcomponents, and the rate of obligation and expenditure of funds by the employing agency, which impacts upon the budgets and programs of other Federal agencies, State agencies, national industries, or foreign trade. Factor 6- 3 Personal Contacts

Contacts are with individuals from outside agencies who represent the budget and program interest of other agencies, contractors, and private business, etc. Contacts normally take place at formal budget briefings, conferences, hearings, or negotiations which are arranged well in advance. Factor 7- 3 Purpose of Contacts The purpose of the contacts is to persuade program managers and other officials in positions of decision-making authority with widely differing goals and interests to follow a recommended course of action consistent with established budget policies, objectives, and regulations. Persuasion and negotiation are necessary due to the presence of conflicting budgetary and program objectives which must be resolved. Factor 8- 1 Physical Demands The work is sedentary. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. May carry light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities:

- Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; - Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters. - Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager; - Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases; - Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up-to-date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following: - High ranking military or civilian managers, supervisors, and technical staff at bureau and major organization levels of the agency; with agency headquarters administrative support staff; or with comparable personnel in other Federal agencies; - Key staff of public interest groups (usually in formal briefings) with significant political influence or media coverage; - Journalists representing influential city or county newspapers or comparable radio or television coverage; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher, or equivalent. Factor 6- 5 Other Conditions Supervision and oversight involve significant and extensive coordination and integration of a number of important projects or program segments of professional, scientific, technical, and managerial or administrative work comparable in difficulty to the GS-12 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed. OR Supervision involves directing a highly technical, professional, administrative or comparable work at GS-13 or above which involves extreme urgency, unusual controversy, or other, comparable demands due to research, development, test and evaluation, design, policy analysis, public safety, public health, medical, regulatory, or comparable implications.

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

Lead Security Specialist, FP- 0080- 2

Position Number: D10395 Introductory Statement: This position is located in the Peace Corps, Office of Safety and Security. The incumbent reports to the Chief of Overseas Operations and is responsible for managing the day-to-day operations of the criminal investigation function of the Overseas Operations Unit. The incumbent will serve as Team Leader to the Peace Corps Safety and Security Officers in managing their investigative liaison and coordination with local law enforcement and the post's Regional Security Officer. This coordination responsibility will include serving as the Peace Corps point of contact with other federal law enforcement entities such as the Bureau of Diplomatic Security, the Federal Bureau of Investigation, the Armed Forces Institute of Pathology and others. The incumbent is responsible for designing and facilitating safety and security training programs at headquarters and overseas, especially related to preparing staff to execute their role in managing criminal investigations. In addition to criminal investigation oversight, the incumbent provides support and guidance in all areas related to agency safety and security policies and procedures. Team Leader Responsibilities 25% Articulates and communicates to the team the assignment, project, problem to be solved, actionable events, milestones, and/or program issues under review, and deadlines and time frames for completion. Identifies, distributes, and balances workload and tasks among employees in accordance with established workflow, skill level, and/or occupational specialization. Makes adjustments to accomplish the workload in accordance with established priorities to ensure timely accomplishment of assigned team tasks; and ensures each employee has an integral role in developing the final team product. Monitors and reports on the status and progress of work, checking on work in progress and reviewing completed work to see that instructions on work priorities, methods, deadlines, and quality have been met. Prepares reports and maintains records of work accomplishments and administrative information, as required, and coordinates the preparation, presentation, and communication of work-related information to the team. Estimates and reports to the team on progress in meeting established milestones and deadlines for completion of assignments, projects, and tasks. Ensures all team members are aware of and participate in planning for achievement of team goals and objectives. Performs limited human resource management functions such as informing the manager of performance management issues / problems and recommending / requesting related actions, such as: assignments, reassignments, promotions, tour of duty changes, peer reviews, performance appraisals, awards, and recognition. Investigative Program Management 45% Plans, directs, and controls specific investigation programs encompassing difficult and diverse functions or issues that affect critical aspects and determine overall effectiveness of management and to ensure agency-wide compliance with legal requirements. Collaborates with superiors in the formulation and development of overall investigation program objectives. Devises plans, policies, and procedures governing the execution of specific functions and programs. Makes recommendations concerning the strategic objectives of investigation programs and the means for their attainment. Provides expert budgeting and financial management advice. Synthesizes all data pertaining to investigation operations to formulate and present current and long-range budget recommendations. Prepares budget justifications based on projections of personnel, facilities, and equipment needs submitted by units. Analyzes program fiscal, operational, and equipment reports and identifies potential improvements. Prepares budget justifications and presentation materials for submission to the Office of Management and Budget (OMB) and Congress. Maintains a continuing review of operating and financial programs. Ensures that funds are properly allocated and spent in a timely manner. Coordinates the functional areas of staffing and position management, and staff development and evaluation. Assists managers and staff in projecting staffing needs by conducting studies of work flow within the organization that include staffing levels and grades. Analyzes organizational needs for future programs and recommends the type/number of personnel required to accommodate program objectives. Conducts studies and makes recommendations on various administrative and management functions. Performs or oversees the conduct of special analytical studies that evaluate the organizational, operational, and managerial effectiveness of plans, policies, and programs. Keeps managers and supervisors informed of potential problem areas requiring their attention. Prepares a variety of special analyses and reports on program issues. Develops systems and methods for tracking, managing, and reporting. Interprets regulatory, policy, and procedural requirements for the organization. Provides expertise in long-range planning, and plans and develops special investigative and broad scope programs. Introduces new programs, conducts pilot programs, and participates in developing strategies for implementing a major office or program. Participates in exploratory committees to recommend the formation or reorganization of divisions, regions, or programs. Keeps current on proposed or pending changes to legislation, regulations, budgets, administration, and other significant matters affecting agency programs and operations.

Conducts or directs the conduct of continuous comprehensive studies of various investigative activities. Personally observes investigative operations; or plans and directs the conduct of inspections and surveys, and the review and analysis of reports and recommendations. Reviews past data and projected requirements and determines future resource requirements of the agency, estimating short- and long-range personnel, budgetary, space, and equipment needs. Predicts agency demands and recommends reallocation or augmentation of existing resources as necessary. Physical Security Work 20% Serves as a technical authority in assignments requiring the application of new theories and developments to physical security problems not susceptible to treatment by accepted security methods, technology, or procedures as well as resolution of conventional problems and issues. Examples may include but are not limited to managing and implementing safety and security measures for Volunteers and agency staff in non-collocated facilities in overseas assignments. Provides advice and guidance concerning physical security matters at overseas posts. Develops, implements, and administers the collocation waiver process. Establishes documentation requirements and procedural guidance for waiver packages. Works with the Department of State's Bureau of Diplomatic Security (DS) to clarify documentation requirements and establish waiver agreements. Reviews collocation waiver request packages, evaluating the physical security measures and standards proposed to protect non-collocated facilities at overseas locations. Finalizes waiver packages and submits to Department of State for approval. Maintains records of approved waivers. Advises top-level agency security and subject matter managers on new developments and advances in security techniques in physical security, such as new techniques and systems to mitigate terrorist threat. Recommends methods for enhancing efficiencies of security systems through modification and application of evolving technology. Evaluates and makes recommendations concerning overall plans and proposals for major agency and interagency security projects. Incorporates Department of State and Overseas Security Policy Board (OSPB) standards and guidance in agency standards, guidelines, or policies for physical security programs. Evaluates proposed changes to OSPB standards and makes recommendations for changes in agency policy issuances and for implementing instructions covering established security techniques and practices. Monitors the Security Environment Threat List (SETL) and provides updates to overseas personnel on changes in threat levels that would affect security standards and operations. Safety / Security Training and Program Policy Advice / Guidance 10% SAFETY/SECURITY: Independently carries out security and safety informational activities, coordinating activities with principal organizational representatives. Identifies informational issues and develops specific implementation strategies for transfer of information to assigned agency program staff, program offices, regional offices, and other stakeholders in Peace Corps safety and security operations and activities, using such methods as electronic mail, distribution of project reports, newsletters, or program announcements. Plans and manages the overall training program for physical security and agency response to crimes against Peace Corps Volunteers. Delivers training and instruction to headquarters personnel and to new staff deployed to regional posts. PROGRAM POLICY ADVICE/GUIDANCE: Monitors the overall safety and security environment for Peace Corps and supports the daily operations of field staff at overseas posts. Provides advice and guidance to resolve, implement, or manage program or policy issues that involve major areas of uncertainty in approach or methodology. Prepares short and long-range planning and implementation guidance for safety and security operations and activities at headquarters and overseas posts in accordance with broad program policies and objectives. Assesses assault data (in collaboration with the Crime Statistics and Analysis unit of the Office of Safety and Security), incident reports, safety and security events worldwide, and reports the information to the Chief of Overseas Operations. Informs and updates the Chief of Overseas Operations on the status of relevant safety and security issues and initiatives throughout the Regions as reported by the Peace Corps Safety and Security Officers (PCSSOs) and Safety and Security Desk Officers (SSDOs). Within the general framework of overall Peace Corps and regional policy, assists posts in developing strategies and recommending mediumand long-range safety and security plans in accordance with agency standards. Assists the Chief of Overseas Operations in managing crisis situations as they arise. Communicates and collaborates with agency officials, State Department, USAID, Embassy personnel, and private institutions and individuals to assess the situation and coordinate assistance. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position

The position requires mastery of a wide range of principles, concepts, methodology, and practices in a major security specialization or mastery of general security administration programs; knowledge of a variety of security specialties in order to coordinate activities, address issues, and resolve major conflicts in policy and program objectives; expert skill in the application of new theories and developments to agency security problems; knowledge of security policy requirements to function as a technical authority in assignments requiring the application of new theories and developments to security problems not susceptible to treatment by accepted security methods, technology, or procedures; and ability to perform key decision-making and policy-developing responsibilities in very difficult assignments such as planning for significantly new or far-reaching security program requirements, or leading or participating as a technical expert in interagency study groups for resolving problems in existing security systems and programs requiring innovative solutions. Factor 2- 5 Supervisory Controls Assignments are made in terms of broadly defined missions or functions with only administration direction. The incumbent works independently in planning, designing, and implementing security programs, projects, studies or other work. Incumbent's work is considered to be technically authoritative and is normally accepted without significant change. When the work is reviewed, it is only done so in terms of meeting overall objectives, the overall contribution to the advancement of technology, or the effect of the incumbent's advice influence on the overall security program. The availability of funds and other resources, broad security program goals, or national priorities are primary considerations when the incumbent makes recommendations for new projects or alterations of objectives. Factor 3- 5 Guidelines Guidelines are broadly stated and nonspecific, e.g., broad agency policy statements that require extensive interpretation. Employees must use initiative, judgment, and originality in researching and interpreting existing national policies and legislation, in determining when new or revised legislation is needed, and in researching and preparing recommendations for the content of such legislation. Employees, as recognized technical authorities in one or more security specializations, develop regulations and security policies. They take into account the effects of conflicting laws, policies, and regulations, and they participate in promulgating security policies and regulations which are flexible enough despite changes in security technology to remain current in meeting program objectives. Factor 4- 5 Complexity The work typically includes varied duties requiring many different and unrelated processes and methods such as those relating to a broad range of activities or substantial depth of analysis in security specializations. The incumbent decides what needs to be done regarding major areas of uncertainty in approach, methodology, or interpretation and evaluation processes that result from such elements as continuing changes in security programs, technological developments, unknown phenomena, or conflicting requirements. Development and interpretation of broad security policies and regulations require consideration of the total range of existing policies, procedures, laws, and regulations and the program goals and objectives which are to be fulfilled. Actions taken by the incumbent require originating new security techniques, establishing criteria, or developing new information and approaches to problem solutions. Factor 5- 5 Scope and Effect The purpose of the position is to perform work such as: isolating and defining issues or conditions where a number of project efforts or studies must be coordinated and integrated, resolving critical problems in agency-wide systems, or developing new approaches and techniques for use by others. Typically, employees serve as expert consultants in an area of specialization or as project coordinators in carrying out one-of-a-kind projects. The employee's advice, guidance, or results affect development of major aspects of security program definition and administration throughout the agency. Such work significantly affects the work methods to be applied by other security specialists throughout the agency and often in other agencies Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the agency in a moderately unstructured setting (e.g., the contacts are not established on a routine basis; the purpose and extent of each contact is different and the role and authority of each party is identified and developed during the course of the contact). The incumbent may also have contacts with high level management officials on an ad hoc or other irregular basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence, motivate, solicit information, or manage persons or groups. At this level, the persons contacted may be skeptical or uncooperative. The incumbent must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands

The work is primarily sedentary. For the most part, the incumbent may sit comfortably to do the work. There may be some short periods of walking, standing, bending, carrying light items such as papers, books, small parts, driving an automobile, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, residences, or commercial vehicles. The work area is adequately lighted, heated, and ventilated.

Administrative Officer (Overseas), FP- 0341- 4

Position Number: D10417 Introductory Statement: While the specific post may vary, all Peace Corps programs operate in communities that are disadvantaged. The incumbent must have the ability to anticipate, plan for, and overcome challenges associated with living and working in a country under conditions of hardship where there may be resource scarcity, technological challenges, and/or infrastructure difficulties. The success of an Administrative Officer overseas will be based on the understanding that s/he is supporting a population of customers who are 100% dependent on the services provided as well as his/her understanding of an engagement in the cumulative country program. This position is located in a Peace Corps country office ("post") overseas. The Administrative Officer (AO) is responsible for post administrative operations including budget formulation and execution, human resource management, procurement, contracts, property management, supervising computer system administration, and general services support. The AO maintains and develops responsive and effective administrative procedures and ensures there is ongoing evaluation of their effectiveness. S/he also provides technical advice and guidance to staff and Volunteers on a variety of policy and post management issues. The AO is a senior staff member of the country team actively involved in all aspects of Peace Corps operations, including programming, training, and overall Volunteer support. The AO supervises an administrative unit composed of host country national staff that typically includes a Cashier, Administrative Assistant, General Services Assistant, Driver, and Guards. Due to the location of Peace Corps posts, the Administrative Officer's work is often carried out under difficult and stressful conditions. Administrative Program Planning Work and HRM 25% Serves as principal liaison to an overseas post for long-range planning on administrative management matters and performs program liaison duties to support long-and short-range administrative planning activities. Develops recommendations and advice on administrative requirements for a complex organization. Participates in developing and implementing administrative management policies. Administers the overall human resource management system at post taking into account appropriate federal government regulations and the Local Compensation Plan (LCP). Documents post specific policies for final approval by supervisor and disseminates established policy and procedural information to all staff. Oversees the preparation of staff position descriptions and statements of work. Prepares contracts for personal services contractors for Country Director approval. Maintains personnel files for all staff. Administers the payment of staff salaries. Makes recommendations to the CD on the performance evaluation process and awards program for locally hired staff. Serves as an advisor to the CD on human resource issues. Supervises the administrative unit staff members including hiring/contracting, assigning work, developing staff, assessing performance, and providing feedback. In addition to supervising staff members of the administrative unit, manages any non-personal service contracts (e.g., those providing guard or housekeeping services). Reviews and interprets policy and directive materials, initiating supervisory approval action necessary to implement such material by preparing memoranda, bulletins, other directives and correspondence. Performs routine and recurrent procedures to ensure all actions are implemented and completed in a timely manner. Takes necessary actions to implement programs or activities and to correct problems. Works closely with organizations serviced by reviewing, analyzing, and making recommendations on established policy and procedure program changes, organizational changes, and more. Volunteer and Program Support 25% Organizes and implements general directives from the Country Director on integrating the planning, programming, development, oversight, scheduling, and overall management of resources for multi-phase projects. Prepares project plans for a portion of a larger project or for conventional projects with precedented complexities. As a senior staff member at post, provides input and works on tasks affecting overall post management and the success of the Peace Corps program. Assists the CD in establishing an overall vision and mission for the country program. Provides input into the creation of the post's strategic and operational plans. Works with other staff members to create uniform and complementary programming, training, and administrative systems. Coordinates administrative support for programming and training activities and the Peace Corps medical unit.

Provides financial and administrative support to Peace Corps Volunteers (PCVs). Briefs PCVs on Peace Corps administrative policies and distributes procedural guidelines. Administers the payment of PCV allowances and reimbursements. Conducts routine periodic living allowance surveys and market basket surveys. Oversees the maintenance of PCV records. Makes occasional site visits to PCVs. Provides counseling and crisis intervention support to PCVs, as necessary. Periodically serves as post duty officer responsible for weekend and after-hour emergencies and performs other related duties as assigned by the Country Director. This may include delegation as "Acting Country Director" in the CD's absence. Budgeting and Financial Program Management 25% Formulates, implements, and is accountable for fiscal and budgeting processes, regulatory compliance, fund accountability, and adherence to directives. Analyzes support processes and performs program liaison duties to support budget formulation and execution activities; provides advice for administering a changing budget of expenses involving different funding sources. In consultation with the Country Director (CD) and post staff, prepares the post's budget request, annual operating plan, and periodic budget reviews. Monitors post expenditures against budget by maintaining up-to-date FORPost records. Directs the disbursement of funds in accordance with established regulations. Provides general guidance on reprogramming funds and unfunded requests. Ensures that an adequate system of internal controls is in place for post's fiscal operations. Manages cashier operations ensuring that they are provided in a consistent, secure, and accurate manner. Determines if cashier accountability is adequate to meet post needs. Approves imprest fund transactions including payments, collections, interim advances and replenishments. In addition to performing monthly cash count, conducts surprise audits. Ensures that proper procurement processes are followed for the acquisition of goods and services and the execution of contracts and leases; and that the integrity of the procurement process is upheld at post. Develops and maintains good working relationships with local vendors. Directs the preparation and timely receipt of vendor payments ensuring that all financial matters are handled in accordance with established regulations and policies. Serves as post liaison to regional and administrative offices at Peace Corps headquarters. Works with these offices to resolve administrative/financial problems, provide information, and seek guidance. Complies with requests from headquarters for administrative and financial reports. Administrative Management 25% Serves as an advisor to an overseas post on all administrative management matters associated with programs and operations as they relate to financial matters. Independently performs administrative management functions that service and/or fulfill a number of organizational requirements. With direction from the Country Director, monitors the ongoing evaluation of post operational effectiveness and ensures that administrative management control systems are in place. In consultation with the Country Director, develops new post administrative procedures and policies; and independently implements established procedures and policies. Drafts administrative manuals, handbooks, and procedural memos. Provides general assistance and guidance to the CD and other staff on administrative policies, operations, and issues. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The position requires knowledge and skill in applying analytical and evaluative methods and techniques to issues or functions related to office administration; knowledge of pertinent laws, regulations, policies and precedents which affect administrative operations; knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; skill in conducting detailed analyses of complex functions and work processes; and interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls

The Country Director 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 Country Director for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 3 Guidelines Guidelines consist of standard reference material, texts, and manuals covering the application of analytical methods and techniques and instructions and manuals covering the subjects involved. The employee uses judgment in choosing, interpreting, or adapting available guidelines to specific issues or subjects studied. Subjects studied may be covered by a wide variety of administrative regulations and procedural guidelines. The employee must use judgment in researching regulations and in determining the relationship between guidelines and organizational efficiency, program effectiveness, or employee productivity. Factor 4- 4 Complexity The work involves gathering information, identifying and analyzing issues, and developing recommendations to resolve substantive problems of effectiveness and efficiency of work operations in a program or program support setting. Issues, problems, or concepts are not always susceptible to direct observation and analysis. Difficulty is encountered in measuring effectiveness and productivity due to variations in the nature of administrative processes. Information about study topic is often conflicting or incomplete, cannot readily be obtained by direct means, or is otherwise difficult to document. Originality is required in refining existing work methods and techniques for application to the analysis of specific issues or resolution of problems. Factor 5- 3 Scope and Effect The purpose of the position is to plan and carry out work projects in various administrative areas, such as human resources, supply, records management, forms management, budget, etc., to provide for the administrative support of organizations. The employee identifies, analyzes, and makes recommendations to resolve conventional organizational problems and/or situations. The employee is assigned portions of broader studies of administrative functions, organizations, or operations and participates in the evaluation of program effectiveness at the operating level. The employee develops detailed procedures and guidelines to supplement established administrative regulations or program guidance. Services provided as well as completed reports and recommendations influence decisions by managers concerning the internal administrative operations of organizations. Factor 6- 3 Personal Contacts Contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice to managers on non-controversial organization or program related issues and concerns. Contacts typically involve such matters as identification of decision-making alternatives; appraisals of success in meeting goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office. May require occasional travel.

Traffic Manager, FP- 2130- 2

Position Number: D10190 Introductory Statement: This position serves as The Traffic Manager, Transportation Division (M/AS/T), Office of Administrative Services (M/AS). The Transportation Division is responsible for directing Peace Corps' complex, worldwide transportation management program and operations. This program includes developing and implementing Agency-wide travel and traffic management policies and procedures; monitoring the efficiency of the Agency's travel and traffic activities; reviewing and authorizing the travel of persons and the transportation of things; and overseeing arrangements for the travel of Peace Corps staff, trainees, and volunteers, and the transportation of their personal effects and household goods. The incumbent is responsible for oversight and direct supervision of the Transportation Division (M/AS/T), and for planning, managing, directing and evaluating the operations of the Division.This is an on-call emergency response position. Traffic Management Program Coordination 25% The incumbent has overall responsibility for Peace Corps' Travel and Transportation Management Services planning and budgeting as a means of coordinating work forces and resources. The employee negotiates with executive level management and customers on broad transportation programs and problems with utilization of Peace Corps transportation services by employees, trainees, and volunteers. The incumbent is responsible for planning, directing and managing the travel and transportation operations for Peace Corps, including staff and volunteer travel encompassing headquarters and all Peace Corps posts overseas. Determines the most appropriate routes and rates for movement of material utilizing all modes of transportation to points throughout the world. Oversees operations and activities pertaining to transport of agency materials to and from points throughout the world, for a significant organizational segment of an agency, such as a regional office, Center, or major field installation. Many of these shipments are non-recurring and involve unusual combinations of points of origin and destination. Shipments consist of an unlimited variety of commodities and specialized cargos which may be shipped individually or in combinations; such as normal supply items, machinery, tools, structures, chemicals, and other hazardous materials, delicate electronic materials or optical instruments, etc. Develops and recommends transportation plans in support of major programs and contracts central to the agency's mission. Coordinates plans with, and gains approval from, other organizational segments of the agency, agency headquarters, and other government agencies. Coordinates daily activities related to the Transportation services work and tasks with the Chief Financial Office, the Africa, EMA and lAP Regions. Provides comprehensive oversight and direction for overseas support operations performed by Transportation Division staff to ensure they are meeting requirements such as service levels, workload, and costs. Reviews and approves charges to Peace Corps for services provided. Documents costs of operations and allocates cost-to-billing rates to recover cost of regional operations. Reviews and approves Agency staff, consultant, trainee, volunteer, and invitational travel requests. Serves as principal Agency liaison within and outside of the agency with respect to all Travel and Traffic Management matters, and as agency senior point of contact between other Peace Corps offices, the U.S. General Services Administration (GSA), the Office of Management and Budget (OMB), the Agency's Travel Management Center, and other parties. Serves as principal expert advisor to the Agency Director, Executive staff, Associate Director for the Office of Management, Office of Administrative Services, staff and Volunteers in interpreting OMB and GSA Directives, transmittal letters amending standardized government travel regulations, and other laws and regulations. Supervisory and/or Managerial Responsibilities 30% Provides oversight and direct supervision of the Transportation Division (M/AS/T). Provides executive leadership, management, and administrative oversight over all work performed by the Transportation Division staff and outside contractors in support of agency transportation/traffic operations worldwide, and technical guidance to Division staff and contract personnel. Establishes Division priorities and planning work to be accomplished by subordinates. Directs the daily operations of all Peace Corps activities pertaining to the Transportation/Traffic Management Program.

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. Traffic Program Technical Analysis and Policy Development 30% Plans, manages, directs, and evaluates the operations of the Transportation Division and the passenger transportation program at Peace Corps. Applies mastery of transportation concepts, principles, and methodology to analyze and resolve very complex or controversial transportation problems, and implement new developments and technology to a major transportation area. Develops plans, policies, and procedures for the movement of individuals and groups based on a variety of entitlements and agency plans and policies. Implements the program and determines the best methods for program improvement through detailed analysis of passenger transportation. Determines the method of contracting travel services and manages the competitive procurement of these services, in coordination with the Office of Contracts. Exercises technical control over the development and execution of both commercial and passenger traffic functions. Ensures economy and efficiency of operations consistent with operating requirements and capabilities for the shipping and receiving organization. Directs in-depth analysis to resolve critical problems related to new developments in transportation technology or regulatory matters for application and/or impact on transportation programs. Establishes criteria for identifying developments in transportation technology and for measuring organizational effectiveness in achieving transportation goals and objectives. Develops and recommends transportation plans to support installation contracts, major programs, and the agency missions. Reviews, analyzes, and determines how proposed legislation or regulations affect an agency's transportation program or change the way the agency conducts business with the carrier industry. Serves as an expert technical consultant and advisor on transportation guidelines, policies, and regulations covering substantive traffic management programs. Develops transportation policy for handling, packaging, and movement of staff and volunteers household goods worldwide by surface and air. Represent the agency views and interests at various levels within and outside of the Peace Corps, including liaison with technical and professional associations and study groups. Interprets transportation policies and procedures for subordinate organizational components and contract organizations. Studies proposed regulations or legislation affecting movement of goods by air or surface to establish an agency position on the proposals and assess possible impact on transportation program operations. Develops and recommends policies, procedures, and forms applicable to the efficient accomplishment of Agency travel objectives. Conducts studies to determine need for new Agency regulations, or new form design, with a view toward providing the most economical and effective system to handle domestic and overseas passenger travel services, and the handling of household and personal effects and related services on a worldwide basis via surface or air. Contractor Oversight for Traffic Management Projects 15% Initiates contact and provides expert technical advice and direction to transportation contractor professionals. Serves as a senior technical contact. Directs necessary contract and project changes, resolves complex and controversial problems, ensures conformance to plans and specifications, and furnishes other assistance as required where deficiencies are noted. Keeps the Contracting Officer informed of progress, proposed contract modifications, validity of claims, analysis of proposals, and assessment of contract time extensions. Oversees and monitors the Agency's Travel Management Center. Reports problems and/or deficiencies to GSA. Monitors performance of the Travel Management Center to ensure adherence to contract standards and requirements. Responsible for reviewing travel itineraries for accuracy and adherence to Federal and Agency travel regulations and policies. Works with the Travel Management Center to establish procedures and guidelines for securing passports and visas for all official travel performed by staff, Personal Service Contractors, and volunteers. Resolves problems, complaints, and misunderstandings.

Work complexities require the development of alternate solutions to reduce time and costs, versatility and innovation, and short cuts or compromises that are considered risky. Resolves unusual demands caused by extraordinary schedule, safety, or economic restraints. Performs other duties as assigned. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position Employee applies a mastery of transportation concepts, principles, and methodology applicable to a major agency program (i.e the Federal Tranportation Regulation, Comptroller General decisions, current Tariffs). Employees also use expert knowledge of organization missions, objectives, and procedures; the relationship with and support requirements of other program areas; and the regulatory framework in which the transportation program operates. Exercises a very high degree of independence and skill when applying this knowledge to the management of an agency transportation center. The employee's knowledge and skills support the analysis and resolution of very complex or sensitive transportation problems, and the implementation of new developments and technology to assigned program areas. Utilizes technical expertise and experience when dealing with extremely broad and complex transportation problems. These problems may be further complicated by such factors as the wide diversity and dispersion of organizations and activities, and by multiple authorities, policies, and controls. The results of problems-research and studies are incorporated into program directives resolving areas identified for improvement or cover new and innovative approaches, technologies, and methods for evaluating the effectiveness of transportation programs and service. Factor 2- 4 Supervisory Controls Overall objectives are established along with the level of resources for the work. Deadlines, projects, and work accomplished are developed with the supervisor. Having developed expertise in a particular functional area of traffic management or in overall traffic management, responsibility is then needed for planning or carrying out the work, resolving conflicts, integrating and coordinating the work with other functions and programs as necessary. Policy is interpreted, along with regulations in terms of established objectives. Progress in meeting objectives and of potentially controversial situations are reported to the supervisor. Completed work is reviewed from an overall standpoint for feasibility, compatibility with other projects, or effectiveness in meeting requirements. For positions with program responsibility, results are reviewed for effectiveness in supporting the mission and programs of the organization. Factor 3- 4 Guidelines Principal guidelines regularly used in the work include agency traffic management policy statements and program directives, Government transportation regulations, and general administrative instructions. Guidelines provide a general outline of the program goals and objectives, but they do not detail the methods used to perform or complete work assignments. Initiative is used, along with extensive experience and a broad knowledge of traffic management principles and transportation industry practices to develop new methods and recommend changes. Assignments may also include responsibility for developing guidelines for use by traffic managers or specialists at the same or lower levels in the organization. Factor 4- 5 Complexity Assignments involve substantial breadth and depth of analysis of a major transportation program area. It requires consideration of numerous interrelationships and variables to develop new approaches or to resolve persistent, widespread, or critical transportation problems. Employees frequently serve as a program or project leader to accomplish particularly complex, sensitive, or long-term studies concerning major agency transportation programs. The employee may represent the organization on interagency boards or committees to formulate and coordinate transportation program requirements and regulations, develop criteria and methods for evaluating program accomplishments and trends, and make recommendations for changes in program organization and emphasis. Decisions concerning what needs to be done are complicated because of such factors as the wide dispersion and diversity of organizations and activities; the difficulty in determining the scope of the problem in these activities because of multiple authorities, policies, and governing regulations; the relationship of the transportation program to other functions; and the impact of transportation costs on program resources. The work involves developing innovative solutions and implementing instructions for new methodology, policies, or procedures.

Factor 5- 4 Scope and Effect The purpose of the work is to plan, develop, and implement traffic management projects or programs of considerable breadth and complexity. Typical work performed at this level includes: Negotiation with carriers for rates and services; Planning and management of a transportation programs for a wide range of commodities via motor carrier or air to destinations within or outside of the country; Evaluation of assigned traffic management functions and operations throughout all sites; Development of policy and guidelines for an assigned area; Resolution of complex problems where criteria and methods are not well established. The results of the work affect a range of activities being carried out at a number of locations. Negotiations for carrier rates and services affect the major shipper's ability to transport freight and goods in a timely, efficient, and economical manner to meet mission and program requirements. Factor 6- 3 Personal Contacts Personal contacts are with all levels of program and transportation officials in the agency, other agencies, and committees, foreign diplomats, foreign nationals, contractors, and the general public. Contacts vary according to the nature of the problem or the service needed. Must be able to determine that the officials contacted have the authority to resolve questions or problems encountered. Factor 7- 3 Purpose of Contacts Personal contacts are for the purpose of responding to technical questions and influencing and motivating managers or other officials to accept recommendations on the methods for providing transportation support. Skill and judgment are exercised in overcoming resistance to recommendations due to issues such 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, such as walking, standing, bending, or carrying light items. No special physical demands are required. Factor 9- 1 Work Environment The work is performed in an office setting, involves minimal risk or discomfort, and requires normal safety precautions. The work area is adequately lighted, heated, and ventilated. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first Political Appointee position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following:

- Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; - Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters. - Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager; - Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases; - Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up-to-date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following: - Senior 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 city or county newspapers or comparable radio or television coverage; - Contracting officials 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, 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. AND 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. AND This position manages work through subordinate supervisors and/or contractors who each direct substantial workloads comparable to the GS-11 level.

Supervisory Administrative Services Specialist, FP- 0301- 2

Position Number: D10402 Introductory Statement: This position serves as Division Chief, Post Logistics and Support Division (PLS), Office of Administrative Services (M/AS). The PLS Division procures medical supplies, medical equipment, pharmaceuticals (including controlled substances) and vehicles for overseas posts. PLS develops agency policy and procedures for managing the request, receipt, and handling of shipments world-wide; provides technical guidance and advice to Agency staff and posts concerning the procurement of medical supplies and equipment and vehicles; provides briefings and conducts training sessions for Administrative staff, Medical Officers, and new Peace Corps staff members serving overseas. The incumbent is responsible for management of mail operations and supports agency oversight of the US Postal Service, expedited mail services, Army, Air Force and Diplomatic Post Office (APO) and diplomatic pouch service. The incumbent serves as a Chief Ordering Officer and is responsible for oversight and direct supervision of the Post Logistics and Support Division (PLS), and for planning, managing, directing and evaluating operations of the Division. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work ranging from the FP-3 to the FP-7 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. 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, such as interpretations of original legislative or judicial intent and advice on revisions to existing policies and programs to meet requirements. Recommends long-range program plans, goals, objectives, and milestones, which serve as the basis for substantive changes in the organization and administration of programs affecting large numbers of people. Consults with all levels of management, other federal agencies, and to foreign and commercial organizations. Establishes and maintains liaison with program directors and works closely with their representatives to ensure that concerns such as proper requirements definitions and adequate funding are met. Prepares reports and/or written analyses regarding PC policies and positions on difficult or complex matters. Plans, develops, and manages one or more substantive national supply management programs, i.e., medical supplies, associated equipment, and pharmaceuticals, including controlled substances. Provides expert technical guidance and overseas accounting for all supplies. Plans and directs supply and equipment management activities, and develops, implements and maintains a formal program for direction, surveillance, and assessment of supply systems for government-owned, contractor-held property. Advice and Guidance 20%

Serves as principal liaison within and outside of the agency with respect to all overseas support medical supply management matters, and as agency senior point of contact between other Peace Corps offices, the U.S. Drug Enforcement Administration (DEA) and other parties. Serves as a technical expert, providing advice and guidance in areas that require extensive interpretation for many different and unrelated program processes and methods. Consults with all levels of management, headquarters personnel, other federal agencies, and commercial organizations. Establishes and maintains liaison with program directors and works closely with their representatives to ensure that concerns such as proper requirements definition and adequate funding are met. Management of Supply Programs 10% Plans, develops, and manages one or more substantive national supply management programs. Provides expert technical guidance on accounting for all personal property, plans and directs supply and equipment management activities, and assists in developing, implementing and maintaining a formal program for direction, surveillance, and assessment of property systems for government-owned, contractor-held property. Sets priorities based on expert knowledge of agency programs, policies, and procedures, and redirects program efforts to meet changing deadlines and broad goals. Manages all funds associated with obtaining services for major supply management programs within the agency. Provides managerial and technical advice on the preparation and coordination of contract task orders. Monitors diverse contract requirements and oversees activities among contractors, users, and other agency personnel and organizations. Recommends new directives for policy issues and implements procedural instructions for vital supply management programs having national impact. Develops and implements a broad range of supply projects and programs including originating new supply techniques, establishing criteria, developing new information and approaches to problems solutions, and/or developing and interpreting broad supply policies and regulations. Contract/Procurement Advice and Assistance 10% Serves as the agency-wide expert in a functional area of procurement. Serves as a Chief Ordering Officer, overseeing all small purchases and contracting activity within the Division. Ensures compliance with Federal Acquisition Regulations (FAR) and applicable Peace Corps directives and works closely with the Office of Contracts on requests outside the scope of the Post Logistics and Support Division authority. Provides advice and assistance to those seeking guidance in connection with cause and cure of procurement problems. Advises overseas posts and headquarters offices in formulating programs or concepts to reflect optimum utilization of resources and an efficient and effective organization. Serves as an advisor for ratification of contracts for approval by higher-level authority. Program Oversight 10% Acts as organization expert in formulating policies and guidelines for support services programs, plans, procedures, and methods. Performs a variety of complex planning functions to increase management's ability to support the efficiency of operation initiatives. Measures and reports findings to senior management. Provides recommendations to improve the programs. Responsible for agency mail operations and management of the US Postal Service, expedited mail services, Army/Air Force and Diplomatic Post Office (APO), and diplomatic pouch services. Develops documents that typically address procedures and policies pertinent to the service areas of responsibility, statistical and budget analyses; contract specifications, etc. 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

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. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries;

or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. 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.

Medevac Program Specialist, FP- 0301- 5

Position Number: D09681 Introductory Statement: This position is located in the Field Support Unit of the Office of Medical Services (OMS) and is responsible for the management and processing functions associated with the medical evacuations of the Volunteers while at headquarters and in the United States. The incumbent will provide support and assistance to the medevac program and clerical support functions for the field support unit. The incumbent is responsible for assuring the provision of all medevac support functions within the Field Support Unit. This position requires that the incumbent provide confidentiality in all aspects of work including Volunteer and administrative files. Medevac Program Management and Support 40% Provides substantive support and assistance to medevaced (medically evacuated) Volunteers. Organizes and coordinates support services for Volunteers. Corresponds to requests for information in oral and written format. Determines the nature of the data required and independently prepares material based on nature of request and the agency practices. Provides orientation and acts as a resource for medevaced Volunteers regarding procedures, policies, appointments, and resources necessary while they are in Washington, DC. Processes the administrative paperwork for each medevac situation in conjunction with the overseas posts including the verification of travel authorization for completeness and accuracy. Corresponds as appropriate by fax or email to correct problems with the posts. Works with appropriate headquarters staff to process visas, travel, and accommodations. Prepares documents and other supporting documentation authorizing per diem and other reimbursement payments to medevaced Volunteers. - Maintains a database of authorizations and completes a variety of records and reports on a monthly basis. Processes forms in accordance with agency guidelines and standards while working with the Administrative Officer in Volunteer Support. Documents and drafts the State Department email and cables for Volunteers that are medically separated at Headquarters. Maintains the medevac database and utilizes a variety of medical services databases to prepare reports when necessary. Responsible for the accurate entry of information into the medevac database. Oversees medevac hotel contract and acts as a liaison with the hotel staff on reservation issues. Works closely with the hotel manager to resolve problems and ensure quality of service. Works internally directly with the Health Benefits Program Manager, who manages the contract. Prepares statistical reports and financial reports (in conjunction with the Administrative Officer and BIT) on a monthly basis for the Office of Medical Services related to the rnedevac process. Prepares written informational materials for medevacs, updating materials on a regular basis. Maintains and updates the Standard Operating Procedures for the medevac process. Completes special projects for Field Support Team as requested. Records Management 25% Maintains a records management program for a well-established records system. Maintains medevacs' administrative records which includes initial assembly of the record, updating of the record, and review of records for completion at the end of the medevac service. Aspects of the program include a centralized records function, standard handling/retention procedures, conversion from paper to electronic data, and document searches. Maintains security and confidentiality of all Volunteer files and administrative files. Communicates with overseas posts to request documents/information. Program and Policy Advice and Guidance 20% 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. Performs Liaison Activities 15%

straightforward and non-controversial tasks to assist in the development and maintenance of relationships Maintains ongoing liaison with the Field Support Team and/or other agency staff to coordinate the medevac process. Performs straightforward and non-controversial tasks to assist in the development and maintenance of relationships with various stakeholders in the government, private industry, and universities. Schedules meetings with Volunteers on an individual basis and serves as an advocate for Volunteer requests and special needs. Coordinates with other agency offices to provide services to medevaced Volunteers and assists Volunteers in scheduling meetings with other agency staff. Participates in team meetings/planning and on agency committees as requested. Coordinates assigned activities in support of the program. Develops written materials to transmit information concerning the nature and purpose of the program. Participates in public meetings to provide program-related data. 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.