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 up to 30 pounds is needed for routine work. Infrequent lifting of up to 40 pounds is necessary and is generally associated with special projects. 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. Travel may be necessary to achieve the goals of OMS and may result in moderate to high physical risks and discomfort. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Administrative Officer (Overseas), FP- 0341- 3

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. Volunteer and Program Support 25% 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. Coordinates and integrates the planning, programming, development, oversight, scheduling, and overall management of resources for multi-phase projects. Acts as the principal liaison to an important agency organization for long-range planning on administrative management matters. 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. Directs 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 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. Budgetary and Financial Program Management 25% Serves as a financial expert on budgeting and financial management issues and activities, including historical costs. Determines fiscal budget and human resources requirements and controls expenditures. Determines resource requirements and recommends resource allocations based on priorities and needs. Serves as a financial expert on budgeting and financial management issues and activities, including historical costs. Determines fiscal budget and human resources requirements and controls expenditures. Determines resource requirements and recommends resource allocations based on priorities and needs. Allocates funds across multiple programs for multiple fiscal years. 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 financial advice and 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 principal advisor to an important agency organization on all administrative management matters associated with programs and operations as they relate to financial matters. Oversees the ongoing evaluation of post operational effectiveness and ensures that administrative management control systems are in place. Develops and implements post administrative procedures and policies. Writes administrative manuals, handbooks, and procedural memos. Provides technical assistance and guidance to the CD and other staff on administrative policies, operations, and issues. Administers the post's property management system, ensuring the maintenance and safeguarding of equipment, supplies, furnishings, vehicles, and office and residential spaces. Directs the maintenance and repair of all Peace Corps furnishings, equipment, vehicles, and office/residential space. Provides for the proper disposal or sale of unused vehicles and property. Submits annual inventory and other required property reports. Implements internal controls for the proper use of supplies, telephones, and office equipment. Manages post computer and telecommunication systems. Analyzes post needs assessing current and future telecommunication and computer system requirements. Ensures that computer systems are appropriate, operational, secure, and backed-up; software documentation is available; and licensing is legal. Serves as liaison with the American Embassy Administrative Officer and other embassy personnel to provide information and resolve administrative issues. Negotiates services to be received by the Embassy through the International Cooperative Administrative Support Services (ICASS) agreement or MOA. Also serves as liaison with consulate and State Department regional budget and fiscal offices when necessary. Administrative Program Planning Work & HRM 25% Serves as principal liaison to an overseas post for long-range planning on administrative management matters. Develops recommendations and advice on administrative requirements for a complex organization. Participates in developing and implementing administrative management policies. Administers the overall human resource management system at post taking into account appropriate federal government regulations and the Local Compensation Plan (LCP). Develops and establishes post specific policies and disseminates policy and procedural information to all staff. Oversees the preparation of staff position descriptions and statements of work. Prepares contracts for personal services contractors. Maintains personnel files for all staff. Directs the payment of staff salaries. Makes recommendations to the CD on the performance evaluation process and awards program for locally hired staff. Serves as principle 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, independently initiating action necessary to implement such material by preparing memoranda, bulletins, other directives and correspondence. Establishes follow-up procedures to ensure any actions are implemented in a timely manner. Takes necessary actions to implement programs or activities and to correct problems. Works closely with organizations serviced by reviewing, analyzing, and making recommendations on proposed policy and procedure program changes, organizational changes, and more. 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

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.

Publications Manager, FP- 1001- 3

Position Number: D10298 Introductory Statement: This position is located in the Office of Communications at the Peace Corps headquarters Washington, D.C. The incumbent reports directly to the Director of Communications in the operational management of the office. This position manages the publications process for agency products from editing to design to printing, for both internal an external products. The incubent shold have experience in publishing and manging the multiple processes necessay toproduce high-end publications at times with multiple clients and clearly defined deadlines. This position will work with multiple office to establish schedules and priorities for agency publications. Manages Production of Publications 50% Plans, manages and directs the ongoing production of a variety of publications including new letters, reports, promotional materials, fact sheets, etc. Establishes publications schedules, contents, deadlines, and production requirements; ensures timeliness of all publications; plans, reviews, and edits all publications work; proofreads all copy to ensure the accuracy of content; makes all writing, design and layout assignments; establishes and adjusts short-term production priorities; analyzes long-range work flow and implements changes that improve quality and efficiency; initiates recommendations for public relations and marketing approaches. Publications Management 50% Plans, develops, and manages a publications program for major program area(s). The subject matter of the publications covers a broad spectrum, and publications are used at many audience levels, e.g., from the general public to the scientific community. Develops publication program policies and guidelines, such as policies on style, content, scheduling, permissions, review channels, routing procedures, etc. Arranges for publication and publicity. Works with contributors, such as agency writers to develop publishable works. Analyzes the suitability of proposed publication projects and the feasibility of carrying them forward in terms of staff and resources; generates new ideas for publications based on assessment of staff and public needs; and assesses materials submitted for publication for completeness, clarity, organization of content, and contribution to the field. Researches, develops, and negotiates co-publication agreements and contracts with publishers. Monitors compliance with contracts, including terms of agreement and royalty payments. Directs development of non-book publications and projects relating to the publications program. Establishes schedules and estimates budgets for production processes. Provides editorial review, and design review with requesting department, and coordinates production of brochures and flyers with designers and printers. Provides appropriate approvals to outside authors and publishers to use text and photos from books. Serves as liaison with agency organizations, government agencies, educational institutions, and professional associations. Coordinates development and/or production of publications covering an array of subjects and targeted to a variety of audiences. Receives overall objectives and develops publication plan and design. Coordinates design and production schedules with a variety of staff members and outside individuals or groups. Determines the need to change project staffing or approach to meet approved schedules and budgets. Ensures all ancillary tasks are complete, such as permissions, copyright clearances, layout, typesetting, etc. Maintains project files and prepares a variety of progress reports. Factor 1- 8 Knowledge Required by the Position Mastery of information media functions, programs, and/or operations in order to apply new developments to unusual or unprecedented problems and to make recommendations involving major information media programs. Knowledge of specialized subject area in order to draw conclusions and generate new approaches that impact important functions or operations. 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 is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy. 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 Administrative policies and precedents applicable to information media functions are applicable but are stated in general terms. Guidelines for performing the work are scarce or of limited use. The incumbent uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods or policies. Factor 4- 5 Complexity The work includes varied duties requiring many different and unrelated information media functions or processes. Work applies to a broad range of activities or substantial depth of analysis for important information media programs. Decisions regarding what needs to be done include major areas of uncertainty in approach, methodology, or interpretation and evaluation processes that result from such elements as continuing changes in programs or conflicting requirements. The work requires originating new techniques, establishing criteria, and/or developing new information. Factor 5- 5 Scope and Effect The work involves isolating and defining unknown conditions, or resolving critical problems, or developing new systems or approaches. The work product or service affects the work of other experts or the development of major aspects of information media programs. Factor 6- 3 Personal Contacts The personal contacts are with individuals or groups from outside the agency in a moderately unstructured setting. For example, 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. Factor 7- 3 Purpose of Contacts The purpose is to influence, motivate or inquire persons or groups. The persons contacted may be skeptical or uncooperative. Therefore, the employee must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations. 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.

Program Support Assistant, FP- 0303- 7

Position Number: D10441 Introductory Statement: This position is located in the Office of Safety and Security. The position works under the general supervision of the Chief, Information and Personnel Security. The purpose of this position is to coordinate and/or take primary responsibility for the administrative support of both Overseas Operations and Domestic Operations and includes a wide range of duties involving all aspects of the Office of Safety and Security. Program Support 60% Provides support and assists in the planning, scheduling, and conducting of office activities, such as background investigations, security briefings, crimes statistics and analysis, physical security inspections, emergency management, and the drafting and dissemination of policy guidance to the field. Provides recommendations to senior specialist involving various functions within the Office of Safety and Security such as assisting with suitability determinations of applicants, implementation of HSPD-12 required mandates, assisting with crime data requests and support of security related programs. Performs liaison functions with various stakeholders for the purpose of maintaining and developing better working relationships. Obtains and organizes specialized subject matter information and materials including records, reports, and various types of correspondence. Performs data entry and maintenance of specialized databases, keeping all information current and removing outdated information. Under the guidance of senior specialists, conducts research in evaluating new, revised, or proposed agency orders, manuals, and /or directives pertaining to established programs. Provides recommendations to senior specialists on how these orders, manuals, or directives may impact the office's support to the agency. Office Administration 40% Performs customer service functions for the organization. Serves as the first contact in the resolution of problems or issues brought to the office. Performs initial vetting and triage of reported incidents and taking action according to established protocols and procedures. Initiates development of new or revised administrative policies and procedures necessary for efficient administrative functioning of the organization, independently or as a member of a team. Provides administrative support to all elements of both Overseas Operations and Domestic Operations of the Office of Safety and Security. Reads and keeps apprised of organizational and Agency-wide directives and procedures in order to maintain awareness of changes and new requirements affecting the administrative and program-related work of the organization. Such procedures concern customer service, preparation and processing of correspondence, reports, and forms; hard-copy and electronic filing; database management; office expenditure tracking; and office procurement services. 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.

Administrative Officer (Overseas), FP- 0341- 2

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. Budgetary and Financial Program Management 40% Evaluates, plans, and directs the analytical and evaluative work for critical Peace Corps functions related to the formulation, justification and implementation of budget plans and programs. Plans, establishes, and directs programs implementing administrative control systems for a large and complex Peace Corps post. Evaluates policy, instructions, and agency directives affecting operations and maintenance, as well as specific budgetary submissions to ensure adherence to policies and directives Oversees the preparation of obligation and expenditure documentation, special budget and financial studies, and reports. Maintains current information on the status of all operations, specially designated and maintenance funds to identify future funds needs, actual or potential problem areas, trends, deficiency situations, areas of imbalance, or similar factors that could impact the effective management control of these funds. Serves as post expert on budgeting and financial management issues and activities, including historical costs. Determines fiscal budget and human resources requirements and controls expenditures. Determines resource requirements and recommends resource allocations based on priorities and needs. Allocates funds across multiple programs for multiple fiscal years 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 and subsidiary records as required. Directs the disbursement of funds in accordance with established guidance, regulations and program plans. Provides financial advice and guidance on reprogramming funds and unfunded requests. Ensures that an adequate system of internal controls is in place for post fiscal operations. Supervises and 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 unannounced 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 USG managed and international 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 procurement, human resource, contracting and administrative/financial problems, provide information, and seek guidance. Complies with requests from headquarters for administrative and financial reports. Administrative Management 35%

Serves as an expert and principal advisor to a large overseas post on all administrative management matters associated with multiple programs and operations as they relate to complex financial matters. Oversees the ongoing evaluation of post operational effectiveness and ensures that administrative management control systems are in place. Develops and implements post administrative procedures and policies. Writes administrative manuals, handbooks, and procedural memos. Provides technical assistance and guidance to the CD and other staff on administrative policies, operations, and issues. Administers the post property management system, ensuring the maintenance and safeguarding of equipment, supplies, furnishings, vehicles, and office and residential spaces. Directs the maintenance and repair of all Peace Corps furnishings, equipment, vehicles, and office/residential space. Provides for the proper disposal or sale of unused vehicles and property. Submits annual inventory and other required property reports. Implements internal controls for the proper use of supplies, telephones, and office equipment. Supervises management of post computer and telecommunication systems. Directs analysis of post needs assessing current and future telecommunication and computer system requirements by the IT Specialist. Oversees that IT Specialist implements systems to ensure computer systems are appropriate, operational, secure, and backed-up; software documentation is available; and licensing is legal. Serves as the post human resource manager. Responsible for preparation of position descriptions and statements of work, classification of positions, oversight of FSN and PSC recruitment, disciplinary sanctions, termination of staff, personnel recordkeeping and payroll, and preparation of all personal service contracts. Provides training to staff on Peace Corps personnel policy and interpretation of regulations as necessary. Ensures compliance with local labor law in all aspects of personnel administration. Directly supervises administrative unit and general services staff members, assigning work, evaluating performance and providing feedback. Also manages non-personal service contracts (e.g., those providing guard, landscaping or housekeeping services). Serves as liaison with the American Embassy Administrative Officer, other Embassy personnel, and the State Department financial service center, to provide information and resolve complex administrative issues. Negotiates services to be received by the Embassy through the International Cooperative Administrative Support Services (ICASS) agreement or MOA. Also serves as liaison with consulate and State Department regional budget and fiscal offices when necessary. Volunteer and Program Support 25% 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. Acts as the senior management counselor in a large PC post for long-range planning on administrative management matters. 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 all post staff members to integrate programming, training, and administrative systems that meet posts strategic objectives with the resources available. Directs administrative support for the post's programming and training, safety and security, and medical programs, and such other regional or Headquarters functions operating at the post. Oversees financial and administrative support provided to PCVs. Briefs PCVs on Peace Corps administrative policies and distributes procedural guidelines. Administers the payment of PCV allowances and reimbursements. Conducts periodic settling-in surveys, living allowance surveys and market basket surveys in order to set appropriate allowance levels. 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. 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.

Area Peace Corps Medical Officer (Physician), FP- 0602- 1

Position Number: D10278 Introductory Statement: This position is located in Peace Corps Africa Region. The Area Peace Corps Medical Officer (APCMO) works under the general supervision of the Chief of Operations for Africa and has direct and primary responsibility for the maintenance and guidance of all health care for Peace Corps Volunteers in countries within the Africa Region. Responsibilities include providing health care and guidance to Volunteers and Trainees, managing regional medical evacuation sites, establishing and maintaining a network of consultant physicians throughout the region, maintaining an effective immunization program for Volunteers, and assuring that adequate health standards are maintained at all Peace Corps Volunteer sites. The APCMO works with other Peace Corps regional medical staff to fulfill these responsibilities and advises on health program strategy. Provides Patient Care Within an Agency 40% Manages the organization's Health Care Program, including the quality of health care provided. Responsible for all medically related services. Provides direct care and/or medical consultative services to PCVs, either directly or through the Peace Corps Medical Officer/PCMO at home Post or constituent Posts. Manages Regional Medical Evacuation Site. Manages care to PCVs medically evacuated to Regional Medical Evacuation Site (RMES) and manage medevac logistics for PCVs being medically evacuated to U.S. through the RMES. Monitor the care provided by host country and other non-Peace Corps care givers (including consultant physicians) at the Regional Medical Evacuation Site and act as the primary liaison between the patient and providers. Work with PCMO at constituent posts to assist with PCV medevacs direct to U.S. Arranges and, when necessary, accompany PCVs who require medical evacuation, either to the regional site or to the United States. Advise OMS on all aspects of the medical status of the evacuated volunteer and, when appropriate, share such information with the Africa Region. Assists, when possible, in the performance of periodic health status reviews (history and physical) for PCVs. Assists in the medical orientation for newly arrived PCVs, as well as assist in providing to them periodic in-service health education programs. Serves as a Liaison on Health Related Programs 30% Serves as an expert level liaison officer with other Federal agencies, professional medical organizations, State or local governments, or private groups. Provides medical and medical administrative supervision/support to Peace Corps Medical Officers (PCMO) and Peace Corps Medical Programs at his/her home post and at all constituent regional posts. Keeps the lines of communications open and free flowing between PCMOs at constituent posts at all times. Represents the Office of Medical Services (OMS) and its policies/procedures, both in country and in the region. When necessary, provide liaison between the Country Staff(s) and OMS. Works with the Embassy Health Unit and Regional Medical Officer(s), when appropriate, to expedite the delivery of medical care to PCVs. When necessary, provides consultation and direct care to other USG employees/dependents covered under the U. S. State Department Medical Program. Maintains an active line of communication with the Africa Region, reporting on all relevant health and safety matters, as well as other administrative matters, when appropriate. Maintains clinical competency and U.S. licensure through attendance/participation in an annual Continuing Medical Education course, either provided by the Peace Corps or independently. Consults on Medical Issues and Problems 30% Provides medical advice and consultation as a nationally or internationally recognized consultant and expert, on critical problems in the medical field. Establishes and maintains a network of competent consultant/specialist physicians throughout the region of responsibility. In consultation with Country Directors and PCMOs, determines schedule for periodic visits to constituent countries to consult with Country Staffs, provides feedback to CDs for PCMO performance appraisal, assess the local medical program and local health/medical resources, and assess PCV health through site visits and consultation with PCVs.

Participates as a senior member of the Country Staff(s) at the home post and at all constituent posts. Advises Country Staff(s) on all appropriate public health medical/health matters, in order to help formulate and execute health related policy, as well as in determining and implementing budget and fiscal matters as they relate to local health care. Factor 1- 9 Knowledge Required by the Position Ability to serve as a consultant to other members in evaluating and correlating conflicting medical evidence for the purpose of arriving at a sound medical conclusion on novel and exceptionally difficult cases. Has authoritative and intensive knowledge of a specialty area, for advise as to when such theories of the specialty areas have been accepted as medical facts and when such theories have not been so accepted. Ability to keep abreast of the latest developments reported in medical literature and be able to apply an authoritative, critical judgment to developments reported. Knowledge of guides including a variety of laws, regulations, and instructions (including the Schedule for Rating Disabilities) relating to claims. Factor 2- 5 Supervisory Controls The supervisor provides administrative direction with assignments in terms of broadly defined missions or functions. The employee has responsibility for planning, designing, and carrying out programs, projects, studies, or other work independently. Results of the work are considered to be technically authoritative and are normally accepted without change. The work is reviewed only for consistency with policies and priorities, and for accomplishment of goals. Factor 3- 5 Guidelines Using broad and general policy statements, and scientific and general technical literature, the employee must exercise considerable judgment and ingenuity in interpreting and adapting the guidelines that exist and develop new guides where appropriate guidelines are totally lacking. Factor 4- 6 Complexity The work involves a complete expert knowledge of medical activities and requires a uniqueness of experience to originate new techniques and programs and the development of new information. This requires the ability to discern interrelationships between and make decisions from seemingly vastly unrelated data from the most difficult sources and develop new state-of-the-art data to originate and establish new methods or techniques. Factor 5- 6 Scope and Effect The purpose of the work is to resolve critical medical problems of the utmost concern which may affect the medical community on a grand scale, to isolate and define extremely rare and unknown conditions, or to develop new state-of-the-art approaches, methods, guides, and standards or other publications for use by other medical personnel. These work efforts effect grand-scale policy decisions and the content and interpretation of agency regulations and guidelines of the utmost complexity. Factor 6- 3 Personal Contacts Personal contacts are with medical peers, other professionals within the agency, and health officials of the Federal, state, and local public health organizations. The position may negotiate and participate in cooperative studies with various Federal agencies, States, and health related organizations. Factor 7- 3 Purpose of Contacts The purpose of the position's contacts is to influence, motivate, interrogate, or control persons or groups in order to provide overall direction for agency policy. Contacts are for the exchange of ideas, information, and data, and for the development of cooperative efforts and projects. Contacts may require difficult negotiations and considerable responsibility in public relations for agency programs and policies. Factor 8- 1 Physical Demands The work is mostly sedentary, but includes walking, standing, bending, and carrying items such as books and documents. Factor 9- 1 Work Environment The work is performed in a typical office environment where work areas are adequately lighted, heated or cooled, and ventilated.

Supervisory Procurement Analyst, FP- 1102- 2

Position Number: D10400 Introductory Statement: This position is located in the Peace Corps Office of Acquisition and Contracts Management (OACM). The incument serves as the Policy & Administrative Support Manager. The function of the office is to perform procurement reviews, establish policy implementation, reviews and audits of all acquisitions and contract agreements for Peace Corps. The incumbent provides management support for the formulation, development and interpretation of procurement and assistance policy, procedures, standards, guidelines and regulations. The incumbent of this position is responsible for overseeing systematic program evaluations of the Peace Corps procurement systems, PC Acquisition Certification program, PRISM Administration and other related systems including contract file management and destruction of contract files and simplified contract closeouts, to assure complicance with a wide range of procurement regulations, laws, constraints and requirements, as required. 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. Contracting Policy Research, Analysis, and Interpretation 25% 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. Presentation of Findings and Recommendations 15% Presents findings and recommendations on complex issues or problems impacting major programs. Recommendations may pertain to complex, interrelated issues or conflicting goals and objectives. Recommendations impact long-range implementation and administration of agency programs. Records Management Program Administration 15% Maintains and monitors an integrated records and reporting system that affects policies and programs throughout PC. Establishes and promotes a records management program for a major multi-functional organization or program at the national level. Works to improve records management program areas, such as centralized records function, standardized handling/retention procedures, conversion from paper to film/electronic data, and document searches. Develops tools promoting effective coordination of decentralized records management activities to ensure the accessibility and security of PC information. Analyzes problems and issues involving the development of records management systems, file and records utilization procedures, and potential automation of information processing methods.

Contract Compliance Review 10% Conducts in-depth compliance review and evaluation of complex, unusual, or unprecedented contract actions requiring higher-level approval. These complex types of acquisitions include research and development, production of extensive specialized equipment or systems that involve extensive negotiations involving cost or pricing data. 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. Recommends, develops, issues, and maintains small business and contracting policies and procedures. Reviews all contract files and documentation to ensure conformance to all laws, agency regulations, and policies regarding government procurement. Tracks and coordinates all reports coming from the contracting division. Maintains standardized forms and documentation system. Reviews all procurement requisitions and makes recommendations regarding set-asides and initiates set-asides when applicable. Performs work associated with the analysis of automated contracting systems, or with providing advice and guidance on contracting and procurement issues including procurement using small/disadvantaged businesses. 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. Problem Identification and Resolution 10% Researches and identifies complex program issues or problems impacting program initiatives in major agency organizational components, such as a regional office or program covering a multi-state area. Makes recommendations for and coordinates resolutions and improvements. 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- 3 Program Scope and Effect Directs a program segment that performs technical, administrative, protective, investigative, or professional work. The program segment and work directed typically have coverage which encompasses a major metropolitan area, a State, or a small region of several States; or when most of an area's taxpayers or businesses are covered, coverage comparable to a small city. Providing complex administrative or technical or professional services directly affecting a large or complex multi-mission military installation also falls at this level. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 3 Organizational Setting The position is accountable to a position that is SES level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 2 Supervisory/Managerial Authority Exercised 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. 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.

Information Technology Specialist, FP- 2210- 3

Position Number: D10029 Introductory Statement: This position is located in Overseas Programming and Training Support (OPATS) of the Peace Corps. OPATS focuses on insuring quality of overseas programming by building overseas staff capacity to effectively engage in project design and management, site development, building and maintaining host country NGO partnerships, training design and evaluation, monitoring and evaluation of projects. All OPATS specialists are broad resource people who have individual technical backgrounds, but are also conversant with Peace Corps core business practices and are ready to engage in sustainable overseas programming and training staff capacity buildings at every opportunity. Specialists may have expertise in any of the following disciplines/sectors: agriculture, education, health, environment, water & sanitation, training, cross-culture, youth development, NGO development, business/ enterprise development. Program/Training Specialists provide a global perspective, share developing themes and trends, and collect and share research on innovative global trends in the disciplines in which they are focused. The incumbent for this position is primarily responsible for managing the design, development and support of the OPATS' relational data bases. These databases are used to track activities, contracts, programmatic data used by OPATS staff to support management and program based learning. The incumbent will be responsible for overseeing the redesign and conversion of these data bases from Microsoft Access to .Net. The incumbent also develops tools for collecting data at posts. Database Design and Development 30% The incumbent plans and coordinates the development of data structures and access strategies in alignment with business and mission requirements of OPATS. Leads projects to develop and implement new data management designs. Develops logical data models to be translated into workable physical database designs. Selects modeling methodologies and tools. Generates models that are capable of accommodating new and unanticipated business requirements and processes. Verifies model integrity and maintains and revises existing models. Anticipates changes in business requirements; ensures that data models are capable of responding to changing requirements; and adapts modeling tools and approaches to meet the unique requirements of the assignment. Coordinates and implements database designs and modifications of design characteristics in response to performance problems, changing requirements, or new design methods. Develops data models. As OPATS converts existing data bases from MS access to .NET, define the requirements for the .NET application, manage the conversion of data from old data bases. Ensures compliance with data management standards and recommends new or modified standards to increase efficiency. Describes the organization, format, and database content. Documents standard data elements within the logical structure. Determines physical storage requirements based on analysis of volume, size of records and files, expected growth, access methods, and available data compression methods. Modifies or deviates from established guidelines to develop database designs that meet complex or intricate business requirements. Develops data models. Produces database designs for integrating source data into data management systems. Ensures compliance with data management standards and recommends new or modified standards to increase efficiency. Describes the organization, format, and database content. Documents standard data elements within the logical structure. Determines physical storage requirements based on analysis of volume, size of records and files, expected growth, access methods, and available data compression methods. Systems Analysis 25% Performs work involved in the end-to-end development of information technology systems with complex designs. Works with customer program representatives to refine functional requirements, translate functional requirements into design specifications, and determine the best approaches for implementation within a technical environment. Coordinates with applications developers to isolate and solve design problems encountered during testing and implementation. Trains information technology (IT) personnel on systems operation, use, and interface with other systems. Develops and manages major software projects in a specific specialty area to meet complex new or modified current or future business requirements. Using statistical data processing and other techniques, conducts analyses in support of strategic planning, project management, and office automation. Identifies areas of inadequate data availability and recommends methods and procedures for data collection and aggregation. Participates in information requirements analysis to assess the need for specific data reporting procedures.

Applies a comprehensive knowledge of the service unit's organization and operations in overseeing and/or conducting analytical and evaluative studies. Explores and realizes the potential for transferring, securing, and maintaining administrative data from the central files. Provides guidance to develop data aggregation, manipulation, and reporting procedures that effectively achieve standardization of data collection and reporting techniques. develops requirements and specifications for systems that meet business requirements. ( Doris, delete this section) Applications Programming 20% Works with a specialized group of programmers on complex, multi-faceted prototype systems, such as leading a multi-functional development project in software analysis, design, development, and implementation for a new system or major enhancement to an existing system. Updates and modifies existing applications, designs new applications, and has continuing responsibility for maintenance of automation programs. Recommends needed redesign studies. Participates in the design and development stages of software developed internally and under contract. Reviews proposed policy, regulations, and procedural changes to determine their impact on the area of responsibility. Recommends priority areas of emphasis for improvement of current systems. Working in accordance with established criteria, uses a variety of programming languages and programming tools to create applications and automate standard functions. Participates in testing components of new and revised systems, and suggests modifications of system components and programs to correct any deficiencies detected. Prepares test data and conducts functional testing of programs to demonstrate accuracy and functional capacity. Coordinates the development of test data and testing of groups of programs to ensure that overall system logic and operation are correct. Determines technical training requirements, and ensures that changing customer needs are addressed. Develops and maintains program documentation. Performs work involving the full range of applications development activities for major software projects. (Doris, delete this section) Database Administration 15% Manages a major database system that requires the integration of several other systems. Performs physical database design, implementation, and testing. Performs work involved in the enhancement of database management practices, such as implementing new database structures and formats or converting legacy data to new formats. Designs the logical data relationship and query structure of new databases. Participates in the design of data mining and data warehousing systems to enhance data management. Defines and allocates storage capacity in the design of the database management system (DBMS). Develops, monitors, and maintains DBMS environments and objects such as tables, indexes, and views. Plans and coordinates the migration of data to newer versions of the DBMS. Develops database deployment procedures. Troubleshoots accessibility and availability problems, and initiates corrective actions. Analyzes performance data, researches technical solutions, and modifies systems and database configurations to correct problems affecting the confidentiality, integrity, and availability of data. Reviews and adapts available guidelines and procedures used in the design, development, and maintenance of a database system. Designs and manages a database system for a region-wide or program-wide application with multiple users in more than one organization or program office. Develops, monitors and maintains database management system (DBMS) environments and objects, such as tables, indexes, and views. Assists with backup, restoration, reorganization, and recovery work on databases and associated files. Monitors database and associated file space management reports. Estimates required disk space and extends the databases. Diagnoses and corrects database access, availability, reliability, and security problems. Modifies systems and database configurations to correct problems that affect the confidentiality, integrity, and availability of data. Participates in the migration of production databases to newer databases according to established migration plans and strategies. Runs migration utilities, writes scripts, and prepares documentation. Updates back-up, restoration, and recovery procedures and user guides as appropriate. Serves as an expert for database management systems.

Participates in the planning of future database expansion, enhancements, and selections. Analyzes, reviews, and recommends upgrades for existing databases. Plans for the total database environment including database management systems, data dictionaries, security systems, communication software, and end user software. Selects and recommends database package tools to better facilitate application development, data administration, and database administration functions. Database Performance Tuning 10% Reviews and analyzes performance data, researches alternative technical solutions, and modifies systems and database configurations to correct problems that affect the confidentiality, integrity, and availability of data. (Doris, delete this whole section) Analyzes and resolves specific complex and/or intricate database performance issues. Analyzes performance data. Researches alternative technical solutions. Modifies systems and database configurations to correct problems that affect the confidentiality, integrity, and availability of data. Conducts performance tuning activities designed to optimize data management process. Recommends performance enhancements such as increasing storage capacity or modifying interfaces. Plans and coordinates the migration of data to a newer version of a database management system. Designs and implements enterprise database strategies to correct extremely complex operational and performance problems. Evaluates current and future enterprise database requirements. Develops strategies designed to meet requirements. Issues strategies in draft format for developer, administrator, and customer review and incorporates relevant comments and suggestions. Plans and coordinates implementation of new database strategies on an enterprise-wide basis; defines implementation plans and actions and interprets strategies. OTHER SIGNIFICANT FACTS: Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position Mastery of, and skill in applying, advanced database principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues. Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment including possible stages, and possible approaches. The employee determines the most appropriate principles, practices, and methods to apply in all phases of assignments, including the approach to be taken, degree of intensity, and depth of research in management advisories; frequently interprets regulations on his/her own initiative, applies new methods to resolve complex and/or intricate, controversial, or unprecedented issues and problems, and resolves most of the conflicts that arise; and keeps the supervisor informed of progress and of potentially controversial matters. The supervisor reviews completed work for soundness of overall approach, effectiveness in meeting requirements or producing expected results, the feasibility of recommendations, and adherence to requirements. The supervisor does not usually review methods used. Factor 3- 4 Guidelines

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

Administrative Assistant, FP- 0303- 7

Position Number: D10430 Introductory Statement: This position is located in the Office of Human Resource Management (HRM). The incumbent coordinates a variety of HRM program activities; organizes and manages office systems; and performs assigned administrative functions for HRM. Customer Service 40% Provides customer service to various internal and external customers through activities such as responding to phone, email and other written inquiries; sending requested material and information; referring matters to appropriate staff for action; and tracking requested information by source and service through databases. Provides support and technical assistance to assigned program or service area. Determines the scope and nature of actions required to resolve customer service problems and process transactions, based on experience and past practice. Reviews applicable guidelines to consider options. Approves routine actions which are within the scope of assigned responsibilities. Attends meetings as necessary and prepares notes or reports for distribution. Assembles and summarizes information from files and documents in the office or other available sources for use by staff. Works in conjunction with other members of the team to optimize successful operation of a self-managing team. Receives visitors and telephone calls and determines the appropriate staff member for response or handles calls directly based on knowledge of agency programs policies, or activities. Initiates additional support services and carries out special projects which contribute to the HRM office. Corrects discrepancies based on extensive practical experience. Alerts supervisor of controversial situations or problems that are resistant to conventional solutions. Recommends new or revised operating procedures to meet changing business needs. General Office Support 30% Within established agency guidelines, acts as a central resource person for implementing and maintaining office control systems, such as those for the location, arrangement, access to, and use of office files, and for maintenance, transfer, and disposition of records. Maintains and updates general office files. Files subject matter files, program records, and general administrative files. Maintains budget information, chronology files, and records of materials and supplies. Prepares and monitors purchase requests, receiving reports, task orders, travel authorizations, budget files, and printing orders. Serves as contact in the preparation of agency forms, such as purchase orders, travel authorizations, and travel vouchers. Prepares documents for signature and obtains signatures needed for proper submission of forms and reports. Evaluates documents. Coordinates incoming data from a variety of sources. Receives and reviews documents, reports, and/or applications for omissions and inconsistencies, and ensures Maintains and updates general office files. Files subject matter files, program records, and general administrative files. Maintains budget information, chronology files, and records of materials and supplies. Prepares and monitors purchase requests, receiving reports, task orders, travel authorizations, budget files, and printing orders. Serves as contact in the preparation of agency forms, such as purchase orders, travel authorizations, and travel vouchers. Prepares documents for signature and obtains signatures needed for proper submission of forms and reports. 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. Office Automation Work 30%

Uses advanced office automation software functions including the importation/exportation of graphics and data. Manages the documentation and records management program for the activity. Employs spreadsheet, desktop publishing, and presentation software to produce office support materials. Assists in setting up and maintaining subject matter files including technical instructions, operating procedures, confidential documents, and other materials. Establishes and maintains files in accordance with agency requirements. Maintains office portions of the agency internet and intranet websites, and serves as the contact for web updates. 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.

Administrative Assistant, FP- 0303- 7

Position Number: D09761 Introductory Statement: This position is located in the Office of Placement of the Office of Volunteer Recruitment and Selection. The primary function of the incumbent is to provide administrative and customer service support that facilitates the internal operation and production of the office. Data Collection and Tracking Support 30% Receives and processes incoming Volunteer applications from the Regional Recruiting offices. Pre-screens files and reviews documents, reports, and/or applications for omissions and inconsistencies, and ensures data entry is complete and accurate. Initiates follow-up with Regional Offices for missing documentation. Enters data into the mainframe and distributes files to the appropriate placement desk. Records Management 30% Manages the documentation and records management program for the activity. Prepares invitation kits for mailing. Monitors the supply of welcome books and/or maintains the URL links to the welcome books. Manages placement forms supply and coordinates printing of these forms. Works with staff to edit and make appropriate changes to placement forms. Independently develops materials and forms as needed. Customer Services and Problem Resolution 25% Provides phone coverage for the Placement Unit and customer service to applicants and the public. Determines the scope and nature of actions required to resolve customer service problems and process transactions, using own judgment in identifying matters which should be handled by other Peace Corps staff and tactfully referring calls as appropriate. Obtains background information related to call for staff reference as appropriate. Makes database changes as necessary. Assists the Placement desks with follow-up calls, emails and letters to applicants and/or other type of retention efforts as assigned by the supervisor or team leaders. Program Services and Support 15% Applies detailed knowledge of current program requirements, projected needs, and an awareness and understanding of ongoing programs in other units. Independently applies comprehensive knowledge of the placement process and Master's International (MI) Program to coordinate assessment and placement of Master's International Candidates. Answers questions and provides guidance to the candidates regarding the placement process. Develops materials and guidelines for the placement of MI candidates. Coordinates the Drug and Alcohol Assessment of applicants: At the request of the placement officers contacts the contractors to arrange for the assessment. Tracks the progress of the assessment and ensures that the reports are received and provided to the placement officers. Prepares and summarized tracking reports as necessary. 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.

Records Management Officer, FP- 0343- 3

Position Number: D10446 Introductory Statement: This position is located in the Freedom of Information Act/Privacy Act/Records Management Office in the Office of Management of the Peace Corps headquarters in Washington, D.C. The incumbent reports to the Freedom of Information Act/Privacy Act Officer and serves as the Agency Records Management Officer, responsible for implementing the Peace Corps program for management of federal records. The employee also serves as the Agency Paperwork Reduction Act Officer and is the primary point of contact for development, approval, processing, and distribution of information collection forms and coordination with the Office of Management and Budget (OMB). Records Management Program Administration 100% As the agency Records Management Officer and primary liaison with the National Archives and Records Administration (NARA), establishes and promotes a records management program for a major multi-functional organization or program at the national level. Works to improve records management program areas, such as centralized records function, standardized handling/retention procedures, conversion from paper to film/electronic data, and document searches. Develops tools promoting effective coordination of decentralized records management activities to ensure the accessibility and security of PC information. Analyzes problems and issues involving the development of records management systems, file and records utilization procedures, and potential automation of information processing methods. Is the primary approval authority for the final destruction of all Peace Corps records by NARA or agency personnel. Interprets Peace Corps records management policies and procedures, providing general and technical advice and assistance to senior staff and employees to include interpretation and implementation of regulations applicable to records maintenance, disposition and destruction as set forth by NARA. Develops plans, policies and procedures for the Records Management Program. Ensures proper coordination, integration, and compatibility of short and long-range program objectives and policies with the Peace Corps objectives and policies. Oversees implementation of the records management plan in all offices producing, accumulating, or maintaining records. Ensures the agency's Records Management Handbook is updated and reflects current changes in the NARA General Records Schedule (GRS). Coordinates budget line to fund program and supplies. Provides training to agency staff in records management. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires: (1) Mastery of a wide range of qualitative and/or quantitative methods for the assessment and improvement of program effectiveness or the improvement of complex management processes and systems; (2) Comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs; (3) Knowledge of agency program goals and objectives, the sequence and timing of key program events and milestones, and methods of evaluating the worth of program accomplishments; and (4) Skill to plan, organize, and direct team study work and to negotiate effectively with management to accept and implement recommendations where the proposals involve substantial agency resources, require extensive changes in established procedures, or may be in conflict with the desires of the activity studied. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines

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

Program Specialist (Education), FP- 0301- 3

Position Number: D10413 Introductory Statement: This position is located in the Field Assistance Division of Overseas Programming and Training Support. The Field Assistance Division focuses on insuring quality of overseas programming by building overseas staff capacity to effectively engage in training, project design and management and evaluation. All Center specialists are broad resource people who have individual technical backgrounds, but are also conversant with Peace Corps core business practices and are ready to support overseas programming and training staff at every opportunity. Specialists have expertise in any of the following disciplines/sectors: agriculture, education, health, environment, information and communication technology, water & sanitation, training, cross-culture, youth development, NGO development, business/ enterprise development. Program and Training Specialists provide a global perspective, share developing themes and trends, and collect and share research on innovative global trends in the disciplines in which they are focused. They support overseas offices in the design and implementation of projects, the development of project evaluation strategies for Peace Corps, the development of training programs and materials, and the development of field staff. The incumbent for this position supports staff responsible for international programs related to the sector described in the vacancy announcement for this position. Geographic Area or Region-Wide Technical Resource 50% Establishes and promotes an understanding of technical issues, as well as associated organizational and community development approaches for Peace Corps in the sector referenced in the vacancy announcement. Specific responsibilities include: (1) Serving as a resource to the region in the identification of critical issues and problems within the region related to project design, implementation and evaluation; (2) participating in the determination of regional and country development objectives and strategies, based on cooperating country requests, perceived needs, Peace Corps policy, and priorities; (3) identifying resources needed to effectively run a project; (4) providing short-term consultancies to the field; (5) assisting field staff in countries to evolve strategies appropriate to their individual circumstances, and coordinates and works jointly with other USG agencies and with international development assistance agencies involved with sector activities; (6) collaborating with other program specialists to promote global awareness of trends and promising practices; and (7) providing technical feedback and recommendations on funding requests and project status reports. Serves as a resource to the region in the identification of critical issues and problems within the region related to project design and implementation. Assists with assessments of formal and non-formal training and development activities in the host country, and assists with the development of effective new strategies, including the development of strategic objectives and supporting documentation. Participates in reviews of program and project proposals which involve significant institutional policy issues, indicates strengths and weaknesses of proposals, and seeks to improve institutional arrangements and structures in order to promote growth and development. Provides analyses of the effectiveness of major policy reform and non-project assistance interventions (including those of other development assistance agencies). Reviews program and training development strategies. Program Evaluation 30% Reviews, advises on, and conducts complex analyses, evaluations, or investigations in support of sector development, organizational development, non-government organizational development and community development for Peace Corps' international projects. Conducts studies where 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 analyses that result in new design guidelines for sector projects that have a profound effect on program or training capabilities and/or operating procedures. Serves as a technical consultant to headquarters staff for the sector described in the vacancy announcement. Training Course Development and/or Consultation 20%

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

The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness issues. The employee may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. This postion requires 20% travel. Factor 9- 1 Work Environment The work is typically performed in an adequately lighted and climate controlled office.

Administrative Specialist, FP- 0301- 7

Position Number: D10363 Introductory Statement: This position is located in the Peace Corps Inter-America and Pacific Region. The Administrative Specialist performs financial, administrative, budgetary, and accounting duties for the Region. The incumbent is expected to provide sound support in these areas and will receive specialized training, advice and guidance from the Chief Administrative Officer (CAO) and other IAP staff. This will provide a basis to develop a thorough understanding of Federal government and Peace Corps financial management, budget, travel, and procurement policies and procedures as applicable to the Region. The incumbent specifically assists with the execution of the Region's budget expenditures related to domestic and international travel. Performs Trainee Work 100% As an advanced trainee, increases knowledge, skills, and abilities in the occupation. Researches regulations and other pertinent directives for answers to questions prior to consulting with the supervisor or a higher-grade employee. Successfully completes required formal and on-the-job training, and demonstrates a progressive ability to independently accomplish assignments. Assignments are varied in nature, yet limited in complexity. They are structured to provide a means by which the incumbent can display and validate a working knowledge of regulations, policies, and analytical procedures and apply an increasingly full-range of the principles, concepts, and work processes common to the occupation. Makes acceptable recommendations with respect to policies and procedures. Increases networks and contacts beneficial to the successful performance of assignments. Conducts regular interactions with colleagues and supervisors in order to complete work assignments. Contacts extend beyond the immediate work area and the work requires effective coordination and solicitation of cooperative efforts from other administrative or support staff. Liaises with Travel and Transportation Offices to assure necessary arrangements are made for travelers. Studies and becomes well-informed on basic travel policy, frequently asked questions, per diem rates, and currency exchange, in order to act as travel advisor to the IAP Region. Reviews routine travel authorizations and travel vouchers issued against IAP HQ funding as well as reviewing specifically assigned overseas travel expenditures to assist in researching costs to assure that most cost effective travel is being employed. Interprets and applies pertinent regulations and style manuals governing written communications in order to prepare written materials which communicate the intended information. Researches and analyzes data, issues, and information that support project recommendations or the work assignments of higher-grade specialists. Prepares well-researched and logically organized presentations related to work assignments. Presents facts, issues, and positions that convey the intended information with the appropriate diplomacy and emphasis. Performs quality control on travel documents to ensure that expenditure estimates are correct such as per diem calculation, eligibility for dependant travel, household effect shipping, and other detailed items on the Travel Authorization document. Serves as the official timekeeper ensuring compliance with federal and agency regulations concerning time and leave. Maintains leave and attendance records and computes and prepares requests for overtime. Certifies all timesheet submissions as accurate and compliant with federal and Agency guidelines. This includes liaising with the Timekeepers at all of the region's overseas posts as a technical resource to make sure that the time and attendance from overseas is submitted correctly and on time. Coordinates payment of transit subsidies to employees. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position

The work requires a basic foundation of the concepts and principles of the conventional methodology required within the occupation. The knowledge would typically be gained through extensive practical experience and formal training in the occupation or a bachelor's degree program in the occupation and additional experience/internship in the field. Additionally, a general familiarity with the Agency's practices, policies, and procedures is required for the advanced trainee to perform assignments independently. Factor 2- 2 Supervisory Controls The supervisor provides continuing or individual assignments by indicating generally what is to be done, limitations, quality and quantity expected, deadlines, and priority of assignments. The supervisor provides additional, specific instructions for new, difficult, or unusual assignments including suggested work methods or advice on source material available. Uses initiative in carrying out recurring assignments independently without specific instructions, but refers deviations, problems, and unfamiliar situations not covered by instructions to the supervisor for decision or help. The supervisor assures that finished work and methods used are technically accurate and in compliance with instructions or established procedures. However, review of the work increases if the employee has not previously performed similar assignments. Factor 3- 2 Guidelines Uses established guidelines in the form of standard instructions, literature, precedents and practices concerned with the assigned function. Judgment is required in locating and selecting the most appropriate guidelines and references. This may include exercising discretion, such as selecting among alternatives and making minor deviations occasionally to adapt guidelines to specific cases. Situations to which existing guidelines are inapplicable or those requiring significant deviations are referred to the supervisor. Factor 4- 2 Complexity Assignments consist of specific, well defined tasks which typically are designed to orient the employee in the administrative policies and regulations, technical programs, organization operating procedures, and the specialty area with which the organization is concerned. The differences among assignments are easily recognized and are of a factual nature such as a specified analysis, action, or procedure to carry out. Typically, work is routine and includes carrying out common qualitative and quantitative analyses; implementing routine programs; and/or preparing guides, draft decisions, or tentative opinion. Factor 5- 2 Scope and Effect Work involves routine or well-established procedures that comprise a complete segment of an assignment or project of broader scope. Work efforts affect the accuracy and reliability of the work being performed by other administrative employees. Factor 6- 2 Personal Contacts Contacts are with a number of individuals in the employee's organization or setting, but outside the employees immediate work unit. Contacts typically include customers seeking assistance or services from the employee. Factor 7- 1 Purpose of Contacts Contacts are for the purpose of exchanging factual information. Factor 8- 1 Physical Demands Work is primarily sedentary, although some walking or bending may be involved in coordinating services. Factor 9- 1 Work Environment Work is usually conducted in offices and office areas where there may be occasional exposure to unsafe practices or conditions associated with office operations that require normal safety precautions.

Overseas Support Assistant, GS- 0303- 7

Position Number: D10104 Introductory Statement: This position is located at the Peace Corps, Office Management, Office of Administrataive Services , Post Logistics and Support Division. The incumbent provides logistical research; records management; acquisition of medical and nonmedical supplies and equipment; ensures distribution support and performs reports production. Customer Services and Transactional Problem Resolution 50% Determines the scope and nature of actions required to resolve customer service problems and process transactions, based on experience and past practice. Reviews applicable guidelines to consider options. Approves routine actions, such as issuing forms to overseas posts; requesting laboratory supplies and ordering replacement eyeglasses, 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. Keeps overseas posts apprised of correct ordering procedures, distributes current catalogs, performs product and vendor research, surveys posts and provides backup support to the shipping department when required. 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 delays in vendor fulfillment rates or stock shortages. Recommends new or revised operating procedures to meet changing business needs. Manages paperwork breakdown, distribution and filing of procurement documentations, issues confirmation notices to overseas posts and follows up on post inquiries regarding pending procurements. Provides Procurement/Purchasing Support 50% 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 and data on mosquito nets, eyeglasses and medical kits. May substitute as Controlled Substance lead for Agency. Ensure compliance with all federal regulations regarding controlled substances. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 4 Knowledge Required by the Position The position requires practical knowledge of Federal Acquisition Regulations as well as Post Logistics and Support Division and Peace Corps policies and procedures governing the procurement and shipment of health/safety and administrative supplies for use by overseas posts. Requires knowledge of financial managment 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 employee works under the general supervision of the Chief, Post Logistics and Support Division who sets overall objectives. The incumbent plans and carries out the work, handling problems and deviations in accordance with established policies. Issues arising outside the scope of established policy are referred to the division chief. 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 receive incoming requests, process as appropriate, ensure shipment and complete documentation requirement to support procurement functions of the division. This involves telephone conversations, electronic mail, reports, filing financial management systems data entry and purchasing at the simplified acquisitions level. The work is performed in accordance with established rules, regulations and office practices. The quality of work performed has a bearing on the effectiveness of the work performed by overseas post staff and also affects the accuracy and reliability of further processes. Factor 6- 2 Personal Contacts Contacts are with Peace Corps employees at headquarters as well as at overseas posts and with public sector vendors and other government agencies. Factor 7- 2 Purpose of Contacts The purpose of the contacts is varied and the incumbent must be able to deal diplomatically with each type of situation. The contacts are made to provide procedural guidance and exchange factual information. Factor 8- 1 Physical Demands The work is primarily sedentary, although some physical effort may be required, particularly in the preparation of small packages for overseas shipping. Typically, the employee sits comfortably to do 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.

Chief Administrative Officer, FP- 0301- 2

Position Number: D10164 Introductory Statement: This position is located in the Africa Regional Office of the Peace Corps and is responsible, in concert with the Regional Director (RD), for overseeing all funds allocated to the Africa Region. The incumbent serves as chief financial planner and manager for the Region and overseas all financial and administrative procedures in the Regional office and administrative/budgetary sections within host country post operations. S/he supervises and directs all major activities involving the administrative component of regional operations. S/he manages and plans for space and facilities utilization within the Regional office. Management of Budget Operations 40% Manages all financial and financially related affairs of the Region, 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 Chief of Programming & Training in determining long range directions for programs, attendant training schedules and methods, and trainee input. Responsible for examining priorities and options for short and long term implications on expenditures, staffing levels, and other resources at headquarters and especially in overseas programs, in order to advise on cost effectiveness of same. Other resources to be monitored and considered in this process include vehicles, offices and other structures, and equipment. Administrative Management of an Organization 40% Assures that Regional 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. Arranges for annual goal-setting sessions, coordinates the development of the final operating plan, and conducts continuing evaluations. 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 Africa Region Administrative Officers overseas, 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 country programs in Africa. Designs, plans, and attends annual Administrative Officer Conferences for the region. As appropriate, attends sub-regional conferences. Attends and plans administrative component of CD Conference in conjunction with RD.

Supervises and coordinates the activities of the Administrative Rover for Africa Region. Assigns and reviews work, evaluates performance, establishes priorities, and participates in the selection of staff members, promotions, training, etc. Serves as the Region's representative with the Management Division on any and all developments regarding planning and actual utilization of computers and related electronic systems for fiscal management in country. 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 or international 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: (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.

Language Training Specialist, FP- 0301- 3

Position Number: D10552 Introductory Statement: This position is located in the Field Assistance Division of Overseas Programming and Training Support. The Field Assistance Division focuses on insuring quality of overseas programming and training by building overseas staff capacity to effectively engage in training, project design and management and evaluation. All Center specialists are broad resource people who have individual technical backgrounds, but are also conversant with Peace Corps core business practices and are ready to support overseas programming and training staff at every opportunity. The Training and Staff Development Unit within the Field Assistacne Division develops innovative approaches to training for volunteers and addresses staff development needs for overseas staff. The Language Training Specialist will focus primarily on improving the capacity of language and culture facilitators to design and conduct effective volunteer language training and to encourage the use of training methods promoted by the Peace Corps. The incumbent is a member of training and staff development staff and reports directly to the supervisor of the Business practices Unit. Training Program Evaluation 50% Conducts systematic program evaluations at overseas posts using established protocols for observation and feedback. Participates in the evaluation of PCV training by promoting continuous assessment of language training design at posts in order to determine those training models which are most effective in achieving programmatic goals. Reviews, advises on, and conducts complex analyses and evaluations of the language training and cultural training programs in which the boundaries of the studies are extremely broad and difficult to determine in advance. 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. Technical Resource for Language Training Programs 25% Analyzes, formulates, and develops ideas, concepts, and methodology for new or revised policies, procedures, and systems for designing, implementing and evaluating programs worldwide related to language training. Conducts research on training strategies, teaching techniques, and methodology. Maintains current with trends and innovations in training. Identifies training models that have proved successful, and develops alternative concepts, techniques and materials for use in a variety of situations. Assesses training workshop design and methodology used at overseas posts, to determine that they will accomplish established objectives. Considers various differences among Posts and the types of factors that influence the implementation of language programs and projects. Provides leadership and expert advice and assistance to the field and in defining language training issues, conducting analysis of training programs, formulating strategies, making workshop recommendations, conceptualizing new programs or in redesigning ongoing ones, etc., to ensure that they address current and pressing issues. Training Program Development 25% Designs and revises workshops that build the capacity of Peace Corps language coordinators and language and culture facilitators in a world-wide organization which is either large and multi-missioned, or one whose mission is highly dynamic, rapidly changing, and whose training needs are especially urgent. Conducts training of trainers workshops and other training activities in coordination with Regional staff to improve field staff abilities in designing and implementing language training activities. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires: (1) Knowledge of concepts and principles of reasearch based program evaluation.; (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 work 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 work 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. Objective research will be complicated by subjective training environment spread over multiple countries and cultures. 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 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, OPATS, 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 from training evaluations and recommendations on organizational improvement or program effectiveness issues. The employee may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment The work is typically performed in an adequately lighted and climate controlled office. 50 percent of this position requires international travel.

Program Specialist (Health), FP- 0301- 3

Position Number: D10439 Introductory Statement: This position is located in the Field Assistance Division of Overseas Programming and Training Support. The Field Assistance Division focuses on insuring quality of overseas programming by building overseas staff capacity to effectively engage in training, project design and management and evaluation. All Center specialists are broad resource people who have individual technical backgrounds, but are also conversant with Peace Corps core business practices and are ready to support overseas programming and training staff at every opportunity. Specialists have expertise in any of the following disciplines/sectors: agriculture, education, health, environment, information and communication technology, water & sanitation, training, cross-culture, youth development, NGO development, business/ enterprise development. Program and Training Specialists provide a global perspective, share developing themes and trends, and collect and share research on innovative global trends in the disciplines in which they are focused. They support overseas offices in the design and implementation of projects, the development of project evaluation strategies for Peace Corps, the development of training programs and materials, and the development of field staff. The incumbent for this position supports staff responsible for international programs related to the sector described in the vacancy announcement for this position. Geographic Area or Region-Wide Technical Resource 50% Establishes and promotes an understanding of technical issues, as well as associated organizational and community development approaches for Peace Corps in the sector referenced in the vacancy announcement. Specific responsibilities include: (1) Serving as a resource to the region in the identification of critical issues and problems within the region related to project design, implementation and evaluation; (2) participating in the determination of regional and country development objectives and strategies, based on cooperating country requests, perceived needs, Peace Corps policy, and priorities; (3) identifying resources needed to effectively run a project; (4) providing short-term consultancies to the field; (5) assisting field staff in countries to evolve strategies appropriate to their individual circumstances, and coordinates and works jointly with other USG agencies and with international development assistance agencies involved with sector activities; (6) collaborating with other program specialists to promote global awareness of trends and promising practices; and (7) providing technical feedback and recommendations on funding requests and project status reports. Serves as a resource to the region in the identification of critical issues and problems within the region related to project design and implementation. Assists with assessments of formal and non-formal training and development activities in the host country, and assists with the development of effective new strategies, including the development of strategic objectives and supporting documentation. Participates in reviews of program and project proposals which involve significant institutional policy issues, indicates strengths and weaknesses of proposals, and seeks to improve institutional arrangements and structures in order to promote growth and development. Provides analyses of the effectiveness of major policy reform and non-project assistance interventions (including those of other development assistance agencies). Reviews program and training development strategies. Program Evaluation 30% Reviews, advises on, and conducts complex analyses, evaluations, or investigations in support of sector development, organizational development, non-government organizational development and community development for Peace Corps' international projects. Conducts studies where 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 analyses that result in new design guidelines for sector projects that have a profound effect on program or training capabilities and/or operating procedures. Serves as a technical consultant to headquarters staff for the sector described in the vacancy announcement. Training Course Development and/or Consultation 20%

Serves as an expert consultant in the design, delivery and development of training related to the sector described in the vacancy announcement. Designs and delivers courses, workshops, and other staff development activities. Designs needs assessments to determine content for workshops or courses. Consults on original course plan and design for basic course concepts. In collaboration with other professionals, develops course goals and objectives, agenda, instructional materials and resources in response to the needs assessment. Develops and applies new training methods and approaches and incorporates new technology into the delivery of training programs. Applies technical knowledge and interpersonal skills to resolve training matters that are complicated, controversial or innovative. 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.

Multimedia Specialist, FP- 1001- 5

Position Number: D09675 Introductory Statement: This position is located in the Peace Corps Office of Communications. As Multimedia Specialist, the incumbent develops multimedia applications such as interactive DVD and CD Roms to accompany current video productions. The incumbent should be an expert in Adobe Director/Macromedia Director or comparable multi-media software. They should be able to use Sorenson Squeeze or comparable software for encoding video for DVD, CD, and the internet. They should have familiarity with Adobe Creative Suite 3 and be able to perform video editing and create video motion graphics. The incumbent functions under the general supervision of the Video Production Manager, who reviews completed work for effectiveness of presentation and conformance with agency and office policy. Electronic Media or Multimedia Products 50% Handles the acquisition, tracking and conversion of text, image, audio and visual assets for electronic media. Creates and authors video DVDs, interactive DVD and CD Roms, and short web-based videos. Resolves difficult operating problems. Isolates, identifies, and devises means for resolving problems related to software and hardware on Mac and IBM computers. Video Production 40% Produces video segments presenting information of a verifiable nature. With guidance from the Video Production Manager, the incumbent will perform videography with adequate lighting techniques for studio and field interviews and B-Roll. The incumbent will also edit, write, and produce graphics for video vignettes on the Peace Corps website. Performs subject and story research to insure the accuracy or comprehensiveness. Computer and Equipment Maintenance 10% Resolves problems involving a variety of applications programs, system software, and interlocking equipment systems. Performs video equipment installation and maintenance. Isolates, identifies, and devises means for resolving software and hardware issues on Mac and IBM computers, as well as installing software updates pertaining to the Peace Corps video editing systems. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires in-depth knowledge of multimedia authoring for DVD-Roms and CD-Roms encompassing video, audio, and animation components. The utilization of multi media software such as or comparable to Adobe Director and Sorenson Squeeze is vital. Familiarity with non-linear video editing and the production of motion graphics is required. Factor 2- 3 Supervisory Controls The supervisor defines objectives and priorities for multimedia projects and informs the employee about changing priorities and unusual deadlines for new work. The employee identifies the specific work to be done, plans, and carries out a schedule, and submits completed work to Video Production Manager for review. In accepting new work requirements, the employee independently alters work plans based on past experience and flexibilities within the system. As a result of accepting and satisfying new and modified requirements, the employee commonly makes minor adaptations or develops modified operating procedures for application by the employee and others. The employee seeks supervisory assistance and discusses problem areas. Factor 3- 3 Guidelines The employee is, as a regular assignment, designated to complete an on-going list of multi-media products. Factor 4- 3 Complexity The employee uses a variety of software and hardware to carry out different stages of multimedia production. From digitizing, editing, authoring, compressing, and motion graphics, they perform a variety of highly technical executions. Factor 5- 3 Scope and Effect

The purpose of the position is to create multimedia products to be used as education and promotional tools. The intended audiences of these products are: Peace Corps staff, host country nationals, Peace Corps Volunteers, Returned Peace Corps Volunteers, and the general public. Factor 6- 2 Personal Contacts The personal contacts are with employees in the same agency and 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, and technical consultants from outside the agency. Factor 7- 2 Purpose of Contacts 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 Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of video/photo equipment. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, or libraries. The work area is adequately lighted, heated, and ventilated.

Information Technology Specialist, FP- 2210- 3

Position Number: D10378 Introductory Statement: Systems Administration 40% Ensures the rigorous application of information security/information assurance policies, principles, and practices in the delivery of systems administration services for the Agency. Resolves hardware/software interface and interoperability problems. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Manages network rights, and agency-wide access to systems and equipment. Manages and implements system maintenance procedures. Troubleshoots and resolves issues affecting system availaility, performance, and security Implements security procedures and tools, and develops and documents systems administration standard operating procedures for the Peace Corps. IT Research and Analysis Work 25% Provides expert analysis and advice on complex program related information technology (IT) issues or problems where new analytical techniques must be developed to identify and evaluate findings. Based on operations and changing program requirements, identifies relevant issues. Collects relevant information from many varied sources, some of which are difficult to access. Makes authoritative recommendations. IT Project Planning and Management 20% Plans and manages complex IT projects involving interrelated disciplines and multiple stages of the systems development lifecycle. Manages IT infrastructure projects for a division or bureau of an agency, and aligns the infrastructure with agency business requirements. Integrates systems analysis, software development, database administration, and customer support into the project plan. Identifies customer information systems requirements, and develops project estimates, schedules, and contingency plans. Recommends the overall project plan, budget, tasks descriptions, work breakdown schedule, and deliverables. Maintains liaison with customers on technical, management, and budgetary matters concerning specific aspects of the project. Analyzes information systems requirements, and integrates subsystems. Participates in change management by reviewing configuration change requests. Develops testing strategies, plans, or scenarios. Participates in milestone project reviews, and monitors project activities/resources to mitigate risk. Systems Testing and Evaluation 15% Serves as a computer science expert in the design, development, test, checkout, and readiness of systems or equipment that involve new concepts and new and varied requirement problems. Acts as a technical specialist on the procedures, methods, and techniques used for checkout, acceptance testing, and preparation of software, systems, or hardware. Serves as an advisor to manufacturers, computer engineers, management, related organizations, or contractor personnel, giving authoritative advice relative to testing and evaluation. Performs additional data systems and analysis work. OTHER SIGNIFICANT FACTS: Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position

The position requires mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues. Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment including possible stages, and possible approaches. The employee determines the most appropriate principles, practices, and methods to apply in all phases of assignments, including the approach to be taken, degree of intensity, and depth of research in management advisories; frequently interprets regulations on his/her own initiative, applies new methods to resolve complex and/or intricate, controversial, or unprecedented issues and problems, and resolves most of the conflicts that arise; and keeps the supervisor informed of progress and of potentially controversial matters. The supervisor reviews completed work for soundness of overall approach, effectiveness in meeting requirements or producing expected results, the feasibility of recommendations, and adherence to requirements. The supervisor does not usually review methods used. Factor 3- 4 Guidelines The employee uses guidelines and precedents that are very general regarding agency policy statements and objectives. Guidelines specific to assignments are often scarce, inapplicable or have gaps in specificity that require considerable interpretation and/or adaptation for application to issues and problems. The employee uses judgment, initiative, and resourcefulness in deviating from established methods to modify, adapt, and/or refine broader guidelines to resolve specific complex and/or intricate issues and problems; treat specific issues or problems; research trends and patterns; develop new methods and criteria; and/or propose new policies and practices. Factor 4- 5 Complexity Work consists of a variety of duties requiring the application of many different and unrelated processes and methods to a broad range of IT activities or to the in-depth analysis of IT issues. The employee makes decisions that involve major uncertainties with regard to the most effective approach or methodology to be applied. These changes typically result from continuing changes in customer business requirements; or rapidly evolving technology in the specialty areas. The employee develops new standards, methods, and techniques; evaluates the impact of technological change; and/or conceives of solutions to highly complex technical issues. The work frequently involves integrating the activities of multiple specialty areas. Factor 5- 4 Scope and Effect The purpose of the position is to manage IT projects for major organizations or programs of broad impact. The employee undertakes or participates in special projects, ongoing analyses, investigations and initiatives that have high priority for high-level management, such as, producing complex written reports; organizing special committees, workshops, or other gatherings; initiating program reviews; or developing or fostering cross-agency activities. The work influences new initiatives and projects to improve, facilitate, and integrate IT programs. Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Factor 7- 3 Purpose of Contacts

The purpose of contacts is to influence and persuade employees and managers to accept and implement findings, advice, guidance, and recommendations in the technology specialty area(s) of the position. May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Placement Supervisor (Assessment), FP- 0301- 3

Position Number: D10553 Introductory Statement: This position is located in the Office of Volunteer Recruitment and Selection/Office of Placement. The Office of Placement is responsible for the coordination of key components of the Peace Corps Volunteer Delivery System: (a) evaluation of skills, suitability and legal qualifications of Peace Corps applicants; (b) selection of qualified candidates to perform specific Volunteer assignments; (c) matching of qualified applicants with specific countries of service; (d) inviting successful applicants to training; (e) projection of fill rates for Peace Corps programs and monitoring of same; (f) creation, maintenance, and updating of documents for nationwide use by VRS/Recruitment. Volunteer Placement Program Implementation and Coordination 40% Incumbent coordinates and manages the Placement Office's "Assessment" Team comprised of skill-based Volunteer Placement and Assessment Specialists. This team is responsible for the assessment of applicants' skills, suitability and legal qualifications, placement and volunteer invitations. The Placement Supervisor - Assessment standardizes and oversees the creation and monitors NRR and the "Almost" match requests to post, provides training class balance oversight and answers training class inquiries. Coordinates the process and technical aspects of the work of the Volunteer Placement and Assessment Specialist in his/her team in close consultation with the Placement Manager. Ensures an even distribution of work, balancing assignments within the team. Monitors the status and progress of work, makes day-to-day adjustments in accordance with established priorities for the Office of Placement, VRS and the Agency in order to optimize meeting country fills. Instructs employees in specific task and job techniques. Maintains current knowledge of Placement policies and issues. Provides information to staff regarding procedures, policies and directives. Conducts PIE training. Identifies and analyzes major systemic or other problems impacting program fill and proposing solutions to these problems. Works closely with the Placement Manager to resolve problems that arise. The incumbent may also have a group of nominees for which he/she has exclusive responsibility for performing the functions of a Volunteer Placement and Assessment Specialist in which the incumbent would independently review the application of persons nominated for volunteer service to assess their suitability and for their best possible placement in specific skill areas and specific countries. In making these decisions, the incumbent would be responsible for 1) evaluating nominees' skills, suitability and legal qualifications; 2) providing customer service to nominees to help them move through the system including providing information on their assignment and maintaining contact with the Regions and OMS as required to assist the nominee through the process; 3) selecting the most competitive nominees and issues invitations for training; 4) negotiating with overseas staff and Country Desk Officers for the acceptance of applicants as "almost matches"; and 5) Promoting and facilitating the placement of targeted applicant groups, such as diverse groups and applicants with special needs. Maintains a commitment to customer service. Provides customer service to nominees to help them move through the placement system and maintaining contact with the Regions and OMS as required to assist the nominee through the process. Works accurately in the database to maintain current information and status of applicants in agency-wide database. Responsible for staying current on the agency's major program development trends, general socio-economic trends, US labor market conditions and trends in recruitment affecting the supply and demand for skills for overseas posts. Provides authoritative guidance on complex problems or issues that are new, highly controversial, and/or precedent setting in nature. Liaison Activities 35% Serves as a principal liaison to the Region staff, Recruitment and OMS on issues impacting placement work to include responsibility of 1) discussions about skill sets required by programs at post, including TRR's, 2) coordination of post med-qua OMS interactions, and 3) exchange with Volunteer Placement and Assessment Specialists on re-enrollment issues 4) serving as POC for Recruitment Coordinators in the field. Refers to Placement Manager issues and concerns that need to be addressed by all Placement staff; arranges meetings with staff and appropriate units to resolve issues.

Serves as technical expert in the resolution of problems and issues related to substantive mission-oriented programs that influence the development and maintenance of relationships with various agency stakeholders. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the FP-4 level. Provides administrative and technical supervision to Volunteer Placement and Assessment Specialists necessary for accomplishing the work of the unit. Assigns work and reviews same to assure accuracy adequacy, conformance to policy and procedures, adherence to a detailed calendar of events regarding the recruitment and placement process. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbent's authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program. Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting PC Equal Opportunity Program. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires: (1) Mastery of the laws, policies, and regulations of an administrative field sufficient to apply new theories and developments to problems not susceptible to treatment by accepted methods, and make decisions or recommendations that significantly change, interpret, or develop major public policies or programs; (2) Mastery of a wide range of methods for the assessment and improvement of complex programs, processes and systems; (3) Skill to plan, organize, and implement programs, plans, and proposals involving substantial agency resources, or that require extensive changes in established procedures. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies, and program, management, and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Program guidelines cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee refines or develops more specific guidelines, such as implementing regulations or methods and procedures. Factor 4- 5 Complexity

The employee analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of programs, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conditions, such as conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and/or findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 5 Scope and Effect The purpose of the work is to analyze and evaluate major aspects of substantive, mission-oriented programs. The employee develops long-range program plans, goals, objectives, and milestones, or evaluates the effectiveness of programs conducted throughout an agency, or for a significant organizational segment of an agency, such as a regional office, Center, or major field installation. The employee resolves problems or copes with issues which directly affect the accomplishment of principal agency program goals and objectives. The employee develops regulations or guidelines for the conduct of program operations, or new criteria for measuring program accomplishments. Study reports contain findings and recommendations of major significance to top management of the agency, and often serve as the basis for new administrative systems, legislative initiatives, regulations, or programs. Factor 6- 3 Personal Contacts Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness issues. The employee may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated. SUPERVISORY FACTORS: Factor 1- 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- 1 Organizational Setting The position is accountable to a position that is two levels below the first (i.e., lowest level in the chain of command) SES, or equivalent, or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised

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

DIRECTOR OF GLOBAL OPERATIONS, FE- 0301

Position Number: D10561 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. As outlined in the scope of work. Policy Development 100% Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Specific duites are in the attached scope of work. Factor 1- 1 Program Scope and Effect Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program managed directly involves the national interest and the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy; and has a pervasive impact on the general public. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 4- 1 Nature of Contacts Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation for these meetings typically includes using briefing packages or similar presentation materials that requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside the employing agency, such as top- and mid-level corporate executives or national officers of employee organizations; - Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature; - Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments; - Nationally recognized journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media; - Senior level or executive level heads of bureaus and higher level organizations in other Federal agencies. Factor 5- 1 Purpose of Contacts The purpose is to influence, motivate, or persuade persons or groups to accept opinions or take actions related to advancing the fundamental goals and objectives of the program or segments directed. Contacts may involve the commitment or distribution of major resources, competing objectives, resource limitations or reductions, or comparable issues. Person contacted come from a variety of backgrounds and have different perspectives. The exchange of information will require highly developed communication skills, negotiation, conflict resolution, leadership, and similar skills in order to obtain the desired results.

Factor 7- 1 Other Conditions Supervision and oversight involves exceptional coordination and integration of a number of very important and complex program segments or programs of professional, scientific, technical, managerial, or administrative work comparable in difficulty to GS-13 or higher level, or equivalent. Supervision and resource management involve major decisions and actions that have a direct and substantial effect on the organizations and programs managed. OR This position manages through subordinate supervisors and/or contractors who each direct workloads comparable to GS-12 or higher.

Chief Applications Support and Maintenance, FP- 2210- 2

Position Number: D09978 Introductory Statement: The Chief, Application Systems, Office of the Chief Information Officer (OCIO), coordinates work processes of the division which include development and support activities of business application systems and related services. The Application Systems Development Directorate manages and provides all software design, development, maintenance and support services for Peace Corps business application systems regardless of development or deployment platform. Supervisory and/or Managerial Responsibilities 30% Supervises a group of employees performing work at the FP-3 and below 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. Web-based Systems Software and e-Government Technologies 15% As agency technical expert, develops agency policies and guidelines for Web-based systems. Monitors emerging technology and agency directions and makes recommendations accordingly. Responsible for developing a long-term Web technology strategy for the agency. Responsible for developing a long-term strategy to further the vision of e-Government for the agency. Formulates a vision for future applications of Internet services to meet agency missions. Leads the development of agency-level Internet policies, establishes policy development agendas, and prepares and implements metrics for measuring policy effectiveness. Serves as the focal point for guiding the development of Internet based systems, such as those used for e-Government processing. Provides technical expertise in analyzing, diagnosing, and resolving problems in support of Web platforms and applications. Provides leadership in the design, programming and technical support of Web-based activities. Designs, codes and implements computer programs or subroutines for Web-based and/or e-Government systems, and administers customer or user access to these systems. Provides assistance and training to application customers on Internet capabilities. Provides technical assistance to resolve computer system problems or to handle information technology (IT) related questions on interfaces with Web-based systems. Provides training in the use of Web-based products and services, such as, e-Government operations. Coordinates with staff to convert finding aids and research tools to Web-based presentations. Develops new Web tools and informational Web pages. Applications Programming 15% Provides expert guidance in the design, documentation, development, modification, testing, installation, implementation, and support of new or existing applications software. Assesses the feasibility of adopting new software design technologies within the current systems environment. Recommends adoption of new methodologies based on favorable feasibility analyses.

Ensures the rigorous application of information security/information assurance policies, principles, and practices to the delivery of application software services. Optimizes applications for state-of-the-art technology and functionality. Manages the technical direction of short- and long-range systems. Reviews and approves technical requirements for projects; develops project plans; and provides technical guidance to team members. Serves as a primary liaison between customers and vendors and information technology (IT) management throughout the development process. Performs work such as investigating, evaluating, and selecting tools and methods for improving productivity and software quality throughout the development life cycle. Develops best practices guides for use by other applications software specialists. IT Project Planning and Management 10% Plans and develops long-range objectives and milestones for IT projects that involve substantive, mission-oriented programs, such as projects implementing enterprise-level applications and/or changes to IT infrastructure to meet an agency's modified business processes. Manages IT projects with high complexity or risk, such as agency-wide system integrations that include large-scale enterprise resource planning. Develops and implements project management procedures, tools, templates, activities, and infrastructure. Evaluates client information systems needs to define the project scope, requirements, and deliverables. Designs cost-benefit studies to implement projects with the most efficient use of human capital and material resources at the lowest cost. Integrates configuration management, information technology architecture, infrastructure design, and systems integration aspects into IT project plans. Identifies standards for change management and controls the change process by reviewing configuration change requests. Designs and oversees systems testing. Develops information systems security plans and procedures, and ensures that they are in compliance with federal laws, regulations, policies, and standards. Ensures that appropriate product-related training and documentation are developed and made available to customers before the project is completed. Vendor/Contractor Evaluation and Monitoring 10% Acquires information technology (IT) hardware and/or software, services, and maintenance in multi-year (5 and 10 year) IT contracts. Reviews and coordinates requests from clients. Determines the type of hardware that is most appropriate to meet user needs. Determines the type and version of software that is most appropriate. Determines the number of licenses or maintenance service agreements that should be purchased. Participates in the design and development stages of software developed under contract. Database Design and Development 10% As a recognized technical expert, develops policy and guidelines for the development of data structures and access strategies that conform to business and mission requirements. Leads projects to develop and implement new data management designs. Develops logical data models to be translated into workable physical database designs. Selects modeling methodologies and tools. Generates models that are capable of accommodating new and unanticipated business requirements and processes. Verifies model integrity and maintains and revises existing models. Anticipates changes in business requirements. Ensures that data models are capable of responding to changing requirements. Adapts modeling tools and approaches to meet the unique requirements of an assignment. Performs Computer Systems Testing and Evaluation 10% Is recognized as an authority in the planning and conducting of investigations, tests, and evaluation of data systems, software systems, or hardware where critical problems need to be resolved, and existing methods are inadequate, thus making it extremely difficult to design tests and gather reliable data. Provides technical expertise in the formulation of computer systems policies and procedures related to test and checkout operations. Manages teams of computer scientist in the technical assessment of plans and procedures for problem resolution. Performs additional data systems and analysis work. OTHER SIGNIFICANT FACTS: Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position

Mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues. Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the agency. The employee is responsible for a significant agency or equivalent level IT program or function; defines objectives; interprets policies promulgated by authorities senior to the immediate supervisor and determines their effect on program needs; independently plans, designs, and carries out the work to be done; and is a technical authority. The supervisor reviews work for potential impact on broad agency policy objectives and program goals; normally accepts work as being technically authoritative; and normally accepts work without significant change. Factor 3- 5 Guidelines The employee uses guidelines that are often ambiguous and express conflicting or incompatible goals and objectives, requiring extensive interpretation. The employee uses judgment and ingenuity and exercises broad latitude to: determine the intent of applicable guidelines; develop policy and guidelines for specific areas of work; and formulate interpretations that may take the form of policy statements and guidelines. Top agency management officials and senior staff recognize the employee as a technical expert. Factor 4- 5 Complexity Work consists of a variety of duties requiring the application of many different and unrelated processes and methods to a broad range of IT activities or to the in-depth analysis of IT issues. The employee makes decisions that involve major uncertainties with regard to the most effective approach or methodology to be applied. These changes typically result from continuing changes in customer business requirements; or rapidly evolving technology in the specialty areas. The employee develops new standards, methods, and techniques; evaluates the impact of technological change; and/or conceives of solutions to highly complex technical issues. The work frequently involves integrating the activities of multiple specialty areas. Factor 5- 5 Scope and Effect Work involves isolating and defining unprecedented conditions, resolving critical problems, and/or developing, testing, and implementing new technologies. Work affects the work of other technical experts or the development of major aspects of agency-wide IT programs. Factor 6- 3 Personal Contacts Contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings, advice, guidance, and recommendations in the technology specialty area(s) of the position. May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands

The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect Directs a program segment that performs technical, administrative, protective, investigative, or professional work. The program segment and work directed typically have coverage which encompasses a major metropolitan area, a State, or a small region of several States; or when most of an area's taxpayers or businesses are covered, coverage comparable to a small city. Providing complex administrative or technical or professional services directly affecting a large or complex multi-mission military installation also falls at this level. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 3 Organizational Setting The position is accountable to a position that is SES level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees;

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

Supervisory Information Technology Specialist (Customer Support), FP- 2210- 2

Position Number: D10569 Introductory Statement: The Customer Support Manager in the Office of the CIO is responsible for coordinating all customer support issues. This position supervises a team of deskside support technicians who provide in person support to the 800+ Peace Corps employees at Headquarters. Additionally this position is COTR for the Peace Corps Support Desk contract which provides Tier I support to all US staff including the Regional Recruiting Officers. This position is responsible for working directly with customers to make sure their IT issues are resolved in a professional and timely manner. This position coordinates with other offices in the OCIO as appropriate. Customer Support and Configuration Management 25% As a recognized technical expert, exercises broad latitude in developing policies and guidelines for customer support services. Manages special projects that have a significant impact on the delivery of customer support services, such as infrastructure or work force relocation. Represents the customer support office in planning for the installation and implementation of new systems (e.g., upgrade to a new operating system). Leads efforts to define post-implementation support requirements. Develops service level agreements (SLAs) that define requirements and expectations for the delivery of customer support services. Develops and implements performance criteria to ensure that requirements are achieved. Leads quick-response teams in responding to customer service problems resulting from catastrophic events, such as virus infections or power outages. Consults with other experts in other specialty areas to develop integrated action plans. Issues technical bulletins to inform customers of problems and to instruct them in taking necessary actions. Develops and updates customer policies and procedures to ensure appropriate responses to future incidents of a similar nature. Exercises considerable judgment in planning and coordinating actions with interagency infrastructure protection groups to ensure an integrated response to problems of a potentially more extensive nature. Explores ways to upgrade or enhance the level of services provided. Implements changes in response to changes in customer requirements. Resolves issues related to the delivery of services. Keeps abreast of changes in customer mission requirements through interaction with management in customer organization. Initiates service modifications to meet changing requirements. Represents the customer service discipline on applications development teams to ensure that customer service requirements are addressed during the systems development process from translation of functional requirements through systems testing. Negotiates with other senior members of the applications development team to ensure applications are customer oriented. Reviews technical and design specifications. Recommends changes needed to address customer support requirements. Develops specifications for user instruction manuals based on customers' needs. Defines procedures for providing post-implementation support. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the FP-3 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbent's authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program.

Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting PC Equal Opportunity Program. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Vendor/Contractor Evaluation and Monitoring 25% As a technical expert, identifies specifications, requirements and statements of work (SOW)s for information technology (IT) hardware and/or software, services, and maintenance in multi-year (5 and 10 year) IT contracts. Specifications and requirement identification include determinations regarding what hardware is required to meet user needs; the type and version of software that is most appropriate; the number of licenses or maintenance service agreements that should be purchased; etc. Oversees contract administration activities for long-term, extensive technical service contracts. Independently evaluates contractor procedures for the analysis, design, development, test, and support of IT systems. Participates in the design and development stages of software developed under contract. Client Support Program Execution 25% Provides expert technical advice and guidance to senior management officials in client agencies and organizations in the appropriate application of technology to PC mission and programs including providing advice regarding emerging IT issues and the impact of emerging issues on PC business requirements. Work enhances client organization's ability to make informed decisions on the focus and direction of IT planning and investment. Monitors and manages a multiple agency operations expense account. Is accountable for efficiently and effectively achieving program costs, timely delivery of products and services, task order performance, and system supportability requirements. Develops goals and objectives that integrate IT Solutions business, acquisition, and fiscal objectives. 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. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect Directs a program segment that performs technical, administrative, protective, investigative, or professional work. The program segment and work directed typically have coverage which encompasses a major metropolitan area, a State, or a small region of several States; or when most of an area's taxpayers or businesses are covered, coverage comparable to a small city. Providing complex administrative or technical or professional services directly affecting a large or complex multi-mission military installation also falls at this level. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 3 Organizational Setting

The position is accountable to a position that is SES level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; - Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters. - Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager; - Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases; - Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up-to-date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following:

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

Supervisory Information Technology Specialist, FP- 2210- 2

Position Number: D10570 Introductory Statement: The Domestic IT Operations Manager is located in the Office of the CIO. This person is responsible for overseeing the day-to-day management of IT operations, recommending infrastructure improvements, and supervising employees and contractors. The Domestic Operations Manager is responsible for all data center operations including messaging, back-ups, storage, and server administration. In addition, this person will manage a team of Peace Corps employees and contractors who are responsible for procuring, licensing and tracking all hardware and software in the data center and for maintaining development, test and production environments to ensure the consistent operations of Peace Corps' IT infrastructure. Administration of Information Technology Systems 30% Assesses, analyzes, and monitors Peace Corps Information Technology (IT) systems. Plan, directs, and coordinates the maintenance, development, training and support of IT infrastructure and operations. Provides recommendations in developing systems and related IT standards (including all security) that will provide the greatest value to Peace Corps IT operations. Monitors IT systems to ensure improvement, efficiency and effectiveness of existing and new systems. Assesses methods of increasing overall overseas IT program effectiveness. Serves as a senior expert and advises on the application of system architecture modeling tools in the architectural planning process necessary to integrating information technology (IT) programs with other programs of equivalent scope and complexity. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Manages network rights, and agency-wide access to systems and equipment. Implements security procedures and tools and develops and documents systems administration standard operating procedures for PC. Supervisory and/or Managerial Responsibilities 25% Manages and coordinates the Domestic Operations division staff activities. Conducts interview and recommends staff selection, assigns and reviews work, evaluates need for training and development, develops performance standards and conducts performance evaluations. Ensures that staff share a common vision for IT operations and technology. Supervises a group of employees performing work at the FP-2/3/4/5 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbent's authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program. Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting PC Equal Opportunity Program. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills.

IT Project Planning and Management 25% Plans and develops long-range objectives and milestones for IT projects that involve substantive, mission-oriented programs, such as projects implementing enterprise-level applications and/or changes to IT infrastructure to meet an agency's modified business processes. Manages IT projects with high complexity or risk, such as agency-wide system integrations that include large-scale enterprise resource planning. Develops and implements project management procedures, tools, templates, activities, and infrastructure. Evaluates client information systems needs to define the project scope, requirements, and deliverables. Designs cost-benefit studies to implement projects with the most efficient use of human capital and material resources at the lowest cost. Integrates configuration management, information technology architecture, infrastructure design, and systems integration aspects into IT project plans. Identifies standards for change management and controls the change process by reviewing configuration change requests. Designs and oversees systems testing. Develops information systems security plans and procedures, and ensures that they are in compliance with federal laws, regulations, policies, and standards. Ensures that appropriate product-related training and documentation are developed and made available to customers before the project is completed. Vendor/Contractor Evaluation and Monitoring 10% As a technical expert, identifies specifications, requirements and statements of work (SOW)s for information technology (IT) hardware and/or software, services, and maintenance in multi-year (5 and 10 year) IT contracts. Acts as the Contracting Officer's Representative for contracts associated with IT systems. Provides management and Office of Contracts with assessment of contractor technical capabilities and performance, approves invoices and negotiates changes with vendors through appropriate procurement channels. IT Policy/Guidelines Development 10% Develops policies, guidelines, and standards for the planning, development, integration, implementation, and evaluation of information technology (IT) systems and subsystems that meet overall information needs of multiple major organizational units. Analyzes statutory requirements against existing directives to assess the degree of change necessary to comply with the new requirements. Coordinates comments on revised directives as part of the review process and incorporates comments or resolves issues into the final directive. Analyzes feasibility studies, proposals, and in-depth analyses of current requirements and forecast trends for future needs. Keeps abreast of changing and emerging technology. Makes recommendations on adopting changes. Coordinates policy dissemination, manages policy maintenance, and develops mechanisms to measure policy effectiveness and compliance. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues.

Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the agency. The employee is responsible for a significant agency or equivalent level IT program or function; defines objectives; interprets policies promulgated by authorities senior to the immediate supervisor and determines their effect on program needs; independently plans, designs, and carries out the work to be done; and is a technical authority. The supervisor reviews work for potential impact on broad agency policy objectives and program goals; normally accepts work as being technically authoritative; and normally accepts work without significant change. Factor 3- 5 Guidelines The employee uses guidelines that are often ambiguous and express conflicting or incompatible goals and objectives, requiring extensive interpretation. The employee uses judgment and ingenuity and exercises broad latitude to: determine the intent of applicable guidelines; develop policy and guidelines for specific areas of work; and formulate interpretations that may take the form of policy statements and guidelines. Top agency management officials and senior staff recognize the employee as a technical expert. Factor 4- 5 Complexity Work consists of a variety of duties requiring the application of many different and unrelated processes and methods to a broad range of IT activities or to the in-depth analysis of IT issues. The employee makes decisions that involve major uncertainties with regard to the most effective approach or methodology to be applied. These changes typically result from continuing changes in customer business requirements; or rapidly evolving technology in the specialty areas. The employee develops new standards, methods, and techniques; evaluates the impact of technological change; and/or conceives of solutions to highly complex technical issues. The work frequently involves integrating the activities of multiple specialty areas. Factor 5- 5 Scope and Effect The purpose of the position is to define unprecedented conditions, resolve critical problems, and/or develop, test, and implement new technologies. The work affects the work of other technical experts or the development of major aspects of agency-wide IT programs. Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings, advice, guidance, and recommendations in the technology specialty area(s) of the position. May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities. SUPERVISORY FACTORS: Factor 1- 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.

Program Specialist (WID/GAD), FP- 0301- 3

Position Number: D10444 Introductory Statement: This position is located in the Field Assistance Division of Overseas Programming and Training Support. The Field Assistance Division focuses on insuring quality of overseas programming by building overseas staff capacity to effectively engage in training, project design and management and evaluation. All Center specialists are broad resource people who have individual technical backgrounds, but are also conversant with Peace Corps core business practices and are ready to support overseas programming and training staff at every opportunity. Specialists have expertise in any of the following disciplines/sectors: agriculture, education, health, environment, information and communication technology, water & sanitation, training, cross-culture, youth development, NGO development, business/ enterprise development. Program and Training Specialists provide a global perspective, share developing themes and trends, and collect and share research on innovative global trends in the disciplines in which they are focused. They support overseas offices in the design and implementation of projects, the development of project evaluation strategies for Peace Corps, the development of training programs and materials, and the development of field staff. The incumbent for this position supports staff responsible for international programs related to the sector described in the vacancy announcement for this position. Geographic Area or Region-Wide Technical Resource 50% Establishes and promotes an understanding of technical issues, as well as associated organizational and community development approaches for Peace Corps in the sector referenced in the vacancy announcement. Specific responsibilities include: (1) Serving as a resource to the region in the identification of critical issues and problems within the region related to project design, implementation and evaluation; (2) participating in the determination of regional and country development objectives and strategies, based on cooperating country requests, perceived needs, Peace Corps policy, and priorities; (3) identifying resources needed to effectively run a project; (4) providing short-term consultancies to the field; (5) assisting field staff in countries to evolve strategies appropriate to their individual circumstances, and coordinates and works jointly with other USG agencies and with international development assistance agencies involved with sector activities; (6) collaborating with other program specialists to promote global awareness of trends and promising practices; and (7) providing technical feedback and recommendations on funding requests and project status reports. Serves as a resource to the region in the identification of critical issues and problems within the region related to project design and implementation. Assists with assessments of formal and non-formal training and development activities in the host country, and assists with the development of effective new strategies, including the development of strategic objectives and supporting documentation. Participates in reviews of program and project proposals which involve significant institutional policy issues, indicates strengths and weaknesses of proposals, and seeks to improve institutional arrangements and structures in order to promote growth and development. Provides analyses of the effectiveness of major policy reform and non-project assistance interventions (including those of other development assistance agencies). Reviews program and training development strategies. Program Evaluation 30% Reviews, advises on, and conducts complex analyses, evaluations, or investigations in support of sector development, organizational development, non-government organizational development and community development for Peace Corps' international projects. Conducts studies where 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 analyses that result in new design guidelines for sector projects that have a profound effect on program or training capabilities and/or operating procedures. Serves as a technical consultant to headquarters staff for the sector described in the vacancy announcement. Training Course Development and/or Consultation 20%

Serves as an expert consultant in the design, delivery and development of training related to the sector described in the vacancy announcement. Designs and delivers courses, workshops, and other staff development activities. Designs needs assessments to determine content for workshops or courses. Consults on original course plan and design for basic course concepts. In collaboration with other professionals, develops course goals and objectives, agenda, instructional materials and resources in response to the needs assessment. Develops and applies new training methods and approaches and incorporates new technology into the delivery of training programs. Applies technical knowledge and interpersonal skills to resolve training matters that are complicated, controversial or innovative. Factor 1- 8 Knowledge Required by the Position The position requires: (1) Mastery of the laws, policies, and regulations of an administrative field sufficient to apply new theories and developments to problems not susceptible to treatment by accepted methods, and make decisions or recommendations that significantly change, interpret, or develop major public policies or programs; (2) Mastery of a wide range of methods for the assessment and improvement of complex programs, processes and systems; (3) Skill to plan, organize, and implement programs, plans, and proposals involving substantial agency resources, or that require extensive changes in established procedures. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies, and program, management, and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Program guidelines cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee refines or develops more specific guidelines, such as implementing regulations or methods and procedures. Factor 4- 5 Complexity The employee analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of programs, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conditions, such as conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and/or findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 5 Scope and Effect The purpose of the work is to analyze and evaluate major aspects of substantive, mission-oriented programs. The employee develops long-range program plans, goals, objectives, and milestones, or evaluates the effectiveness of programs conducted throughout an agency, or for a significant organizational segment of an agency, such as a regional office, Center, or major field installation. The employee resolves problems or copes with issues which directly affect the accomplishment of principal agency program goals and objectives. The employee develops regulations or guidelines for the conduct of program operations, or new criteria for measuring program accomplishments. Study reports contain findings and recommendations of major significance to top management of the agency, and often serve as the basis for new administrative systems, legislative initiatives, regulations, or programs. Factor 6- 3 Personal Contacts Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts

The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness issues. The employee may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Information Technology Specialist, FP- 2210- 4

Position Number: D10560 Introductory Statement: Performs Computer Software Quality Control Inspections 25% As a staff specialist, develops, organizes, administers, evaluates, and coordinates a comprehensive computer software quality assurance program or programs for the assigned quality assurance area. Reviews contractor's quality control plan, technical procedures, and practices to assure adequacy. Negotiates and coordinates issues pertaining to the computer software quality assurance program area. Develops and conducts various quality assurance training's with emphasis on work procedures and techniques appropriate to the work environment. Ensures all program requirements imposed by higher echelons and/or regulatory agencies are met, including all inspection and reporting requirements. Prepares local operating procedures based on supplements, regulations, and manuals of higher echelons in the area of quality assurance. Systems Analysis 25% Researches, interprets, modifies, and develops requirements and specifications for systems that meet business requirements. Works with program representatives to identify and specify operations, processes, transactions, data, and work products that are adaptable to automation. Suggests technically feasible approaches and makes recommendations to management regarding the most efficient automation approaches. Applies a structured systems analysis approach to the modification of existing software or the design and development of new software. Prepares reports and briefings for management and higher-grade specialists that describe the technical issues and recommend alternatives courses of action. Reviews systems designs, unit and integration testing plans, conversion routines, and implementation plans. Performs systems testing and collects systems capacity statistics. Monitors systems performance and prepares capacity reports. Troubleshoots systems failure situations, isolating problems between hardware, systems software, and application programs. Monitors post-recovery performance. Provides technical guidance to and works with technical staff on system capacity and performance issues. Performs daily, weekly, monthly, and/or annual performance and capacity reporting. Implements and operates systems management software applications. Plans and develops specifications that set forth parameters such as inputs, outputs, the basic decision rules, and program interrelationships. Applies a structured systems analysis approach to the evaluation, design, and development of new or enhanced applications. Trains users and other information technology (IT) personnel on system design, use, and interface with other systems. Works with user representatives on the formulation of requirements for a proposed application, such as a database retrieval system or a multimedia graphics system. Provides direct user support. Receives technical calls by telephone or e-mail. Analyzes the problems or issues and determines the most efficient way to resolve them. Applications Programming 25% Working in accordance with established criteria, uses a variety of programming languages and programming tools to create applications and automate standard workplace functions, such as administrative procedures or clerical functions. Tests, debugs, and maintains software applications to ensure that they meet technical and functional requirements. Designs, develops, or modifies advanced program/macro routines to facilitate access, analysis, and ease of application use. Works with higher-level specialists to identify functional requirements and logic pathways. Tests software by exercising all logic paths. Documents test results and modifies code to debug the program. Participates in testing components of new and revised systems, and suggests modifications of system components and programs to correct any deficiencies detected. Prepares test data and conducts functional testing of programs to demonstrate accuracy and functional capacity. Coordinates the development of test data and testing of groups of programs to ensure that overall system logic and operation are correct.

Determines technical training requirements, and ensures that changing customer needs are addressed. Develops and maintains program documentation. Web-based Systems Software and e-Government Technologies 25% As a network administrator, installs and maintains existing Web-based and e-Government systems. Assists in the installation and maintenance of new and emerging Web-based and e-Government systems. Designs, develops, and deploys Internet applications including those in support of e-Government systems. Installs, configures and maintains server software. Writes and maintains documentation throughout the product life cycle of Web-based applications. Coordinates with local network engineers to integrate new technology applications in support of content delivery. Implements and administers software required for hosting and facilitating specific Web site communications and e-Government systems. Continuously monitors, maintains, and administers freestanding or networked systems. Uses available Internet technologies, programming and scripting languages, Internet protocols, usability concepts, and requirement analysis methods to optimize existing Web sites. Provides guidance in the design and development of new Web sites. OTHER SIGNIFICANT FACTS: Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 7 Knowledge Required by the Position The position requires knowledge of, and skill in applying, most of the following: IT concepts, principles, methods, and practices; the mission and programs of customer organizations; the organization's IT infrastructure; performance management/measurement methods, tools, and techniques; systems testing and evaluation principles, methods, and tools; IT security principles and methods; requirement analysis principles and methods; COTS products and components; Internet technologies to analyze the Internet potential of systems, networks, and data; new and emerging information technologies and/or industry trends; acquisition management policies and procedures; cost-benefit analysis principles and methods; analytical methods and practices; project management principles and methods; and oral and written communication techniques. Plans and carries out difficult and complex assignments and develops new methods, approaches, and procedures, and provides advice and guidance on a wide range and variety of IT issues. Interprets IT policies, standards, and guidelines. Conducts analyses and recommends resolutions of complex issues affecting the specialty area. Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment including possible stages, and possible approaches. The employee determines the most appropriate principles, practices, and methods to apply in all phases of assignments, including the approach to be taken, degree of intensity, and depth of research in management advisories; frequently interprets regulations on his/her own initiative, applies new methods to resolve complex and/or intricate, controversial, or unprecedented issues and problems, and resolves most of the conflicts that arise; and keeps the supervisor informed of progress and of potentially controversial matters. The supervisor reviews completed work for soundness of overall approach, effectiveness in meeting requirements or producing expected results, the feasibility of recommendations, and adherence to requirements. The supervisor does not usually review methods used. Factor 3- 3 Guidelines The employee uses a wide variety of reference materials and manuals; however, they are not always directly applicable to issues and problems or have gaps in specificity. Precedents are available outlining the preferred approach to more general problems or issues. The employee uses judgment in researching, choosing, interpreting, modifying, and applying available guidelines for adaptation to specific problems or issues. Factor 4- 4 Complexity Work consists of a variety of duties that involve many different and unrelated processes and methods pertinent to the IT field. The employee decides what needs to be done by evaluating unusual circumstances; considering different approaches; and dealing with incomplete and conflicting data. The employee uses judgment and originality by interpreting data; planning the work; and refining the methods and techniques being used. Factor 5- 3 Scope and Effect

The purpose of the position is to resolve a variety of common problems, questions, or situations that are dealt with in accordance with established criteria. The work affects the design, testing, implementation, operation, or support of IT systems or the quality and reliability of IT services provided. Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Factor 7- 2 Purpose of Contacts The purpose of contacts is to plan, coordinate, or advise on developments and issues in the technology specialty area(s) of the position, and/or to resolve issues or operating problems by influencing or persuading people who are working toward mutual goals and have basically cooperative attitudes. Contacts typically involve identifying options for resolving problems. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Financial Management Officer, FP- 0501- 3

Position Number: D10165 Introductory Statement: The Peace Corps' Financial Management Officer develops, coordinates, and evaluates policies, procedures, and processes to support disbursements required by overseas offices, in US dollars and foreign currencies. The incumbent provides technical financial assistance and training to overseas posts and serves as liaison between the overseas offices, other Peace Corps offices, and other Federal departments (i.e., Dept of State and the U.S. Treasury) as well as private sector. The incumbent develops, interprets and provides technical guidance for and overseas staff on the use of fiscal coding, federal appropriations law, payment mechanisms, etc., and develops and provides guidance in the policies and procedures to be used for the processing of cashier and non-cashier disbursements, reconciliation of accounts, determining and managing overseas cash account levels, and other financial management issues; conducts special reviews and analysis of financial and other management issues; and serves as a Certifying Officer for assigned regions/offices. Financial Disbursement Activities 70% Provides direction and guidance on a broad range of cash disbursement activities for an agency and several subordinate field locations. Oversees research and analysis to resolve unusual and complex problems dealing with substantial agency issues such as any illegal, improper, or incorrect payment resulting from any false, inaccurate, or misleading certification. Serves as certifying official authorizing the disbursement of government funds in accordance with policy, precedent, and legal regulations. Financial Advisory Services 30% Provides in-depth and comprehensive technical assistance and guidance to overseas posts and/or HQ offices on complex issues related to the financial aspects of programs where the resolution of problems requires an integrated financial approach. Analyzes and provides recommendations for financial planning, policy formulation and implementation, and decision-making. Provides recommendations to provide more effective, efficient methodas of payment. Projects and monitors complex program data to provide program managers with information on the expenditure of funds. Advises senior management of the status of fiscal resources and future requirements. Factor 1- 8 Knowledge Required by the Position The position requires mastery of the concepts, principles, practices, laws, and regulations of budgeting and/or financing; and the financial and budgetary relationships between subordinate and most senior levels of financial management within the employing entity, and/or between the organization and programs of other Federal governments and private industry sufficient to analyze national level programs, and exceptionally large and complex programs; develop, recommend, and implement budgetary and financial policies; interpret and assess the impact of new and revised Congressional legislation on budget execution; and develop and render authoritative interpretations of Executive orders, GAO decisions, and directives, and policies and precedents within and across agency lines. Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment, and possible approaches. The employee is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy in terms of established objectives. The employee is responsible for interpreting policy and regulatory requirements, developing changes to plans and/or methodology, and/or providing recommendations for improvements in order to meet program objectives. The employee keeps the supervisor informed of progress and potentially controversial matters. The supervisor reviews completed work for soundness of overall approach, effectiveness in meeting requirements or producing expected results, the feasibility of recommendations, and adherence to requirements. Factor 3- 4 Guidelines Policies and guidelines for performing the work are scarce and very general in nature; pertain only to routine issues and matters; are stated in terms of goals to be accomplished rather than the approach to be taken; and present a number of principles and standards, any one of which may reasonably apply to the broad subject matter. The employee routinely develops specific objectives and devises new methods, techniques, and criteria pertaining to identifying trends and patterns; acquiring information and analyzing data; modifying systems to accept new kinds of data; developing solutions and presenting findings; and examining returns for which there are no precedents. The employee may interpret available guidelines for employees at the same or subordinate levels.

Factor 4- 5 Complexity The work consists of selecting and using many different and unrelated analytical techniques and methods relative to substantive agency programs with widely varying needs, goals, objectives, work processes, and timetables. Such programs relate to many echelons and components within a large Federal department or agency, to other agencies, to private industry, or to the public. The employee recommends changes in funding and budget plans that, if accepted, require management to revise substantive programs. The employee may also be required to brief management officials on the nature of the testimony to be given to fund granting and approving officials; evaluate the reactions of fund granting and approving officials to budget proposals; and/or respond to questions and comments concerning financial management. The employee devises and applies innovative criteria to evaluate the progress and cost effectiveness of program plans, goals, and objectives. The employee may also encounter and resolve issues in work environments characterized by continually changing program objectives, plans, and funding requirements resulting from new legislation, revised policies, and shifting demand for good and services. Factor 5- 4 Scope and Effect The purpose of the position is to execute modifications to systems, programs, and/or operations to establish criteria and other means to assess, investigate, or analyze a variety of unusual financial problems and conditions. The work involves a wide range of agency activities or the operations of other agencies, or the activities of private sector entities with which the agency conducts business or provides services. The work affects the amount and availability of funds for major substantive or administrative program and services, the way financial information is applied in planning organizational operations or the efficient use of funds, and the way management control systems, financial management accounting systems, and programs are structured and operated throughout the organization. Factor 6- 3 Personal Contacts Personal contacts are with officials, managers, professionals, and employees and executives of the agency, other agencies and outside organizations. The contacts are not established on a routine or recurring basis, the purpose and extent of each contact is different, and the role and authority of each party is identified and developed during the course of the contact. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence or persuade others to accept critical or controversial observations, findings, and recommendations. Other contacts are to persuade managers and subject-matter experts or others on such matters as the use of alternative methods, the allocation of limited resources, or a particularly controversial interpretation of program policy. Often the contacts are influential and are strong adherents of opposing views. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in factories, warehouses, supply depots, and similar areas. Work may also require walking and standing in conjunction with travel to and attendance at meeting and conferences away from the work site. Position may require carrying light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some positions may be exposed to uncomfortable conditions in such places as factories, construction yards, and supply yards.

Program Manager, FP- 0340- 3

Position Number: D10070 Introductory Statement: This position is located in the Office of Safety and Security, Research and Analysis Unit, and reports to the Chief, Operations Support Division. This position is responsible for planning, developing, implementing, and evaluating quantitative research design; statistical analysis procedures; and management of the Peace Corps crime and threat surveillance system. The incumbent manages the database and data collection instruments for crimes against Volunteers, analyzes trends, and publishes results for general consumers of data. The incumbent produces and presents data-oriented reports to the agency leadership, communicates directly with the Chief of Overseas Operations on crime and threat trends, and recommends appropriate programming. The incumbent works closely with Safety and Security staff to provide accurate, timely, and relevant data and information on crime patterns, crime and threat profiles, and trends to aid agency leadership in developing effective and appropriate safety and security policies. Program Planning and Management 35% Plans, develops, and implements program/project activities pertaining to the relevant application of Volunteer crime data and threat analysis for the agency. Manages the maintenance and documentation of the incident reporting system for Peace Corps Volunteers worldwide. Plans and conducts the data collection, synthesis, and analysis of crime data for publications, reports, and requests for data. Maintains current agency data on Volunteer crime statistics. Serves as the System Owner of the agency's incident reporting information system. Identifies business requirements and enhancements to the existing information system that are needed to monitor and track safety and security incidents concerning Peace Corps Volunteers. Coordinates with the Office of the Chief Information Officer (OCIO) to ensure that the incident reporting system is current, efficient, and reliable. Monitors work flow and project timelines of one full-time analyst and various work study/interns in the Research and Analysis unit. Ensures the quality of data collection through staff training and data review. Develops the annual budget plan for the unit, and participates in office budget and planning activities. Performs long-range planning and management of new substantive agency programs where precedents are scarce or nonexistent. Works with top management to develop long-range management plans for efficient and effective program implementation and administration. Applies a wide range of qualitative and/or quantitative methods for the assessment and improvement of complex short and long-range goals of the organization, developing detailed plans for implementing them, and overseeing implementation of the goals in subordinate organizations. Recommends changes in objectives or emphasis in functions under the organization's purview. Makes the best use of present resources, assisting in planning for future resource needs, estimating short- and long-range personnel, budgetary, space, and equipment needs, and implementing new resources. Within the Research and Analysis Unit, assists in determining the need for written policies and procedures, overseeing the development of policies and procedures, and reviewing and recommending approval upon completion. Reviews productivity in all areas within the Research and Analysis Unit, monitors problem areas, and oversees implementation of solutions to problems. Conducts periodic and comprehensive evaluations of ongoing functions to ensure that the unit meets its stated goals, and identifies areas where operational efficiency can be enhanced. Recommends actions necessary to maintain or improve the quality and quantity of operational services, introducing or refining automation, reorganizing operating units, reassigning personnel, and proposing the increase of organization resources. Directs the capture, reporting, and analysis of statistical data relating to the organization's operations and directs or personally performs special studies regarding this data. Statistical Data Collection and Analysis 25% Plans data collection and analysis activities as needed for annual reports, monthly reports, crime bulletins, ad-hoc data requests, and special reports. Use descriptive and inferential statistics to analyze and interpret crime and justice system data, identify trends, and make appropriate interpretations. Prepares guidelines, standards, training manuals, and quality assurance plans related to the collection and analysis of data. Understands statistical theories and is knowledgeable of the appropriate application of statistical techniques using quantitative data. Agency-Wide Technical Resource 20%

As an expert advisor and technical authority on complex and precedent-setting policy and program issues; formulates, and develops ideas, concepts, and methodology for new or revised policies, procedures, and systems for designing, implementing and evaluating programs related to Volunteer safety and security. Prepares regular and special reports for the Associate Director for Safety and Security and Peace Corps leadership regarding the status of Volunteer safety and security program effectiveness; provides appropriate consultation as requested; responds to direct requests from headquarters and field staff for analyses of data to address specific questions or areas of concerns related to Volunteer safety and security. Provides professional guidance, direction, training, and support to the CDs, SSCs, PCSSOs and other post staff responsible for reporting Volunteer safety and security incidents and provides input on policy guidance for the Volunteer safety and security program, including manual sections, technical guidelines, user manuals, and other authoritative documents. Works with the Chief of Operations Support Division and the PCSSOs to document follow up activities within the incident reporting system. Preparation of Written Materials for Analytical Purposes 10% Plans and prepares reports or other working documents related to complex program issues for major PC programs. Utilizing an in-depth knowledge of the technical aspects and management structures of the organization, collects, synthesizes, reviews for technical content and accuracy, and prepares in final form written material, graphic arts, and oral briefings. Translates the statistical analysis of Volunteer crime data into reports for publication or information used in safety and security-related programming, training, and policy activities. Prepares probing and innovative written analyses that relate complex variables within a broad professional field to the development, interpretation, or implementation of important agency policies. Leads the compilation and publication of the annual report, "Safety of the Volunteer." Coordinates the development and release of key information pieces such as crime bulletins, technical resources, special studies research briefs, fact sheets, newsletters, or other briefing materials. Crime and Threat Research, Analysis, and Data Dissemination 10% Analyzes and provides recommendations to high level policy officials on crime and threat matters of great programmatic or international importance, including advice on major areas of uncertainty. Maintains liaisons with personnel in intelligence and law enforcement agencies. Participates in top echelon intra- and inter- organization planning or work groups, and serves on committees with national or international implications. Provides guidance or other support for developing a variety of reports. Plans and conducts difficult and complex special studies and comprehensive assessments of broad, exceptionally complex, or highly sensitive issues within the assigned area related to Volunteer crime and threat analysis activities, including determining the approach and identifying the relevant factors for data collection and analysis. Develops surveys, interview protocols, and data collection tools necessary to assess the safety and security programmatic needs of staff at post and at headquarters. 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 Personal contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office.

Information Technology Specialist (Customer Support), FP2210- 3

Position Number: D10039 Introductory Statement: This position is located in the International Technology Support (ITS) Division within the Office of the Chief Information Officer (CIO). As a member of the international deployment team, the position travels worldwide to install and repair IT systems while providing an exceptional level of customer satisfaction. During standard deployment trips this person leads a two-person team to install new hardware (servers, networking equipment, desktops, laptops, printers, etc.), migrate data from existing system, train local technical staff and end users and provide general IT support to overseas Peace Corps posts. Additional responsibilities include building and testing new server and workstation images, testing and deployment non-standard software and patches and providing Tier II and III support to overseas Posts. Administration of Information Technology Systems 40% Operates and maintains IT equipment, software and systems at off site and overseas locations. Resolves hardware/software interface and interoperability problems. Information Systems Security 35% Monitors and maintains knowledge-base repository of overseas IT assets, software licenses, configuration management, infrastructure, networking, connectivity, unique issues, and local vendor support for assigned posts. Reviews and develops systems security policy, guidelines, and procedures for systems processing multiple applications that require differing and conflicting security controls, and that are typically accessed by a large distributed user community. Conducts technical network vulnerability and risk assessments. Schedules and conducts special security studies, analyses, surveys, or reviews of IT systems to assure that appropriate levels of safeguards exist to protect against perceived threats. Plans and directs the development of security criteria and guidelines for users of IT systems. Assists in preparing comprehensive reviews and evaluations of software and systems design or modification proposals for identifying possible security risks that should be considered during further systems design and programming. Assists in reviewing final software installation and system plans for additional security risks not identified during proposal stages and recommends work process changes and general design and programming techniques to alleviate potential security problems. Reviews specifications of all IT-related purchases to ensure they contain full consideration of security-related needs. Monitors progress toward enhanced security measures outlined in certifications. Investigates security incidents for cause and the most effective corrective actions. Monitors and evaluates changes that affect systems security. Customer Support and Configuration Management 25% Manages special projects that have a significant impact on the delivery of customer support services. Represents the customer support office in planning for the installation and implementation of new systems (e.g., upgrade to a new operating system). Leads efforts to define post-implementation support requirements. Develops service level agreements (SLAs) that define requirements and expectations for the delivery of customer support services. Develops and implements performance criteria to ensure that requirements are achieved. Leads quick-response teams in responding to customer service problems resulting from catastrophic events, such as virus infections or power outages. Consults with other experts in other specialty areas to develop integrated action plans. Issues technical bulletins via the intranet to inform customers of problems and to instruct them in taking necessary actions. Develops and updates customer policies and procedures to ensure appropriate responses to future incidents of a similar nature. Plans and coordinates actions with interagency infrastructure protection groups to ensure an integrated response to problems of a potentially extensive nature. Explores ways to upgrade or enhance the level of services provided. Implements changes in response to changes in customer requirements. Resolves issues related to the delivery of services. Keeps abreast of changes in customer mission requirements through interaction with management in customer organization. Initiates service modifications to meet changing requirements.

Represents the customer service discipline on applications development teams to ensure that customer service requirements are addressed during the systems development process from translation of functional requirements through systems testing. Negotiates with other senior members of the applications development team to ensure applications are customer oriented. Reviews technical and design specifications. Recommends changes needed to address customer support requirements. Develops specifications for user instruction manuals based on customers' needs. Defines procedures for providing post-implementation support. OTHER SIGNIFICANT FACTS: Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position Mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues. Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment including possible stages, and possible approaches. The employee determines the most appropriate principles, practices, and methods to apply in all phases of assignments, including the approach to be taken, degree of intensity, and depth of research in management advisories; frequently interprets regulations on his/her own initiative, applies new methods to resolve complex and/or intricate, controversial, or unprecedented issues and problems, and resolves most of the conflicts that arise; and keeps the supervisor informed of progress and of potentially controversial matters. The supervisor reviews completed work for soundness of overall approach, effectiveness in meeting requirements or producing expected results, the feasibility of recommendations, and adherence to requirements. The supervisor does not usually review methods used. Factor 3- 4 Guidelines The employee uses guidelines and precedents that are very general regarding agency policy statements and objectives. Guidelines specific to assignments are often scarce, inapplicable or have gaps in specificity that require considerable interpretation and/or adaptation for application to issues and problems. The employee uses judgment, initiative, and resourcefulness in deviating from established methods to modify, adapt, and/or refine broader guidelines to resolve specific complex and/or intricate issues and problems; treat specific issues or problems; research trends and patterns; develop new methods and criteria; and/or propose new policies and practices. Factor 4- 5 Complexity Work consists of a variety of duties requiring the application of many different and unrelated processes and methods to a broad range of IT activities or to the in-depth analysis of IT issues. The employee makes decisions that involve major uncertainties with regard to the most effective approach or methodology to be applied. These changes typically result from continuing changes in customer business requirements; or rapidly evolving technology in the specialty areas. The employee develops new standards, methods, and techniques; evaluates the impact of technological change; and/or conceives of solutions to highly complex technical issues. The work frequently involves integrating the activities of multiple specialty areas. Factor 5- 4 Scope and Effect

Work involves managing IT projects for major office or program issues of broad impact. Conceives of and implements new initiatives and projects to strengthen, facilitate, and integrate IT programs. Undertakes or participates in special projects, ongoing analyses, investigations and initiatives that have high priority for high-level management, such as, producing complex written reports; organizing special committees, workshops, or other gatherings; initiating program reviews; developing or fostering cross-agency activities. Factor 6- 3 Personal Contacts Contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings, advice, guidance, and recommendations in the technology specialty area(s) of the position. May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

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

Position Number: D10436 Introductory Statement: This position is located in the Office of the Chief Financial Officer and reports to the Financial Systems Technical Manager. As an IT Program Specialist the incumbent is primarily responsible for managing the design, development, deployment, and maintenance of Odyssey, the Agency's financial management system. The employee also has first-line responsibility for the management, integration, and support of new applications with existing internal and/or on-line Oracle based applications. The IT Program Specialist will work in both the 2.0 and 3.5 .NET frameworks. Financial Systems is comprised of Oracle E-Business Suite and SQL server and .NET applications, with an increasing emphasis on deployment of these systems via the Internet and/or World Wide Web.. Applications Programming and Testing 60% Works with a specialized group of programmers on complex, multi-faceted prototype systems, such as leading a multi-functional development project in software analysis, design, development, testing, and implementation for a new system or major enhancement to an existing system. Updates and modifies existing applications, designs new applications, and has continuing responsibility for testing and maintenance of automation programs. Resolves critical issues affecting the configuration of the information technology (IT) infrastructure. Coordinates the demonstration of new and enhanced applications to customers and management. Recommends needed redesign studies. Participates in the design and development stages of software developed internally and under contract. Reviews proposed policy, regulations, and procedural changes to determine their impact on the area of responsibility. Recommends priority areas of emphasis for improvement of current systems. Administration of Information Technology Systems 40% Ensures the rigorous application of information security/information assurance policies, principles, and practices in the delivery of systems administration services for a major segment of an agency, such as a region or multi-state area. Resolves hardware/software interface and interoperability problems. OTHER SIGNIFICANT FACTS: Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position The position requires mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues. Factor 2- 4 Supervisory Controls

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

Financial Accounts Technician, FP- 0503- 7

Position Number: D10563 Introductory Statement: This position is located in the Office of the Chief Financial Officer, Global Accounts Payable and is responsible for examining and calculating vouchers for the payment of Volunteer allowances and reimbursements, claims, contracts, purchase orders, travel, grants and petty cash (imprest) payments, collections, accommodation exchange and replenishments. Payment vouchers may be received from domestic or overseas offices, in US dollars or foreign curency. Invoice Processing 70% Uses different and unrelated processes, procedures, or methods to examine and verify invoices, such as researching and verifying invoices for purchase orders, contracts, travel orders, and other claims against obligated funds. Ensures that documentation is accurate, complete, and has proper approvals. Determines that invoices are processed and paid in accordance with the terms and conditions of contracts. Voucher Examination Work 15% Reviews all vouchers to verify the internal control process has been followed. Examines transactions for compliance with agency standards and other applicable laws, regulations, and procedures. Changes or rejects work that does not meet established standards or fulfill regulatory requirements. Customer Service for Accounting Transactions 15% Provides customer service to a large and diverse customer base for a variety of different functions, missions, or kinds of work including agency employees outside the organization. Responds to variety of diverse and unusual customer inquiries, either orally or in writing. Provides information on accounting transactions as well as explanation on all accounting procedures. Factor 1- 4 Knowledge Required by the Position The work requires in-depth or broad knowledge of a body of accounting, budget, or other financial management regulations, practices, procedures, and policies related to the specific financial management functions. This includes (1) knowledge of a wide variety of interrelated steps, conditions, and procedures or processes required to assemble, review, and maintain complex accounting, budget, or other fiscal transactions; (2) knowledge of applicable regulations, laws, and requirements to ensure compliance and recommend action; (3) knowledge of a variety of accounting and budget functional areas and their relationships to other functions in order to research or investigate problems or errors that require reconciling and reconstructing incomplete information, conducting extensive and exhaustive searches for required information, or performing actions of similar complexity; (4) knowledge of automated accounting and budget systems to reconcile errors that require an understanding of nonstandard procedures or to provide assistance in the development of automated procedures for clerical operations; and/or (5) knowledge of extensive and diverse accounting, budget or other financial regulations, operations, and procedures governing a wide variety of types of related transactions to resolve nonstandard transactions, complaints, or discrepancies, provide advice, or perform other work that requires authoritative procedural knowledge. Factor 2- 3 Supervisory Controls The supervisor or other designated employee assigns work with standing instructions on objectives, priorities, and deadlines and provides guidance for unusually involved situations. The supervisor assigns work according to a standardized control system such as batched work, case load level, or other defined structure and provides standard general instructions about timeliness, objectives, and relative priorities for doing the work. The employee independently processes the most difficult procedural and technical tasks or actions and handles problems and deviations in accordance with instructions, policies, previous training, or accepted practices. The supervisor or designated employee evaluates completed work for overall technical soundness and conformance to agency policies, legal, or system requirements. The methods used to complete the assignment are seldom reviewed in detail. Factor 3- 3 Guidelines The employee uses judgment to interpret guidelines, adapt procedures, decide approaches, and resolve specific problems. The employee analyzes the results of applying guidelines and recommends changes. Factor 4- 3 Complexity

The work involves performing various accounting, budget, or financial management support related duties or assignments that use different or unrelated processes, procedures, or methods. The employee decides what needs to be done by identifying the nature of the problem, question, or issue, and determining the need for, and obtaining additional information through, oral or written contacts or by reviewing regulations and manuals. The employee considers previous actions and understands how these actions differ from or are similar to the issue at hand before deciding on an approach. The employee makes recommendations or takes actions based on a case-by-case review of the pertinent regulations, documents, or issues involved in each assignment or situation. Factor 5- 3 Scope and Effect The purpose of the work is to apply conventional practices to treat a variety of problems in accounting, budget, or financial management transactions. The employee treats problems in conformance with established procedures. The work affects the quality, quantity, and accuracy of the organization's records, program operations, and service to clients. Factor 6- 2 Personal Contacts Contacts are with employees in the same agency but outside the immediate organization. Contacts are with employees in other agencies who are providing requested information AND/OR contacts are with members of the general public in a moderately structured setting. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan and coordinate actions to correct or prevent errors, delays, or other complications occurring during the transaction cycle. Factor 8- 1 Physical Demands The work requires some physical effort such as standing, walking, bending, or sitting. There are no special physical demands. Factor 9- 1 Work Environment The employee works in an office setting involving everyday risks or discomforts. Normal safety precautions are required.

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

Position Number: D09480 Introductory Statement: This position is located in the International Technology Support (ITS) Division within the Office of Chief Information Officer (CIO). The incumbent serves as a Team Member for International Technical Support under supervision of the Division Chief, ITS with direction from the Support Program Manager. As a member of Support, the incumbent provides technical support to overseas posts with the overall goal of completing project deadlines while maintaining an exceptional level of customer satisfaction. The incumbent will be directed by the Support Program Manager for daily operations and tasks and will utilize independent judgment and problem solving skills to carry out the functions of this role. Customer Support and Configuration Management 70% Analyzes, evaluates, and provides expert-level solutions to requests for technical computer services and complex technical challenges. Determines type of services required, scope and priority of request, available resources, and/or need for on-site or distance service provision. Provides tier-3 (final resolution) technical support for LAN/WAN connectivity, client/server hardware/software, business applications, network administration, security, and policy/procedure via e-mail, phone, or other medium. Provides guidance and technical support to overseas IT Specialist staff including consultations on policy, procedures, standards; customer service; technical support (hardware, software, networking, and connectivity); IT security; development and presentation of IT training; and adherence to established IT policies and standards; and knowledge transfer. Ensures the smooth and effective functioning of the overseas Helpdesk and the effect of its outreach and services including, but not limited to: receiving customer requests for technical computer services, evaluating these requests in terms of immediacy, extent and scope of problem; and, determining resources available with the end goal of assuring customer satisfaction. The work typically requires developing criteria where numerous conditions, options, and needs must be considered. Trains new employees and designated interns in all facets of the Helpdesk operations. Identifies recurring problems, systemic problems or other factors impacting computer issues to identify continuing problems and their causes. Develops and provides recommendations to the supervisor in-order to solve the organizations' computer related dilemmas. Recommends and/or otherwise works with the refresh team to revise/improve overseas IT infrastructure. Participates in all aspects of the Overseas Refresh Project when necessary including logistics, support, training, and implementation. Performs periodic evaluations of post IT systems, including but not limited to state of server and workstation hardware and software. Serves as Headquarters expert for assigned posts' IT system and future needs. Mentors IT Specialists of assigned posts and makes suggestions to the Overseas Training Team regarding IT Specialist training needs. Analyzes configuration management processes and procedures, develops and recommends processes, software, and procedures to ensure effective management. Resolves difficult customer support requests, such as integration or configuration-related issues. Administration of Information Technology Systems 30% Monitors and maintains knowledge-base repository of overseas IT assets, software licenses, configuration management, infrastructure, networking, connectivity, unique issues, and local vendor support for assigned posts. Identify recurring problems, systemic shortcomings or other factors negatively impacting computer usage in an effort to maximize operational IT efficiency. Develops and provides concise solution recommendations to the supervisor. Conducts trend analysis and provides overviews and recommendations to management. As necessary, places service report calls and material orders with a support contractor or other Peace Corps staff and follows-up to ensure that all calls receive the proper priority after analyzing the nature of each type of service call. Participates in determining user IT requirements and ensures those needs are met while maintaining system integration between posts and HQ.

Performs other duties of special project nature and receives on-the-job training of a technical nature as required to fulfill the requirements of the OCIO. Works as a team member on various IT initiatives. Presents the posts' interests in Agency IT initiatives. Ensures that lessons learned from IT initiatives are shared with other posts and adapts practices to meet global needs. Maintains a continuing dialogue with overseas and HQ personnel, monitoring developments to ensure improvement, efficiency, and effectiveness of current systems; to present information on IT program weaknesses and successes; and to help determine and implement means of increasing IT program effectiveness. Drafts various domestic and overseas guideline materials, including policies, procedures, regulations, manuals, and forms, for use primarily by overseas staff. Participates in internal Agency collaborations and external meetings for planning future and current directions of Helpdesk services. Provides prompt and courteous customer support to our overseas staff in a culturally sensitive and professional manner. Plans and coordinates the installation of new equipment, and resolves installation problems. Optimizes the functionality of networks and systems, and reallocates system resources. Diagnoses and recovers failed systems. Upgrades and maintains hardware, peripherals, and software applications to ensure optimal system performance. Plans, installs, and maintains system software and hardware, keeping up-to-date with current versions and new release software. Controls current versions and future releases of applications software, and documents the physical configuration of the system. Researches, modifies, and develops business requirements for new or upgraded computer hardware and peripheral equipment. Analyzes current equipment and potential alternatives, weighs costs and benefits, and makes recommendations for modifications or replacement purchases. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position Knowledge of, and skill in applying, most of the following: IT concepts, principles, methods, and practices; the mission and programs of customer organizations; the organization's IT infrastructure; performance management/measurement methods, tools, and techniques; systems testing and evaluation principles, methods, and tools; IT security principles and methods; requirement analysis principles and methods; COTS products and components; Internet technologies to analyze the Internet potential of systems, networks, and data; new and emerging information technologies and/or industry trends; acquisition management policies and procedures; cost-benefit analysis principles and methods; analytical methods and practices; project management principles and methods; and oral and written communication techniques. Plans and carries out difficult and complex assignments and develops new methods, approaches, and procedures, and provides advice and guidance on a wide range and variety of IT issues. Interprets IT policies, standards, and guidelines. Conducts analyses and recommends resolutions of complex issues affecting the specialty area. Factor 2- 4 Supervisory Controls Works under the supervision of the Chief of International Technical Support with direction from the Support Program Manager. The Support Program Manager provides information about the objectives to be achieved, priorities, and deadlines and gives instructions only for new, difficult, or unusual aspects of the work. The IT Specialist will perform routine assignments both in a team environment and independently without specific instruction. The employee will participate in establishing priorities and defining objectives. Completed work will be reviewed for overall accuracy and in terms of the project team's overall accomplishment of goals and objectives. Factor 3- 3 Guidelines The employee uses a wide variety of reference materials and manuals; however, they are not always directly applicable to issues and problems or have gaps in specificity. Precedents are available outlining the preferred approach to more general problems or issues. The employee uses judgment in researching, choosing, interpreting, modifying, and applying available guidelines for adaptation to specific problems or issues. Factor 4- 4 Complexity

Work consists of a variety of duties that involve many different and unrelated processes and methods pertinent to the IT field. The employee decides what needs to be done by evaluating unusual circumstances; considering different approaches; and dealing with incomplete and conflicting data. The employee uses judgment and originality by interpreting data; planning the work; and refining the methods and techniques being used. Factor 5- 3 Scope and Effect Work involves a variety of common problems, questions, or situations that are dealt with in accordance with established criteria. Work affects the design, testing, implementation, operation, or support of IT systems or the quality and reliability of services. Factor 6- 3 Personal Contacts Contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Must recognize or learn the role and authority of each party during the course of the meeting. Factor 7- 2 Purpose of Contacts The purpose of contacts is to plan, coordinate, or advise on developments and issues in the technology specialty area(s) of the position, and/or to resolve issues or operating problems by influencing or persuading people who are working toward mutual goals and have basically cooperative attitudes. Contacts typically involve identifying options for resolving problems. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Program Support Assistant, FP- 0303- 7

Position Number: D10297 Introductory Statement: The Staff Assistant position is located in the Office of the Peace Corps Response. Peace Corps Response, a program within Peace Corps, deploys returned Peace Corps volunteers or volunteers completing their two years Peace Corps service to short term assignments in the area of disaster reconstruction, disaster preparedness HIV/AIDs, humanitarian response, and post-conflict reconstruction projects. The Staff Assistant reports directly to the Peace Corps Response Director and carries out administrative functions in support of the Peace Corps Response staff and program. The United Nations Volunteer (UNV) program is also managed within the Peace Corps Response. Peace Corps Response Program Support 38% Applies various appointing authority criteria, qualification standards, and employment regulations and procedures to assist supervisors and managers in recruiting and selecting applicants for employment. Provides information to managers on legal/regulatory requirements, and available staffing options. Applies an extensive body of Human Resources employment rules and procedures to limited technical projects, such as determining the skills needed for lower-graded jobs being filled by appointments under special hiring authorities, e.g., summer employment programs or Schedule A authorities. Uses Avue Digital Services' (ADS) Recruitment, Retention and Staffing Module to review and identify the basic qualification questions to include in the applicant questionnaire for selected positions. Uses ADS to review applicants' responses to the basic qualifications and ranking questions in the on-line application. Conducts pre-employment interviews, explaining Federal employment benefits to applicants, obtaining employment reference checks, and conducting post-placement counseling when required. Independently performs tasks that are characterized by complicating issues. Based on experience and past practice, determines the best course for the particular staffing situation. Researches applicable guidelines to determine valid flexibilities and alternatives before proceeding with assigned actions. Provides information and advice on the use of ADS services. Office Activities Coordination 33% Manages office operations for an organization with a mission that affects a wide range of agency activities. Maintains the supervisor's calendar and independently schedules appointments, training sessions, and conferences. Coordinates with subordinate supervisors to ensure that key staff members are present at meetings, and briefs the participants before meetings occur. Researches and provides background on the subject matter of meetings and conferences. Attends the meetings, prepares minutes, and follows up on action items with appropriate staff members. Independently carries out administrative and clerical support functions, coordinating with subordinate units to implement office procedures throughout the organization. Uses knowledge of assigned programs, priorities, goals, and objectives to identify workflow problems or other situations that have a negative impact on organizational efficiency. Recommends changes to rectify the problems. Serves as liaison between the supervisor and subordinate units, answering questions concerning procedures related to procuring supplies and office services. Screens all telephone calls and visitor requests, answering many procedural questions with personal knowledge of program activities. Coordinates with subordinate supervisors to determine the appropriate staff members for handling technical inquiries. Maintains awareness of the substantive programs of the office and provides information to authorized individuals. Coordinates the work of the office with officials in any of the following: other offices, foreign country offices, other Federal Departments, etc. 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. Maintains the supervisor's calendar and independently schedules appointments, training sessions, and conferences. 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. Screens all telephone calls and visitor requests, answering many procedural questions with personal knowledge of program activities. Coordinates with individuals inside and outside of the organization to determine the appropriate persons for handling technical inquiries. Data Collection and Tracking Support 16% 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. Transportation Support Work 5% Independently plans and provides a wide range of travel services which include advising on entitlements, such as for civilian employees and/or military members who are assigned to an overseas duty station; transporting dependents; carrier schedules; fares and space availability; computing and estimating costs of transportation; making travel accommodations and securing tickets; investigating lost tickets, ticket refunds, cancellations, inadequate services, and irregularly itemized receipts. Processes travel requests and authorizations. Determines best route and schedule corresponding with traveler's itinerary. Provides interpretation of governmental travel regulations. Reviews travel arrangements to ensure compliance with regulations and procedures. Serves as an advisor on transportation management matters. Provides guidance on travel and shipment regulations, procedures, and practices. Plans and prepares travel arrangements to include assembling of itineraries consisting of appropriate routes, stopovers, and times. Selects transportation modes and carriers consistent with itineraries, alternate routes, and available services. Performs claims investigations on behalf of the agency in regard to household goods damages. Verifies damage claim packages for completeness and accuracy. Coordinates short-term provision of leased or rental vehicles and drivers, to permit staff and guests to attend on- or off-site events. Provides assistance and advice to contractors involved in processing new, or disposing of surplus, agency vehicles and equipment. Communicates policies and procedures for issuing license plates, agency identification numbers and markings, and credit cards, and establishing records. Tracks payments of government credit card charges incurred by agency employees while traveling. Reviews various billing statements. Prepares monthly report showing credit card payments, fees, and outstanding charges. Notifies supervisor of suspected card misuse or delinquent payments. Uses established procedures to collect data and prepare statistical reports on transportation services, such as the usage and costs of agency-assigned motor vehicles. For example, creates reports in response to queries by agency management, the Office of Management and Budget (OMB), General Services Administration (GSA), or Congress concerning usage and costs of agency vehicles. Time and Attendance Card/Record Preparation 5% Serves as an expert source of information and guidance on T&A matters, ensuring T&A accuracy and conformance with applicable regulations. Provides training and technical guidance to other clerical and technical staff in all phases of timekeeping, and resolves the most complex timekeeping cases and questions. Maintains time and attendance records and related reports. Coordinates electronic transmission of bi-weekly T&A data to the the agency's payroll provider. Researches and answers specific questions on T&A matters. Responsible for correction of T&A listing reports received from the the agency's payroll provider. Ensures T&A accuracy and conformance with regulations. Provides organizational liaison with the the agency's payroll provider on T&A matters. 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.

Management Analyst, FP- 0343- 4

Position Number: D10440 Mgt Analyst 5/4/3 Introductory Statement: This position supports overseas operations, and is located in the Regional Offices, of Africa (AFR), Europe, Mediterranean, and Asia (EMA), or Inter-American and Pacific (IAP). The incumbent performs a full range of substantive work relating to the Region's staff. The Management Analyst is on the front line of servicing and interacting with the domestic and overseas staff for the Region. The Management Analyst performs both, hands-on and strategic roles in providing expertise in recruitment, employee relations, compensation, conflict management, organizational development, training, and more. S/he plans for and provides a wide range of liaison services to support human resources administrative activities of a complex or specialized nature, such as fostering relationships with stakeholders in implementing process improvements to maximize human resources utilization throughout the organization. This is a hybrid of an innovative analyst and a HR position embedded within the Region to work closely with management and employees on people-related issues. The Management Analyst is also instrumental in activating and driving HR initiatives within the Region, placing considerable focus on issues such as best management practices, process improvement, workforce analysis, and organizational analysis. Liaison Activities 40% 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, PC 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. Analyzes and makes recommendations for best utilization of human resources. Provides guidance and assistance to supervisors and staff on all human resources issues. Communicates, interprets, and advises on human resources policies, regulations, and procedures. Serves as Staffing Analyst for the Region. Functions as initiator of all personnel actions for domestic and overseas USDH staff. Maintains regular communication with HRM to communicate current and future personnel action needs. Performs administrative transactions such as preparation of request for personnel actions and necessary supporting documentation, cables for overseas staff, drafts and finalizes memos for approval of various administrative issues such as extensions requiring approval from the agency Director, waivers, bills of collection, etc. Reviews, analyzes, and interprets incoming human resources management requests. Recommends appropriate action or suggests alternatives. Alerts managers to problems that require PC Human Resources office intervention or correction. Keeps managers informed of the status of on-going personnel actions. Provides advice on solving a range of human resources-related problems. Alerts managers to problems that require PC Human Resources office intervention or correction. Provides orientation for new staff. Serves as liaison to other support offices in managing issues for the Region's staff members such as Transportation, the State Department, Office of the Chief Information Officer (CIO), other Regional offices, Office of Overseas Recruitment, and the Office of the Director. Workforce and Position Utilization Analysis 35% Analyzes benefits and results of existing or proposed agency standards and regulations addressing a particular staffing strategy, such as the Returned Peace Corps Volunteer Non-Competitive Employment Program or overseas staff recruiting for impact and effectiveness. Assignments focus upon discrete segments of existing agency standards, regulations, programs, or policies and are well-defined and straightforward in design and intent. Performs evaluation of candidates on rosters received from HRM to determine the candidates that will move forward to the formal paper panel process. Enlists subject matter experts to serve on the paper and interview panels. Evaluates program operations and develops proposals to restructure program areas that require redistribution of significant portions of work or positions that are distinct, but interrelated. Uses basic analytical techniques such as simple cost/benefit analysis and workflow analysis. Prepares periodical statistical analyses regarding workload and case processing time, and provides remedial measures to improve workflow.

Advises management on issues such as the distribution of work among positions/organizations or the efficient use of positions and employees in program support areas. Works with senior managers and assists in analyzing Region-wide recruitment needs, such as performing in-depth job analyses to identify the type of internal or external candidates that would best fit an assigned position. Works with HRM to draft and finalize KSA questionnaires, vacancy announcements, and other language in the vacancy announcement necessary to attract target applicants. Analyzes segments of overseas post organizational structures and management processes. Advises program managers on methods and procedures, reports, and control systems. Examples of analysis projects include a basic comparison of staff profiles and position utilization at selected overseas posts; reviewing how similar positions at posts are compensated; and other various ad hoc post analysis requests. Produces and/or presents information and findings in a variety of formats (articles, papers, studies, briefings, and other media). Presents briefings concerning non-controversial, factual information. Problem Identification and Resolution 15% Independently researches and resolves problems of a common or immediate nature. Makes recommendations for and coordinates resolutions. Provides advice and assistance to managers and staff concerning complex human resources-related issues, ensuring that personnel actions initiated comply with legal requirements and government/agency human resources policies, regulations, and procedures before submission for approval and/ or further processing by an office outside the Region. Prepares all personnel actions, tracking them through the various administrative levels of the agency. Research and Analysis Work 10% Researches and/or analyzes unstable or uncommon administrative and/or program issues such as standard and unusual circumstances effecting overseas employee allowance eligibilities, payroll questions, benefits, employee relations, etc. 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. Serves as Region's expert on the 600 series of the Peace Corps Manual and maintains familiarity with relevant sections of the Foreign Affairs Manual (FAM), Foreign Affairs Handbook (FAH), and Department of State Standardized Regulations (DSSR). 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 standard reference material, texts, and manuals covering the application of analytical methods and techniques and instructions and manuals covering the subjects involved. The employee uses judgment in choosing, interpreting, or adapting available guidelines to specific issues or subjects studied. Subjects studied may be covered by a wide variety of administrative regulations and procedural guidelines. The employee must use judgment in researching regulations and in determining the relationship between guidelines and organizational efficiency, program effectiveness, or employee productivity. Factor 4- 4 Complexity The work involves gathering information, identifying and analyzing issues, and developing recommendations to resolve substantive problems of effectiveness and efficiency of work operations in a program or program support setting. Issues, problems, or concepts are not always susceptible to direct observation and analysis. Difficulty is encountered in measuring effectiveness and productivity due to variations in the nature of administrative processes. Information about study topic is often conflicting or incomplete, cannot readily be obtained by direct means, or is otherwise difficult to document. Originality is required in refining existing work methods and techniques for application to the analysis of specific issues or resolution of problems. Factor 5- 3 Scope and Effect The purpose of the position is to plan and carry out projects to improve the efficiency and productivity of organizations and employees engaged in administrative support activities. Identifies, analyzes, and makes recommendations to resolve conventional problems and situations. May be assigned portions of broader studies of largely administrative organizations or participate in the evaluation of program effectiveness at the operating level. May develop detailed procedures and guidelines to supplement established administrative regulations or program guidance. Completed reports and recommendations influence decisions by managers concerning internal administrative operations. Factor 6- 3 Personal Contacts Personal contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice to managers on non-controversial organization or program related issues and concerns. Contacts typically involve such matters as: identification of decision-making alternatives; appraisals of success in meeting goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office.

Human Resources Specialist (Recruitment & Placement), FP0201- 3

Position Number: D09618 Introductory Statement: Recruitment and Placement 45% Processes a full range of recruitment and placement actions to include developing and issuing vacancy announcements, determining qualifications, identifying critical skill requirements, processing personnel actions, and processing noncompetitive actions in accordance with applicable rules and regulations. Ensures compliance with all internal processing requirements to maintain data integrity of automated classification and recruiting system such as Avue Digital Services' (ADS) Recruitment, Retention and Staffing Module. Consults with and advises senior Human Resources and organization managers on recruitment, examination, and selection processes, regulations, and requirements. Coordinates and advises on the implementation and utilization of automated classification and recruiting systems, tools, and processes, such as Avue Digital Services' (ADS) Recruitment, Retention and Staffing Module. Researches, defines, and documents the best practices regarding external recruitment techniques in both the Federal and private sectors; assesses their applicability to the organization's short and long-term strategic goals; adopts and implements practices where allowed; and makes recommendations to senior management on policy and regulatory revisions where needed. Proposes and develops new or revised external recruitment policies, practices, or programs to deal with workforce expansion, downsizing, and reshaping. Human Resources Advisory Services 30% Provides expert advisory, consultative, and technical services to agency program and line managers on a broad range of Human Resources issues that involve complex and controversial issues. Conducts training to new Staffing Analysts and Managers as needed. Services include solving sensitive and complex issues; advising supervisors in developing accurate position descriptions and assuming responsibility for their technical adequacy for classification purposes; consulting with management on proposed reorganizations and advising on potential effects on positions, career progression, and maximum utilization of skills. Other services include advising and counseling management on agency recruitment and placement plans and ensuring that management and employees are kept informed of new changes in Human Resources policies, procedures, and programs. Responds to Human Resources program questions and issues where there is the potential for serious impact on the agency's mission, such as hiring practices that overlap the EEO or Labor Relations areas, or involve the transition to new practices and technologies. Position Classification Work 25% Uses Avue Digital Services' (ADS) Position Design and Management Module to classify jobs and prepare necessary documentation for positions covered by the Foreign Service (FS) and/or General Schedule (GS) classification and job grading systems. Provides expert and authoritative advice on complex classification issues and problems with agency-wide impact. Collaborates with senior specialists throughout PC to ensure that the application of position classification standards is accurate and consistent. Compares positions to other like positions and to classification standards to ensure consistency in establishing compensation levels across a variety of employment programs. Shares analyses and determinations with peers; incorporates best practices and lessons learned into the standard work practices of PC classification program.

Advises on the accepted principles and rules to be applied in analyzing complex individual position and organizational structure issues, such as resolving borderline pay category issues affecting large numbers of positions; applying broadly written guides to rapidly evolving professional occupations; or resolving highly contentious mixed series/mixed grade, interdisciplinary, or impact-of-the-person-on-the-position classification issues that have widespread internal and potentially external impact. Prepares narrative evaluation statements for positions that entail precedent-setting classification decisions. These decisions may become the accepted guideline and standard for other specialists within the organization. Factor 1- 8 Knowledge Required by the Position The position requires mastery of advanced HRM principles, concepts, regulations, and practices of any applicable speciality, as well as analytical methods and techniques, and seasoned consultative skill sufficient to resolve HRM problems not susceptible to treatment by standard methods. Mastery of the relationships between subordinate and senior levels of HR management within the employing entity and/or between the organization and programs of other Federal departments, bureaus, or equivalent organizations; and a wide range of qualitative and/or quantitative methods sufficient to: 1) Design and conduct comprehensive HR studies characterized by boundaries that are extremely broad and difficult to determine in advance; 2) Identify and propose solutions to HRM problems and issues that are characterized by their breadth, importance, and severity and for which previous studies and established techniques are frequently inadequate; 3) Collaborate with and/or lead management in employing change process concepts and techniques by assessing organizational readiness for change, marketing organizational awareness, and leading change initiatives; 4) Develop recommendations for legislation that would modify the way agencies conduct programs, evaluate new or modified legislation for projected impact upon existing agency programs, or translate complex legislation to meet agency needs; 5) Plan, organize, and/or direct team efforts to persuade management officials to accept and implement recommendations, where the proposals involve substantial agency resources or require extensive changes in established procedures and methods; 6) Evaluate and make recommendations concerning overall plans and proposals for complex agency projects; 7) Develop, interpret, and analyze data extracts and reports from automated HR databases and/or develop the most efficient and effective automated systems approaches for presenting HR reports and graphics for management; 8) Provide authoritative advisory service and/or develop authoritative policy interpretations; 9) Plan, organize, and conduct research of complex legal problems that involve major areas of uncertainty in approach, methodology, or interpretation to identify appropriate courses of action; 10) Resolve problems characterized by their breadth, importance, and severity for which previous studies and techniques have proven to be inadequate; 11) Prepare recommendations to significantly change or modify one or more major programs, evaluate the content of new legislation for impact on agency programs and/or to translate legislation into program goals and objectives. Factor 2- 4 Supervisory Controls The supervisor outlines the overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment including possible stages, and possible approaches. The employee determines the most appropriate principles, practices, and methods to apply in all phases of assignments, including the approach to be taken, methodologies to be used, and the depth of research needed in providing advisory information to managers. The employee keeps the supervisor informed of progress and of potentially controversial matters. The supervisor reviews completed work for soundness of overall approach, effectiveness in meeting requirements or producing expected results, the feasibility of the recommendations provided, and adherence to requirements. Factor 3- 4 Guidelines The employee uses guidelines and precedents that are very general regarding agency policy statements and objectives. Guidelines specific to assignments are often scarce, inapplicable, or have gaps in specificity that require considerable interpretation and/or adaptation for application to issues and problems. The employee uses judgment, initiative, and resourcefulness in deviating from established methods to: modify, adapt, and/or refine broader guidelines to resolve specific complex and/or intricate issues and problems; treat specific issues or problems; research trends and patterns; develop new methods and criteria; and/or propose new policies and practices. Factor 4- 5 Complexity The work consists of addressing issues that significantly affect long-range implementation of substantive operational and/or policy program(s) throughout an agency, bureau, service, or major military command with numerous subordinate HR offices. The employee understands and interprets interrelated program issues that affect long-range program planning, design, and execution. Integrates the work of a team into authoritative report(s) outlining options, recommendations, and conclusions reached. Researches statutory, regulatory, court and/or administrative precedents, and other legal opinions or documentary material. Interprets and evaluates questionable or discrepant information and synthesizes intricate information to arrive at legally supportable conclusions. The employee develops new HR techniques and/or establishes new criteria or approaches and methods for program implementation and evaluation requiring a substantial depth of research and analysis which serve as precedents for others. Performs analyses that are complicated

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

Associate General Counsel, FP- 0905- 1

Position Number: D09016 Introductory Statement: This position is located in the Peace Corps, Office of the Director, Office of the General Counsel. The incumbent advises management officials and other staff on legal and policy matters, including the applicability of laws, regulations, and agency policy. Identifies options and their foreseeable effects on office or agency policies, programs, procedures, and methods of operation. Makes thorough, comprehensive analyses of legislation, regulations, documents, and issues in order to advise staff. Uses a high level of analytical and legal skill to render authoritative or advisory legal opinions on issues and individual cases. Interprets and drafts legislation and regulations applicable to the Peace Corps and its programs. Provides legal advice and analysis on legal issues affecting the Peace Corps, including but not limited to: ethics, personnel issues, Equal Employment Opportunity Act, Privacy Act, Freedom of Information Act, and Office of Management and Budget. Agency Liaison for Legal Issues Regarding Contract Law 40% Serves as principal attorney in charge of contract law 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 the agency, private industry; or state, local, or foreign governments on important legal and policy questions affiliated with contract law 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 contract law matters. Facilitates meetings and post-meeting question and answer sessions. Legal Advice and Guidance on International Matters 40% 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 international law matters 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 international 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 international laws, and are administratively sound, efficient, and economical in operation. Reviews international 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. Case Litigation 20% Conducts litigation of the most complex cases, as an expert in a specialized area of law. Plans, organizes, and conducts trials of the most difficult and complex cases, which typically result in the establishment of innovative trial techniques, and/or major legal precedents. Cases involve substantial sanctions against well-known entities and individuals, are highly sensitive, and otherwise generate exceptional interest on the part of the government, the defendant/respondent, and/or the public. Litigates civil and administrative proceedings brought by the the agency under federal laws. Prepares witnesses and experts for deposition and trial testimony. Argues motions in court, and attends all other court proceedings, conferences, and hearings in the litigation. Synthesizes divergent views and facts into a uniform and consistent program for the conduct of litigation. Responds to matters arising during trial, recognizing opposition tactics designed to obscure the focus of the case. Coordinates activities of staff working on the litigation.

Initiates and conducts all pre-trial, trial, and post-trial matters pertaining to the case, from outlining the scope of the case, counseling with staff members, interacting with opposing counsel, interviewing witnesses, reviewing reports, and recommending appropriate actions. Oversees the preparation, review, and revision of all case-related legal papers, briefs, and memoranda in assigned litigation cases, including injunctive actions and administrative proceedings. Prepares and files required legal pleadings, such as briefs, motions, etc., in civil and administrative proceedings. Represents the the agency in settlement and negotiation discussions at the administrative level and assists the U.S. Attorney's Office before the trial court. Represents the the agency in hearings before administrative boards. 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. Typically, the employee may sit comfortably to do the work.

Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of offices, meeting rooms, and courtrooms (e.g., use of safe work practices with office equipment, avoidance of tripping and falling, and observance of fire regulations). The work area is adequately lighted, heated, and ventilated.

Budget Officer, FP- 0560- 1

Position Number: D01489 Introductory Statement: This position is located in the Peace Corps, Office of the Chief Financial Officer, Budget and Analysis. The incumbent supervises all financial operations within a specific budget team, ensuring accuracy, timeliness, equity, and quality customer service to the program offices. Budget Formulation Oversight 35% Provides broad administrative and policy direction in the formulation and justification of budgets for an entire Federal agency. Analyzes, plans, schedules, and coordinates all phases of budgeting needed to formulate the budgets for multi-year substantive programs having impact on the budgets and programs of such entities as other Federal agencies, State and local governments, major private industrial firms, and/or foreign countries. Continually modifies long range budget plans in accordance with changes in Congressional and Presidential program goals. Adjusts long-range budget plans to reflect feedback from the budget execution process. Generates new concepts and methodologies in budget formulation. Theorizes, plans, and directs entire budgeting system for broad, emerging, or similarly critical large-scale department/agency wide programs of national or international scope where no precedent exist. Budget Execution Oversight 35% Plans and implements agency-wide program and budget guidance governing the execution of budgets. Recommends policies that impact on substantive program goals and national priorities. Coordinates and integrates current and long-range financial planning data pertaining to the budgets of several major subordinate organization with diverse programs and program needs and varying procurement, production, planning and scheduling, cost accounting, and financial and accounting systems. Analyzes, advises, and recommends solutions to budget formulation, justification, presentation, and execution problems related to multi-year appropriations. Serves as a senior expert and consultant to top the agency management officials to advise on integrating the budgeting system. Advises other budget experts throughout the the agency and/or other agencies on issues that involve applying or tailoring methods and procedures. Evaluates recommendations for new systems, methods, projects, or program resources in light of funds. Supervisory and/or Managerial Responsibilities 30% Supervises a group of employees performing work at the GS-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. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 9 Knowledge Required by the Position

Mastery of, and skill in applying, the principles, concepts, laws, and regulations of financial administration or budgeting sufficient to generate new concepts and methodologies in the field; or theorize, plan, and direct entire financial or budgeting systems for broad, emerging, or similarly critical large-scale department/agency-wide programs of national or international scope where no precedents exist; serve as senior expert and consultant to top agency management officials in financial/budgetary field; and advise other financial or budget experts throughout the agency and/or other agencies on issues that involve applying or tailoring methods and procedures developed by the employee to a variety of situations. 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- 6 Complexity The work consists of analyzing, planning, scheduling, and coordinating the amount, sequence, and timing of actions in all phases of budgeting needed to formulate the budgets for multi-year substantive programs. Such programs have extensive budgetary and financial impacts on the budgets and programs of such entities as other Federal agencies, State and local governments, major private industrial firms, and/or foreign countries. Assignments require the need to develop and submit requests to OMB and/or Congress for appropriations, reapportionment, deferrals, rescission, and borrowing from the U.S. Treasury. Continually modifies long-range budget plans in accordance with changes in Congressional and Presidential program goals. Adjusts long-range budget plans to reflect feedback from budget execution process. Plans and develops the methods for financing new or substantially revised national programs and prepares detailed recommendations and documentation for new or changed budgetary legislation needed to support major national programs. Develops strategies for presenting program budgets to OMB and to Congress. Prepares narrative and statistical evidence and justification in support of budget requests. Plans testimony for and briefs top agency officials and other agency witnesses scheduled to appear before Congressional appropriations committees. Responds to questions about budget requests raised by members of Congress and their staffs. The employee makes decisions and recommendations to address undefined issues that require much consideration and extensive analysis of the immediate and long-range implications of any action. In making decisions and recommendations, the employee must consider the intent of financial and/or budgetary and program legislation and the effect on achievement of national economic and social goals; the impact of financial and/or budgetary actions upon the finances of prime contractors; delivery of benefits and services to the general public and provision of grants and subsidies; and/or alternative ways to resolve conflicting objectives that result form important national program goals that overlap or conflict with goals of other programs or national priorities. Factor 5- 6 Scope and Effect The 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. The work effects one or more of the following outcomes: the well-being of the Nation on a long-term basis; the shaping of the character of broad national programs and/or the national economy, or the economies of foreign governments; and/or the development of wide-ranging policies that affect the overall efficiency and economy of major agency programs. Factor 6- 4 Personal Contacts

Contacts are with high-ranking officials from outside the agency at national or international levels, in highly unstructured settings. Contacts may be face-to-face and/or remote (e.g., telephone or email). Factor 7- 4 Purpose of Contacts The purpose of the contacts is to present, justify, defend, negotiate, or settle matters involving significant or controversial issues. The persons contacted typically have diverse viewpoints, goals, or objectives. This requires the employee to work with the contacts to achieve a common understanding of the problem. Often must negotiate a compromise or develop suitable problem resolution alternatives. Generally, the topics under discussion involve long-range issues or problems. Factor 8- 1 Physical Demands The work is 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- 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.

Expert, EE- 0301-0

Position Number: D09467 Introductory Statement: This is the Standard Position Description for Expert positions at Peace Corps. The incumbent of this position provides expert guidance on the problem identification and resolution, or program evaluation of major and complex Peace Corps programs, functions or systems. (See attached Statement of Work.) Problem Identification and Resolution 50% Provides authoritative guidance in the resolution of complex problems or issues impacting major agency programs. Leads analysis of projects, issues, or programs impacting all or most agency organizations. Program Evaluation 40% Conceives, plans, and conducts pioneering analyses, evaluations, or investigations of outstanding scope, difficulty, and complexity in unexplored program areas of critical importance to the agency. These evaluations affect the policies of a major department or agency, have a significant bearing on legislation, or decide between conflicting interests of extreme national or international importance. Initiates evaluation efforts, defines areas of study, monitors study and review approaches, and evaluates study results for conclusions affecting overall systems. Determines feasibility, timing, technical approach, and management of specific study proposals. Originates and establishes new study designs or techniques that are regarded as major advances that contribute substantially to further developments, or that solve problems of great importance to the field, the agency or the public. Serves as a top technical expert and recognized authority in the field, and advises and consults on a national level. Presentation of Findings and Recommendations 10% Provides authoritative findings, guidance, and recommendations on agency-wide programs. Researches, analyzes, and provides expert technical advice and assistance on complex program issues, such as issues or problems which impact major, agency-wide programs. Recommendations may pertain to complex conclusions from evaluative studies; interrelated issues concerned with cross-cutting or conflicting goals; and adherence to budget constraints as they relate to cost/benefit analysis. Recommendations impact long-range planning and implementation of program objectives. 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.

Recruitment and Placement Specialist, FP- 0301- 4

Position Number: D10375 Introductory Statement: This position is located in the Office of Peace Corps Response which houses both Peace Corps Response and United Nations Volunteers (UNV) programs. Peace Corps Response, a program within Peace Corps, places Returned Peace Corps Volunteers or Volunteers completing their two-year Peace Corps service, in short-term assignments in the areas of disaster relief and reconstruction, humanitarian response, HIV/AIDS, disaster preparedness and mitigation and post-conflict relief and reconstruction projects. The Peace Corps/United Nations Volunteer program co-sponsors Volunteers in countries where Peace Corps has an active program. The incumbent serves as a Peace Corps Response Recruitment and Placement Specialist within the office of Peace Corps Response, and is the primary staff person within the office to perform the duties of recruitment and placement of Peace Corps Response Volunteers. External Recruitment and Placement 60% Performs a full range of external placement and recruitment duties for a multi-mission, volunteer-sending organization, for which innovative and proactive recruiting strategies are needed. Positions include "hard-to-fill" and shortage categories, senior level positions, assignments requiring unusual skill combinations, or highly visible positions. Makes use of multiple recruiting strategies including targeted recruitment and leveraging of technology. Conducts recruiting outreach efforts by representing Peace Corps Response at job fairs, information sessions and meetings of targeted community groups. Voluntary Services Program Coordination 15% Plans programs and controls volunteer services program. Incumbent reviews of the applications of candidates to assess suitability for placement in an overseas assignment. Evaluates the nature, level and quality of the candidate's skills and experience, suitability to serve, and researches questions raised in the evaluation process. Provides customer service to applicants by providing assignment information. Selects the most competitive applicants and issues invitations to serve overseas. Maintains the current information and status of applicants in agency-wide database. Incumbent assists in reviewing host countries' requests for volunteers, reviews skill equivalencies, programming and assesses potential to fill based on current applicant pool. Helps to focus recruiting efforts based on anticipated requests. Recruitment Planning and Strategies 15% Identifies and addresses complex human capital issues related to recruitment and placement objectives, processes, techniques, and methodologies. Applies new approaches to resolving complex staffing issues, such as filling shortage category positions. Performs recruitment and placement activities for a multi-functional organization with overseas offices. Establishes long and short-term objectives that are designed to support the accomplishment of Peace Corps Response recruitment and placement goals, initiatives and priorities. Performs research, correlates and analyzes findings, and develops recommended actions to improve recruitment and placement support. Researches individual staffing and employment issues, recommends positive action and follows through to ensure decisions are carried out as indicated. Develops and delivers briefings and status reports and correspondence on a variety of recruiting matters. Evaluates current recruitment and placement events, trends, technology, and other factors influencing future needs. Devises contingency plans to improve Peace Corps Response's visibility and attractiveness to potential applicants. Marketing Campaign Activities 10% Assists as a team member in marketing campaigns for campus and community based recruitment drives. May serve as a team leader responsible for overall planning of campaigns, generally coordinates all aspects of campaigns, and 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. Contacts community, professional, and academic resource people and organizations, enlisting their support of local recruitment efforts. Ensures that appropriated printed materials are prepared and necessary equipment is secured for campaigns. Arranges public speaking engagements and audio-visual presentations. As necessary, makes travel accommodation and logistical arrangements related to campaigns. Travels to campaign sites and prepares written reports highlighting relevant plans activities, and results. 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.

Lead Overseas Support Specialist, FP- 0303- 4

Position Number: D10412 Introductory Statement: This position is located in the Office of Administrative Services (M/AS) in the Post Logistics and Support Division of the Peace Corps Headquarters in Washington, DC. The incumbent serves as Lead Overseas Support Specialist and is responsible to the Chief, Post Logistics and Support Division for the process management and execution of all actions necessary to purchase, and ensure delivery of pharmaceuticals, and medical and administrative supplies and equipment required by Peace Corps Posts worldwide. On a daily basis, the incumbent generally supports an assigned geographic region but must be equally capable of supporting the Division's entire range of responsibilities. Additionally, the incumbent is responsible for completion of all the financial management system requirements necessary to support the recording, obligation and liquidation of Post funds committed for each purchase processed by the Post Logistics and Support Division. The incumbent serves as a liaison with interagency branches, GSA, other Federal agencies, vendors, and the public sector as required and assists the Division Chief in the accomplishment of ad hoc project work and logistical research requirements. Agency-Wide Technical Resource 30% Uses established guidelines to perform routine support activities for overseas programs in one or more geographic regions for the ordering and shipping of medical supplies, pharmaceuticals, and equipment for overseas Posts. Researches, develops, or obtains information necessary for management of sectoral programs, identifies implications for agency policies, programs, and strategies, and transfers needed information to Posts. Maintains constant interface with overseas Post staffs, and Headquarters representatives for overseas Posts keeping them apprised of the status of pending procurements, required resolutions of funding issues and delivery/shipping timeliness. Serves as a primary Agency liaison with overseas Posts, U.S. Public Health Service and other supply agencies for overseas requisitions, worldwide shipping matters and general assistance to overseas Posts and visiting staff. Performs research necessary for all specialized equipment, supplies, and medications for overseas Posts. Reviews policy and guidance for consistent application. Serves as front-line customer service representative and liaison to both Posts and Headquarters staffs regarding logistical support. Acquisition of Products and Services 10% Coordinates requests, researches, locates, and recommends purchasing supplies. E.G., pharmaceuticals, and medical and administrative supplies and equipment required by Peace Corps Posts worldwide. Reviews requisitions to ensure adequacy and completeness prior to initiation of purchasing action. Recommends appropriate method of procurement for requirements involving standardized specifications and established markets. Develops procurement plans by reviewing previous history, market conditions, and specifications or technical data packages. Ensures adequate price competition is available for the items or services procured. Ensures purchases are in compliance with federal regulatory guidelines. Serves as a central point of contact on assigned procurements and responds to inquiries. Audits the monthly blanket purchase agreement process as assigned by the Division Chief to ensure compliance with the standard of operations. Performs monthly closeout of each blanket purchase agreement for resolution of invoice and payment. Identifies and resolves any issues identified in the audit. Audit includes assessment of each blanket purchase agreement in accordance with Federal regulations the administration of the contract until final delivery and payments. Ensures all supplies and equipment are packaged in accordance with the State Department and Agency standard guidelines. Management of Supply Programs 25% Leads three Overseas Support Specialists and two Overseas Support Assistants. Directs and manages activities necessary for providing support to functional areas, such as supplies, furnishings, bonded storage, storage and issue, supply systems development, hazardous materials, etc. Identifies and resolves unusual problems associated with the support of a supply program functional area. Manages the budget for the functional area of the program. Develops and justifies annual projections and evaluates resource usage.

Evaluates and recommends changes in computer and systems programs to enhance the economy and effectiveness of operations. Represents the organization in meetings with external organizations for the purpose of planning, designing, acquiring, and installing systems elements to manage the functional area of the program. Evaluates program operations for adequacy, efficiency, and safety. Researches and implements new and improved methods, policies, and procedures addressing areas such as acquisition, storage, inventory, issuance, repair, and placement of supplies. Provides authoritative interpretation of policies and develops guides for specialists at the same or at lower grades in the organization. Develops statements of work for procurement and serves on contract evaluation and negotiation teams. Establishes contract evaluation criteria and methodology for the program; documents and reports contract findings. Works with other specialists and assists with specific/selected phases of the design, implementation, and evaluation of programs and projects. Supply Systems Administration 10% Evaluates, analyzes, and develops supply programs, policies, methods, or procedures. Recommends changes, improvements, or new policies and procedures as necessary. Coordinates the operational procedures and practices implemented to ensure maximum supply, management, and logistic efficiency and effectiveness. Reviews and researches system/user problems relating to automated systems prior to submittal. Reviews requests to determine exact problem and ensure that any programming changes comply with current operating procedures and instruction. Identifies steps necessary to resolve conflicting functional requirements in database operations. Balances lower echelon operational needs with agency level information requirements. Performs similar analyst work in other related supply functional areas, such as procurement, provisioning, warehousing, etc. Develops specifications for new or improved supply applications. Ensures that product is compatible with the requirements of several supply management functions. Develops specifications, requirements, and user needs, for changes in or additions to current automated processes or procedures under development. Establishes and ensures adequate control records for non-expendable, expendable, and property of a sensitive nature. Team/Work 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 the supervisor's instructions on work priorities, methods, deadlines, and quality have been met. Prepares reports and maintains records of work accomplishments and administrative information, as required, and coordinates the preparation, presentation, and communication of work-related information to the supervisor. Estimates and reports to the team on progress in meeting established milestones and deadlines for completion of assignments, projects, and tasks. Ensures all team members are aware of and participate in planning for achievement of team goals and objectives. Performs limited human resource management functions such as approving leave for a few days or for emergencies only; resolving simple, informal complaints of employees and referring others, such as formal grievances and appeals, to the supervisor or an appropriate management official; informing employees of available employee benefits, services, and work-related activities; informing the supervisor of performance management issues/problems and recommending/requesting related actions, such as: assignments, reassignments, promotions, tour of duty changes, peer reviews, performance appraisals, awards, and recognition. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires a basic foundation of the concepts and principles of the conventional methodology required within the occupation. Practical knowledge of technical methods to perform assignments such as carrying out limited projects that involve use of specialized complicated techniques. Additionally, a general familiarity with the agency practices, policies, and procedures is required to perform assignments independently. Factor 2- 4 Supervisory Controls

The supervisor and employee develop a mutually acceptable project plan that 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 that 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- 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 or programs; 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- 3 Personal Contacts Personal contacts are with persons inside and outside of the agency in a moderately unstructured setting. 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. Contacts may also include heads of agencies 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 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.

Marketing Specialist, FP- 1001- 4

Position Number: D09839 Introductory Statement: The position of Marketing Specialist is located within the Office of Communications at the Peace Corps headquarters in Washington, DC. The Marketing Specialist works closely with the Marketing Strategist and Director of Communications, and plays an important role in the office's responsibilities to develop marketing plans to recruit new Peace Corps volunteers, communicate with the public, and build general national awareness of the agency's programs. Plans, Implements, and/or Manages Marketing Efforts or Marketing Programs 100% Plans and manages a marketing program for an agency. Develops and reviews strategies for promoting and publicizing programs and publications. Devises strategies to extend the reach of programs and publications. Works with other agency units to devise strategies to market programs and publications targeting diverse populations within the U.S. Develops strategy for working with the media to publicize office programs and materials. In collaboration with the public affairs office, drafts news releases for office initiatives. Develops and maintains mailing lists for office publicity. Oversees mailing of publicity/marketing materials and evaluates success of various efforts. Develops and implements projects to raise the profile of the program within the agency. Devises, markets, and coordinates special events. Raises funds to support efforts. Works with other office staff to ensure that such efforts support mutual needs. Regularly assesses office marketing strategies to determine their success. Using results of evaluations, devises ways to strengthen future marketing efforts. Assists in the development of agency-wide marketing plans and implementing activities that inform the public about volunteer opportunities in the Peace Corps. Maintains awareness of current marketing and advertising trends and techniques as well as vehicles for communicating the Peace Corps mission to potential volunteers (i.e, cross-promotional opportunities, product placement in television and film projects, ads. etc.). Maintains accurate and complete records and files of marketing projects. Assists in the development and implementation of the Peace Corps' Public Service Announcement campaigns, which may include 1) project management as requested for development of creative with outside advertising agency and internal design group, 2) coordination of PSA placement in print, radio, television and out-of-home media, 3) developing new PSA placement and promotion opportunities to reach target audiences and, 4) coordination with the Office of Volunteer Recruitment and Selection (VRS) regional offices on nationally driven PSA and promotional plans and execution. Tracks performance of national public service campaigns and promotions initiatives and generates monthly reports to assess the effectiveness of same. Plans for and performs evaluations of the entire volunteer services program. Assists in developing budgets and assists in tracking contractual performances of outside vendors. Participates in collateral material development and tracks usage and effectiveness of same. Works closely with the Office of Volunteer Recruitment and Selection (VRS) and regional public affairs and recruiter coordinator staff in 11 recruitment offices to continually refine collateral materials. Assists in the development and implementation of agency-wide activities to promote awareness of the Peace Corps (e.g., anniversary celebration activities, Peace Corps Week, staging, etc.). Works closely with other offices (e.g., Volunteer Recruitment and Selection, Domestic Programs, etc.) within the agency to ensure that such activities are coordinated and to maintain consistent marketing/communications message. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position Knowledge of a wide range of concepts, principles, and practices of information media functions, operations and programs; and skill in applying this knowledge to difficult and complex work assignments. Knowledge of a specialized subject matter in order to provide substantive support for research, collections, exhibits, preservation, registration and/or education/public service. 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 is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy. The incumbent keeps the supervisor informed of progress and potentially controversial matters. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results. Factor 3- 3 Guidelines Guidelines are available 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- 4 Complexity The work typically includes varied duties requiring many different information media-related processes and methods. Decisions regarding what needs to be done include the assessment of unusual circumstances, variations in approach, and incomplete or conflicting data. The work requires making many decisions concerning such things as interpretation of considerable data, planning of the work, or refinement of the methods and techniques to be used. 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- 3 Personal Contacts The personal contacts are with individuals or groups from outside the agency in a moderately unstructured setting. For example, 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. Factor 7- 3 Purpose of Contacts The purpose is to influence, motivate or interrogate persons or groups. The persons contacted may be skeptical or uncooperative. Therefore, the employee must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations. 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.

Management Analyst, FP- 0343- 3

Position Number: D10440 Mgt Analyst 5/4/3 Introductory Statement: This position supports overseas operations, and is located in the Regional Offices, of Africa (AFR), Europe, Mediterranean, and Asia (EMA), or Inter-American and Pacific (IAP). The incumbent performs a full range of substantive work relating to the Region's staff. The Management Analyst is on the front line of servicing and interacting with the domestic and overseas staff for the Region. The Management Analyst performs both, hands-on and strategic roles in providing expertise in recruitment, employee relations, compensation, conflict management, organizational development, training, and more. S/he plans for and provides a wide range of liaison services to support human resources administrative activities of a complex or specialized nature, such as fostering relationships with stakeholders in implementing process improvements to maximize human resources utilization throughout the organization. This is a hybrid of an innovative analyst and a HR position embedded within the Region to work closely with management and employees on people-related issues. The Management Analyst is also instrumental in activating and driving HR initiatives within the Region, placing considerable focus on issues such as best management practices, process improvement, workforce analysis, and organizational analysis. Workforce and Position Utilization Analysis 35% Analyzes benefits and results of existing or proposed agency standards and regulations addressing a particular staffing strategy, such as the Returned Peace Corps Volunteer Non-Competitive Employment Program or overseas staff recruiting for impact and effectiveness. Assignments focus upon discrete segments of existing agency standards, regulations, programs, or policies and are well-defined and straightforward in design and intent. Performs evaluation of candidates on rosters received from HRM to determine the candidates that will move forward to the formal paper panel process. Enlists subject matter experts to serve on the paper and interview panels. Serves as a technical expert, providing advisory services on the entire spectrum of recruitment and placement issues. Identifies and addresses the most difficult recruitment issues surrounding workforce planning and analysis, applicant recruitment, candidate referrals, qualification dispute resolution, and/or use of various placement options. Works with HRM to draft and finalize KSA questionnaires, vacancy announcements, and other language in the vacancy announcement necessary to attract target applicants. Assists in developing proposals to merge or establish new organizational units within an existing organization for the purpose of improving workforce distribution, position management structures, efficiency, effectiveness, or productivity. Performs organizational and/or manpower utilization studies on a limited scale to identify and develop improvements in the efficiency of manpower and work methods. Recommends changes to meet evolving human resource requirements caused by adjustments in program policies and operations, or by contingencies. Plans, develops, and conducts internal review studies, ensuring that all human resource options are fully considered and utilized. Performs workforce analysis of domestic and overseas work units in order to utilize optimal recruitment and placement strategies including demand forecasts, supply projections, gap analyses, and strategic planning including creation of recruitment plans as needed. Advises management on issues such as the distribution of work among positions/organizations or the efficient use of positions and employees in program support areas. As an expert analyst, coordinates team efforts in conducting comprehensive studies or projects dealing with significant changes in workforce distribution, positions, or related organizational structures. Uses complex analytical techniques and trains other team members in their use. Produces and/or presents information and findings in a variety of formats (articles, papers, studies, briefings, and other media). Presents briefings concerning non-controversial, factual information. Initiates contacts with PC employees, supervisors, and managers to give technical advice and guidance on management-related problems or issues. Provides advice and guidance regarding complex and unprecedented issues. Develops new organizational structures, methods, and management processes. Counsels and advises program managers on methods and procedures, management surveys, management reports, and control techniques. Initiates contacts with PC employees, supervisors, and managers to give technical advice and guidance on management-related problems or issues. Provides advice and guidance regarding complex and unprecedented issues. Problem Identification and Resolution 15% Independently researches and resolves problems of a common or immediate nature. Makes recommendations for and coordinates resolutions.

Researches and identifies complex program issues or problems impacting program initiatives in major agency organizational components, such as the IAP Region's programs covering domestic and overseas operations. Makes recommendations for and coordinates resolutions and improvements. Provides advice and assistance to managers and staff concerning complex human resources-related issues, ensuring that personnel actions initiated comply with legal requirements and government/agency human resources policies, regulations, and procedures before submission for approval and/ or further processing by an office outside the Region. Prepares all personnel actions, tracking them through the various administrative levels of the agency. Research and Analysis Work 10% Provides expert analysis and advice on complex program issues such as standard and unusual circumstances effecting overseas employee allowance eligibilities, payroll questions, benefits, employee relations, etc. Based on operations and changing program requirements, identifies relevant issues. Collects relevant information from many varied sources, some of which are difficult to access. Devises new analytical techniques to evaluate findings. Makes authoritative recommendations. Serves as Region's expert on the 600 series of the Peace Corps Manual as well as relevant sections of the Foreign Affairs Manual (FAM), Foreign Affairs Handbook (FAH), and Department of State Standardized Regulations (DSSR). Liaison Activities 40% Serves as Staffing Analyst for the Region. Functions as initiator of all personnel actions for domestic and overseas USDH staff. Maintains regular communication with HRM to communicate current and future personnel action needs. Performs administrative transactions such as preparation of request for personnel actions and necessary supporting documentation, cables for overseas staff, drafts and finalizes memos for approval of various administrative issues such as extensions requiring approval from the agency Director, waivers, bills of collection, etc. Independently performs human resources management liaison and advisory services for an organization with human resources issues of a complex or specialized nature. The solutions to the human resources problems and requests for assistance encountered require analysis of a number of different variables and issues which point towards either conflicting decisions or which apply only very generally, such as precedent decisions or occupational standards which deal with quite different kinds of situations. Serves as primary liaison with the PC Human Resources office. Reviews, analyzes, and provides advice on human resources management requests submitted by managers. Recommends appropriate action or suggests alternatives. Analyzes and makes recommendations for best utilization of human resources in the organization. Provides guidance and assistance to supervisors and staff on all human resources issues. Communicates, interprets, and advises on human resources policies, regulations, and procedures. Calls management's attention to problems that require PC Human Resources office intervention or correction. Provides orientation for new staff. Keeps managers informed of the status of on-going personnel actions. Provides advice on solving complex human resources-related problems. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires: (1) Mastery of a wide range of qualitative and/or quantitative methods for the assessment and improvement of program effectiveness or the improvement of complex management processes and systems; (2) Comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs; (3) Knowledge of agency program goals and objectives, the sequence and timing of key program events and milestones, and methods of evaluating the worth of program accomplishments; and (4) Skill to plan, organize, and direct team study work and to negotiate effectively with management to accept and implement recommendations where the proposals involve substantial agency resources, require extensive changes in established procedures, or may be in conflict with the desires of the activity studied. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines

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

Expert, EE- 0301-00

Position Number: d04025 Introductory Statement: This is the Standard Position Description for Expert positions at Peace Corps. The incumbent of this position provides expert guidance on the problem identification and resolution, or program evaluation of major and complex Peace Corps programs, functions or systems. (See attached Statement of Work.) Problem Identification and Resolution 50% Provides authoritative guidance in the resolution of complex problems or issues impacting major agency programs. Leads analysis of projects, issues, or programs impacting all or most agency organizations. Program Evaluation 40% Conceives, plans, and conducts pioneering analyses, evaluations, or investigations of outstanding scope, difficulty, and complexity in unexplored program areas of critical importance to the agency. These evaluations affect the policies of a major department or agency, have a significant bearing on legislation, or decide between conflicting interests of extreme national or international importance. Initiates evaluation efforts, defines areas of study, monitors study and review approaches, and evaluates study results for conclusions affecting overall systems. Determines feasibility, timing, technical approach, and management of specific study proposals. Originates and establishes new study designs or techniques that are regarded as major advances that contribute substantially to further developments, or that solve problems of great importance to the field, the agency or the public. Serves as a top technical expert and recognized authority in the field, and advises and consults on a national level. Presentation of Findings and Recommendations 10% Provides authoritative findings, guidance, and recommendations on agency-wide programs. Researches, analyzes, and provides expert technical advice and assistance on complex program issues, such as issues or problems which impact major, agency-wide programs. Recommendations may pertain to complex conclusions from evaluative studies; interrelated issues concerned with cross-cutting or conflicting goals; and adherence to budget constraints as they relate to cost/benefit analysis. Recommendations impact long-range planning and implementation of program objectives. 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.

Program and Training Advisor(HIV/AIDS), FP- 0301- 2

Position Number: D10155 Introductory Statement: Located in the Office of the Director, under the supervision of the Peace Corps Global AIDS Coordinator, the advisor will provide guidance and support for Peace Corps' response to HIV/AIDS in the countries that have Peace Corps programs, Peace Corps Volunteers and/or Peace Corps Response Volunteers. This role includes the involvement of the Peace Corps in the President's Emergency Plan for AIDS Relief (PEPFAR). Program Evaluation 50% Conceives, plans, and conducts pioneering analyses, evaluations, or investigations of outstanding scope, difficulty, and complexity in unexplored program areas of critical importance to the agency. Analyses examine highly unstructured and interconnected problems involving controversial and complex administrative or programmatic issues and problems. These evaluations affect the policies of a major department or agency, have a significant bearing on legislation, or decide between conflicting interests of extreme national or international importance. Duties involve enhancement of field staff HIV/AIDS knowledge and programming and training skills; Improving understanding of local concerns around HIV prevention, HIV testing and counseling, prevention of mother to child transmission of HIV, orphans and vulnerable children, etc., and how posts' can address these issues in programming and training; improving staff skills in HIV/AIDS programming and training; assisting in sharing best practices and lessons learned, including shadowing, mentoring and staff exchanges as well as the development of resource toolkits and templates; assisting in the adaptation of proven behavior change program models for use by posts; collaborating with other Peace Corps offices to plan and implement workshops for staff, Volunteers and counterparts. Ensures that such workshops include post involvement in establishing need, developing the design and budget, and implementing the workshops. Assists in distilling and summarizing technical documents. Assists in developing Volunteer Activity Descriptions (VAD) for Peace Corps Volunteers and project descriptions for Peace Corps Response Volunteers. Establishes, maintains and shares a talent bank of local trainers, programmers, and other HIV/AIDS technical assistance providers. Serves as a top technical expert and recognized authority in the field, and advises and consults on a national level. Assists in improvement of monitoring and evaluation of Volunteers' HIV/AIDS activities. Assists staff in developing systems to report programmatic and financial activities, particularly under PEPFAR guidelines. Improves staff understanding of performance indicators and measurement issues. Develops cost effective data collection and analysis methods. Participates in programmatic reviews and evaluations at posts. Program and Policy Advice and Guidance 50% Provides expert advice and guidance on government programs and policies that are of significant interest to the public and Congress, e.g., the programs cut across or strongly influence a number of agencies, and/or the employee's recommendations directly impact key governmental functions or result in substantial redirection of Federal efforts or policies related to major national issues. In close collaboration with the field (e.g., country directors, program and training officers, associate peace corps directors, sub regional programming and training coordinators, etc.) and headquarters staff (e.g., regional director, program and training advisor, technical specialist, etc.), and in accordance with agreed upon priorities, guidance and support, duties include development and periodic review of an agency-wide HIV/AIDS strategy, policy and guidance. Provides assessment and refinement of field strategies and partnerships, providing assistance in their development. Analyzes posts' comparative advantages within their countries' PEPFAR strategies, and recommends how posts can more effectively work with the in-country teams. Assists in drafting annual PEPFAR country operational plans, including HIV/AIDS sections of the Integrated Planning and Budget System (IPBS). Analyzes possibilities for developing collaborative partnerships with other organizations. Assists in developing achievable targets and benchmarks of impact and coverage. Reviews and recommends enhancement of posts' programming and training relative to HIV/AIDS, including staffing needs. Provides extensive interpretation for many different and unrelated program processes and methods. Participates in PEPFAR working groups established by the Office of the U.S. Global AIDS Coordinator at the Department of State. Reviews country operational plans and strategies presented by U.S. government teams in the field for PEPFAR. Reviews policy issues as part of the above teams and/or working groups, making recommendations for policy and guidance. Participates in technical assistance trips to the field as part of these teams and/or working groups. Shares technical information and resources from these teams with posts. Oversees Peace Corps' staff's participation on these work groups.

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.

Senior Advisor to the Chief of Staff, FP- 0301- 1

Position Number: D10593 Introductory Statement: The incumbent is a member of the Directors senior staff. As such, the incumbent is privy to the philosophies of the Peace Corps Director. A confidential relationship between the Director and the incumbent is imperative as the incumbent speaks for the Director and is expected to reflect the Directors philosophies in conversations with leading figures of the government, business, and other groups. The incumbent also represents the views and directions of the Director in communications with agency managers, program officials, and the public. The incumbent plays a senior level role in the leadership of the Peace Corps, with responsibility for developing and implementing the Directors broad guidance for Peace Corps program operations and/or support within the organization to which assigned. Problem Identification and Resolution 25% Provides authoritative guidance in the resolution of complex problems or issues impacting major agency programs. Leads analysis of projects, issues, or programs impacting all or most agency organizations. Program Planning and Management 25% Serves as the lead in developing strategies for planning and developing major agency programs of national scope and impact. Participates in the development and documentation of long- and short-range planning efforts. Reviews long- and short-range plans, resource projections, priorities, justifications, etc. Makes recommendations on planning efforts that can be undertaken within existing resource levels and advises on the impact of efforts that require additional resources. Prepares and contributes to reports and other presentations on program planning and evaluation. Designs and conducts a wide variety of comprehensive studies and detailed analyses of complex functions and processes related to long-range planning. Identifies and proposes solutions to management problems which are of major importance to planning program direction. Prepares recommendations which impact the way in which planning is carried out. Develops, coordinates, and implements strategic plans to include mission, goals, objectives, and implementation strategies. Formulates and implements plans to improve program policies, practices, methods, and organizational structure. Assigns responsibilities for carrying out objectives, coordinates and directs the work among several organizational units, sets performance targets, and resolves differences where required. Handles complex program issues and provides authoritative guidance. Coordinates requirements among organizational units in the formative stages of program initiation, project design, project implementation, and management of ongoing programs. Translates management goals and objectives into effective operations and establishes control systems and progress reporting requirements that monitor production goals or program priorities in order to evaluate progress and results. Adjusts progress schedules and priorities to meet new requirements or unforeseen situations. Exercises overall responsibility for the annual review of operations and cost allocations, and the maintenance of performance standards for organizational units. Evaluates and analyzes statistics to ascertain overall staffing needs and to forecast future needs. Coordinates building and equipment needs with the proper authorities. Conducts space surveys and prepares relocation plans and relocations as needed. Special Project Planning or Accomplishment 25% Provides authoritative guidance and leadership to special projects impacting one or several major agency organizations. Leads, conducts or participates in complex management studies and reviews--particularly those with wide or significant effect upon agency's organizational structure, policy, processes, operations, fiscal control and economy and those where the boundaries of the studies may be broad. Organizes assigned projects; plans, organizes and directs team study work. Selects qualitative and/or quantitative methodologies appropriate to the subject under examination. Identifies and collects necessary data including legislative and program data and interviews with senior management, program officials, employees and supervisors; assembles and assesses information gathered; formulates findings, conclusions, and recommendations; presents results in written and/or oral form, which are well-organized, supportable and clearly expressed. Presentation of Findings and Recommendations 25%

Provides authoritative findings, guidance, and recommendations on agency-wide programs. Researches, analyzes, and provides expert technical advice and assistance on complex program issues, such as issues or problems which impact major, agency-wide programs. Recommendations may pertain to complex conclusions from evaluative studies; interrelated issues concerned with cross-cutting or conflicting goals; and adherence to budget constraints as they relate to cost/benefit analysis. Recommendations impact long-range planning and implementation of program objectives. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position 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.

Deputy Director, EX- 0301- 4

Position Number: D09216 Introductory Statement: The Peace Corps Deputy Director is appointed by the President with the advice and consent of the Senate and is the first assistant to the Director of the agency, performing, such duties as the Director delegates. As such, the Deputy Director may be called upon to assist the Director in the management and direction of all aspects of the Peace Corps. All of the responsibilities are specifically subject to the discretion of the Peace Corps, in accordance with statutory provisions. In the event of a vacancy in the Office of the Director of the Peace Corps, the Deputy Director becomes Acting Director of the Peace Corps and performs all the functions delegated to the Director by the President. Policy Development 25% Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Articulates Peace Corps policy, plans, goals, and accomplishments to the people of the United States as determined by the Director of the Peace Corps. Translates new legislation into program goals, actions, and policies, interpreting the impact of new legislative requirements on agency programs. Recognized as an agency authority in formulating new policies and program objectives that have a broad or long-range impact on one or more significant programs of the agency. Provides management and consulting services to top executives of the agency on change management and internal business process improvements to improve the effectiveness of major agency operations and functions. Program Management and Oversight 25% Provides executive direction to the Peace Corps, overseeing its programs and activities and establishing Peace Corps policy as determined by the Director of the Peace Corps. Has overall responsibility, as well as delegated authority, for the oversight and administration of broad, emerging, and/or critical agency programs or operations. Primarily responsible for the direction and management of large-scale agency programs and operations to efficiently achieve specified goals and objectives. Evaluates current and proposed programs and operations and recommends actions to initiate, modify, or discontinue projects as needed. Receives administrative direction in terms of the broadly defined missions and functions of the agency. Interviews and recommends candidates for vacancies, evaluates staff, handles grievances and disciplinary actions, recommends promotions and special commendations, and implements or recommends training programs as appropriate. Promotes the spirit and practice of diversity and/or Equal Employment Opportunity programs, ensuring that the commitment to equal opportunity without regard to race, color, religion, sex, and national origin is carried forward in all aspects of Human Resources management. 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 the agency; senior staff of other Federal, state, and local government agencies; and private sector clients and vendors on agency matters. Consults with representatives of foreign governments and international organizations in furtherance of Peace Corps' mission. Consults with the Secretary of State, the Director of the Office of Management and Budget, the Administrator of the Agency for International Development, and other U.S. Government officials to coordinate Peace Corps programs and activities with those of other agencies of the Executive Branch. 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 25%

Establishes and maintains effective working relationships with various high-level individuals, including Members of Congress and their staff, other legislative and executive agencies, executives of major corporations, and distinguished members of the public. Establishes and maintains close and cooperative working relationships with the agency or department management and officials, government agencies, and other institutions with related interests, in order to advance the programs and objectives of the agency. Communicates with the management team on the status of different work activities and efforts. Reports regularly on the effectiveness of specific programs. Actively participates in boards and committees as the representative of the agency in dealing with matters which extend well beyond the assigned program responsibility. Serves as the principal representative and consultant for the agency at interagency and international meetings dealing with issues and information in the area of expertise and program responsibility. Factor 1- 1 Program Scope and Effect Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program managed directly involves the national interest and the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy; and has a pervasive impact on the general public. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 1 Supervisory/Managerial Authority Exercised Exercises delegated authority to oversee the overall planning, direction, and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational units or lower organizational levels. Approves multi-year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manages the overall work to enhance achievement of the goals and objectives. Oversees the revision of long range plans, goals, and objectives for the work directed. Manages the development of policy changes in response to changes in levels of appropriations or other legislative changes. Manages organizational changes to the organization directed, or major changes to the structure and content of the program or program segments directed. Exercises discretionary authority to approve the allocation and distribution of funds in the organization's budget. OR Exercises final authority for the full range of personnel actions and organizational design proposals recommended by subordinate supervisors, although it is possible formal clearance may be required for a few actions, such as removals and incentive awards above set dollar levels. Factor 4- 1 Nature of Contacts Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation for these meetings typically includes using briefing packages or similar presentation materials that requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside the employing agency, such as top- and mid-level corporate executives or national officers of employee organizations; - Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature; - Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments;

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

Executive Secretary, FP- 0318- 5

Position Number: D09743 Introductory Statement: This position is located in the Inter-America and Pacific Region (IAP) office of the Peace Corps. The purpose of the position is to perform a variety of administrative support tasks for the Regional Director (RD). Office Activities Coordination 50% Coordinates extensively with disparate organizational elements to direct the administrative work of the organization, based on knowledge of the agency's mission, function, and substantive programs. The organization has multiple levels of hierarchy and disparate technical functions that require formal administrative controls and different reporting structures to accomplish the substantive work of the organization. Exercises exclusive control over the Regional Director's calendar, with complete authority for time commitments. Schedules and prioritizes appointments and meetings for the supervisor, accepting or declining invitations on own initiative and in accordance with protocol requirements. Coordinates meeting and conferences inlcuding locations, dates, participants, and agendas. Researches background information and sends it to meeting participants. On own initiative assesses and recommends office policy changes to remedy conventional situations, and installs administrative procedures that affect subordinate organizational segments. Answers questions concerning policies and procedures related to obtaining supplies and services. Coordinates the purchase of equipment and services for the organization. Follows standard procedures for procuring, authorizing, controlling, and justifying purchases. Screens all telephone calls and personal visitors, who frequently represent the highest levels of international, national, state, and local governments or major businesses. Personally handles routine inquiries and those requiring knowledge of the organization's activities or its internal administrative procedures. Refers inquiries requiring technical program knowledge to an appropriate staff member for follow up. Remaining inquiries are sent to the Regional Director's attention with supporting background materials. Provides support and assistance to the Regional Director by researching and analyzing issues relating to ECAM administration. This involves study and analysis of a variety of applicable materials, contact with appropriate PC officials, collection and display of data, and provision of preliminary recommendations. As appropriate, drafts related letters, reports and analyses. Arranges Regional Director's domestic and overseas travel, arranging schedules of visits, making transportation and hotel reservations, notifying organizations and officials to be visited, keeping in touch with the Regional Director en route, and submitting travel vouchers and reports. Mail, Correspondence, and Document Processing 50% Acts as the office manager, devising and installing administrative procedures and practices, and ensuring that they are followed consistently in subordinate offices. Instructs unit administrative, clerical, and support staff regarding such matters as correspondence preparation, publications maintenance, and correspondence handling procedures. Coordinates extensively with disparate organizational elements to direct correspondence services for the organization, based on knowledge of the agency's mission, function, and substantive programs. The organization has multiple levels of hierarchy and disparate technical functions, requiring formal administrative controls and different reporting structures to accomplish the work of the organization. Receives all correspondence for the Regional Director. Replies to mail not requiring the Regional Director's attention, routing all other matters to the appropriate subordinate unit. Maintains a sophisticated correspondence tracking system to ensure that deadlines are met and assignments are completed. Signs correspondence and certain procedural authorizations in the name of the Regional Director when previous instructions have covered them. Screens all publications, directives, and periodicals, bringing items of significance to the Regional Director's attention. Receives requests from other organizations within the agency for information concerning programs under the Regional Director's control. Such material is frequently specialized, sensitive in nature, or difficult to gather because it is scattered in multiple documents. Conducts research as needed from available files and records. Frequently obtains data over the telephone and organizes it into the appropriate format. Assembles the requested information personally or follows up to ensure that subordinates submit required responses within specified deadlines.

Reviews outgoing correspondence for clarity, consistency, completeness, and compliance to organizational policy. Discusses unsatisfactory correspondence directly with the originator and arranges for rewriting. Contacts top-level officials to develop information and assemble data not readily available for use by the supervisor in replying to correspondence. Develops materials for the Regional Director's use in public speaking engagements. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position Knowledge Type IV The work of this position has, as a continuing requirement, a basic foundation of administrative concepts, principles and practices sufficient to perform independently duties involving eliminating conflict and duplication of work, determining when new procedures are needed, studying and evaluating office equipment, and recommending restructuring of clerical activities in the office and subordinate offices; skill in adapting policies and procedures to emergency situations and establishing new procedures to meet new situations; skill in recognizing how and when certain policies, procedures, or guidelines would be confusing to others; and a comprehensive knowledge of the supervisor's policies and views on all significant matters affecting the organization. The organization in which the position is located is considered to be a Work Situation C organization. The manager directs a major organization. The organization may have its own administrative staff such as human resources specialists, management analysts, and budget analysts. The manager at this level has a high degree of autonomy and responsibility for making decisions in long-term planning, resources commitment, program evaluation, and impact on relationships with outside groups. The organization requires extensive formal clearances and procedural controls and one or more of the following is likely to apply: (1) the program is interlocked with the programs of other departments, agencies or organizations; (2) fluctuating conditions outside of the organization frequently require organizational, procedural or program adjustments; and (3) active and extensive public interest or participation in the program requires the manager to spend a substantial portion of time interacting with interest groups, the media, academia, officials of state and local governments, or community leaders. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives of the work. The secretary and the supervisor, in consultation, develop the deadlines and the work to be done. The secretary handles a wide variety of simulations and conflicts requiring use of initiative to determine the approach to be taken or methods to use. The organization is of such size and of such scope that many complex office problems arise which are handled independently by the secretary and cannot be brought to the attention of the supervisor. Completed work is reviewed only for overall effectiveness. Factor 3- 3 Guidelines Guidelines include a large body of unwritten policies, precedents, and practices which are not completely applicable to the work or are not specific and which deal with matters relating to judgment, efficiency, and relative priorities rather than with procedural concerns. The secretary applies and adapts guidelines to specific problems for which guidelines are not clearly applicable. Factor 4- 3 Complexity The work includes various duties involving different and unrelated steps, processes, and methods. Decisions regarding what needs to be done, and how to accomplish them, are based on the secretary's knowledge of the duties, priorities, commitments, policies, and program goals of the supervisor and the staff and involve analysis of the subject, phase, or issues involved in each assignment. The chosen course of action is selected from many alternatives. Factor 5- 2 Scope and Effect The purpose of the position is to carry out specific procedures and affects the accuracy and reliability of further processes. The position relieves the supervisor of various routine and administrative work items and ensures that the work conforms to the appropriate policies and procedures. Factor 6- 2 Personal Contacts The personal contacts are with employees in the same agency but outside the immediate organization. People contacted are engaged in different functions, missions, and kinds of work than are people in the secretary's organization. The contacts are with members of the general public, as individuals or in groups, in a moderately structured setting (as in the case where contacts are established on a routine basis but the exact purpose of the contact may be unclear at first). Visitors and callers contact the office or are contacted by the office for several different purposes, to receive one of several different services, or to find several kinds of information. The secretary must clarify the reason for the contact with

the office. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan, coordinate, and advise on work efforts to resolve operating problems. Such contacts might include solving problems, following up on commitments, or arranging meetings. Factor 8- 1 Physical Demands The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking, standing, bending, and carrying of light items like papers or books. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts and requires normal safety precautions typical of such places as meeting and training rooms, libraries, or commercial vehicles. The work area is adequately lighted, heated, and ventilated.

APCD (TEFL), FP- 0301- 4

Position Number: D10414 Introductory Statement: This position is located in a Peace Corps country office overseas. The purpose of this position is to translate host country assistance requests into viable, effective projects; to coordinate those projects; to provide technical and personal support to assigned Peace Corps Volunteers (PCVs); and to ensure the maintenance of a quality Peace Corps program overall. Associate Peace Corps Directors (APCD) typically manage 20 to 40 PCVs who perform work in one or more technical areas. Programming and Project Management 40% Gathers information, identifies and analyzes issues, and develops recommendations to resolve substantive problems of effectiveness and efficiency of work operations in a program or program support setting. Adapts analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity. Participates with the primary staff of the serviced organization in developing and organizing policies and programs and other related concerns for program management. Participates in the development of new plans, schedules, or methods to accommodate changing program requirements. Identifies objectives based on an analysis of interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs, such as those implemented at a regional or comparable level. Determines approach to achieve objectives, identifies specific steps, and decides on meetings, information, and other input. Assists in developing, organizing, and implementing functional short- and long-range plans. Estimates resources required. Revises program operations for consistency with strategies and program emphasis. Participates in general management reviews. Conducts functional inspections for compliance with policies, plans, regulations, and work planning. Adapts guidance to particular requirements, such as modifying verbal presentations to suit participant groups' needs and interests. Revises project plans annually as part of PC/Headquarters' annual review. Surveys potential PCV sites and evaluates all aspects; including opportunities for meaningful work, living conditions, opportunities for community involvement, and the availability of supporting resources. Ascertains safety situation for PCVs, including the adequacy of transportation and communications for emergency evacuation purposes. Works with the community at each site to prepare them for the assignment of a PCV. Prepares program-related correspondence, reports, and/or other written materials associated with established organizational programs, policies, and/or operations. Gathers additional information about organizational functions or workload as needed to recommend program actions and/or policies. Establishes working relationships with the host country government, communities, non-governmental organizations, and other institutions to encourage maximum participation in, and support for, PCV projects. Briefs on-site host country supervisors and counterparts on projects and PCV roles. Maintains liaison with relevant ministries and organizations concerning PCV supervision, safety, housing, technical support, and project implementation. Volunteer Support 35% Plans for/administers volunteer service programs and manages budget. Responsible for the control, coordination, and acceptance of all gifts and donations through the voluntary service program. Manages the two control points for the services as well as all general post fund accounts. Makes recommendations for budget forecasts and equipment request. Delegated the authority to incur expenses by receipting for supplies, equipment, and services. Oversees the overall professional development of assigned Volunteers. Develops or revises sector specific training objectives, modules, and session designs for Pre-Service and In-Service Training. Coordinates the hiring of sector specific Pre-Service Training (PST) technical trainers. Presents PST and In-Service Training (IST) technical sessions. In consultation with PST staff, evaluates Peace Corps Trainees and assigns them to specific sites. Implements or assists other staff with the administration of ISTs. Maintains ongoing communication with and support to each assigned Volunteer. Conducts regular site visits to monitor PCV's project work and personal adaptation. Helps PCVs evaluate their work and plan for the future. Provides technical guidance to PCVs including responding to PCV requests for technical information.. Counsels PCV's on their cross-cultural adaptation and professional development. Supports PCVs in dealing with personal problems, crises at home (e.g. death in the family), and site difficulties. Advises PCVs on their options and assists with any needed administrative action. Refers PCVs to Medical Officer or Country Director.

Alerts the Country Director in any problematic job-related, security or health issues that arise at Volunteer work sites. Evaluates the situation and recommends the evacuation, temporary withdrawal, or continued presence of the PCV in consultation with local and national authorities, the CD, the Peace Corps Medical Officer, and Peace Corps safety and security specialists. Works with PCVs to identify community projects and discusses with PCVs the advisability of seeking external funding. Reviews and approves/disapproves Volunteer community projects involving requests for external support. If approved, assists PCVs with the application process for funding. Provides clear guidance to Volunteers regarding Peace Corps policies and enforces those policies in a fair and consistent manner. Institutes disciplinary actions when PCVs violate established policies. Informs CD of problems and recommends solutions General Management and Administration 25% Serves as a source of information and advice on program issues that require assessment of variations in approach and development of new methods and criteria. As a senior staff member at post, provides input and works on tasks effecting overall post management and the success of the Peace Corps program. Assists the CD in establishing an overall vision and mission for the country program. Provides input into the creation of the Posts strategic and operational plans. Works with other staff members to create uniform and complementary programming, training, and administrative systems. Performs long-range planning and management of agency programs where precedents are available. Fulfills fiscal responsibilities, including budget preparation, budget reporting, and maintenance of fiscal controls. Assists in completing monthly, quarterly, and annual reports. Assumes oversight responsibility for specific Peace Corps activities such as the Coverdell World Wise Schools Program, Peace Corps Partnership Program, Small Project Assistance Program, and the Gender in Development committee. Represents the Peace Corps to the U.S. Embassy, USAID, other development agencies, host country government, and non-governmental organizations, providing information on Peace Corps' purpose, philosophy, goals, program, history, and projects. Contributes to PCV welcome books, trainee handbooks, PCV handbooks, and other post documentation dealing with the recruitment, selection, placement, training, and support of PCVs. Participates in the design and implementation of the Emergency Action Plan and coordinates emergency plan meetings, resources, and contacts for assigned Volunteers. Supervises Program Assistant, i.e., hires, assigns tasks, provides training, evaluates performance, and provides feedback. Periodically serves as post duty officer responsible for weekend and after-hour emergencies and performs other relevant duties as assigned by the Country Director. This may include delegation as "Acting Country Director" in the CD's absence. Modifies qualitative and quantitative analytical methods to fit a wide range of variables, including issues, problems, or concepts that are not susceptible to direct observation and analysis. OTHER SIGNIFICANT FACTS: This position is subject to medical monitoring program. 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.

Information Technology Specialist, FP- 2210- 3

Position Number: D10145 Introductory Statement: The Change Management Specialist/ IT Project Manager, Office of the Chief Information Officer (OCIO), Division of IT Architecture, Standards and Practices (ITASP), is responsible for managing, coordinating, developing and guiding the change processes of the OCIO. The position also performs functions as a member of the Project Management Office and coordinates the work with other IT functional areas. The ITASP Division is primarily responsible for guiding the systematic development and implementation of an agency-wide enterprise architecture. Its mission is to provide the framework and processes for all future IT investments and ensure alignment of these investments with the agency strategy for growth and Volunteer support. The Change Management component of the ITASP Division ensures that standardized methods and procedures are used for efficient and prompt handling of all changes to IT services in order to minimize the impact of change related problems upon the service quality of the Agency. Change Management provides a way of managing and controlling the way changes are initiated, assessed, planned for, scheduled and implemented. IT Policy/Guidelines Development 50% Develops and implements directives to implement high-level policy changes that impact significant agency technology resource requirements. Develops and executes Agency Information Technology Change Management Program. Monitors and communicates controlled changes in the infrastructure and software environment, while preserving the integrity and service quality of the production and test environments. Oversees the development and implementation of project change management and operational change management throughout the Office of the CIO both domestically and overseas. Develops and maintains Change Management policy and guidance documentation. Ensures that standardized methods and procedures are used for efficient and prompt handling of all changes, in order to minimize the impact of change-related incidents upon service quality, and consequently improve the day-to-day operations of the organization. Documents and maintains operational processes based on industry best practices, ITIL, and standards in support of the agency System Development Life Cycle (SDLC). Evaluates operations/procedures; studies system components and determines feasibility of adapting to automation; evaluates potential operational/procedural changes and prepares cost/time estimates for completion. Ensures integrity of work products are maintained throughout the SDLC. Directs/coordinates system development, implementation, training and maintenance activities as related to the change management process; manages the implementation and maintenance of the OCIO Change Management Information System (CMIS). Manages the approval, scheduling, and coordination of changes with all components of the OCIO. Coordinates change management processes with the Peace Corps Enterprise Architecture, Capital Planning, and IT Governance processes. Chairs the Change Control Board (CCB). Schedules and manages CCB meetings; prepares agenda and distributes results. Develops and maintains intranet section for all Change Management activities. Serves as a liaison with development project managers, utilizing change management processes for items within the production or test environments that are required for testing or release. Maintains detail and summaries of change activities and statistics for the production and test environments. Manages the workflow system that documents the changes involving Hardware, Communications equipment and software, System software, as well as all documentation for procedures associated with the running, support and maintenance of live systems.

Coordinates the agency assessment of the impact, cost, benefit and risk of proposed changes, managing and co-ordinating change implementation, monitoring and reporting on implementation, reviewing and closing Change Management Requests (CMRs) . IT Project Planning and Management 50% Participates as a member of the OCIO Project Management Office (PMO). The PMO plans and manages complex IT projects involving interrelated disciplines and multiple stages of the systems development lifecycle. For example, manages IT projects for a division or bureau of an agency, and aligns the IT infrastructure with agency business requirements. Integrates systems analysis, software development, database administration, and customer support into the project plan. Updates and maintains the Project Management Office (PMO) project tracking database; produce reports as required ; maintains the PMO intranet presence. Participates in PMO sponsored events, seminars, and trainings. Performing other duties as required to maintain the integrity and effectiveness of the PMO. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position Skill in establishing policies, procedures, practices, and guidance for all aspects of a change management program. Knowledge of IT operations, resource allocation, and agency standard office automation and business application systems to analyze impact of change on system management processes (availability, change, configuration, problem, project, network and storage management, capacity planning, system performance, data modeling, charge back, service information, disaster recovery and systems security) and evaluate alternatives and potential changes. Hands on experience in managing Serena TeamTrack Operations Process Management software a significant plus. Knowledge of change management, change monitoring and performance measurements methods, tools, and techniques in order to report on status of change impact of information system components (hardware/software). Skill in producing reports and maintaining non-complex databases with MS Excel and MS Access. Knowledge of Information Technology (IT) concepts, principles, methods and practices to analyze and evaluate client/server and web architecture, operating systems, network and Internet protocols, and desktop software products. Skill in project management to coordinate and cultivate a matrixed Project Management team and to oversee various aspects of the systems planning and procurement process; conduct quality assurance procedures, develop process models, Capability Maturity Models, ISO 9000, ITIL and other quality related guidance. Training, both formal classroom and individual experience a plus. Familiarity with Project Management Institute Body of Knowledge (PMBOK) techniques and standards. Possession of or ability to obtain Project Management Institute (PMI) Project Management Professional (PMP) certification within 24 months of start date. Communication skill to consult with customers, interpret requirement analysis principles and methods; facilitate and negotiate resolution of problems; coordinate required system outages with customers; and to establish service level agreements and system performance goals . Factor 2- 4 Supervisory Controls This position reports to the Director, Information Technology Architecture, Standards and Practices, Office of the CIO. Incumbent works under the general supervision of the Chief Architect, who is available to assist in establishing priorities and assigning resources. The incumbent is responsible for planning and carrying out projects and analyses of the organization's requirements. This involves interpretation of policies, procedures, and regulations in accord with mission objectives. The employee informs the supervisor of potentially controversial matters. Completed work is reviewed by the supervisor from an overall standpoint for compatibility with other work/effectiveness in meeting requirements. The supervisor may develop a performance management plan identifying office specific duties for the incumbent to perform.

Factor 3- 4 Guidelines Guidelines consist of general agency policy, broadly stated technical objectives, or comparable guidance requiring extensive interpretation and definition. The employee must use judgment to interpret overall objectives, isolate areas that need study and devise/plan projects to accomplish objectives. As a recognized expert in his/her areas of responsibility, the incumbent must exercise considerable judgment in making unique departures/adaptations to deal with problems that may have an agency-wide effect. Factor 4- 5 Complexity Work involves design of new and/or modification of existing systems within the constraints imposed by costs and subjectmatter/sponsor specifications. The incumbent analyzes the existing and previous systems, as well as current and projected computer system capabilities, in developing numerous options and alternative systems. The incumbent is responsible for providing advice and information relating to setting up, documenting, or integrating computer software and hardware with new or updated systems as mandated by agency needs. Factor 5- 4 Scope and Effect Work involves investigating and analyzing a variety of unusual problems, questions, or conditions associated with change management; or establishment of criteria in a related specialty area. The change management function enables the Office of the CIO to manage and maintain work products developed or purchased in support of the IT operations process. Factor 6- 3 Personal Contacts Contacts are with all levels of Peace Corps management, other government agencies, the public sector, and vendor and contractor representatives, computer personnel with other agencies, professional association representatives, contractors, etc. Factor 7- 3 Purpose of Contacts The purpose of contacts is to negotiate, coordinate, and determine service requirements between offices within Peace Corps. Contact with vendors and contractors will be for the purpose of obtaining technical information regarding feasibility of purchases or contracts which involve a substantial commitment of agency funds. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Some occasional travel to Regional Recruiting Offices and overseas. One overseas trip may be required within the first 18 months of service. 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.

Information Technology Specialist (Customer Support), FP2210- 5

Position Number: D10377 Introductory Statement: This position is location in the Office of the CIO in the Operations and Infrastructure division. The Deskside Support position provides IT customer support to all staff members at Peace Corps HQ. This includes managing and implementing moves, adds and changes to staff workstations; troubleshooting hardware and software problems for staff PCs (desktops and laptops), peripherals, printers, and scanners; testing and deploying non-standard software and hardware; and participating in other projects as assigned as appropriate within this position. Deskside Support personnel must have excellent customer service skills and must be able to work both independently and as part of a small team. Customer Support and Configuration Management 60% Schedules and coordinates the acquisition, upgrade, and maintenance of customer workstations. Receives, responds to, and ensures the resolution of well-precedented customer requests for assistance, such as help center calls. Documents actions taken and gives customers guidance or training to prevent recurrence of the problem. Examines malfunctioning hardware to isolate defective parts and investigates whether inappropriate logical configurations are causing the problem. Identifies and carries out actions for immediate remedy, or recommends a cost-effective solution to management. Develops and maintains expertise in selected desktop software packages in order to provide customer assistance. Installs, configures, and tests software on customer workstations. Processes customer requests to order new hardware and software, assessing its compatibility with existing or planned systems. Monitors patterns of parts failure or repair records for quality control. Serves as liaison between customers and vendors to resolve upgrading and maintenance problems. Ensures technical conformance to customer program requirements and PC policies involving technology development and/or modernization efforts. Works with vendor representatives to solve problems with defective or malfunctioning equipment. Hardware and Software Testing and Evaluation 15% Serves as an IT Specialist for projects of limited scope, such as those that require minor adaptation of existing methods and techniques. Performs tests of standard and non-standard software to ensure compatibility with the existing environment. Applies standard techniques when evaluating and testing new technology. Administration of Information Technology Systems 15% Performs work involved in maintaining the functionality and availability of the system, such as maintaining, optimizing, and troubleshooting server hardware and software. Assists with server installations. Monitors systems performance using performance-monitoring tools. Identifies and corrects common problems and refers higher-level problems to a more experienced specialist. Works closely with customers to determine when service activities will be least disruptive. Provides customers with information and instructions concerning maintenance and servicing of the system. Assists with the configuration, upgrade, and maintenance of hardware, peripherals, and software applications to ensure optimal system performance. Identifies and specifies business requirements for new or upgraded computer hardware and peripheral equipment. Evaluates options for hardware within pre-determined specifications for capacity, unit number, and compatibility requirements. Maintenance of Computer Documentation 10% Prepares technical training materials for complex systems. Reviews documentation for clarity, accuracy, and thoroughness. Makes updates to materials accordingly. Evaluates system documentation and similar programming-related products and activities. 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- 6 Knowledge Required by the Position The position requires knowledge of, and skill in applying, most of the following: IT principles, methods, and practices in the assigned specialty area; IT systems development life cycle management concepts; performance monitoring principles and methods; quality assurance principles; technical documentation methods and procedures; systems security methods and procedures; analytical methods; and oral and written communication techniques. Performs routine and recurring assignments in the specialty area(s). Identifies and resolves issues and problems. Prepares and updates manuals, instructions, and operating procedures, and provides information and assistance to customers. Evaluates established methods and procedures and prepares recommendations for changes in methods and practices where appropriate. Ensures the application of appropriate security measures to the assignment. 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; and brings controversial information or findings to the supervisor's attention for direction. The supervisor provides assistance on controversial or unusual situations that do not have clear precedents; reviews completed work for conformity with policy, the effectiveness of the employees approach to the problem, technical soundness, and adherence to deadlines; and does not usually review in detail the methods used to complete the assignment. Factor 3- 3 Guidelines The employee uses a wide variety of reference materials and manuals; however, they are not always directly applicable to issues and problems or have gaps in specificity. Precedents are available outlining the preferred approach to more general problems or issues. The employee uses judgment in researching, choosing, interpreting, modifying, and applying available guidelines for adaptation to specific problems or issues. Factor 4- 3 Complexity Work consists of various duties that involve applying a series of different and unrelated processes and methods. The employee decides what needs to be done based on analyses of the subjects and issues related to the assignment; and selects appropriate courses of action from many acceptable alternatives. The employee identifies and analyzes important factors and conditions in order to recognize and apply an understanding of interrelationships among different IT functions and activities. Factor 5- 3 Scope and Effect The purpose of the position is to resolve a variety of common problems, questions, or situations that are dealt with in accordance with established criteria. The work affects the design, testing, implementation, operation, or support of IT systems or the quality and reliability of IT services provided. Factor 6- 2 Personal Contacts Personal contacts are with employees and managers in the agency, both inside and outside the immediate office or related units, as well as employees, representatives of private concerns, and/or the general public, in moderately structured settings. Contacts are related to technological information and developments applicable to assigned projects. Contacts with employees and managers may be from various levels in the agency, such as headquarters, regions, field offices, or other operating offices at the same location. Factor 7- 2 Purpose of Contacts The purpose of contacts is to plan, coordinate, or advise on developments and issues in the technology specialty area(s) of the position, and/or to resolve issues or operating problems by influencing or persuading people who are working toward mutual goals and have basically cooperative attitudes. Contacts typically involve identifying options for resolving problems. Factor 8- 1 Physical Demands This work will require walking and standing in conjunction with providing assistance to staff throughout the building. Employees will be required to move and lift items such as computers, monitors, papers, books, or small parts.

Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Information Technology Specialist (Customer Support), FP2210- 3

Position Number: D10377 Introductory Statement: This position is location in the Office of the CIO in the Operations and Infrastructure division. The Deskside Support position provides IT customer support to all staff members at Peace Corps HQ. This includes managing and implementing moves, adds and changes to staff workstations; troubleshooting hardware and software problems for staff PCs (desktops and laptops), peripherals, printers, and scanners; testing and deploying non-standard software and hardware; and participating in other projects as assigned as appropriate within this position. Deskside Support personnel must have excellent customer service skills and must be able to work both independently and as part of a small team. Customer Support and Configuration Management 67% Manages special projects that have a significant impact on the delivery of customer support services. Represents the customer support office in planning for the installation and implementation of new systems (e.g., upgrade to a new operating system). Leads efforts to define post-implementation support requirements. Develops service level agreements (SLAs) that define requirements and expectations for the delivery of customer support services. Develops and implements performance criteria to ensure that requirements are achieved. Leads quick-response teams in responding to customer service problems resulting from catastrophic events, such as virus infections or power outages. Consults with other experts in other specialty areas to develop integrated action plans. Issues technical bulletins via the intranet to inform customers of problems and to instruct them in taking necessary actions. Develops and updates customer policies and procedures to ensure appropriate responses to future incidents of a similar nature. Plans and coordinates actions with interagency infrastructure protection groups to ensure an integrated response to problems of a potentially extensive nature. Explores ways to upgrade or enhance the level of services provided. Implements changes in response to changes in customer requirements. Resolves issues related to the delivery of services. Keeps abreast of changes in customer mission requirements through interaction with management in customer organization. Initiates service modifications to meet changing requirements. Computer Systems Testing and Evaluation 17% Serves as a computer science expert in the design, development, test, checkout, and readiness of systems or equipment that involve new concepts and new and varied requirement problems. Acts as a technical specialist on the procedures, methods, and techniques used for checkout, acceptance testing, and preparation of software, systems, or hardware. Serves as an advisor to manufacturers, computer engineers, management, related organizations, or contractor personnel, giving authoritative advice relative to testing and evaluation. Administration of Information Technology Systems 17% Ensures the rigorous application of information security/information assurance policies, principles, and practices in the delivery of systems administration services for a major segment of an agency, such as a region or multi-state area. Resolves hardware/software interface and interoperability problems. OTHER SIGNIFICANT FACTS: Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position The position requires mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to

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

This work will require walking and standing in conjunction with providing assistance to staff throughout the building. Employees will be required to move and lift items such as computers, monitors, papers, books or small parts. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Information Technology Specialist, FP- 2210- 3

Position Number: D10124 Introductory Statement: This position serves as the Backup Administrator / ITDR Specialist is responsible for the administration, monitoring, maintenance, operation and support of the Peace Corps' domestic backup systems: Commvault Simpana (Headquarters) and Backup Exec (Domestic Regional Offices). Additionally, this position is accountable for developing and maintaining Peace Corps Information Technology Disaster Recovery (ITDR) plans, Business Impact Analysis (BIA), IT Disaster Recovery functional and integrated testing, and supporting Peace Corps Business Continuity needs. The Peace Corps current ITDR plans leverage Storage Replication (NetApp), Virtualization (VMWare) and related technologies to help ensure the Agencys continuity objectives are met. As a technical expert on the agency's infrastructure team, the incumbent will also be responsible for identifying and evaluating areas for future improvements and for infrastructure project planning and monitoring. . Administration of Information Technology Systems 30% Ensures the rigorous application of information security/information assurance policies, principles, and practices in the delivery of systems administration services for a major segment of an agency, such as a region or multi-state area. Resolves hardware/software interface and interoperability problems. Emergency Management Program Design/Review 20% Reviews and evaluates planning programs for effectiveness and integration with federal plans for a significant organizational segment of an agency. Develops plans and procedures to support the execution of an IT Disaster / Recovery plan within the large scope of a COOP test/project. Develops guidance to be used for implementing criteria and evaluating preparedness based on exercises, plans, and training. Coordinates the development of guidance with other federal officials and staff. Reviews federal, state, and local emergency response plans to determine level of preparedness and to determine the extent of planning at all levels of government. Coordinates planning committees for review of planning initiatives and coordinates policy guidance directives for program(s). IT Project Planning and Management 20% Plans and manages complex IT projects involving interrelated disciplines and multiple stages of the systems development lifecycle. For example, manages IT projects for a division or bureau of an agency, and aligns the IT infrastructure with agency business requirements. Integrates systems analysis, software development, database administration, and customer support into the project plan. Identifies customer information systems requirements, and develops project estimates, schedules, and contingency plans. Recommends the overall project plan, budget, tasks descriptions, work breakdown schedule, and deliverables. Maintains liaison with customers on technical, management, and budgetary matters concerning specific aspects of the project. Analyzes information systems requirements, and integrates subsystems. Participates in change management by reviewing configuration change requests. Develops testing strategies, plans, or scenarios. Participates in milestone project reviews, and monitors project activities/resources to mitigate risk. IT Research and Analysis Work 10% Provides expert analysis and advice on complex program related information technology (IT) issues or problems where new analytical techniques must be developed to identify and evaluate findings. Based on operations and changing program requirements, identifies relevant issues. Collects relevant information from many varied sources, some of which are difficult to access. Makes authoritative recommendations. Computer Systems Testing and Evaluation 10% Serves as a computer science expert in the design, development, test, checkout, and readiness of systems or equipment that involve new concepts and new and varied requirement problems. Acts as a technical specialist on the procedures, methods, and techniques used for checkout, acceptance testing, and preparation of software, systems, or hardware. Serves as an advisor to manufacturers, computer engineers, management, related organizations, or contractor personnel, giving authoritative advice relative to testing and evaluation. Performs additional data systems and analysis work. Emergency Management Program Evaluation 10%

Conducts and evaluates the effectiveness of established exercise programs. Distributes exercise evaluation packets for all federal evaluators and ensures timely receipt of the materials prior to exercise date. Consolidates information provided by federal evaluators. Provides written evaluation of capabilities demonstrated during emergency operations exercises, medical drills and remedial exercises or drills. OTHER SIGNIFICANT FACTS: Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position The position requires mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues. Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment including possible stages, and possible approaches. The employee determines the most appropriate principles, practices, and methods to apply in all phases of assignments, including the approach to be taken, degree of intensity, and depth of research in management advisories; frequently interprets regulations on his/her own initiative, applies new methods to resolve complex and/or intricate, controversial, or unprecedented issues and problems, and resolves most of the conflicts that arise; and keeps the supervisor informed of progress and of potentially controversial matters. The supervisor reviews completed work for soundness of overall approach, effectiveness in meeting requirements or producing expected results, the feasibility of recommendations, and adherence to requirements. The supervisor does not usually review methods used. Factor 3- 4 Guidelines The employee uses guidelines and precedents that are very general regarding agency policy statements and objectives. Guidelines specific to assignments are often scarce, inapplicable or have gaps in specificity that require considerable interpretation and/or adaptation for application to issues and problems. The employee uses judgment, initiative, and resourcefulness in deviating from established methods to modify, adapt, and/or refine broader guidelines to resolve specific complex and/or intricate issues and problems; treat specific issues or problems; research trends and patterns; develop new methods and criteria; and/or propose new policies and practices. Factor 4- 5 Complexity Work consists of a variety of duties requiring the application of many different and unrelated processes and methods to a broad range of IT activities or to the in-depth analysis of IT issues. The employee makes decisions that involve major uncertainties with regard to the most effective approach or methodology to be applied. These changes typically result from continuing changes in customer business requirements; or rapidly evolving technology in the specialty areas. The employee develops new standards, methods, and techniques; evaluates the impact of technological change; and/or conceives of solutions to highly complex technical issues. The work frequently involves integrating the activities of multiple specialty areas. Factor 5- 4 Scope and Effect

The purpose of the position is to manage IT projects for major organizations or programs of broad impact. The employee undertakes or participates in special projects, ongoing analyses, investigations and initiatives that have high priority for high-level management, such as, producing complex written reports; organizing special committees, workshops, or other gatherings; initiating program reviews; or developing or fostering cross-agency activities. The work influences new initiatives and projects to improve, facilitate, and integrate IT programs. Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings, advice, guidance, and recommendations in the technology specialty area(s) of the position. May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.