Director (Customer Support Services), FP- 2210- 1

Position Number: D10677 Introductory Statement: The Director, Customer Support Services provides leadership for and is responsible for all OCIO Help Desk Support to domestic and international Peace Corps users, training users on Peace Corps systems and equipment, and associated learning materials (reference and on-the-job performance aids.) Supervises both Peace Corps staff and contractors. Negotiates and administers outside service contracts. Provides on-going performance metrics on operations and makes recommendations for changes to policies and practices as well as enhancements to operational systems. Supervises a staff 0f ~15 people. Administers Customer Support Service Operations 35% Plans and coordinates total support services programs and operations on an agency-wide basis or with major sub-organizations that operate autonomously. The operations require consideration and integration of the specialized needs of diverse operating elements within the organization and the continual need to advise management about total support services where there are major IT or organizational processes and best practices in such areas as user training, reference support and deployments. Plans, establishes, and coordinates customer support services work to support the technology strategic direction of the agency. Makes recommendations regarding general technology policy and support services policy. Performs long- and short-range planning to ensure the most effective use of manpower, money, and materials resources within the areas of responsibility. Plans and designs programs that require innovative or substantially modified systems and procedures because of changes in functions, new legislative requirements, and technological advances. Serves as authoritative source on the technical, regulatory, and procedural aspects of systems and technology for users. Negotiates and provides oversight on contracts involving a customer support for a broad range of technical and administrative services to the agency. Manages the enterprise-wide implementation of new approaches to software development of applications and systems that serve multiple organizational levels, such as major changes to the life cycle process for development of enterprise resource planning systems. Customer Relationship Management Advice and Guidance 15% Provides expert advice and guidance on OCIO services and support to Peace Corps executives. Assists them in strategically planning for technology and innovation to enable agency programs and policies which are of significant interest to the public and Congress. Participates in OCIO strategic planning and budgeting to ensure proper support to assigned customer entities. Contacts, advises, and collaborates with high-ranking officials such as agency heads and agency councils on customer support strategies, training and service approaches. Annually, negotiates service level agreements with customer executives. Manages the activities of the Overseas IT Advisory Board to ensure their participation in planning, requirements gathering and prioritization of post technology needs. Designs agendas, leads meetings and provides regular communications to ensure field knowledge is maintained. Serves as PC's expert on oversight of national programs with precedent-setting issues. Customer Support Service Performance Management 25% Designs, develops and executes performance measurement strategy and tactics to monitor service level agreements, including help desk activity, training function, metrics selections, and analytical reporting of user enhancement requests. Makes presentations and recommendations for process, guidance and changes in OCIO operations based on analyzed data. Designs and executes audits of customer support services to ensure accurate help desk ticket coding, application of OCIO policy, excellence in user training, and accessibility and usability of reference and performance aides. Takes action based on audit results to ensure the highest level of customer support. Recommends strategic changes in tools and techniques to support organization performance. Conducts analyses of current IT user support programs, analyzes results, and prepares reports and other presentations on IT user 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. Works closely with agency regional directors to ensure excellence in overseas IT support.

Formulates and recommends plans to improve program policies, practices, methods, and organizational structure for all aspects of customer support services. 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. Plans and manages agency-wide IT projects involving innovative concepts or approaches where precedents do not exist, and large numbers of people or multiple agencies are affected. Training and Learning Materials Management 25% Develops and executes cost effective strategies for training and reference materials support for agency core systems and equipment. Identifies appropriate media and process to effectively provide global support on core systems on-demand. Researches and pilots innovative IT learning techniques and practices. Negotiates and develops Makes 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. Evaluates an agencys mission, goals, plans, business processes, and programs, and develops and implements enterprise architecture strategies and plans for an agency that address mission-critical program 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- 9 Knowledge Required by the Position The position requires mastery of IT theories, principles, concepts, standards, and practices sufficient to develop new theories, concepts, principles, standards, and methods in the IT specialty area(s); advise other IT experts throughout the agency or in other agencies on a variety of situations and issues that involve applying or adapting new theories, concepts, principles, standards, methods, or practices, that are developed by the employee or result from the employees' leadership; and serve as senior expert and consultant to top agency management officials to advise on integrating IT programs with other programs of equivalent scope and complexity. 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- 6 Complexity Work consists of broad functions and processes such as planning and leading efforts to address issues in areas of IT development where precedents do not exist and/or establishing new concepts and approaches. Assignments are characterized by exceptional breadth and intensity of effort and often involve several activities being pursued concurrently or sequentially with the support of others within or outside the agency. The employee decides what needs to be done by conducting extensive investigation and analysis of largely undefined factors and conditions to determine the nature and scope of problems and to devise solutions. The employee makes continuing efforts to develop new concepts, theories, or programs, or to solve problems involving IT systems that have previously resisted solution. Factor 5- 6 Scope and Effect

The purpose of the position is to plan, develop, and carry out broad and extensive IT assignments (e.g., involving several agencies) of significant interest to the public and the Government. Projects typically cut across or strongly influence a number of agencies. The work leads to recommendations for realigning IT responsibilities among agencies or to expand or contract key governmental functions or other equally significant changes in the future direction of IT programs. Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings, advice, guidance, and recommendations in the technology specialty area(s) of the position. May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities.

Administrative Officer, FP- 0341- 2

Position Number: D09646 Introductory Statement: This position is located within the Office of the Director. The incumbent is responsible for providing administrative support and guidance to the Director's Staff Offices. This group consists of the Offices of the Director, General Counsel, Communications, Strategic Information Research and Planning, Congressional Relations, Intergovernmental Affairs, Private Sector Initiatives, and American Diversity Programs. The incumbent also provides administrative support and guidance for critical agency initiatives including the 50th Anniversary and the implementation of the comprehensive agency assessment. Budget Formulation, Execution and Management 30% Analyzes and provides advice for administering a changing budget of expenses involving different funding sources. Reviews financial reports and resolves discrepancies with the appropriate offices. Monitors and reports on the rate of expenditures of funds. Monitors fund balances and status of programs or projects, and recommends reprogramming of funds as needed. Notifies management officials of trends toward over- and under- obligation of funds. Recommends approval or disapproval of requests for allotments and other similar funding requests. Considers financial and workload relationship that involve several matters such as the cost of supporting the needs of the changing PC mission and programs; the timing of obligations and expenditures in relations to the budget cycle and availability of funds; and the cost effectiveness of leasing or buying. Manages the budget for significant organizational component or to fulfill multi-year objectives for a program with agency-wide impact. Ensures that the component can financially support its human resources requirements and controls expenditures for that component. Participates with supervisor or other managers in reviewing office needs, plans, and goals to develop budget data and justification for review and approval. Determines resource requirements and recommends resource allocations based on priorities and needs. Serves as the organization's financial management liaison with the Chief of Staff and Deputy Director. Prepares budget package for submission to the budget office and responds to all questions from that office. Administrative Management of an Organization 30% Assures that the organization's administration is implemented in accordance with Federal and Agency regulations and policies for contracts, procurement, expenditure tracking, internal controls, personnel systems, supplies, equipment, facilities management, and administrative reporting requirements. Identifies and develops methods to resolve organizational administrative problems or cope with issues which directly affect the accomplishment of 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.Serves as an integral part of an organization's management team. 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. Provides advice and technical assistance to managers and supervisors in a wide variety of administrative program areas. Serves as primary resource person for all administrative staff in related department, providing guidance on procedures, policies, planning and systems on a day-to-day basis as well as at regularly scheduled budget reviews. HR Planning, Implementation and Management 30% Manages the staffing and human resource needs of the Director's Staff Offices, and adjust to the needs as programs or strategies change and service requirements. Assesses overall resource values and determines how best to achieve goals. Coordinates with technical personnel to resolve issues that are a result of highly unstructured and interconnected problems involving controversial and complex administrative or programmatic issues and problems such as labor relations or EEO issues. Oversees management of the personnel system for the Department including management of staffing actions and employee personnel files, and preparation of staff payroll. Establishes the full-time equivalence (FTE) plan for the Department. Conducts analyses of FTE utilization and devises and implements strategies to ensure adherence to FTE allocation. Advises management and administrative staff on how to efficiently and effectively utilize resources allocated to the Department.

Works with top management officials to provide guidance and advice on staff development, staffing and succession plans, and controversial and/or sensitive Human Resources issues. Develops position descriptions, vacancy announcements and devises recruitment strategies. Provides Information, Communications, and Liaison Services 10% Has delegated authority from the Deputy Director and Chief of Staff and exercises a broad degree of independence and applies authoritative judgment. Acts as primary liaison with critical persons and groups both inside and outside of the agency; independently handling major office issues. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires a mastery of a wide range of qualitative and/or quantitative methods for development and management of a major administrative program for the assessment and improvement of program effectiveness or the improvement of complex management processes and systems; a comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs; knowledge of agency program goals and objectives, the sequence and timing of key program events and milestones, and methods of evaluating the worth of program accomplishments; and the skill to plan organize, and direct team study work and to negotiate effectively with management to accept and implement recommendations where the proposals involve substantial agency resources, require extensive changes in established procedures, or may be in conflict with the desires of the activity studied. Factor 2- 5 Supervisory Controls As a recognized authority in the analysis and evaluation of programs and issues, the employee is subject only to administrative and policy direction concerning overall project priorities and objectives. The employee is typically delegated complete responsibility and authority to plan, schedule, and carry out major projects. Analyses, evaluations, and recommendations developed by the employee are normally reviewed by management officials only for potential influence on broad agency policy objectives and program goals. Findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines Guidelines consist of basic administrative policy statements concerning the issue or problem being studied, and may include reference to pertinent legislative history, related court decisions, state and local laws, or policy initiatives of agency management. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on program planning and evaluation in a specialized area. Factor 4- 5 Complexity Plans and manages major administrative programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting work are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 5 Scope and Effect The purpose of the position is to plan and carry out programs in various administrative areas, such as human resources, supply, records management, management and program analysis, forms management, budget, etc., to provide for the administrative support of organizations. The employee develops long-range program plans, goals, objectives, and milestones, evaluates the effectiveness of programs conducted throughout an agency. The employee identifies and develops ways to resolve problems or cope with issues which directly affect the accomplishment of principal agency program goals and objectives; develops new ways to resolve major administrative problems or plans for the most significant administrative management aspects of complex operations, such as professional or scientific programs; and/or develops administrative regulations or guidelines for the conduct of major program operations, or new criteria for measuring program accomplishments. The services and recommendations provided are of major significance to the top management officials of the agency, and often serve as the basis for new administrative systems, legislation, regulations,

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

Supervisory Information Technology Specialist (Policy and Planning), FP- 2210- 2

Position Number: D09705 Introductory Statement: The Office of IT Architecture, Standards, and Practices is an independent office reporting to the CIO. As Director of IT Architecture, Standards, and Practices, the incumbent is the Chief Architect for the Peace Corps and functions as a Supervisory IT Specialist with Agency-wide responsibility for all activities associated with the planning, development, implementation, management, and support of the Enterprise Architecture and IT Standards, Governance, and Investment Management Programs for the Peace Corps. The individual guides the Agency transition toward use of the Agency and federal enterprise architectures. The purpose of the Peace Corps EA Program is to increase IT user productivity by improving business processes and aligning IT services with them, assessing IT investment performance, promoting interoperability, and lowering operating costs. The primary responsibilities of this position are to provide senior technical and program leadership in conceptualizing, creating, and continuing the evolution and maintenance of the Peace Corps Enterprise Architecture. The Chief Architect serves as the senior technical advisor to the CIO, the Director, and other senior managers on matters relating to enterprise architecture, IT governance, standards and practices, and capital planning and investment control. The incumbent manages multiple crosscutting enterprise level programs and their respective managers and staff comprised of senior level subject matter experts and contract staff. The incumbent provides overall management and supervision through subordinate supervisors, including employee motivation, development, performance evaluation, and compliance with equal employment opportunity requirements. Enterprise Architecture Planning and Implementation 35% Serve as the senior advisor to the Agency Director and the CIO with respect to enterprise architecture, governance, standards and practices, and capital planning and investment control. Serve as the senior consultant to Agency program offices, and the primary advocate, coordinator, facilitator, and central point of contact for all EA issues, processes, methodologies, and activities. Serves as an expert in an enterprise architecture specialty area for a major agency organization, such as a regional office, directorate, or center. Designs an integrated enterprise architecture that addresses improved decision making and adaptability to changing demands or market conditions. Works to eliminate inefficient and redundant processes, and to optimize the use of organizational assets. Coordinate with CIO and Program Office senior staff, and key business line managers to ensure compatibility between and among individual databases, application systems, infrastructure components, and overall alignment with the Enterprise Architecture. Produces an accurate representation of the business environment, strategy, and critical success factors; as well as comprehensive documentation of business unit and key mission processes. Develops views of the systems and data that support these processes. Administer matters related to IT architecture governance, standards, and practices including planning, process design, project implementation, budget preparation, and staff selection and utilization. Defines the hardware, operating systems, programming, and networking solutions used by the agency. Interprets and applies government-wide and industry best practices when developing enterprise architecture processes and methodologies. Maintain technical currency regarding the state-of-the-art in the areas of program management, EA development and administration, information resources management, applications systems development and deployment, and IT Governance and investment management. Identify and evaluate proposed systems design and development approaches, define and validate proposed new systems development and legacy systems migration/redesign projects with program offices, and review general business and functional requirements that support the needs for such systems and ensure alignment with the Peace Corps EA. Supervisory and/or Managerial Responsibilities 25%

The incumbent provides overall management and supervision through subordinate supervisors, including employee motivation, development, performance evaluation, and compliance with equal employment opportunity requirements. 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. IT Project Planning and Management 20% Function as the senior consultant on enterprise projects providing analysis, design, modeling, and implementation support to project teams. 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 Continue leading the Agency effort toward the use and the continues use of the Agency and federal enterprise architectures, and serve as the key strategist for implementation of all Agency technology including IT and telecommunications. Maintain primary management responsibility for IT project and program management organization and structure, interpreting government-wide information management and architectural guidance and standards; and, establish and promote Agency technical and information management standards, policies, and guidelines. Develop long-range plans, strategies, policies, and standards for IT as applied to Peace Corps mission objectives. 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. Promote implementation of and compliance with architectural policy and guiding principles both internally to the Peace Corps and with external organizations. Review for approval planned IT initiatives and acquisitions in the context of architectural, IT standards profile, and other relevant compliance requirements. Represent the Peace Corps in government-wide projects, interagency committees and task groups, and other external activities associated with data administration, enterprise architecture, and IT standards and practices. Maintain technical currency regarding the state-of-the-art in the areas of program management, EA development and administration, information resources management, applications systems development and deployment, and IT Governance and investment management. Function as the Contracting Officer's Representative for program related support contracts, providing coordination, direction, and oversight for support tasks, work orders, and development of objectives, human and fiscal resource requirements, staff development, and evaluations of contractor performance. IT Policy/Guidelines Development 20%

Initiate and develop Agency IT Program and EA policy and procedures, and assist other staff and Program offices in developing corollary policies and procedures, 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. Develop long-range plans, strategies, policies, and standards for IT as applied to Peace Corps mission objectives. Provide direction and oversight for the management, coordination, and maintenance of both formal and informal documentation associated with the Agency EA program. Analyzes statutory requirements against existing directives to assess the degree of change necessary to comply with the new requirements. Coordinates comments on revised directives as part of the review process and incorporates comments or resolves issues into the final directive. Analyzes feasibility studies, proposals, and in-depth analyses of current requirements and forecast trends for future needs. Keeps abreast of changing and emerging technology. Makes recommendations on adopting changes. Leads major agency-wide IT policy development efforts. Directs work assigned to a project team, reviewing and refining the final products prior to submission to management. Coordinates policy dissemination, manages policy maintenance, and develops mechanisms to measure policy effectiveness and compliance. Promote implementation of and compliance with architectural policy and guiding principles both internally to the Peace Corps and with external organizations. Review and interpret IT-related legislation and evaluates guidelines and/or directives issued by federal regulatory agencies for the purpose assessing the potential impacts of such on Agency IT operations, and determine required actions, resources, and timeframes. Provide assistance and/or leadership and consultation as required by the CIO and/or Director on special projects. 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, tools, techniques, 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. In-depth knowledge of the Peace Corps mission, organization, and business purposes. Advanced knowledge of strategic, tactical, and operational planning and policy development, and of relevant federal information technology management regulations, legislation, standards, and policies, and their practical applications in an operational environment. Knowledge of systems and business process engineering and analysis, process, data, and entity relationship modeling. Advanced knowledge of information technology principles, techniques, tools, and methodologies. Knowledge of client/server, Internet, and Intranet based applications and infrastructures. Knowledge of effective customer relationship management tools and practices. Knowledge of administrative and other communications skills and techniques needed to translate and present complex technological concepts and terminology into non-technological documents and presentations. Knowledge of performance metric and contract management methodologies and procedures. Knowledge of public and private sector-based IT standards requirements and practices. Expert level knowledge of IT investment management, Capital Planning and Investment Control and IT Investment Management requirements and procedures. Knowledge of application systems and data administration life cycle management methodologies. 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. Expert knowledge of project and program management. 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 This is a senior management position. The incumbent works under the general supervision of the Chief Information Officer. The employee carries out daily responsibilities without specific supervision, reporting on progress as needed to keep the CIO and other key staff informed of special problems or potentially controversial matters. Assignments are generally given in terms of overall objectives and available resources. The incumbent is expected to exercise considerable independence and judgment in the course of carrying out their duties. Factor 3- 5 Guidelines The incumbent typically works under very general and highly interpretive guidance in the form of broad federal regulations, Agency policies and procedures, and general information technology management principles available throughout the industry. Additional guidance may also be available through a variety of reference materials and manuals that may or may not always be directly applicable to a given issue or problem. They will typically be required to apply considerable initiative, judgment, and creativity in developing an approach or planning the work to be accomplished. Factor 4- 5 Complexity The work associated with this position is highly technical and requires the ability to understand, analyze, and integrate complex business process and information technology in a rapidly evolving field. 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. Sound judgment and significant creativity and originality will be required to develop viable solutions. 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 and products related to this position have a major impact on a wide range of activities conducted by other organizations and technical experts throughout the Agency. Factor 6- 3 Personal Contacts Personal contacts are frequent with other employees and managers at all levels within the Peace Corps and other federal agencies. Personal contacts 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. Factor 7- 3 Purpose of Contacts The purpose of contacts are principally of a professional consultative nature and are primarily for the purpose of gathering and sharing information related to EA policies, standards, plans, and resource requirements. Contacts may also be for the purpose of providing representation from the Office of IT Architecture, Standards, and Practices, the Office of the CIO, and the Peace Corps, with respect to activities being conducted with external staff or organizations. Finally, contacts may also be made for the purpose of providing or receiving instruction and information related to project work or problem resolution. 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. Overseas travel and the rigors associated with it is a distinct possibility. 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 Work is normally conducted in a typical office environment. The work area is adequately lighted, heated, and ventilated. The daily work environment involves the everyday risks and discomforts that require normal safety precautions in a typical office setting. The working environment at overseas locations is likely to deviate significantly from that found at Peace Corps headquarters. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect

Directs a program segment that performs technical, administrative, protective, investigative, or professional work. The program segment and work directed typically have coverage which encompasses a major metropolitan area, a State, or a small region of several States; or when most of an area's taxpayers or businesses are covered, coverage comparable to a small city. Providing complex administrative or technical or professional services directly affecting a large or complex multi-mission military installation also falls at this level. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 3 Organizational Setting The position is accountable to a position that is SES level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 3- 3 Supervisory/Managerial Authority Exercised Exercises delegated managerial authority to set a series of annual, multi-year, or similar types of long-range work plans and schedules for in-service or contracted work. Assures implementation (by lower and subordinate organizational units or others) of the goals and objectives for the program segment(s) or function(s) they oversee. Determines goals and objectives that need additional emphasis; determine the best approach or solution for resolving budget shortages; and plan for long range staffing needs, including such matters as whether to contract out work. Works closely with high level program officials (or comparable agency level staff personnel) in the development of overall goals and objectives for assigned staff function(s), program(s), or program segment(s). Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up-to-date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following: - High ranking military or civilian managers, supervisors, and technical staff at bureau and major organization levels of the agency; with agency headquarters administrative support staff; or with comparable personnel in other Federal agencies; - Key staff of public interest groups (usually in formal briefings) with significant political influence or media coverage; - Journalists representing influential city or county newspapers or comparable radio or television coverage; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher, or equivalent. Factor 6- 5 Other Conditions Supervision 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.

Management Analyst, FP- 0343- 2

Position Number: D10101 Introductory Statement: The position is located in the Peace Corps Office of Inspector General (OIG). The purpose of the work is to analyze and evaluate major aspects of substantive, mission-oriented programs. The employee assists in the development of the Peace Corps OIG program plans, goals, objectives, and milestones, and evaluates the effectiveness of programs conducted throughout the agency, or for a significant organizational element of the agency such as a regional office, center, or major field installation. The OIG is an independent entity within the Peace Corps and has the broad responsibility as established by the Inspector General Act of 1978, as amended, to: (1) prevent and detect fraud, waste, and abuse; (2) promote economy, efficiency, and effectiveness in the agency's programs, operations, and management; (3) conduct and supervise audits, evaluations, and investigations relating to programs, management, and operations of the agency; and (4) keep the Director and Congress fully and currently informed about problems and deficiencies relating to the administration of such programs and operations and the necessity for, and progress of, corrective actions. Management Improvement Studies 50% Evaluates and analyzes agency-wide programs, functions, and organizations to determine whether the management systems in current use efficiently accomplish the objectives sought, and whether they provide the controls necessary for sound management. Uses complex analytical techniques. Evaluates the result of internal management studies made by individual offices, overseas missions, or contractors to assess their validity, effectiveness, and possible application. Participates in developing agency standards and instructions relative to survey activities. Produces and/or presents information and findings in a variety of formats (articles, papers, studies, briefings, and other media). Program Assessment and Oversight 50% Analyzes and evaluates the administrative aspects of substantive, mission-oriented programs administered by key organizations within an agency. Develops new ways to resolve problems in meeting established goals, measures, and objectives for program effectiveness. Makes recommendations that often serve as the basis for new systems, legislation, regulations, or programs. Develops long-range program plans, goals, objectives, and milestones for evaluating and measuring the effectiveness of major agency programs. Takes into account factors such as cost-effectiveness, attainment of program goals and objectives, and compliance with pertinent legal and regulatory guidelines. Factor 1- 8 Knowledge Required by the Position The position requires: (1) Mastery of a wide range of qualitative and/or quantitative methods for the assessment and improvement of program effectiveness or the improvement of complex management processes and systems; (2) Comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs; (3) Knowledge of agency program goals and objectives, the sequence and timing of key program events and milestones, and methods of evaluating the worth of program accomplishments; and (4) Skill to plan, organize, and direct team study work and to negotiate effectively with management to accept and implement recommendations where the proposals involve substantial agency resources, require extensive changes in established procedures, or may be in conflict with the desires of the activity studied. Factor 2- 5 Supervisory Controls As a recognized authority in the analysis and evaluation of programs and issues, the employee is subject only to administrative and policy direction concerning overall project priorities and objectives. The employee is typically delegated complete responsibility and authority to plan, schedule, and carry out major projects concerned with the analysis and evaluation of programs or organizational effectiveness. Analyses, evaluations, and recommendations developed by the employee are normally reviewed by management officials only for potential influence on broad agency policy objectives and program goals. Findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines

Guidelines consist of basic administrative policy statements concerning the issue or problem being studied, and may include reference to pertinent legislative history, related court decisions, state and local laws, or policy initiatives of agency management. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on program planning and evaluation in a specialized area. Factor 4- 5 Complexity Analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing and conducting studies are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 5 Scope and Effect The purpose of the position is to analyze and evaluate the major administrative aspects of substantive, mission-oriented programs. Develops long-range program plans, goals, objectives, and milestones or evaluates the effectiveness of programs conducted throughout an agency, or a regional structure of equivalent scope. Identifies and develops ways to resolve problems or cope with issues which directly affect the accomplishment of principal program goals and objectives. Develops new ways to resolve major administrative problems or plans the most significant administrative management aspects of professional or scientific programs. Develops administrative regulations or guidelines for the conduct of program operations or new criteria for measuring program accomplishments. The work affects program and management practices and policies of major significance to top management of the agency, and recommendations made often serve as the basis for new administrative systems, legislation, regulations, or programs. Factor 6- 3 Personal Contacts Personal contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 4 Purpose of Contacts The purpose of the contacts is to justify, defend, negotiate, or settle matters involving significant or controversial issues; e.g., recommendations affecting major programs, dealing with substantial expenditures, or significantly changing the nature and scope of organizations. The persons contacted typically have diverse viewpoints, goals, or objectives, requiring the employee to achieve a common understanding of the problem and a satisfactory solution by convincing them, arriving at a compromise, or developing suitable alternatives. Factor 8- 1 Physical Demands Work will include overseas temporary duty assignments of three to four weeks duration and may involve travel to difficult areas in unpleasant climate conditions. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office, but also involves interviews with overseas staff and Volunteers at their work stations while on temporary duty assignments.

EEO and Diversity Training Specialist, FP- 0260- 4

Position Number: D10640 Introductory Statement: The incumbent of this position is an Equal Employment Opportunity (EEO) and Diversity Training Specialist in the Office of American Diversity Program within the Office of the Director. The EEO/Diversity Training Specialist is responsible for developing and presenting EEO regulatory training in compliance with federal EEO laws, guidelines and procedures. Additionally, the Specialist is responsible for designing and presenting various forms of diversity training, specifically designed to address issues related to American diversity, race relations, stereotypes, etc. The Specialist provides advice and guidance related to a myriad of equal employment related workplace issues, i.e., EEO complaint processing, dispute resolution, reasonable accommodations, in compliance with Federal laws, guidance and procedures. Coordinates Educational Program/Project Activities 35% Coordinates educational efforts for stable and established programs or projects. Designs and facilitates customized EEO and Diversity training Syllabi, which focus on specific needs and issues related to the Regional Recruiting Offices, PC Headquarters employees and supervisors, and overseas staff, Volunteers and Trainees. Designs and facilitates Diversity Dialogues, conversational brown-bag diversity sessions and other related training opportunities for the purpose of increasing awareness and sensitivity about diversity in the workplace. EEO Policy Development, Review, and Analysis 25% Reviews, analyzes, and develops new EEO procedures, policies, and guidelines for use throughout an agency installation. For instance, works with the installation EEO manager and counselors on policy and case background on discrimination complaints. Analyzes changes to procedures, policies, and regulations for their impacts on EEO programs. Suggests actions to correct any deficiencies identified by the reviews. Offers advice and guidance when procedure and policy changes are implemented, suggesting methods for determining specific impacts within the organization. Reviews and interprets application of court decisions and Equal Employment Opportunity Commission (EEOC) management directives and Peace Corps regulations and policies in order to provide advice and guidance about the EEO complaint process to the American Diversity Program Manager, senior management, Volunteers, staff employees and applicants for employment and volunteer service. Applies knowledge of EEO laws, court decisions, management directives and other federal guidelines in order to provide advice and guidance to EEO Counselors to ensure compliance with federal guidelines for processing EEO complaints. Designs and presents training for EEO Counselors on the complaint process. Makes recommendations for developing recruitment initiatives to expand recruitment efforts for groups with low representation. EEO Staff Advisory Services 20% Provides managers and employees with information and interpretations of PC's EEO procedures, policies, and guidelines when issues addressed are of moderate difficulty and require the interpretation and adaptation of regulations and guidelines. As an example, provides advice and guidance to employees in domestic and overseas offices regarding the EEO complaint process. Provides information and/or briefs management and union officials on EEO programs. Ensures that information communicates PC policy and federal EEO regulatory requirements. Advises management of potential problems and recommends solutions that are appropriate for resolving the claims. Serves as the Agency's Disability Program Manager and, as such, provides advice and guidance to employees and supervisors regarding the regulations related to the Rehabilitation Act and reasonable accommodations within a federal agency. Program and Policy Advice and Guidance 20%

Provides advice and guidance to EEO counselors of a factual nature regarding well-precedented issues such as such as EEO complaint procedures including basis for complaint, complainant's rights and responsibilities, compliance with regulatory processing times, etc. Provides advice and guidance to EEO counselors on non-routine and/or complex issues about fact-finding methods and analysis of discrimination complaints from those who believe that they have been discriminated against such as employees, applicants for employment and Volunteer service, and Volunteers or Trainees. Provides technical oversight to contract and collateral duty EEO counselors. Reviews and recommends acceptance/dismissal of EEO complaints to ADP Manager. Prepares notices of acceptance, dismissal, hearing rights, and final agency decisions. Assigns EEO investigators to conduct formal EEO investigation based on knowledge of the EEO complaint and the skills and abilities of the investigator; advises management and witnesses of their responsibilities regarding their involvement in the EEO formal complaint process, pursuant to EEOC MD 110 and 29 C.F.R 1614. Reviews draft EEO Counselor reports for technical and format accuracy pursuant to EEOC Management Directive 110 and 29 C.F.R. 1614. The incumbent is authorized to return Reports to the EEO Counselor report for corrections, revisions or other changes as deemed appropriate. Reviews completed reports of Investigation received from the EEO investigator for thoroughness, sufficiency in testimony, exhibits and other documentation in support of the claims investigated. The incumbent is authorized to return the Report of Investigation for corrections, revisions or other changes deemed appropriate, pursuant to EEOC MD 110 and 29 C.F.R 1614. (FP-0260-4) Factor 1- 7 Knowledge Required by the Position The position requires a comprehensive and thorough knowledge of laws, regulations, Executive orders, court decisions, and issues related to the Federal Equal Employment Opportunity Program; and skill to apply this knowledge to a variety of difficult and complex work assignments. Includes knowledge of organizational structure, management policies, procedures, and practices of federal agencies. The position requires thorough knowledge of and skill in employing the methods and techniques of the program including fact finding, analysis and resolution of complex problems, and skill in identifying equal employment opportunity problems and developing action plans to solve these problems and to advise Federal managers on appropriate courses of action to eliminate barriers to equal employment opportunity. Factor 2- 4 Supervisory Controls The supervisor sets overall program objectives and resources available, and collaborates in developing deadlines and approaches to unusual or particularly sensitive program and/or case problems. The employee exercises judgment in planning and carrying out assignment. The work is reviewed in terms of fulfillment of assignment objectives. Factor 3- 3 Guidelines Guidelines include laws, Executive Orders, OPM and EEOC regulations, departmental instructions and regulations, procedural guidance and manuals, etc. The employee exercises judgment in interpreting, adapting, or extrapolating from existing guidelines to achieve desired results. Factor 4- 4 Complexity Performs complete assignments with widely varying duties including: fact-finding, drawing conclusions, and making recommendations. Performs complex assignments which are typically characterized by many interrelated facts and sources of information, disputed or hidden facts, undefined issues, determining multiple cause and effect relationships, in-depth analysis of an organization's policies and procedures, interpreting vague rules and regulations, and dealing with reluctant parties. Determines actions in planning, complaint, and/or program assignments to ensure facts and issues are adequately covered. Significantly modifies methods and approaches to problems when needed and retrieves relevant facts from a vast body of information, opinions, and conditions. Decisions are made at each stage of the assignment including: identifying issues, drawing sound conclusions, and taking appropriate actions. Broad fact-finding and analytical techniques must be applied and modified. The assignment may include directing the day-to-day operation of an equal employment opportunity program or a major component of such a program. The management processes include planning individual program activities, problem solving efforts, and recommending changes in emphasis and the level or resources of the program. Advisory responsibilities include keeping organizational decision makers aware of their equal employment opportunity responsibilities, such as participating in training sessions to develop their knowledge of requirements. Requires making decisions such as accepting or rejecting plans, setting program priorities when resources are limited, and selecting analytical or consulting methods that are appropriate to solving problems, collecting information, or advising decision makers. Factor 5- 3 Scope and Effect

The purpose of the work is to investigate or analyze individual EEO problems, and recommend or negotiate resolution; and/or coordinate limited equal employment opportunity programs, generally including a segment of the equal employment opportunity functions delegated to an organization. The work results in the resolution of individual complaint cases, the presentation of factual information to be used by others in altering agency practice, or equal opportunity for members of the public as well as employees in the assigned organization. The work affects specific practices of the activity. Factor 6- 3 Personal Contacts Personal contacts are with persons outside the employing agency or with managers and supervisors in the same agency, but outside the immediate organization. Contacts are moderately unstructured and typically involve either adversary relationships or situations in which the employee is providing consulting services to agency managers. Factor 7- 3 Purpose of Contacts The purpose of the contacts is to negotiate on procedural points, conduct formal interviews or interrogations of witnesses, or to persuade individuals. Contacts may be fearful, skeptical, or uncooperative, requiring the EEO specialist to use skill in conducting the meeting to obtain the desired results. Factor 8- 1 Physical Demands The regular and recurring work of the position involves sitting at a desk, conferences, meetings, etc., and occasional visits to activity work sites. Occasional use of automobile and public conveyances may be required. No special physical exertion is required. Factor 9- 1 Work Environment The regular and recurring work of the position is performed in a work environment that involves normal everyday low risks or discomforts typical of offices or commercial vehicles. The work areas are adequately lighted, heated, and ventilated.

, GS- Position Number: D10112 Introductory Statement: Performs Trainee Work 100% As an advanced trainee, increases knowledge, skills, and abilities in the profession. As part of planned career development, works with and assists senior members of the staff in the performance of analytical/scientific/engineering assignments. Receives advanced training through classroom and on-the-job instruction to provide a more thorough understanding of and exposure to laws and regulations, administrative policies, production/validation processes, and the various methods employed in design, evaluation, research, or other analytical/scientific/engineering functions. Independently carries out the more common professional assignments in which he/she has received specific or related training. Typically, assignments are restricted to those situations where more simple and standardized practices and processes are used, and where the environment is known to be cooperative. Functions in an assistant capacity, typically working with senior staff members, carrying out predetermined phases of the assignments designed to provide broad exposure to the work in the profession. 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. 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. Factor 1- 6 Knowledge Required by the Position The work requires a basic foundation of the concepts and principles and of the conventional methodology required within the profession. This knowledge would typically be gained through a bachelor's degree program in the profession and additional experience/internship in the field. Additionally, a general familiarity with the agency's professional 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. The trainee 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, i.e., in 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 trainee 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, test, or procedure to carry out. Typically, the work is routine and includes carrying out common qualitative and quantitative analyses; conducting routine tests; and/or preparing test samples, draft designs, or tentative professional 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 professionals. Factor 6- 2 Personal Contacts Contacts are with a number of individuals in the employee's organization or setting, but in different disciplines. Contacts might include inspectors, managers, and workers in adjacent organizations or other individuals concerned with the industry, science, or profession. Factor 7- 1 Purpose of Contacts Contacts are for the purpose of exchanging factual and professional information. Factor 8- 1 Physical Demands Work is primarily sedentary although some walking or bending may be involved in conducting fact-finding studies. 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.

Auditor, FP- 0511- 4

Position Number: D10125 Introductory Statement: The Auditor is responsible for conducting performance and financial audits of the Peace Corps, comprising the agencys Washington, D.C. headquarters, domestic recruitment offices, and operations in 70+ developing countries. The position is located in the Office of Inspector General (OIG) and reports to the Assistant Inspector General for Auditing. The Auditor exercises primary responsibility for handling all stages of an audit. He/she: Performs the preliminary planning. Conducts the audit work using a combination of document and data analysis, interviews, and direct observation. Prepares workpapers which adequately document the work performed and conclusions reached. Uses his/her strong written communications skills in drafting quality audit reports of findings and recommendations. Uses his/her strong oral communications skills in conducting interviews and making presentations to agency staff and officials during the planning, execution, and completion stages of the audit. Uses effective, collegial interpersonal skills in interacting with other audit staff members and agency personnel. Performance Auditing 75% Plans and performs management, program, and systems audits independently or as a team member. Audits are complex but limited in scope and involve one or more department or agency programs or activities. Works with agencies in reviewing a wide range of programs and assessing the significance of a variety of findings and conditions. Conducts preliminary surveys for the activities assigned for audit in accordance with a prescribed audit program. Adapts or develops audit plans, including items such as audit objectives, extent of examinations and test checks, and selectivity patterns. Develops work plans and prepares work papers. Performs audit operations on site, consults with management and program officials, and adapts methods and techniques to solve a variety of problems, such as assessing the potential to reduce cost in a variety of programs, projects, and functions such as information technology, financial management, acquisition, and logistics systems. Develops methods to isolate and identify conditions affecting mission capability, susceptibility to fraud or abuse, and the potential for increased efficiency. Writes audit reports detailing findings and recommendations. Keeps supervisor informed of matters that require interpretation or investigation. Conducts follow-up on corrective actions. Financial Auditing 25% Independently plans and conducts a variety of audit assignments or investigations, and adapts methods and techniques to solve a variety of problems. For example, adapts established methods for auditing the operations and accounts of contractors to determine the basis for cost setting under a variety of fixed price or incentive type contracts. Uses standard audit procedures to measure the degree of program and financial management compliance with regulations and adherence to accepted accounting principles and management practices and controls for organizations inside or outside the department or agency. Develops methods to isolate and identify conditions affecting mission capability, susceptibility to fraud, and the potential for increased efficiency. Assesses the potential to reduce costs in a variety of programs, projects, and functions, such as information technology, financial management, acquisition, and logistics systems. Reviews organization appropriation accounts in areas covering such activities as operations and maintenance; research, development, test, and evaluation; foreign military sales; and new construction. Investigates areas such as the adequacy of financial controls and the accuracy of information on the amount, timeliness, and availability of funds. Identifies instances of overspending, and the propriety of obligations and expenditures. Adapts standard methods, techniques and reporting procedures to fit unusual circumstances and to develop data which is not readily available or is misleading in situations where guidelines are not directly applicable. Identifies weaknesses and recommends corrective actions to senior audit managers who incorporate findings into reports to agency headquarters, GAO, and other external audit groups. Participates in audit follow-up activities. Factor 1- 7 Knowledge Required by the Position

The work requires professional, comprehensive knowledge of theories, practices, methods, and techniques of accounting and auditing; and organizational or program practices, policies, and functions sufficient to independently plan and conduct a variety of assignments or investigations; analyze accounting systems or modify and adapt conventional accounting and analytical techniques to solve a variety of accounting problems; and develop or modify methods and techniques to resolve a variety of auditing problems. Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment including possible stages, and possible approaches. The employee is responsible for planning and carrying out the assignment; directing other functional specialists; resolving most of the conflicts that arise; coordinating the work with others as necessary; interpreting policy and regulatory requirements; developing changes to plans and/or methodology; and/or providing recommendations for improvements in order to meet program objectives. The employee keeps the supervisor informed of progress and of potentially controversial matters. Completed work is reviewed for soundness of overall approach, effectiveness in meeting requirements or expected results, the feasibility of recommendations, and adherence to requirements. Factor 3- 3 Guidelines Guidelines include audit guides for commonly performed audits that often are completed on a recurring schedule with defined approaches and specific objectives that are substantially the same for most audit assignments. Guidelines provide a preferred approach and describe generally accepted audit techniques and procedures to be followed. The auditor independently conducts audits or portions thereof in conformance with Government Auditing Standards. The employee researches regulatory criteria and auditee policy and uses the most applicable criteria within the scope and objectives of the audit. The auditor uses judgment to interpret a large volume of varied criteria ranging from laws, regulations, policies, and guidelines to establish the criteria used to compare to specific situations and auditee data. The employee also uses judgment to adapt the guidelines to specific cases or problems and/or to interpret a large number of varied policies and regulations. Factor 4- 4 Complexity The work consists of varied duties that require applying many different and unrelated processes and methods to a broad range of activities or to activities that entail substantial depth of analysis. The employee must originate new techniques, establish criteria, and develop new information to carry out assignments, such as planning, coordinating, and conducting audits and developing reports on work processes and accounting systems. The employee must make decisions and resolve problems that require considerable innovation and originality. In addition, the employee must make these decisions in a work environment characterized by conditions such as complex and variable programs; resistance of program officials or participants to findings; and variability in the way programs and systems are set up or operated. Factor 5- 3 Scope and Effect The work involves conducting a variety of tasks in a number of functional areas independently or as a team member. The auditor uses standard audit procedures and routine audit tests to measure the degree of program and financial management compliance with laws, regulations, policy, and management controls, as well as adherence to accepted accounting principles. Work also includes analysis and reporting on the adequacy of auditee information concerning programmatic operations and accounting data within the scope and objectives of the audit. The employee develops accurate, meaningful, and professional looking charts, graphs, and tables for audit reports to present data in a manner useful to the reader. Work affects the future operation of auditee systems and programs. The results of work also points out the need for corrective action. Factor 6- 3 Personal Contacts Personal contacts are with officials, managers, professionals, and employees and executives of other agencies and outside organizations. Typical of these contacts are representatives of contractors, attorneys and accountants of business firms, representatives of state and local governments or other Federal agencies, and/or various levels of agency management such as policy review boards at higher levels in the agency. Contacts are not routine or recurring, and the role and authority of each individual is identified during the course of the meeting. Factor 7- 2 Purpose of Contacts

The purpose of contacts is to plan, coordinate, or conduct audit assignments. The auditor arranges for interviews and meetings and obtains information. The auditor discusses with others such matters as the significance of guidelines, appropriateness of recommendations, necessity for additional facts, and the preferred methods for data gathering. The auditor resolves problems related to assignment of audit responsibility, coordinates the technical support of subject-matter experts, and, in general, resolves questions and clarifies problems. Though differences of opinion may exist, the persons contacted are usually working toward a common goal and generally are cooperative. Factor 8- 1 Physical Demands The work is principally sedentary, but may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Employees may carry light items, or drive a motor vehicle. No special physical effort or ability is required to do the work. Factor 9- 1 Work Environment The work is performed in an adequately lighted, heated, and ventilated office setting. Some employees may occasionally be exposed to uncomfortable conditions in such places as factories, construction yards, and supply yards.

Assistant IG for Evaluations and Inspections, FP- 0301- 1

Position Number: D09487 Introductory Statement: The AIGII&E is responsible for planning, supervising, and coordinating evaluations and inspections of Peace Corps operations and programs and for conducting evaluations and inspections and reporting on them. The position has both supervisory and line responsibilities. Evaluations review Peace Corps overseas posts and domestic offices. They assess (a) the agency's programs, policies, and procedures against program objectives; (b) systems for programming, budgeting, accounting, and reporting for effectiveness and efficiency; and (c) operations, activities, and administrative practices for adherence to policies and procedures established by or at the request of the Director. Inspections examine compliance with applicable laws, regulations, and policies. The Assistant Inspector General for Inspections and Evaluations (AIGII&E) is located in the Office of Inspector General (OIG). The OIG is an independent entity within the Peace Corps and has the broad responsibility established by the Inspector General Act of 1978, as amended, to: Prevent and detect fraud, waste, and abuse in such programs and operations; Promote economy, efficiency, and effectiveness in the agency's programs, operations, and management; Conduct and supervise audits, evaluations, and investigations relating to programs, management, and operations of the agency; and Keep the Director and the Congress fully and currently informed about problems and deficiencies relating to the administration of such programs and operations and the necessity for, and progress of, corrective action. Program Planning and Management Work 70% Implements, manages, and supervises the OIG's evaluations domestically and overseas; developing annual plans, guidelines, policies, and procedures; designing, supervising, and conducting OIG inspections and evaluations; keeping the Inspector General (IG) and Deputy Inspector General (DIG) informed of evaluation activities, workload, and status of work; determining the scope of evaluations and the adequacy and completeness of reports; assuring that the findings and conclusions are sustained by the evidence and that the recommendations solicit measurable responses. Devises valid and efficient methods for conducting inspections consistent with law, policy, and regulations. Produces evaluation and inspection reports that the IG submits to the Director and to other agency managers. Assists in the preparation of semiannual reports, primarily by summarizing the evaluation activities of the OIG. Works with the other OIG Assistant Inspectors General on joint projects. Represents the IG in conferences and negotiations with agency officials at all levels, with other federal IG offices, and with representatives of the General Accounting Office and other federal agencies or other groups on matters relating to the OIG's evaluation program. Program Planning and Management Work 70% Plans, organizes, and carries out analytical studies involving the planning, development, and implementation of major agency programs of national scope and impact. Participates in the development and documentation of long- and short-range planning efforts. Reviews long- and short-range plans, resource projections, priorities, justifications, etc. Makes recommendations on planning efforts that can be undertaken within existing resource levels and advises on the impact of efforts that require additional resources. Prepares and contributes to reports and other presentations on program planning and evaluation. Designs and conducts a wide variety of comprehensive studies and detailed analyses of complex functions and processes related to long-range planning. Identifies and proposes solutions to management problems which are of major importance to planning program direction. Formulates and recommends plans to improve program policies, practices, methods, and organizational structure. Coordinates requirements among organizational units in the formative stages of program initiation, project design, project implementation, and management of ongoing programs. Translates management goals and objectives into effective operations and establishes control systems and progress reporting requirements that monitor production goals or program priorities in order to evaluate progress and results. Adjusts progress schedules and priorities to meet new requirements or unforeseen situations. Supervisory and/or Managerial Responsibilities 30% Supervises a group of employees performing work at the FP-2 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit.

Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbents authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program. Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting 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- 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. 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.

Outreach Specialist, FP- 0301- 4

Position Number: D10579 Introductory Statement: Outreach Planning and Strategies 25% Identifies and addresses complex program issues related to recruitment, outreach, and/or placement objectives, processes, techniques, and methodologies. Applies new approaches to resolving complex recruitment issues, outreach issues, and/or program issues, such as filling shortage category positions or positions with specific technical skills. Assists in the coordination of recruitment/outreach activities for a program with other offices, such as regional offices. Establishes long- and short-term objectives that are designed to support the accomplishment of program, recruitment, outreach, and placement goals, initiatives, and priorities. Performs research, correlates and analyzes findings, and develops recommended actions to improve recruitment, outreach and/or placement support for the program. Researches issues, recommends actions to management, and follows through to ensure decisions are carried out as indicated. Develops and delivers briefings, papers, status reports and correspondence on a variety of recruiting, outreach, and/or programmatic matters. Evaluates current recruitment/outreach events, and trends in missions, technologies, manpower, fiscal resources, and other factors influencing future needs. Devises contingency plans to improve the organization's visibility and attractiveness to a diverse pool of candidates. Voluntary Services Program Advocacy 25% Represents management in making public appearances to explain the volunteer service and appropriate supporting programs or issues in order to educate, gather feedback, promote goodwill, and create interest in the program. Plans for and makes numerous public appearances and presentations pertaining to current issues regarding volunteer recruitment and awareness opportunities. Plans, organizes, coordinates, and conducts program special events. Prepares and processes the administrative paperwork associated with advocacy activities, to include but not limited to, travel authorizations, travel vouchers, registrations, and requests for purchases. Liaison Activities 25% Follows established policies and procedures to assist in the development and maintenance of relationships with various stakeholders in government, private industry, academic institutions. Independently maintains liaison and communications with persons and groups from both within and outside the agency, speaking for the program on pertinent programmatic and administrative issues. Develops and maintains a system of communication for sharing and replication of successful strategies and to ensure the proper application of established processes and methods within the program for use in the affiliated offices. Implements assigned and agreed upon communication, reporting, and information systems. Participates in discussions, interviews, and written communication of the various ways in which former volunteers, community groups, and various volunteer and professional organizations can be utilized with respect to programmatic recruitment activity. Presents findings and makes recommendations to the manager. Responds to the needs and initiatives of the program by serving in special projects as a team leader, member, or on an individual basis. Resource Development 25% Develops a wide variety of training devices such as computer-based and paper-based training/instructional materials for internal and external clientele. Confers with subject-matter specialists to create appropriate and targeted materials. Develops materials based on analyses and inputs from management and other pertinent resources and advisory staff. Assists in identifying materials for development and in developing such products. Conducts research analysis related to the definition and interpretation of training requirements and the application of education/training principles to training problems and deficiencies.

Reviews training materials to assure proper relationship with organizational policy and techniques used. Develops products and instructional materials. Works with customers to plan, develop, and implement training materials. Provides advice and consultation to management regarding training system/device development or modification related to the interpretation of training requirements. Factor 1- 7 Knowledge Required by the Position The position requires: (1) Knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources in the area studied; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; (5) Skill in conducting detailed analyses of complex functions and work processes; and (6) Interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 3 Guidelines Guidelines consist of procedures, policies, and manuals covering the application of analytical methods and techniques, and reference material, instructions, and regulations covering the subjects involved. The guidelines are not completely applicable to the work or have gaps in specificity, requiring the employee to use judgment in choosing, interpreting, and adapting guidelines to specific issues or subjects studied. Factor 4- 4 Complexity The work involves gathering information, identifying and analyzing issues, and developing recommendations to resolve substantive problems of effectiveness and efficiency of work operations in a program or program support setting. Issues, problems, or concepts are not always susceptible to direct observation and analysis. Difficulty is encountered in measuring effectiveness and productivity due to variations in the nature of administrative processes. Information about the study subject matter area is often conflicting or incomplete, cannot readily be obtained by direct means, or is otherwise difficult to document. Originality is required in refining existing work methods and techniques for application to the analysis of specific program issues or resolution of program problems. Factor 5- 3 Scope and Effect The purpose of the work is to identify, analyze, and make recommendations to resolve conventional program or organizational issues, problems, or situations. The employee is assigned portions of broader studies, or participates in the evaluation of program effectiveness at the operating or local level. Completed reports and recommendations influence decisions by higher-grade specialists or managers concerning administrative or program operations. Factor 6- 3 Personal Contacts Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice to managers on non-controversial organization or program related issues and concerns. Contacts typically involve such matters as identification of decision-making alternatives; appraisals of success in meeting goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment

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

Administrative Specialist, FP- 0301- 4

Position Number: D10627 Introductory Statement: Budgeting and Financial Administration 30% Formulates, implements, and is accountable for fiscal and budgeting processes, regulatory compliance, fund accountability, and adherence to directives for assigned organization. Analyzes support processes and performs program liaison duties to support budget formulation and execution activities for a changing budget of administrative expenses involving different funding sources, such as acting as a point of contact for organizational staff involved in developing data and justifications for budget review and approval. Prepares financial reports and summaries to keep the Chief Administrative Officer (CAO) apprised of the status of the financial status of the office and gives advice to the Officer about financial and accounting policies and procedures and whether budgetary and spending plans conform to same. Provides administrative support to processes such as budget formulation and execution. Participates with the supervisor or other managers in reviewing office needs, plans, and goals to develop budget data and justification for review and approval. Provides guidance in preparing the budget package for submission and responds to questions from the budget office. Analyzes support processes and provides advice for administering a changing budget of expenses involving different funding sources, such as offering guidance to organizational staff in preparing and justifying the budget package. Serves as the organization's liaison with PC budget office. Prepares budget package for submission to the budget office and responds to all questions from that office. Monitors fund balances and status of projects, and recommends reprogramming of funds as needed. Reviews financial reports and resolves discrepancies with the appropriate offices. Prepares and submits all certified vouchers, invoices, travel authorizations and codes and reconciles monthly bankcard statement. Responsible for the timely and accurate preparation of all documents used for obligating and spending funds and ensures that funds and financial matters are handled in accordance with current regulations and procedures. Monitors all invoices and travel vouchers, resolving any discrepancies before submitting to the CAO for certification. Procurement and Contracting Administration 30% Independently analyzes support processes and provides guidance for administering procurement that require varying approaches, such as formulating a more efficient way of performing cost analyses and soliciting bids. Establishes purchase orders, purchase requests, and travel authorizations as necessary to Establishes purchase orders, purchase requests, and travel authorizations as necessary to commit/obligate funds within the office budget for various activities. Ensures electronic vendor information is correct and works with financial management staff to ensure new and corrected vendor information is entered into the financial management system. Receives and processes invoices, credit card charges, travel vouchers and requests for reimbursement from outside vendors and office staff. Codes each invoice, etc. to the proper obligating document before routing to the CAO for approval. Tracks obligations, ensuring timely and correct payment to vendors. Maintains detailed filing system for all office obligations, ensuring the presence of all accompanying fiscal and back-up documents. May manage the administration of contracts: compiles all required documents; commits the funds; works with the contracts offices on billing and payment issues; monitors compliance of deliverables and processes invoices for payment. Drafts correspondence, recommendations, reports, and memoranda related to management and administrative programs and issues. Provides advice and guidance to managers and employees on questions and situations related to the administrative services provided. Evaluates and recommends ways of improving the effectiveness of work operations. Provides guidance to managers in determining appropriate costs, writing sole source justifications, and communicating with contractors. Prepares procurement documentation as appropriate. Serves as the organization's liaison with PC contracting office. Administrative Management of an Organization 20%

Independently performs administrative management functions that service and/or fulfill a number of organizational requirements. Applies existing and new policies, provides advice on requirements, maintains databases that reflect the fulfillment and/or status of administrative requirements and/or systems, prepares administrative paperwork, and maintains an awareness of the status of the organization's personnel actions. Drafts correspondence, recommendations, reports, and memoranda related to management and administrative programs and issues. Provides advice and guidance to managers and employees on questions and situations related to the administrative services provided. Responsible for the safety and security of the office: coordinates training of staff, serves as contact point for fire and emergency plans and drills; keeps communication with building safety and security personnel with staff of the Federal Protective Service in order to provide comprehensive and up-to-date safety and security information to office staff. Keeps emergency contact information readily available for all staff and maintains easily accessible contact and location information for police, hospitals, etc. Program Evaluation 10% Plans, schedules, and conducts evaluations of project operations, procedures, and organizational structures, identifying problems or deficiencies and recommending ways to improve the effectiveness and efficiency of operations in a program or support setting. Provides recommendations to senior management for improvements, such as enhancing productivity or improving customer service. Modifies or adapts analytical techniques, evaluation criteria, and methods of measurement to provide a valid assessment of programs or related initiatives, and predict outcomes. Evaluates the conformance of programs and program actions to available guides, such as pertinent laws, regulations, policies, and precedents that affect the use of program and related resources. Interviews staff and reviews records to determine the cause of any inconsistencies discovered. Organizational Liaison for Human Resources Management Issues 10% Assist and serves as the backup point of contact in performing liaison tasks to support human resources administrative activities of a routine nature, such as providing orientation and training to all new staff on personnel actions and relaying information to staff about health benefits, life insurance, direct deposit, thrift savings and retirement plan information. Ensures that all new employees receive and complete entry-on-duty forms and the exiting package. Maintains local personnel files. Serves as backup 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. Factor 1- 7 Knowledge Required by the Position The position requires: (1) Knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources in the area studied; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; (5) Skill in conducting detailed analyses of complex functions and work processes; and (6) Interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 3 Guidelines

Guidelines consist of procedures, policies, and manuals covering the application of analytical methods and techniques, and reference material, instructions, and regulations covering the subjects involved. The guidelines are not completely applicable to the work or have gaps in specificity, requiring the employee to use judgment in choosing, interpreting, and adapting guidelines to specific issues or subjects studied. Factor 4- 4 Complexity The work involves gathering information, identifying and analyzing issues, and developing recommendations to resolve substantive problems of effectiveness and efficiency of work operations in a program or program support setting. Issues, problems, or concepts are not always susceptible to direct observation and analysis. Difficulty is encountered in measuring effectiveness and productivity due to variations in the nature of administrative processes. Information about the study subject matter area is often conflicting or incomplete, cannot readily be obtained by direct means, or is otherwise difficult to document. Originality is required in refining existing work methods and techniques for application to the analysis of specific program issues or resolution of program problems. Factor 5- 3 Scope and Effect The purpose of the work is to identify, analyze, and make recommendations to resolve conventional program or organizational issues, problems, or situations. The employee is assigned portions of broader studies, or participates in the evaluation of program effectiveness at the operating or local level. Completed reports and recommendations influence decisions by higher-grade specialists or managers concerning administrative or program operations. Factor 6- 3 Personal Contacts Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice to managers on non-controversial organization or program related issues and concerns. Contacts typically involve such matters as identification of decision-making alternatives; appraisals of success in meeting goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Regional Recruitment Supervisor, FP- 0301- 4

Position Number: D10685 Introductory Statement: The Regional Recruitment Supervisor serves as the VRS Headquarters liaison coordinating and evaluating the day-to-day recruitment process for the Regional Recruiting Office. Responsibilities include managing the applicant screening, eligibility and minimum qualification process. Assigns applicants to recruiters, provides guidance assistance related to the applicant processing and campaign development; reviews and approves qualification determinations. Quantitatively and qualitatively analyzes and evaluates the effectiveness of the Regional Office operations in meeting goals and objectives. Incumbent makes appropriate modifications to recruitment strategies and sites or nomination and pre-nomination procedures and makes program changes or modifications consistent with the analysis of data. Advises the Regional Office Manager of applicant trends. Provides expertise to Recruiters and assists them in bringing applicants to the readiness stage. Coordinates all initial and on-going training for new recruiters in relation to recruitment planning, process, and methodology. Program Planning and Management Work 20% The Regional Recruitment Supervisor plans, coordinates and evaluates the day-to-day recruitment process for the Regional Recruiting Office. Develops and delivers, in collaboration with VRS/HQ, training for new Recruiters and Campus Representatives including training in all aspects of the recruitment planning, strategy, process and methodology. Provides guidance to Recruiters and campus representatives on campaign development and execution. Coordinates the campus representatives working on strategy contract universities campuses to ensure the quality and timeliness of their work and keeps them informed of Peace Corps initiatives and goals. Plans and coordinates semiannual strategic planning workshops/retreats and pro. In consultation with the ROM and other appropriate VRS personnel, participates in developing and organizing recruitment policies, programs and other related concerns for Volunteer Recruitment and Selection program management. Participates in the development and approval of new recruitment/campaign plans, schedules, or methods to accommodate changing program requirements. Assists with the identification of recruitment 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 and HQ level. Determines approach to achieve objectives, identifies specific steps, and decides on meetings, information, and other input. Modifies or adapts analytical techniques, evaluation criteria, and methods of measurement to provide a valid assessment of programs or related initiatives, and predict outcomes. Quantitatively and qualitatively analyzes and evaluates the effectiveness of the Regional Recruiting Office operations in meeting the established goals and objectives. Reviews and analyzes applicant data reports, synthesizing information and disseminating it to the staff. Presents results from analysis to Regional Recruiting Office staff and designs follow up steps that are necessary. Ensures that Region Recruitment staff adheres to programmatic and strategy changes. Compiles and synthesizes programmatic and demographic data and advises the Regional Office Manager of applicant trends. Works closely with the Regional Office Manager to make appropriate modifications to recruitment strategies and sites or nomination or pre-nomination procedures, based upon conclusions drawn from analysis of the recruitment data. Utilizes information to determine the workload and productivity of individual recruiters. Assigns applicants to recruiters controlling the workload of each recruiter to ensure the equitable distribution of work. 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. Public Outreach and Education/Community Relations Activities 15% Develops and implements community relations plans and/or outreach initiatives for moderately complex program elements addressing prospective volunteer areas of concern. Develops and maintains active relationships with community groups, RPCV's, Non-Profit Organizations, colleges and Universities, as well as other Peace Corps staff.

Performs the full functions of a Regional Recruiter and may include recruitment travel. Provides support and backup for recruitment campaigns in the Regional Recruitment Office. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the FP-4 level or below; assists the Regional Office Manager in establishing guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. 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. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Works with Regional Office Manager to develop 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. 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. As assigned, may serve as the Regional Office Manager during his/her absence. Candidate Screening and Processing 20% Oversees the processing of applications for volunteer service in the regional office and ensures, via training and guidance, that recruiters implement official policies and procedures related to application screening. Provides guidance and assistance related to applicant processing. Reviews and approves all qualification determinations made by Recruiters, particularly difficult or controversial determinations. Assists Recruiters with the resolution of difficult cases. Provides guidance related to individual applicants to recruiters as necessary. Provides applicants for volunteer service with specific and directly applicable information on the organization's recruitment and placement procedures. Ensures that all incoming applicants are screened for basic eligibility and minimum qualifications. Reviews eligible and qualified applicants for competitiveness and suitability. Rejects applicants that do not meet Peace Corps' basic requirement, or are not competitive or suitable. Reviews and approves suitability rejections. Coordinates the couples nomination process. Reviews all applicant files for appropriate skill coding, accuracy of data and completeness of the application file. Encourages qualified individuals to submit applications to the Peace Corps and tactfully discourages those people with non-competitive skills or low motivation from applying. Enters and retrieves information relevant to recruitment via agency information management systems. As necessary, contacts applicants by telephone, email and/or regular mail to obtain additional information/clarification regarding skills and experience and other relevant data. Maintains application filing system in accordance with Regional Office procedures and Privacy Act regulations. Ensures that all application information is current and that final action taken on applications is appropriate and timely. Records tracking information and maintains a tracking system. Ensures that applications are complete. Communication and Information Dissemination 20% The incumbent serves as the communication and reporting link between the Regional Recruiting Office and Volunteer recruitment and Selection (VRS) Headquarters. Acts as recruitment coordination liaison with critical persons and groups both inside and outside of the agency, speaking for the principal, as directed, on complex recruitment and placement program issues and/or concerns. Compiles programmatic data,prepares summary reports and briefings for the Regional Office Manager and makes presentations to a wide range of groups, including the VRS HQ, other Peace Corps offices, the general public, the news media, students and community groups.

Assures adherence to programmatic, process and strategy changes throughout recruitment campaigns. Identifies training and development opportunities for Regional Recruiters. Documents , archives and disseminates programmatic and process information in a manner that is easily accessible. Responds to applicant correspondence regarding rejections, pre-screening suitability questions, Recruiter assignment, etc. Seeks opportunities to present the Peace Corps recruitment message through public forums and the media, utilizing available technology including the internet. Makes presentations before classes, campus, and professional organizations, and community groups that promote Peace Corps and highlight recruitment needs. Responds to general inquiries about the Peace Corps by explaining terms and conditions of service, application and selection procedures, etc., and provides other relevant programmatic information. Provides written materials and applications to interested individuals. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The position requires: (1) Knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources in the area studied; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; (5) Skill in conducting detailed analyses of complex functions and work processes; and (6) Interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 3 Guidelines Guidelines consist of procedures, policies, and manuals covering the application of analytical methods and techniques, and reference material, instructions, and regulations covering the subjects involved. The guidelines are not completely applicable to the work or have gaps in specificity, requiring the employee to use judgment in choosing, interpreting, and adapting guidelines to specific issues or subjects studied. Factor 4- 4 Complexity The work involves gathering information, identifying and analyzing issues, and developing recommendations to resolve substantive problems of effectiveness and efficiency of work operations in a program or program support setting. Issues, problems, or concepts are not always susceptible to direct observation and analysis. Difficulty is encountered in measuring effectiveness and productivity due to variations in the nature of administrative processes. Information about the study subject matter area is often conflicting or incomplete, cannot readily be obtained by direct means, or is otherwise difficult to document. Originality is required in refining existing work methods and techniques for application to the analysis of specific program issues or resolution of program problems. Factor 5- 3 Scope and Effect The purpose of the work is to identify, analyze, and make recommendations to resolve conventional program or organizational issues, problems, or situations. The employee is assigned portions of broader studies, or participates in the evaluation of program effectiveness at the operating or local level. Completed reports and recommendations influence decisions by higher-grade specialists or managers concerning administrative or program operations. Factor 6- 3 Personal Contacts Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis.

Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice to managers on non-controversial organization or program related issues and concerns. Contacts typically involve such matters as identification of decision-making alternatives; appraisals of success in meeting goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Data Analyst, FP- 0101- 4

Position Number: D01282 Introductory Statement: This is a Crime and Research Analyst position located in the Office of Safety and Security, Overseas Operations, Research and Analysis Unit. The incumbent reports to the Chief, Overseas Operations Division. This position is responsible for data management of the Peace Corps incident surveillance system of crimes against Volunteers serving overseas and provides statistical programming support. The incumbent monitors incoming crime incident reports for the volunteer crime database and the overall data collection process for accuracy and efficiency, ensuring that incident reports submitted by overseas posts are accurately entered, recorded, and stored according to agency IT security policies. The incumbent plans and conducts incident data analyses using appropriate statistical tests and software, and publishes results for a variety of purposes and audiences. Specifically, analyses are compiled in the published annual report, monthly and quarterly incident reports, and special studies and analyses as requested by overseas and headquarters staff. The incumbent prepares and/or provides briefings and presentations of trends and analytical findings. The incumbent provides technical assistance and support to staff responsible for reporting incidents to headquarters. Data Management and Statistical Analysis 35% Plans and conducts various and extensive methods of data collection including monitoring the confidential data collection of incoming Volunteer crime incident reports. Reviews data provided by reporting individuals for accuracy and completeness. Reviews globally collected statistical data for quality control and statistical computations. Manages the database by adhering to standards for properly backing up and storing data in appropriate locations and formats. 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. Serves as the Computer Security Coordinator to maintain compliance of the crime incident database with applicable regulations as required by federal and Peace Corps IT security standards. Agency-Wide Technical Resource 30% The incumbent assists higher-grade specialists in backstopping sectoral programs by providing professional guidance, direction, training, and support to the CDs, SSCs, PCSSOs and other post staff responsible for reporting Volunteer safety and security incidents. May represent the agency to external organizations, as specifically assigned, such as other USG agencies performing similar work, the academic community, contractors, law enforcement agencies, etc. With guidance, interacts with counterparts in other agencies, on behalf of the organization, to develop agency-wide policies, strategies, performance indicators, written materials, assessments, internal evaluations, and to improve the volunteer crime surveillance system. Prepares regular and special reports for the Associate Director for Safety and Security and Peace Corps leadership; 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 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. Prepares Materials of an Analytical or Technical Nature 20% Translates the statistical analysis of Volunteer crime data into reports for publication or information on issues of legislative concern within the employee's area of specialization to be 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. Assists the Program Manager with 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. Administrative Program Planning Work 10%

The incumbent performs program liaison duties to support long-and short-range administrative planning activities. Researches and provides substantive information to the Program Manager and other higher-level Specialists participating in the planning activities, thereby influencing decisions and actions involving established programs and projects. Monitors and periodically reviews project work plans to ensure accuracy, progress, and compliance with organizational standards. Prepares and assembles charts, data, reports, and narrative and statistical materials provided for on-going organizational planning. The incumbent develops and records Standard Operating Procedures (SOPs) for the crime incident surveillance system, including descriptions, operational protocols, data dictionaries, data management instructions, filing systems, back-up directions, automated reports documentation used in analyses, data entry templates, and chronological reports produced. Assists the Program Manager in analyzing program, budgetary, and fiscal data. Serves as the contact person concerning administrative issues. Crime and Threat Research, Analysis, and Data Dissemination 5% The incumbent interprets incoming intelligence reports and information related to a specifically defined geographical or functional area. 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. 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.

Health Benefits Assistant, FP- 0303- 7

Position Number: D09721 Introductory Statement: This position is located in the Office of Volunteer Support, Office of Medical Services (OMS). The incumbent is assigned to the Post-Service and Peace Corps Response Units. The incumbent coordinates administrative aspects of the program in the medical unit; works closely with the PC Response nurse in the medical clearance process. Office of Workers Compensation Program (OWCP) Support 50% Provides technical assistance for processing workers' compensation claims. Prepares and distributes claim packets to RPCV's. Initiates OWCP data file and collects information to file claims. Assists with preparation of workers' compensation cases (to include photocopying of medical records and other tasks) for review by clinical staff. Forwards documentation to DOL. Assists with maintaining the integrity of health records and workers' compensation program files. Works with Medical Records Department and overseas medical officers to obtain health records for the Post-Service Unit. Assists with the process of record retirement procedures for workers' compensation files. Determines the relationship of incoming bills to OWCP claim or close of service (COS) medical evaluation. Advises providers and claimants of billing requirements. Identifies and corrects errors or refers to appropriate person any problems with the post-service and workers' compensation processes. Maintains records to track and ensure complete and accurate case files. Deals with OWCP representatives and coordinates activities between OWCP and employees and/or managers. Answers questions independently or refers inquiries to the appropriate field representative or staff specialist on issues such as employee claims or dispute-related issues. Performs limited technical projects related to OWCP case processing, such as monitoring the progress of OWCP claims to identify barriers to resolution. Discusses claims and either suggests actions to facilitate the process, or helps in contacting the appropriate person or office that can help resolve the issue. Clerical and Administrative Support 50% Receives request from PC Response Recruiter to initiate the medical clearance process for the PC Response Volunteer. Prioritizes information and immediately begins the process by contacting the applicant through email and supplying them with the necessary information to start the course. Enters data into the computer system as tasks are being performed; organizes and manages office systems. Attains supplies when needed. Performs assigned administrative duties to support the needs of the program. Able to email, fax, scan, and maintains outgoing mail accounts to ship domestically and internationally if needed. Answers emails and telephone inquiries related to the medical clearance process, authorizations for reimbursement or directs the applicant to the appropriate department. Complies with the objectives, priorities, and assignments as directed by the supervisor. Serves as a point of contact for volunteers applying to the PC Response program. Maintains confidentiality related to medical information. Initiates development of new or revised administrative policies and procedures for efficient administrative functioning of the organization, independently or as a member of a team. 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.

Pre-Service Manager, FP- 0601- 2

Position Number: D10281 Introductory Statement: : This position is located in the Office of Medical Services, Office of Volunteer Support. The Peace Corps medical screening unit is responsible for pre-service medical and dental clearance for applicants for Peace Corps, United Nations, and Crises Corps. The incumbent provides management and leadership to the unit by administration and supervision of the clinical aspects of the applicant medical screening process. Program Planning and Management Work 40% Employee has program responsibility for the Peace Corps' Pre-Service Unit. Plans and designs centralized and mission-specific projects under established and/or proposed program objectives. Identifies and implements necessary actions related to implementation, coordinating, monitoring, directing and evaluation of Pre-Service Unit programs and projects. Designs and/or manages the development of Peace Corps specific Strategic Objectives (SOs), within the assigned nursing and medical care area, identifying actions related to program/project implementation, monitoring, and evaluating activities under established and/or proposed SOs. Exercises independent judgment and applies broad technical knowledge of nursing and medical care conditions and trends in preparing or assuring preparation of implementation documents. Develops and reviews manuals, handbooks, audiovisuals and other resources related to the services of the unit. Works in coordination with other Peace Corps offices i.e. General Counsel, Human Resources, etc. to review or prepare position papers on proposed Peace Corps policy.Ensures staff understanding and compliance with agency and Office of Medical Services policies and procedures. Participates in all components of education and training as necessary to meet the goals of the agency. Ensures compliance with regulatory, agency, and profession/clinical standards.Designs, implements, monitors, and evaluates the Peace Corps' programs for: - Medical clearance for entrance into the Peace Corps service, Crises Corps, and the United Nations. - Coordination of services with the Volunteer Delivery System and the Regions. - Reimbursement of applicants' pre-service exams with other OMS staff.Provides oversight, coordination and directs the work of the Pre-Service Review Board. Performs the functions of the screening nurse -determines medical eligibility for service; reviews submitted medical histories, physical exams, and other documents; communicates in writing and orally with applicants regarding the application process and information needed; and prepares health records for final review and staging events. Collaborates with computer programmer and others in maintaining, improving and updating the automated Peace Corps Medical Application systems and provides the Director/Deputy Director with routine statistical reports. Supervisory and/or Managerial Responsibilities 40% Supervises a group of employees performing work up to the FP-3, or equivalent grade 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. Performs Liaison Activities 10% 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. Maintains open lines of communication with Senior Management staff and other departments within Peace Corps. Initiates and maintains regular liaisons within Peace Corps, congressional offices, other government personnel at all organization levels and the general public as pertains to the work of OMS. Collaborates with staff of other offices in the Agency to prepare and review position papers on proposed legislation, Executive Orders, or other regulations relative to pre-screening matters and Peace Corps policy.Coordinates services across Peace Corps Volunteer Health System. Evaluates and ensures quality of interdepartmental services. Program Evaluation 10% Assesses and evaluates overall program effectiveness/efficiency. Reviews, advises on, and conducts complex analyses, evaluations, or investigations in support of organizational programs, systems, and processes, including areas where definitions, methods, and/or data are incomplete, controversial, or uncertain, or where boundaries of the studies are extremely broad and difficult to determine in advance. Develops, implements, and monitors the effectiveness of an ongoing training program regarding the screening unit services for PCMOs and agency staff. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position Knowledge of the principles, concepts, methods, and techniques of the medical field or specialization of the position to analyze, evaluate and provide expert advice and consultation. Knowledge of the principles, methods, applications, and state-of-the-art technology in the position's program area of responsibility to provide direction and guidance on critical and complex issues. Knowledge of Federal funding mechanisms such as contracts, cooperative agreements, and other contractual arrangements to perform assigned functions. Knowledge of the agency's missions, objectives, goals, and management practices to integrate these requirements with program evaluation activities. Ability to perform complex analytical studies and interpretation of results to coordinate the evaluation of programs and recommend improvements. Ability to communicate, both orally and in writing, to make clear, convincing presentations, explain and justify recommendations, represent the agency and assigned program or project areas, provide guidance and advise program administrators and members of the community, respond to inquiries, and interact with high level officials and representatives from public and private public health organizations. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives and resources available. The employee and supervisor, in consultation, develop guidelines, projects, and work to be done. The incumbent plans, directs, monitors and evaluates, identifies needs and resolves most conflicts within assigned projects. The incumbent interprets and applies policies in terms of established goals, objectives and accepted practices. Controversial or unprecedented issues are brought to the attention of the supervisor for more detailed direction and guidance. The employee keeps the supervisor informed of progress and potentially critical matters. Completed work is reviewed for feasibility, conformance to agency policy and practices, and effectiveness in meeting specific goals and objectives. Factor 3- 4 Guidelines

Available guidelines consist of general policies, procedures, regulations, and basic legislation pertaining to the position's area of responsibility. The employee must use initiative and resourcefulness in formulating new approaches or deviating from conventional methods and applications. When existing guidelines are no longer efficient or effective, the incumbent may modify or propose new methods or approaches. The incumbent represents the agency in developing, interpreting, and applying policies and procedures and is consulted by colleagues on issues relating to the application of guidelines in the assigned area. Factor 4- 5 Complexity The work requires many varied and unrelated processes associated with planning, managing, and evaluating medical program or project activities. Mastery of complex and unique public health issues and service methods is necessary to provide effective management and evaluation of projects. Assignments are complicated by their interdisciplinary nature and fluctuating external factors such as social implications, cultural diversity, economic conditions, and environmental aspects. The work requires critical analyses and the provision of expert medical advice concerning complex and controversial methods and approaches in a field subject to continuing technological developments. Factor 5- 4 Scope and Effect The primary purpose of the work is to perform difficult and complex advisory/assistance functions that require coordination between Federal and non-Federal organizations or programs and involve controversial, unconventional, or novel issues. Assignments typically require modifications of standard practices, adaptations or extensions of precedent decisions and development of new approaches, methods, or techniques for specific application. The work affects the degree to which agency objectives are met and also enhance the direction, scope, and quality of health services provided to a variety of entities (e.g., hospitals, private health providers, various public health organizations and local private/volunteer and community organizations). Factor 6- 3 Personal Contacts Personal contacts are with medical peers, other professionals within the agency, and health officials of the Federal, state, and local public health organizations. The positions may negotiate and participate in cooperative studies with various CIO's, Federal agencies, States, and health related organizations. Factor 7- 3 Purpose of Contacts The purpose of contacts is to provide technical assistance and consultation, evaluate program activity, and to assess the relative value of programs based on established criteria, goals, and objectives in support of agency and center missions. The incumbent must use influence and motivation techniques to advise on appropriate methods and approaches for improving public health care and to interpret, apply and recommend improvements to policies and review methods. Factor 8- 1 Physical Demands Typically the employee sits comfortably to do the work; however, there may be some walking, standing, bending, carrying of light items, such as, papers and books. Lifting ability of 25 pounds is needed for routine work. Infrequent lifting of up to 40 pounds is necessary and is generally associated with special projects, training and travel. Blood borne Pathogen Exposure/Risk: Low level of risk. International travel may be necessary to achieve the goal of the unit and may result in moderate to high physical risk and discomfort Factor 9- 1 Work Environment The work is usually performed in an office environment, meeting rooms or similar settings. Travel involves the normal risks and discomforts of automobile, bus, rail, or air transportation. 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 1 level below SES, or equivalent or higher level; or to a position which directs a substantial FP-2 or equivalent level workload; or to a position which directs work through FP-2 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; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is FP-4 or higher, or equivalent. Factor 6- 5 Other Conditions Supervision and oversight involve significant and extensive coordination and integration of a number of important projects or program segments of professional, scientific, technical, and managerial or administrative work comparable in difficulty to the FP-4 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed. OR Supervision involves directing a highly technical, professional, administrative or comparable work at FP-3 or above which involves extreme urgency, unusual controversy, or other, comparable demands due to research, development, test and evaluation, design, policy analysis, public safety, public health, medical, regulatory, or comparable implications. OR This position manages work through subordinate supervisors and/or contractors who each direct substantial workloads comparable to the FP-4 level.

Accountant, FP- 0510- 4

Position Number: D10704 Introductory Statement: This position is located in the Peace Corps, Office of Chief Financial Officer, Accounting and Financial Reporting. The incumbent participates in maintaining an accurate standard general ledger and accurate trial balances for each fund type, maintaining up-to-date policies and procedures for ensuring there are adequate internal controls within Peace Corps automated financial management system. Accounting for Fund Control Activities 50% Administers and performs a variety of fund control activities affecting limited functional areas of the organization. Certifies the availability of resources authority and allotment prior to procurements. Analyzes the impact of significant budgetary or accounting events on multi-appropriated fund accounts such as allocations, commitment, obligations, cost, and disbursement. Translates the results of analysis into usable reporting for management, technical personnel, and affected official. Reconciles differences between the resource tracking system in place and documentation. Ensures that financial reports generated from the resource tracking system are accurately and technically reflective of the organizations financial condition. Validates the integrity of data by virtue of analysis, and reconciliation. Takes corrective action on instances when fund control is not adequate, by reporting findings to affected officials. Makes substantive recommendations to improve accounting process environment as it relates to satisfying regulatory requirements, maintaining adequate internal controls, and capturing useful, reliable, and meaningful financial information. Accounting Data Analysis and Reconciliation 50% Performs analysis and reconciliation of a variety of administrative accounts consisting of accounts with some non-standard, specialized accounts. Identifies and resolves complex accounting transactions that create out-of-balance conditions in financial reports. Tracks back through a series of transactions and erroneous adjustments to isolate the original error and correct it. Factor 1- 7 Knowledge Required by the Position Professional knowledge of accounting theories, practices, methods, and techniques, and knowledge of organizational practices, policies, and programs to independently perform a variety of assignments. Knowledge of governmental accounting operations and requirements including those established by GAO, Department of Treasury, OMB, and the agency to independently perform a variety of assignments. Ability to analyze accounting systems or to modify and adapt conventional accounting and analytical techniques to solve a variety of accounting problems. Knowledge of automated systems design practices and limitations to describe systems specifications and requirements to computer programmers and software specialists. Ability to deal tactfully with other employees to implement revised policies and procedures, to discuss changes relating to the automated accounting system, and/or to coordinate necessary training in connection with revised operations or system changes. Ability to write letters, memoranda, and operating procedures, directives, and/or guides to convey information relating to the accounting process. Factor 2- 4 Supervisory Controls The supervisor makes assignments by outlining the overall objectives and resources available. The accountant and supervisor discuss timeframes, scope of assignment and possible approaches. The accountant is fully experienced in applying professional concepts and methodologies. The accountant is independently responsible for planning and carrying out the assignment; resolving most of the conflicts that arise; and coordinating with system support personnel, computer programmers, program managers and others as necessary. The accountant independently interprets policies and regulatory requirements and makes recommendations for improvements. The accountant keeps the supervisor informed of progress. Completed work is reviewed for soundness of overall approach, effectiveness in meeting requirements or expected results, and workability of recommendations. Factor 3- 3 Guidelines

Available guidelines are not completely applicable to some of the work, or have gaps in specificity. Normally, the guidelines provide a preferred approach or describe generally accepted requirements for recording and reporting transactions rather than precisely delineating requirements. The accountant uses judgment in interpreting and adapting guidelines and work directions for application to specific cases or problems. The accountant analyzes results and recommends changes. Factor 4- 4 Complexity The work covers a wide range of accounting functions such as: analysis of program operations for impact on accounting or financial management systems; analysis of trends or anomalies in accounting system transactions and their significance to ongoing agency programs; analysis of specific problem areas arising within the accounting system or program operations, and determining a solution through accounting system redesign, or modifications to automated system hardware, or software programming, or through changes in workflow practices; analysis of accounting system effectiveness and working toward improvement through better internal controls; meeting with and advising agency manager on satisfying regulatory requirements, reprogramming funds, eliminating waste and fraud; designing internal controls to track financial records, safeguard assets, and insure accurate and reliable statements and reports. Decisions regarding what needs to be done require an assessment of a variety of conditions inherent in the design and operation of accounting systems. Factor 5- 3 Scope and Effect The purpose of the work is to perform independently a variety of accounting work, applying conventional accounting principles and procedures. The work affects the operation and management of programs by providing accurate and timely financial data. The work ensures that recurring reports are accurately complied and completed on time; that accounting data is available for use by other accountants; and that anomalies in system operation are promptly detected and either corrected or reported. Factor 6- 3 Personal Contacts Contacts are with officials, managers, professionals, and employees of other agencies and outside organizations. Typical of these contacts are representatives of contractors, lawyers and accountants of business firms, administrators, and representatives of State and local governments or other Federal agencies. Factor 7- 2 Purpose of Contacts The purpose of contacts is to plan, coordinate, or conduct accounting assignments. The accountant arranges for interviews and meetings and obtains information. The accountant discusses with others such matters as the significance of guidelines, appropriateness of recommendations, necessity for additional facts, and the preferred course of action. The accountant resolves problems related to assignment of responsibility, coordinates the technical support of subject-matter experts, and in general resolves questions and clarifies problems. Though differences of opinion may exist, the persons contacted are usually working toward a common goal and generally are cooperative. Factor 8- 1 Physical Demands The work is principally sedentary. Factor 9- 1 Work Environment The work is usually performed in an office setting.

D10307 Post Service Manager FP 610 2, FP- 0601- 2

Position Number: D10307 Introductory Statement: This position is located in the Office of Medical Services, Office of Volunteer Support. The Peace Corps' Post-Service Unit plans, organizes, controls, evaluates, and coordinates claims filed by Volunteers at their Close-of-Service (COS), Returned Peace Corps Volunteers (RPCVs) with the Office of Workers' Compensation Programs (OWCP), Department of Labor (DOL), under the Federal Employees' Compensation Act (FECA), Additionally, the unit provides evaluation services for all RPCVs under the Peace Corps Act and reviews medical and dental reports for services requiring Peace Corps oversight. It also maintains re-employment programs for long-term disabled claimants in conjunction with the DOL. The incumbent provides management and leadership of the Office by administration and supervision, and serves as liaison between the Peace Corps and the DOL. Supervisory and/or Managerial Responsibilities 40% 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. Liaison Activities 10% Serves as technical expert, exercising independence and judgment to develop and maintain relationships with various stakeholders. Maintains open lines of communication with Senior Management staff and other departments within Peace Corps. Initiates and maintains regular liaisons within Peace Corps, congressional offices, other government personnel at all organization levels and the general public as pertains to the work of OMS. Collaborates with staff of other offices in the Agency to prepare and review position papers on proposed legislation, Executive Orders, or other regulations relative to workers' compensation matters and Peace Corps policy. Coordinates services across Peace Corps Volunteer Health System. Evaluates and ensures quality of interdepartmental services. Plans, directs, and executes liaison operations for critical agency-wide programs, with national or international implications. Program Planning and Management 40% Employee has program responsibility for the Peace Corps' Post-Service Unit. This includes organizing, coordinating and directing the operations of the unit; planning; establishing and implementing policy; and developing program goals and objectives. Assists in determining the need for written policies and procedures , overseeing the development of policies and procedures, and reviewing and recommending approval upon completion. Develops and reviews manuals, handbooks, audiovisuals and other resources related to the services of the unit. Works in coordination with other Peace Corps offices i.e, General Counsel, Human Resources, etc. to review or prepare position papers on proposed Peace Corps policy. Ensures staff understanding and compliance with agency and Office of Medical Services policies and procedures.

Participates in the development of OMS budget and planning activities. Manages department performance to assure Unit meets productivity, budget and customer service goals.Initiates and manages project/program development, implementation, and evaluation. Participates in all components of education and training as necessary to meet the goals of the agency. Monitors OWCP program costs; track changes and identifies trends and opportunities for managing program costs; perform variance analyses. In collaboration with budget implementation team forecasts future OWCP growth and agency expense. Assures that expenses are accurate and works through OWCP to remove inappropriate charges from chargeback. Ensures compliance with regulatory, agency, and profession/clinical standards. Resolves and responds to service complaints. Designs, implements, and monitors the Peace Corps' programs for: Management of FECA claims related to COSing PCVs, RPCVs; Authorization of medical and dental services under The Peace Corps Act; Coordination of post-service health benefits with CorpsCare, a private health insurance plan, offered by Peace Corps to former Volunteers. Provides post-service health benefit services: Assesses and authorize requests for evaluation for work-related injuries; Provides authorizations to RPCVs within 6 months of Close of Service for evaluation of service-related medical conditions; Processes, evaluates, investigates, and manages RPCV claims submitted to the DOL; Serves as liaison between the claimants and the DOL; Determines eligibility for continued compensation; Identifies candidates and facilities re-employment/rehabilitation. Provides oversight, coordination and directs the work of the Post-Service Review Board. Maintains case manangement project, a joint Agency and DOL effort, to reemploy long-term RPCVs; reviews files in DOL District offices to identify reemployment or rehabilitation potential; and assists with the placement of these individuals. Participates on education and training/development project teams concerning skills-building and work force re-entry programs for claimants. Maintains an automated workers' compensation tracking system, and provides the Director/Deputy Director of OMS with statistical reports; collaborates with OMS staff to provide data-based decision-making. Recommendations and suggestions are made without further review when they are in accordance with the policies, regulations, and practices of the agency. Program Evaluation 10% Assesses and evaluates overall program effectiveness/efficiency. Reviews, advises on, and conducts complex analyses, evaluations, or investigations in support of organizational programs, systems, and processes, including areas where definitions, methods, and/or data are incomplete, controversial, or uncertain, or where boundaries of the studies are extremely broad and difficult to determine in advance. Develops, implements and monitors effectiveness of an ongoing training program regarding Post-Service health benefits for PCMOs, PCVs, RPCVs, and DOL examiners. 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) Comprehensive knowledge of FECA and OWCP principles, concepts, laws, regulations, and precedent decisions, as well as knowledge of the Peace Corps, Privacy, and Freedom of Information Acts as they relate to claims management; (3) Knowledge of coordination of benefits, healthcare reimbursement, billing, medical and dental insurance plans and programs; (4) Mastery of a wide range of methods for the assessment and improvement of complex programs, processes and systems; (5) Skill to plan, organize, and implement programs, plans, and proposals involving substantial agency resources, or that require extensive changes in established procedures; (6) * Skill and experience in all aspects of supervision, including performance appraisals, staff counseling, work improvement plans, award recommendations, etc.; (7) * Skill in written and verbal communication, including ability to write policies, procedures, guidelines, and other official documents; ability to listen and provide counseling to customers. Knowledge of the principles, concepts, methods, and techniques of the medical field or specialization of the position to analyze, evaluate and provide expert advice and consultation. Knowledge of the principles, methods, applications, and state-of-the-art technology in the position's program area of responsibility to provide direction and guidance on critical and complex issues. Factor 2- 4 Supervisory Controls

The supervisor sets the overall objectives and resources available. The employee and supervisor, in consultation, develop guidelines, projects, and work to be done. The incumbent plans, directs, monitors and evaluates, identifies needs and resolves most conflicts within assigned projects. The incumbent interprets and applies policies in terms of established goals, objectives and accepted practices. Controversial or unprecedented issues are brought to the attention of the supervisor for more detailed direction and guidance. The employee keeps the supervisor informed of progress and potentially critical matters. Completed work is reviewed for feasibility, conformance to agency policy and practices, and effectiveness in meeting specific goals and objectives. The incumbent works under the general direction of the Deputy Director of OMS, with assignments given in terms of broadly defined workers' compensation program missions and goals. Incumbent directly supervises the post-service unit's employees and is responsible for the timely completion of employee performance plans and appraisals. The incumbent is independently responsible for establishing assigned program priorities and for developing and implementing courses of action to achieve stated goals and objectives. Incumbent uses sound judgment to interpret external and internal factors such as laws, regulations, and policies to determine appropriate direction. Incumbent obtains guidance and oversight of clinical management standards from the Chief of Clinical Programs or designee. The incumbent keeps supervisor informed of potentially controversial issues and those having considerable impact on the Agency and/or a significant number of claimants. Completed work is considered technically authoritative and accepted without significant changes in terms of overall compatibility with Agency policy. Factor 3- 4 Guidelines Available guidelines consist of general policies, procedures, regulations, and basic legislation pertaining to the position's area of responsibility. The employee must use initiative and resourcefulness in formulating new approaches or deviating from conventional methods and applications. When existing guidelines are no longer efficient or effective, the incumbent may modify or propose new methods or approaches. The incumbent represents the agency in developing, interpreting, and applying policies and procedures and is consulted by colleagues on issues relating to the application of guidelines in the assigned area. Guidelines consist of general administrative policies, the Peace Corps Act, DOL, OWCP, the Office of Personnel Management, FECA, and precedent decisions provide broad general guidelines. The incumbent is responsible for initiating the development of specific Agency directives to serve as guidelines for the Division, as well as for integrating new research, trends, and developments into workers' compensation program components. Acceptable management and supervisory principles and practices must also guide incumbent and management and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Factor 4- 5 Complexity The work requires many varied and unrelated processes associated with planning, managing, and evaluating medical program or project activities. Mastery of complex and unique public health issues and service methods is necessary to provide effective management and evaluation of projects. Assignments are complicated by their interdisciplinary nature and fluctuating external factors such as social implications, cultural diversity, economic conditions, and environmental aspects. The work requires critical analyses and the provision of expert medical advice concerning complex and controversial methods and approaches in a field subject to continuing technological developments. Factor 5- 4 Scope and Effect The primary purpose of the work is to perform difficult and complex advisory/assistance functions that require coordination between Federal and non-Federal organizations or programs and involve controversial, unconventional, or novel issues. Assignments typically require modifications of standard practices, adaptations or extensions of precedent decisions and development of new approaches, methods, or techniques for specific application. The work affects the degree to which agency objectives are met and also enhance the direction, scope, and quality of health services provided to a variety of entities (e.g., hospitals, private health providers, various public health organizations and local private/volunteer and community organizations). Factor 6- 3 Personal Contacts Personal contacts are with medical peers, other professionals within the agency, and health officials of the Federal, state, and local public health organizations. The positions may negotiate and participate in cooperative studies with various CIO's, Federal agencies, States, and health related organizations. Factor 7- 3 Purpose of Contacts

The purpose of contacts is to provide technical assistance and consultation, evaluate program activity, and to assess the relative value of programs based on established criteria, goals, and objectives in support of agency and center missions. The incumbent must use influence and motivation techniques to advise on appropriate methods and approaches for improving public health care and to interpret, apply and recommend improvements to policies and review methods. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required.Lifting ability of 25 pounds is needed for routine work. Infrequent lifting of up to 40 pounds is necessary and is generally associated with special projects, training and travel.Blood borne Pathogen Exposure/Risk: Low level of risk.International travel may be necessary to achieve the goal of the unit and may result in moderate to high physical risk and discomfort. Factor 9- 1 Work Environment The work is usually performed in an office environment, meeting rooms or similar settings. Travel involves the normal risks and discomforts of automobile, bus, rail, or air transportation. 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 two reporting levels below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. Factor 4A- 3 Nature of Contacts Contacts may be informal, occur in conferences and meetings, or take place through telephone, and sometimes require nonroutine or special preparation. Frequent contacts are with higher ranking managers, supervisors, and staff of program, administrative, and other work units and activities throughout the field activity, installation, command (below major command level) or major organization level of the agency; representatives of local public interest groups and ; case workers in congressional district offices. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to ensure that information provided to outside parties is accurate and consistent; to plan and coordinate the work directed with that of others outside the subordinate organization; and/or to resolve differences of opinion among managers, supervisors, employees, contractors or others. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is FP-04 or lower, or equivalent. Factor 6- 5 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 FP-04 level.

Management Analyst, FP- 0343- 3

Position Number: D09773 Introductory Statement: This position is located in the Office of CIO. Familiarity with IT terminology and systems is recommended. Budgetary and Financial Management Operations Analysis 50% Serves as an organizational 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. Conducts Studies in Support Services Program Areas 15% Provides expert analysis and advice on complex program issues. Identifies relevant issues based on operations and changing program requirements. Collects relevant information from varied sources that may be difficult to access. Carries out a variety of special assignments requiring extensive coordination with other departments, external agencies, and the private sector. Plans, organizes, and conducts studies or surveys of a specialized support services function or functions. Analyzes operations, requirements, systems, etc. Devises new analytical techniques to evaluate findings. Makes authoritative recommendations to management for the modification, consolidation, standardization, or obsolescence of systems. Internal Control Systems Assessment and Monitoring 15% Resolves audit/inspection activities for organizations involving a significant degree of complexity and with interrelated program areas. Conducts management surveys and audits, ensuring that management policies, practices, and procedures are consistent with the strategic goals and objectives of PC. Provides results to senior management officials. Makes written and oral recommendations to resolve audit findings. Conducts follow-up reviews to verify compliance with actions recommended by the Inspector General and GAO audits of funds. Provides technical advice and assistance by answering questions involving audits of extended scope and impact involving multiple agencies and private businesses, where conflicts exist. Formulates, develops, and administers agency-wide procedures for payment of claims submitted as the result of an oil discharge and for the mitigation or prevention of a substantial threat of an oil discharge. Establishes procedures to ensure payment of removal costs and uncompensated damages in cases of oil discharge or threat of discharge. Oversees the work processes used by field adjusters to assess claims for damages or losses. 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. Program Planning and Management Work 10% Serves as an expert analyst in the assessment and improvement of program effectiveness or the improvement of complex management processes and systems. Performs long-range planning and analysis of new substantive agency programs where precedents are scarce or nonexistent. Works with top management to develop long-range management plans for efficient and effective program implementation and administration. Applies a wide range of qualitative and/or quantitative methods for the assessment and improvement of complex short and long-range goals of the organization, developing detailed plans for implementing them, and overseeing implementation of the goals in subordinate organizations. Recommends changes in objectives or emphasis in functions under the organization's purview. Makes the best use of present resources, assisting in planning for future resource needs, estimating short- and long-range personnel, budgetary, space, and equipment needs, and implementing new resources. Assists in determining the need for written policies and procedures, overseeing the development of policies and procedures, and reviewing and recommending approval upon completion.

Reviews productivity in all areas, monitors problem areas, and oversees implementation of solutions to problems. Conducts periodic and comprehensive evaluations of ongoing functions to ensure that the organization meets its stated goals, and identifies areas where operational efficiency can be enhanced. Recommends actions necessary to maintain or improve the quality and quantity of operational services, introducing or refining automation, reorganizing operating units, reassigning personnel, and proposing the increase of organization resources. Directs the capture, reporting, and analysis of statistical data relating to the organization's operations and directs or personally performs special studies regarding this data. 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.

Financial Program Specialist, FP- 0501- 4

Position Number: D10691 Introductory Statement: This position is located in the Office of Chief Financial Officer, Financial Systems. Financial Systems Management 40% Plans and develops specifications for new or upgraded comprehensive accounting/financial system to meet business requirements. Examines financial system controls and procedures related to the processing of Volunteer and PSC financial and personnel data. Provides information on unusual conditions, procedural irregularities, and major problems and recommends corrective action. Maintains, monitors, and supports daily production jobs and coordinates month-end processes with users. Develops new reports and/or queries requested by users using standard reporting tools. Provides user support and coordinates with the IT group to resolve system issues. Works with the IT group to develop requirements for any system enhancements, upgrades, or new developments and assists in acceptance testing of these system changes. Assists in the development of new guides to meet specific financial system requirements. Applications Programming and Testing 20% Working in accordance with established criteria, uses a variety of programming languages and programming tools to create applications and automate standard workplace functions, such as administrative procedures or clerical functions. Tests, debugs, and maintains software applications to ensure that they meet technical and functional requirements. Designs, develops, or modifies advanced program/macro routines to facilitate access, analysis, and ease of application use. Works with higher-level specialists to identify functional requirements and logic pathways. Tests software by exercising all logic paths. Documents test results and modifies code to debug the program. Participates in testing components of new and revised systems, and suggests modifications of system components and programs to correct any deficiencies detected. Prepares test data and conducts functional testing of programs to demonstrate accuracy and functional capacity. Coordinates the development of test data and testing of groups of programs to ensure that overall system logic and operation are correct. Determines technical training requirements, and ensures that changing customer needs are addressed. Develops and maintains program documentation. Human Resources Information Systems Projects 20% Independently solves atypical problems related to Human Resources Information Systems development, testing, and implementation projects. Conducts extensive research of data from diverse sources to resolve problems. Extracts and assembles information and uses advanced analytical techniques to develop conclusions. Develops written reports or oral presentations to recommend changes to programs or procedures. Human Resources System Support and Administration 20% Applies programming techniques and system capabilities, procedures, limitations, and retrieval options to identify areas where automation can effectively eliminate labor-intensive Human Resources manual systems and/or to implement system changes that enhance current automation processes. Presents training sessions on HRMS and associated systems (VICA, VESI, etc) to domestic and international staff in order to enable quick and efficient access. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The position requires detailed, intensive knowledge of the policies, precedents, goals, objectives, regulations, and guidelines of a functional area such as financial oversight, budget formulation, and/or budget execution. Also required is knowledge sufficient to analyze and evaluate continual changes in program plans and funding and their effect on financial program milestones. The employee is required to demonstrate and act upon this knowledge when there is uncertainty due to short and rapidly changing program and financial deadlines, when there are gaps and conflicts in program and financial information, or when difficulties arise due to changing guidelines for the work.

Factor 2- 4 Supervisory Controls The supervisor outlines overall objectives and available resources. The employee and supervisor, in consultation, discuss timeframes, scope of the assignment, and possible approaches. The employee is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy in terms of established objectives. The employee is responsible for interpreting policy and regulatory requirements, developing changes to plans and/or methodology, and/or providing recommendations for improvements in order to meet program objectives. The employee keeps the supervisor informed of progress and potentially controversial matters. The supervisor reviews completed work for soundness of overall approach, effectiveness in meeting requirements or producing expected results, the feasibility of recommendations, and adherence to requirements. Factor 3- 3 Guidelines Guidelines consist of standard reference materials, texts, and manuals. The guidelines that are available provide a preferred approach or describe generally accepted standards rather than precisely delineating requirements. Guidelines include plans for commonly performed reviews which provide a preferred approach or include standards that describe the generally accepted requirements for recording and reporting transactions rather than the specific systems in use. The employee interprets and adapts the guides, modifying the information presented to fit the situation at hand. Methods and techniques normally applied are inadequate in some respects and require adaptation to the peculiarities of the assignment. The employee uses judgment in studying programs, operations, and systems and in making recommendations. Factor 4- 4 Complexity The work consists of performing a variety of analytical, technical, and administrative work of a financial nature for substantive programs and support activities. These programs and activities are funded through a number of sources such as appropriations, allotments, reimbursable accounts, and transfers of funds between organizations. Programs and funding are unstable and subject to change throughout the fiscal year. The employee conducts research, identifies, and analyzes trends in the use of funds, and recommends adjustments in program spending that require the rescheduling of program workloads. The employee also assists program managers and staff officials in interpreting the impact of and planning for multi-year financial/budgetary and program changes. The employee chooses the analytical means appropriate for the task. The presence of conflicting financial and program data make it difficult to identify reliable data. Deadlines, which can be short-term and unpredictable, vary according to financial/budgetary objectives, available funding, program goals, and workload. Factor 5- 3 Scope and Effect The purpose of the work is to perform a variety of tasks in a limited financial functional area, using standard methods to resolve conventional problems and issues. The work affects the information available on the amount, timeliness, and availability of funds, and the availability fo financial data to others. Factor 6- 3 Personal Contacts Personal contacts are with officials, managers, professionals, and employees and executives of other agencies and outside organizations. The contacts are not established on a routine or recurring basis, the purpose and extent of each contact is different, and the role and authority of each party is identified and developed during the course of the contact. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan, coordinate, or advise on work efforts, or to resolve issues or operating problems by influencing or persuading people who are working toward mutual goals and have basically cooperative attitudes. Contacts typically involve identifying options for resolving problems. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in factories, warehouses, supply depots, and similar areas. Work may also require walking and standing in conjunction with travel to and attendance at meeting and conferences away from the work site. Position may require carrying light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some positions may be exposed to uncomfortable conditions in such places as factories, construction yards, and supply yards.

Information Technology Specialist (Data Management), FP2210- 3

Position Number: D09601 Introductory Statement: This position is located in the Software Services branch, OCIO. Primary responsibilities include performing all aspects of business applications architecture, design and development in compliance with federal standards. Exercise ability to serve as a Solution Architect applying an in-depth knowledge of the application development policies, guidelines, and procedures; technical standards for data exchange and interface designs; system lifecycle management; data management, auditing; project analysis and management; configuration management; and business re-engineering; and system testing. Serve as a Technical Lead utilizing hands-on experience to implement data management, lifecycle management, project management, requirements management, information management, development of policies, procedures and standards; assisting with strategic planning and development of business solutions. Database Design and Development 20% Plans and coordinates the development of data structures and access strategies in alignment with business and mission requirements. Leads projects to develop and implement new data management designs. Develops logical data models to be translated into workable physical database designs. Selects modeling methodologies and tools. Generates models that are capable of accommodating new and unanticipated business requirements and processes. Verifies model integrity and maintains and revises existing models. Anticipates changes in business requirements; ensures that data models are capable of responding to changing requirements; and adapts modeling tools and approaches to meet the unique requirements of the assignment. Web-based Systems Software and e-Government Technologies 20% Provides major technological input towards developing a long-term Web technology strategy. Plans and manages projects related to Web-based and/or e-Government systems, such as monitoring emerging technology and making recommendations accordingly. Serves as the focal point for guiding the development of Internet-based systems. Provides technical expertise in analyzing, diagnosing, and resolving problems in support of Web platforms and applications. Performs duties such as mapping overall Web design and structure; ensuring Web site functionality, integrity, and security; and directing ongoing maintenance and enhancement efforts. Advises and provides technical consultation and guidance on matters related to the optimization of Internet technologies. Applies knowledge of Internet protocols, transmission control protocol, independent service providers, hypertext transfer protocol, uniform resource locators, intranets, wide area networks (WANs), and open database connectivity). Provides leadership in the design, programming and technical support of Web-based activities. Designs, codes, and implements computer programs or subroutines for Web-based and e-Government systems, and administers customer or user access to these systems. Provides assistance and training to application customers on Internet capabilities. Provides technical assistance to resolve computer system problems or to handle IT-related questions on interfaces with Web-based systems. Provides training in the use of Web-based products and services and how to further the mission and usage of e-Government systems. Coordinates with staff to convert finding aids and research tools to Web-based presentations. Develops new Web tools and informational Web pages. Applications Programming 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. 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. Enterprise Architecture Planning and Implementation 10% As a member of an information technology team, addresses the most difficult problems relating to the agency's enterprise architecture, such as determining data storage requirements for web-based enterprise architecture applications. Assists in planning, designing, and implementing an agency-wide enterprise architecture that integrates multiple areas, such as business, application, information, and technology architectures. Performs Computer Systems Testing and Evaluation 10% Serves as a computer science expert in the design, development, test, checkout, and readiness of systems or equipment that involve new concepts and new and varied requirement problems. Acts as a technical specialist on the procedures, methods, and techniques used for checkout, acceptance testing, and preparation of software, systems, or hardware. Serves as an advisor to manufacturers, computer engineers, management, related organizations, or contractor personnel, giving authoritative advice relative to testing and evaluation. Performs additional data systems and analysis work. Information Systems Security 10% Serves as an IT security officer for systems that impact programs implemented on a national basis. Reviews and develops systems security policy, guidelines, and procedures for systems processing multiple applications that require differing and conflicting security controls, and that are typically accessed by a large distributed user community. Develops or interprets policy and procedural controls covering physical security, application and data security, system software security, contingency planning, compliance with personnel clearance procedures, security education and training, and contractor security. Establishes risk-management procedures and ensures that risk-management techniques are applied to all new or modified computer applications. Conducts technical network vulnerability and risk assessments. Ensures the confidentiality, availability and integrity of IT systems through full compliance with the Federal Information Security Management Act, related NIST standards, and agency IT security policies and standards. Continually evaluates current system security posture, monitors activities, and assesses the security awareness knowledge of staff as it relates to assigned areas of responsibility. Schedules and conducts special security studies, analyses, surveys, or reviews of IT systems to assure that appropriate levels of safeguards exist to protect against perceived threats. Plans and directs the development of security criteria and guidelines for users of IT systems. Assists in preparing comprehensive reviews and evaluations of software and systems design or modification proposals for identifying possible security risks that should be considered during further systems design and programming. Assists in reviewing final software installation and system plans for additional security risks not identified during proposal stages and recommends work process changes and general design and programming techniques to alleviate potential security problems. Reviews specifications of all IT-related purchases to ensure they contain full consideration of security-related needs. Monitors progress toward enhanced security measures outlined in certifications. Investigates security incidents for cause and the most effective corrective actions. Monitors and evaluates changes that affect systems security. Data Warehousing and Decision Support 10% Plans and coordinates the design and development of data warehouses and data marts that meet business and mission requirements. Leads projects to develop and implement meta-schema. Plans and coordinates implementation of new database strategies on an enterprise-wide basis; defines implementation plans and actions and interprets strategies as required. 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.

Health Benefits Specialist, FP- 0301- 7

Position Number: D09744 Introductory Statement: This position is located in the Office of Medical Services (OMS) under the Associate Director of Volunteer Support. The OMS is responsible for Peace Corps pre-service medical clearance of applicants, in-service health care, and post-service health benefits programs. The Post-Service Unit is responsible for the planning, organizing, controlling, evaluation and coordination of health benefits for returned Volunteers. In addition, the Post-Service Unit processes workers' compensation claims for both returned Volunteers and Agency employees with the Office of Worker' Compensation Program (OWCP), Department of Labor (DOL) under the federal Employees' Compensation Act (FECA). Employee Benefits Program Support 50% Under the guidance of a higher level specialist coordinates a variety of post-service health benefits activities; organizes and manages office systems; serves as a troubleshooter on various issues; conducts research and analysis and presents findings; prepares routine and special summary reports and findings on issues; and performs assigned administrative functions for the Post-Service Manager such as coordinating DOL District Office reviews including travel arrangements and documentation preparation. Assures the completeness and accuracy of post-service and workers' compensation statistics and data bases. Enters data into computer files. Prints, maintains and coordinates distribution of reports. Utilizes computer applications to prepare data in chart and graph format for presentations. Provides follow-up on complaints or problems that are called to the attention of the Post-Service Manager. Explores the basis for complaints. Informs the manager of internal issues/problems, identifies those that require immediate attention and offers solution. Serves as assistant to the Post-Service Manager in the discharge of varied responsibilities associated with the management of the unit. Maintains integrity of Volunteer Health Records and Workers' compensation program files. Collaborates with Medical Records Department and overseas medical officers to optimize health record delivery to the Post-Service Unit. Coordinates record retirement procedures or workers' compensation files. Maintains confidentiality of all Volunteer/customer records and case information. Prepares written responses to correspondence from returned Volunteers, DOL, health care providers and others; drafts worldwide cables, post-service informational documents and procedures. Selects appropriate mechanism to communicate with customers, including email, cable and fax. Participates fully as a team member; actively participating in the Post-Service Process Review Team, identifying problems; and offering suggestions for improvement. Prepares and distributes claim packets to returned Volunteers. Assists claimants with form completion. Collects information necessary to file claims. Participates in the preparation and case management of workers' compensation case by completing forms, obtaining needed reports, forwarding appropriate documentation to DOL, and collaborating with DOL and providers. Works independently to prepare uncomplicated claims, such as dental, pregnancy, TB skin tests conversions, etc. Processes bills. Reviews for completeness and accuracy; determines relationship to OWCP claim or post-service medical evaluation; forwards OWCP case information/bills and post-service evaluation bills for payment; returns incomplete bills; and advises providers and claimants of billing requirements. Demonstrates knowledge of the requirements, procedures and benefits of all post service health benefits programs sufficient to research benefit-related problems where an analysis of individual circumstances is required. Performs Trainee Work 50% 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. 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. 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.

Information Technology Specialist (Information Security), FP2210- 2

Position Number: D10259 Introductory Statement: This position leads the agency's global efforts to protect sensitive information, improve the agency's information technology security posture world-wide, and reduce agency liability by ensuring compliance to applicable Federal laws and agency policies and procedures. This position reports to the Chief Information Officer and carries out risk management and information assurance functions required to achieve desired levels of availability, integrity, and confidentiality. The person selected for this position will enhance the agency's information security program through planning, leading, and managing the following areas: Leadership and Integration, IT Risk Management, Compliance, IT Security Architecture, Cyber Incident Prevention, Response and Reporting, Security Awareness and Training, and Policy and Processes. Information Systems Security 30% As a recognized expert in the field of information technology (IT) security, provides authoritative guidance related to the agency IT security program. Develops long-range plans for IT security systems that anticipate, identify, evaluate, mitigate, and minimize risks associated with IT systems vulnerabilities. Reviews and evaluates security incident response policies. Identifies the need for change based on new security technologies or threats. Tests and implements new policies; institutes measures to ensure awareness and compliance. Reviews proposed new systems, networks, and software designs for potential security risks. Recommends mitigation or other countermeasures. Resolves integration issues related to the implementation of new systems within the existing infrastructure. Implements higher-level security requirements, such as those resulting from laws, regulations, or Presidential directives. Ensures the confidentiality, availability and integrity of IT systems through full compliance with the Federal Information Security Management Act, related NIST standards, and agency IT security policies and standards. Continually evaluates current system security posture, monitors activities, and assesses the security awareness knowledge of staff as it relates to assigned areas of responsibility. Integrates security programs across disciplines. Defines the scope and level of detail for security plans and policies applicable to security programs. Provides expert guidance in the planning, coordination, and development of specifications to meet security requirements at the agency or wide area network (WAN) level. Identifies significant actual and potential cyber security problems, trends, and weaknesses. Recommends modifications and solutions for reducing IT security risks, and develops strategies for responding to future IT security challenges. IT Project Planning and Management 30% 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. 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. Leads major agency-wide IT policy development efforts. Directs work assigned to a project team, reviewing and refining the final products prior to submission to management. Coordinates policy dissemination, manages policy maintenance, and develops mechanisms to measure policy effectiveness and compliance.

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. 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. Serves as an expert in an enterprise architecture specialty area for a major agency organization. Designs an integrated enterprise architecture that addresses improved decision making and adaptability to changing demands or market conditions. Works to eliminate inefficient and redundant processes, and to optimize the use of organizational assets. Produces an accurate representation of the business environment, strategy, and critical success factors; as well as comprehensive documentation of business unit and key mission processes. Develops views of the systems and data that support these processes. 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. Cybersecurity Planning and Implementation 20% Plans and investigates mission-critical cybersecurity violations that affect the integrity of an agency-wide information technology (IT) infrastructure, such as unauthorized access to financial systems. Develops long-range plans for IT security systems that anticipate, identify, evaluate, mitigate, and minimize risks associated with cybersecurity vulnerabilities. Reviews and evaluates security incident response policies. Identifies significant actual and potential cybersecurity problems, trends, and weaknesses; and recommends specific modifications and solutions to reduce risks. Develops strategies for responding to future cybersecurity challenges. Information Technology Auditing 20% Serves as a technical expert for a wide variety of broad information technology systems audits requiring integrated analysis of a number of different information systems areas. For example, advises on or conducts audits that encompass complex hardware and software applications security, network and telecommunications infrastructures, operational practices, system development activities, and regulatory compliance issues. Conducts audits of department or agency electronic information systems, and information systems used by the participants in agency programs such as contractors, and small businesses. Identifies and targets system weaknesses. Devises innovative auditing techniques. Directs or conducts audit follow-up to monitor the resolution of audit recommendations. Advises investigative, intelligence, and prosecution personnel in matters relating to computer forensics. Briefs key officials on information and evidence gathered through investigations and examinations. Provides expert testimony in Federal and state court. Furnishes information, guidance, and assistance to congressional representatives, department heads, attorneys, diplomatic officials, and other individuals and organizations on highly visible computer forensic investigations or policy matters of unusual difficulty. As a recognized senior computer forensics authority, conducts difficult and sensitive computer forensic investigations that involve problems not previously encountered. Designs, tests, and implements new computer forensic methods and procedures, such as capturing RF emissions from computer monitors, to support investigative and intelligence activities. Provides definitive advice, consultation, and guidance to key management officials. Evaluates requirements and manages the development and implementation of education and training for all agency computer forensics staff. Reviews and analyzes needs for equipment and software and oversees its acquisition. 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.

Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated.

Regional Security Advisor, FP- 0301- 3

Position Number: D10680 Introductory Statement: This position is located in the Peace Corps, Africa, EMA, or IAP Regional Offices, reporting directly to the Regional Director. As a member of the regional senior management team, the incumbent works closely with Country Desk Units (CDUs), members of the Office of Medical Services, the Counselling and Outreach Unit, Office of Safety and Security, and with Country Directors (CDs) and other appropriate Post staff members. The position will also act as a liaison with the Peace Corps Safety and Security Officers (PCSSOs). The incumbent is managed on a day to day basis and reports directly to the Regional Director. The Office of Safety and Security provides technical oversight for the position, including developing the scope of work, establishing performance standards, and developing and overseeing professional development, including the delivery of required training. The role of the Regional Security Advisor is to provide technical support to Regional senior managers in developing, integrating, and monitoring Regional safety and security activities, trainings, data compilation and analysis, and other relevant initiatives (i.e., early warning systems) into the Volunteer Safety Support System that are consistent with the policies and procedures set forth by the agency. In addition, under the direction of the Regional Director and ChOps, the incumbent will be available for emergency preparation and planning, crisis management preparation, and emergency or crisis response. Safety and Security Program Oversight 25% Acts as organization expert in formulating policies and guidelines pertaining to regional safety and security. * Serves as a member of Region's senior staff, advising regional management on all security related issues, including priorities, strategies and trends. * Assists regional management in prioritizing security RARs and PCSSO recommendations with budget implications. Participates in periodic budget activities, including IPBS and Ops Planning to ensure that security needs are prioritized and addressed. * Conducts secondary source (i.e. cable traffic, DS analyst) threat analysis and monitoring and assists Region in making strategic/operational decisions to mitigate emerging security threats. * Serves as the Regions point of contact for all security related issues, liaising with the Office of Safety and security, post, diplomatic security and other outside organizations in collaboration with the Office of Safety and Security. Coordinates activities and communication with the Office of Safety and Security. * Provides crisis management support from HQ as needed. * Serves as the Region's point of contact for continuity of operations/continuity of government (COOP) planning and exercises. * Tracks and maintains a variety of policies/compliance requirements and records (e.g. transportation). * Follows-up with CDs on CIRS submissions in accordance with agency guidelines, including issues surrounding timeliness of CIRS submissions. * Ensures that the Office of Safety and Security/PCSSOs are informed about Regional concerns related to security incidents or crimes against Volunteers. * Monitors upcoming office/embassy moves to ensure that the Office of Safety and Security is aware of anticipated collocation/setback waiver requests. * Participates in the planning for new country entry/re-entry and assures that security assessments are coordinated and executed. Ensures that security requirements are in place prior to sending a first group of trainees/PCRVs for a new country entry. Advises the RD about the appropriate timing for sending trainees/PCRVs based on post's progress with an effective Volunteer safety support system. * Maintains a general knowledge of the Region's safety and security strategies and trends as reflected in the regional IPBS, incident reports, EAPs, PCSSO reports, and other sources. Liaison Support and Presentation of Findings and Recommendations 25%

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. * Conducts HQ staff training, i.e. CDU training, participates in OST. * Coordinates topical sub-regional workshops in collaboration with the Office of Safety and Security and the regional Peace Corps Safety and Security Officer. * Participates in working groups to revise or develop new policy/procedures. * Serves as the Region's liaison with other regions and the Office of Safety and Security. Problem Identification and Resolution 25% Researches and identifies complex program issues or problems impacting program initiatives in major agency organizational components. Makes recommendations for and coordinates resolutions and improvements. * Analyzes security trends and advises RD/post accordingly. * Coordinates resolution of disagreements between the Office of Safety and Security and the Regions and troubleshoots the implementation of PCSSO recommendations. Program and Policy Advice and Guidance 25% Provides advice and guidance to resolve, implement, or manage program or policy issues that involve major areas of uncertainty in approach or methodology. Prepares short- and long-range planning guidance in accordance with broad program policies and objectives. * Manages information flow regarding updates or new post-established policies and procedures, such as special travel notices, transportation policies, EAP revisions, etc. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires: (1) Mastery of the laws, policies, and regulations of an administrative field sufficient to apply new theories and developments to problems not susceptible to treatment by accepted methods, and make decisions or recommendations that significantly change, interpret, or develop major public policies or programs; (2) Mastery of a wide range of methods for the assessment and improvement of complex programs, processes and systems; (3) Skill to plan, organize, and implement programs, plans, and proposals involving substantial agency resources, or that require extensive changes in established procedures. Factor 2- 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.

Public Affairs Specialist, FP- 1035- 5

Position Number: D09740 Introductory Statement: This position is located in Volunteer Recruitment and Selection, Office of Recruitment, within the jurisdiction of the regional recruitment office (RRO). The Public Affairs Specialist (PAS) provides marketing, advertising, and public affairs support to the regional recruitment office. Public Affairs Program Planning and Evaluation 40% Collaborates with the Regional Office Manager and Recruitment Coordinator to develop a strategic plan for lead generation. Develops communication plans and recommends to the Regional Manager a written communications/marketing strategy and budget designed to generate specific recruitment leads, including leads to applicants with scarce skills, minorities, and older Americans, and to increase public awareness about the Peace Corps. a. The PAS confers with recruiters to ascertain publicity requirements for ongoing support of planned campus and community campaigns; researches media markets in which campaigns are scheduled; and recommends those media/marketing techniques likely to be most productive in terms of public response. b. As a part of the written media/marketing strategy, develops a plan for a follow-up evaluation of the effectiveness of the strategies used. Upon approval, implements such plans at the local level. Informs other regional office staff of the results of marketing activities. Assists recruiters to develop recruitment campaign plans and strategies by researching the markets in which campaigns are scheduled. Recommends media and marketing techniques likely to be most productive in terms of public response. The PAS identifies appropriate markets and develops and implements strategies and tactics to reach those markets. Evaluates results of the activities implemented. Develops and manages the Regional Recruiting Office communications budget assuring effective utilization of resources to meet the office's operational goals. As appropriate, assists in the planning and coordination of special projects with local community organizations to promote the mission of the Peace Corps. Communications Liaison 35% Serves as Regional Office liaison, working closely with personnel in the Office of Press Relations communicating new initiatives/activities having a direct impact on public understanding and perception of the agency programs, policies and procedures. With Regional Office Manager oversight, establishes and maintains key points of contact with the media; RPCV groups; and media staff at universities, government agencies, corporations and non-profit organizations to convey Peace Corps recruitment needs and program information, and to support national initiatives. In support of the recruitment campaigns researches the regional media markets and established professional relationships with the appropriate members of the print and broadcast media in each market. Arranges radio/television show interviews and public speaking engagements. Introduces recruiters to the local media contracts including reporters, columnists, talk show hosts, public service directors at universities, etc. Trains recruiters, campus representatives and returned Peace Corps Volunteers (RPCVs) in media interview and public speaking techniques and delivering presentations and message development. Assists the Office of Press Relations and the Office of the Director to coordinate media appearances of the Peace Corps Director and other senior staff: seeks media opportunities; builds a press schedule; prepares full briefing packages; personally briefs officials upon arrival and follows up on press contacts. As appropriate, implements suggestions for media activities offered by the Office of Press Relations. Participates in the planning and implementation of community relations activities and special events. a. Facilitates the relationship between RPCV's and the local community: seeks and arranges speaking opportunities and interviews for recruiters and RPCVs with community organizations to increase Peace Corps awareness.

b. Serves as a liaison with RPCV groups which may include arranging for media coverage/support of RPCV activities; develops and provides media kits or other materials for RPCVs. c. Solicits support form external organizations to assist the Peace Corps and coordinates regional media support of local events. d. As appropriate, initiates and coordinates special events, e.g. conference and symposia, designed to increase public awareness of Peace Corps programs. Preparation of Marketing, Publicity, and Promotional Materials 25% In coordination with Agency staff, Prepares program publicity and marketing for print and electronic distribution and drafts a variety of documents. Writes and develops recruitment and promotional materials including news releases, fact sheets, direct-mail packages, flyers for special events, live-read radio PSA scripts. etc. Provides up-to-date fact sheets, bio-data and publicity resource material; designs and produces newsletters. Manages the Regional Recruiting Office advertising program. Negotiates advertisement transaction and advertisement placements. Arranges for insertion of advertising an tracks the response rate to specific advertisements by publication. Recommends future advertising placements based upon results of a tracking mechanism. Writes, designs and places advertisements in support of recruitment campaigns. Targets advertisement to reach specific audiences, based upon Peace Corps recruitment goals. Serves as the agency representative to local advertising agencies. Coordinates local advertising with agencies and reviews all advertising invoices and tearsheets for accuracy. Develops and pitches articles/feature stories and writes new releases on Peace Corps accomplishments, and articles about local Peace Corps Volunteers and RPCVs; submits these materials to the local media and continually monitors the placement of these materials. In conjunction with the Office of Press Relations develops and maintains a Hometowner news release program. Functions as a liaison with the Office of Communications to manage the needs of the RRO to centralize marketing materials (catalogues, brochures, posters, postcards, and electronic tools. Works with the Office of Communications on disseminating national public service announcements. 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 field of public affairs The knowledge would typically be gained through extensive practical experience and formal training in public affairs or a bachelor's degree program with additional experience/internship involving public affairs work. Additionally, a general familiarity with practices, policies, and procedures is required for the advanced trainee to perform assignments independently. Factor 2- 3 Supervisory Controls The supervisor defines objectives, priorities and deadlines; and assists the specialist with unusual situations which do not have clear precedents. The public affairs specialist plans and carries out assignments or projects and resolves problems or deviations in the work according to instructions, policies, previous training, or accepted communication practices. The supervisor evaluates completed work primarily for technical soundness, responsiveness, appropriateness, and conformance to policy and program requirements and secondarily for methods or techniques used. Factor 3- 3 Guidelines Guidelines including operating instructions, public affairs manuals, agency or local policies and regulations, and standard agency public affairs practices and precedents are readily available and generally applicable to situations encountered, although some gaps exist in specific areas. For routine work situations, the public affairs specialist independently selects, interprets, and applies the guides, modifying and adapting them to suit specific situations not directly covered by the guidelines. In addition, the specialist is beginning to interpret and apply guidelines and precedents in some unusual situations without assistance from others. Factor 4- 3 Complexity

The work includes varied duties requiring the application of standard communication and analytical methods and techniques in conveying information, orally and in writing, using a variety of presentation methods or formats; gathering, analyzing, and presenting information for use by higher level specialists in developing communication plans; or explaining programs and policies to individuals and groups having similar interests in enhancing understanding of agency objectives. Public affairs specialists decide what needs to be done based upon an analysis of the issues in each individual assignment with the chosen course selected from among a variety of alternatives such as ascertaining the most effective means of presenting written or oral information to audiences with varying levels of understanding; or assessing effectiveness of information developed by analyzing the various media and trade publications in determining the extent of public understanding of agency programs, and identifying areas requiring greater emphasis. The work requires identifying the public's information needs and developing materials that will communicate agency programs to publics whose goals and interests are in accord with those of the agency but who have varying levels of understanding of programs, policies, and activities. Factor 5- 3 Scope and Effect The work involves performing duties of a recurring nature in dealing with precedented public affairs matters such as responding to media questions on standard agency policies, explaining the benefits of program-developed research to interested groups, or developing parts of a communication plan for an organization. The work affects the development or operation of the organization's communication plan or impacts the social or economic well-being of individuals served or affected by agency programs or policies. Factor 6- 2 Personal Contacts Personal contacts are with employees in the same agency but outside of the public affairs function. People contacted are generally in program areas at various levels of the organization including headquarters, regional, command, district or local field officers or installations; or contacts are with specialized groups or individual members of the general public where the contacts are generally established on a routine basis and the nature of the contact may at first be unclear. Typical of such contacts may be requests from organizations or individuals for information about an agency program or service. Factor 7- 2 Purpose of Contacts The purpose of contacts is to coordinate activities or plans with management officials, other public affairs specialists, contractors, groups or individuals sharing the same goals and interests as the public affairs specialist; or advise program managers on techniques to use in disseminating or collecting information; or present analyses of factual information used in developing strategies for communicating agency policies and programs. Factor 8- 1 Physical Demands Work is usually performed sitting at a desk, in news conferences, briefings, meetings, etc.; or riding in an automobile or public transportation. There may be occasional brief visits to industrial or construction sites, national parks or forests, military equipment test sites, etc.; however, no special physical demands are involved in performing the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts requiring normal safety precautions typical of office settings or commercial vehicles such as planes, trains, buses, or automobiles. The work area is adequately lighted, heated, and ventilated.

Regional Security Advisor, FP- 0301- 4

Position Number: D10680 Introductory Statement: This position is located in the Peace Corps, Africa, EMA, or IAP Regional Offices, reporting directly to the Regional Director. As a member of the regional senior management team, the incumbent works closely with Country Desk Units (CDUs), members of the Office of Medical Services, the Counselling and Outreach Unit, Office of Safety and Security, and with Country Directors (CDs) and other appropriate Post staff members. The position will also act as a liaison with the Peace Corps Safety and Security Officers (PCSSOs). The incumbent is managed on a day to day basis and reports directly to the Regional Director. The Office of Safety and Security provides technical oversight for the position, including developing the scope of work, establishing performance standards, and developing and overseeing professional development, including the delivery of required training. The role of the Regional Security Advisor is to provide technical support to Regional senior managers in developing, integrating, and monitoring Regional safety and security activities, trainings, data compilation and analysis, and other relevant initiatives (i.e., early warning systems) into the Volunteer Safety Support System that are consistent with the policies and procedures set forth by the agency. In addition, under the direction of the Regional Director and ChOps, the incumbent will be available for emergency preparation and planning, crisis management preparation, and emergency or crisis response. Safety and Security Program Oversight 25% Acts as organization expert in formulating policies and guidelines pertaining to regional safety and security. * Serves as a member of Region's senior staff, advising regional management on all security related issues, including priorities, strategies and trends. * Assists regional management in prioritizing security RARs and PCSSO recommendations with budget implications. Participates in periodic budget activities, including IPBS and Ops Planning to ensure that security needs are prioritized and addressed. * Conducts secondary source (i.e. cable traffic, DS analyst) threat analysis and monitoring and assists Region in making strategic/operational decisions to mitigate emerging security threats. * Serves as the Regions point of contact for all security related issues, liaising with the Office of Safety and security, post, diplomatic security and other outside organizations in collaboration with the Office of Safety and Security. Coordinates activities and communication with the Office of Safety and Security. * Provides crisis management support from HQ as needed. * Serves as the Region's point of contact for continuity of operations/continuity of government (COOP) planning and exercises. * Tracks and maintains a variety of policies/compliance requirements and records (e.g. transportation), and analyzes feasibility, and effectiveness of existing and proposed agency standards, regulations, programs or policies. * Follows-up with CDs on CIRS submissions in accordance with agency guidelines, including issues surrounding timeliness of CIRS submissions. * Ensures that the Office of Safety and Security/PCSSOs are informed about Regional concerns related to security incidents or crimes against Volunteers. * Monitors upcoming office/embassy moves to ensure that the Office of Safety and Security is aware of anticipated collocation/setback waiver requests. * Participates in the planning for new country entry/re-entry and assures that security assessments are coordinated and executed. Ensures that security requirements are in place prior to sending a first group of trainees/PCRVs for a new country entry. Advises the RD about the appropriate timing for sending trainees/PCRVs based on post's progress with an effective Volunteer safety support system. * Maintains a general knowledge of the Region's safety and security strategies and trends as reflected in the regional IPBS, incident reports, EAPs, PCSSO reports, and other sources.

Liaison Support and Presentation of Findings and Recommendations 25% Presents findings and recommendations on complex issues or problems impacting major programs, and advises on common program and/or administrative problems and issues. Recommendations may pertain to complex, interrelated issues or conflicting goals and objectives. Recommendations impact long-range implementation and administration of agency programs. * Conducts HQ staff training, i.e. CDU training, participates in OST. * Coordinates topical sub-regional workshops in collaboration with the Office of Safety and Security and the regional Peace Corps Safety and Security Officer. * Participates in working groups to revise or develop new policy/procedures. * Serves as the Region's liaison with other regions and the Office of Safety and Security. Problem Identification and Resolution 25% Researches and identifies complex program issues or problems impacting program initiatives in major agency organizational components. Makes recommendations for and coordinates resolutions and improvements. *Independently researches and resolves problems of a common or immediate nature. * Analyzes security trends and advises RD/post accordingly. * Coordinates resolution of disagreements between the Office of Safety and Security and the Regions and troubleshoots the implementation of PCSSO recommendations. Program and Policy Advice and Guidance 25% Provides advice and guidance to resolve, implement, or manage program or policy issues that involve a wide range of variables, including issues, problems, or concepts that are not susceptible to direct observation and analysis. Prepares short- and long-range planning guidance in accordance with broad program policies and objectives. * Manages information flow regarding updates or new post-established policies and procedures, such as special travel notices, transportation policies, EAP revisions, etc. Adapts guidance to particular requirements, such as modifying verbal presentations to suit participant groups' needs and interests. Prepares program-related correspondence, reports, and/or other written materials associated with established organizational programs, policies, and/or operations. Gathers additional information about organizational functions or workload as needed in order to recommend program actions and/or policies. Factor 1- 7 Knowledge Required by the Position The position requires: (1) Knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources in the area studied; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; (5) Skill in conducting detailed analyses of complex functions and work processes; and (6) Interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 3 Guidelines

Guidelines consist of procedures, policies, and manuals covering the application of analytical methods and techniques, and reference material, instructions, and regulations covering the subjects involved. The guidelines are not completely applicable to the work or have gaps in specificity, requiring the employee to use judgment in choosing, interpreting, and adapting guidelines to specific issues or subjects studied. Factor 4- 4 Complexity The work involves gathering information, identifying and analyzing issues, and developing recommendations to resolve substantive problems of effectiveness and efficiency of work operations in a program or program support setting. Issues, problems, or concepts are not always susceptible to direct observation and analysis. Difficulty is encountered in measuring effectiveness and productivity due to variations in the nature of administrative processes. Information about the study subject matter area is often conflicting or incomplete, cannot readily be obtained by direct means, or is otherwise difficult to document. Originality is required in refining existing work methods and techniques for application to the analysis of specific program issues or resolution of program problems. Factor 5- 3 Scope and Effect The purpose of the work is to identify, analyze, and make recommendations to resolve conventional program or organizational issues, problems, or situations. The employee is assigned portions of broader studies, or participates in the evaluation of program effectiveness at the operating or local level. Completed reports and recommendations influence decisions by higher-grade specialists or managers concerning administrative or program operations. Factor 6- 3 Personal Contacts Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice to managers on non-controversial organization or program related issues and concerns. Contacts typically involve such matters as identification of decision-making alternatives; appraisals of success in meeting goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Director of Office of Overseas Programming and Training Support, FP- 0301- 1

Position Number: D10711 Introductory Statement: This position is located in the Office for Overseas Programming and Training Support (OPATS) of the Peace Corps. OPATSs mission is to be the focus of educational innovation, learning development and content expertise to support the work of Volunteers and field staff in advancing the three goals 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, , 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 building the capacity of overseas staff to engage in sustainable overseas programming and training. The Director will be responsible for overseeing the Chief of Operations and four units. The Program Support Unit is comprised of specialists that 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 Specialists work with overseas to plan and design and evaluate projects, 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 Monitoring and Evaluation Unit supports overseas staff in the evaluation of training, the monitoring and reporting of Volunteer activities, and partnership development and coordination with other international donor organizations. Supervisory and/or Managerial Responsibilities 50% Serves as consultant and advisor to the agency Director and senior staff coordinating with offices throughout the agency to develop, direct and supervise a comprehensive, effective, innovative, and sustainable global strategy and program that is in line with Peace Corps' mission and responsive to host country needs. Provides overall executive direction and coordination of the Office of Overseas Programming and Training Support. Manages and supervises the activities of its staff, including the setting of performance goals and objectives, workload determinations, and priorities for strategic planning and budgeting. Ensures management and policies are based on sound organization, position, management and federal employment practices including EEO. 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. Ensures the office's close collaboration with the field (e.g., country directors, program and training officers, Associate Peace Corps Directors, sub regional programming and training coordinators, administrative officers, et al) and headquarters offices (e.g., Regions, Office of AIDS Relief, Office of the Chief Financial Officer, Office of Acquisitions and Contract Management, General Counsel, et al). 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. Program and Policy Advice and Guidance 25% Provides expert advice and guidance on government programs and policies which are of significant interest to the public and Congress. Provides policy direction for Programming and Training and coordinates with the Africa Region, Europe, Mediterranean & Asia Region, Inter America & the Pacific Region, Office of AIDS Relief, Office of the Chief Financial Officer, Office of Acquisitions and Contracts Management, General Counsel, Congressional Relations, Communications. Formulates and proposes policies for the agency's efforts in relation to programming, training, and evaluation. Recognized as the agency authority in formulating new policies and program objectives that have a broad or long-range impact on programming, training, and evaluation. The incumbent plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Conceives, develops, and issues policies and guidance on implementation programming, training and evaluation related policies.. Represents the agency to external partners to advocate for and promote Peace Corps' comparative advantage in programming, training, and evaluation. Manages the participation of Peace Corps staff on country support teams and technical working groups. 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. 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.

Health Care Resources Program Manager, FP- 0340- 3

Position Number: D09745 Introductory Statement: Introductory Statement: This position is located in the Office of Volunteer Support. The Program Manager is the principal advisor to senior VS management on a wide range of matters related to health contracts administration, resource utilization, policy formulation, and medical logistics. The Program Manager is responsible for technical, managerial and administrative oversight of major program initiatives and contractual agreements. The Program Manager will work with the Administrative Officer in medical budget development. The Program Manager is responsible for the preparation of reports, briefings and documents, which requires the ability to undertake special studies, analyze data and policies, determine cost implications, develop alternative strategies for senior management consideration, and effectively communicate findings and ideas. Assignments are often broad in scope and require the manager to provide leadership and financial, programmatic and policy advice to key Agency personnel. Program Planning and Management 65% As the Contracting Officers Technical Representative (COTR), supports the technical management of the Office of Volunteer Support. Develops statements of work, defines resource requirements, projects cost and completion objectives, develops policies and objectives, defines evaluation and appraisal system, participates in contract negotiations, and manages the performance evaluation of the contractor. Monitors contractor progress versus plan, evaluated delays, assures work is of an acceptable quality and in compliance with contract provisions. Advises other designated COTRs in VS of their responsibilities of technical management. As the recognized procurement expert for a major segment of the agency, reviews plans, specifications, and cost estimates for technical adequacy. As the medical logistics expert, reviews plans, specifications, and cost estimates for staffing medical posts overseas and makes recommendations. Reports progress and/or problems. Directs necessary changes, resolves controversial problems, ensures conformance to plans and specifications, and furnishes other assistance where deficiencies are noted. As the medical supplies and equipment expert, reviews plans and methods for equipping medical posts overseas and makes recommendations. Maintains effective oversight of the procedures that govern the procurement, storage, inventory and dispensation of medical supplies. Analyzes processes for cost control and timeliness of procurement. Reviews, investigates and conducts complex analyses of medical budgets in support of organizational goals. Supervisory and/or Managerial Responsibilities 25% 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. Liaison Activities 10% Serves as technical expert in the resolution of problems and issues related to substantive mission-oriented programs that influence the development and maintenance of relationships with various agency stakeholders in government, private industry, and/or academic institutions. Maintains open lines of communication with Senior Management staff and other departments within Peace Corps.

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

The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some slight physical effort may be required. Factor 9- 1 Work Environment Work is typically performed in an adequately lighted and climate controlled office. May require occasional travel. SUPERVISORY FACTORS: Factor 1- 4 Program Scope and Effect Directs a segment of a professional, highly technical, or complex administrative program which involves the development of major aspects of key agency scientific, medical, legal, administrative, regulatory, policy development or comparable, highly technical programs; or that includes major, highly technical operations at the Government's largest most complex industrial installations. Impacts an agency's headquarters operations, several bureau-wide programs, or most of an agency's entire field establishment; or facilitates the agency's accomplishment of its primary mission or programs of national significance; or impacts large segments of the Nation's population or segments of one or a few large industries; or receives frequent or continuing congressional or media attention. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised 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.

Medical Records Technician, FP- 0675- 9

Position Number: D10697 Introductory Statement: This position is located in Volunteer Support, Office of Medical Services (OMS). The incumbent reports to the Supervisor, Medical Records. The purpose of this position is to provide administrative and clerical support in the Medical Records Unit. Assembles and Reviews Medical Records 75% Independently determines the methods necessary to assemble medical records in proper sequence, ensuring all necessary forms and documents are present, accurate, and complete. Retrieves records and physicals and files all returned records in their appropriate location. Requests charts from PCMOs on a daily basis. Changes location of all charts in the Peace Corps application system. Files loose documentation into medical record. Coordinates release of information process; requests record and reviews for completeness and discusses any issues or concerns with medical records supervisor; photocopies requested documentation and mails to the appropriated person; enters requests into tracking system and files signed copy in the health record; obtains verbal or written authorization to release medical information in the case of an emergency or urgent matter; maintains yearly log of records sent or received from the Federal Records Center. Receives physicals and pre-screening paperwork and enters the information into the Pre-service medical data system; changes location to the appropriate region in the system; updates and maintains the pending filing charts. Reviews active staging report and creates staging calendar; retrieves and scans medical charts to be sent to specific locations via SFTP; ships record supplies to PCMOs; contacts PCMOs with updates on the staging rosters and medical charts that have been forwarded; updates and maintains the overseas charts. Performs Close of Service (COS) review 70 days after the Volunteer closes service. Ensures that all documentation is complete, signed, dated and in the appropriate medical chart; combines OHQ and COS record; downloads OHQ documents; contacts PCMO daily to clarify any issues with COS information sent back from country; faxes all incomplete physicals back to physicians to be completed before a COS review can take place. Makes recommendations to improve procedures for compiling and retrieving medical records information. Office Activities Coordination 25% Answers and directs incoming calls to the appropriate staff member. Retrieve voicemails daily. Receives all incoming mail and packages; sorts, date stamps and distributes all mail and packages; logs all incoming charts from country into spreadsheet and the Peace Corps application system. Follows accepted practices to manage the full range of administrative work in support of an organization with simple, straightforward office procedures. Answers questions from visitors and telephone callers. Refers technical questions to an appropriate staff member. Factor 1- 4 Knowledge Required by the Position Knowledge of, and skill in applying an extensive body of rules, procedures, and operations, such as well-established medical records procedures, regulations, and principles; Joint Commission on Accreditation of Healthcare Organizations (JCAHO) standards and medical records, classification systems and references; elementary practical anatomy and physiology, medical techniques, and major disease processes, diagnoses, procedures, tests, and pharmaceuticals operations, psychological, and other specialized terms. Knowledge and skills are sufficient to analyze medical records, maintain special registries, perform quality assurance, compile statistical data, and release medical information. Factor 2- 2 Supervisory Controls The supervisor makes assignments by giving general instructions regarding the purpose of the assignment, limitations, expected deadlines, priorities, quality and quantity expected; and provides additional specific instructions for new or difficult assignments. The employee uses initiative and works independently within the framework established by the supervisor for carrying out recurring assignments, refers specific problems not covered by the supervisor's instructions or standard operating procedures to a designated employee or the supervisor for assistance. The supervisor reviews work to verify accuracy and conformance to required procedures and closely reviews situations with potential adverse impact in progress and upon completion.

Factor 3- 2 Guidelines There are well-established procedures for doing the work and other specific guidelines are available including a variety of written medical record references and regulatory requirements. The number and similarity of guidelines and work situations require the employee to use judgment to identify and select the most appropriate guidelines, references, and procedures for application in making minor deviations to adapt the guidelines to specific cases. The employee refers situations to which existing guidelines are not applicable to the supervisor. Factor 4- 2 Complexity The work consists of related steps, processes, or standard explanations of methods, such as compiling, recording, and reviewing medical records data. The employee decides what needs to be done by choosing from a few recognizable alternatives, such as determining the relevance of many facts and conditions of information within the medical record, legal and regulatory requirements, and other variables. The employee recognizes inconsistencies in the medical records; and applies prescribed medical records procedures and methods to validate that the record contains factual information. Factor 5- 2 Scope and Effect The work involves performance of assignments according to specific rules or procedures which represent a significant segment of the medical record function. For example, the employee analyzes medical records information to ensure compliance with procedural requirements, codes diseases and operations, and compiles other medical information. The work affects the accuracy, timeliness, reliability, and acceptability of information in the medical record. Factor 6- 2 Personal Contacts Personal contacts are with employees within the medical facility, but outside of the immediate or related work units. Some contacts may be with the general public in moderately structured settings. Such contacts may include representatives from insurance companies, private physicians, other care providers, and individuals from other agencies or organizations seeking information. Factor 7- 1 Purpose of Contacts The purpose of the contacts is to acquire, clarify, or give facts or exchange general and medical information directly related to the work. The information may range from general admission information to highly specialized medical information. Contacts are directly related to recurring functions. Factor 8- 1 Physical Demands The work is mainly sedentary, but may require walking, bending, standing, and/or carrying of light items such as files and manuals. The work does not require any special physical effort or ability. Factor 9- 1 Work Environment The work area is usually an adequately lighted, heated, and ventilated office or medical facility setting. The work environment involves everyday risks or discomforts that require normal safety precautions.

Supervisory Medical Records Administration Specialist, FP0669- 5

Position Number: D10698 Introductory Statement: This position is located in Volunteer Support, Office of Medical Services (OMS). The incumbent reports to the Health Care Resources Program Manager. The purpose of this position is to manage and coordinate the workload of the Medical Records Unit. Provides Advice and Guidance on Medical Records Program 70% Assists with the daily operations of the unit. Recommends and implements changes to improve operations. Ensures information released is in accordance wth FOIA regulations. Oversees the daily data collection for OMS/QI and the data entry into the MIS System. Provides statistical data and reports related to the department. Assists in writing medical records system policies and procedures which reflect new or revised approaches to management of health information and contribute to ensuring that regulatory requirements are met. Resolves customer complaints or concerns. Performs quality review of medical and COS files. If necessary, acts as a floater for the unit. Performs other duties as assigned. Supervisory and/or Managerial Responsibilities 30% Supervises a group of employees performing work at the FP-9 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbents authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program. Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting 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. Factor 1- 6 Knowledge Required by the Position Knowledge of recognized reference standards, medical and legal requirements, and regulatory and accrediting agency requirements to perform medical records analysis and evaluate the adequacy of a medical records program. Knowledge of automated medical records systems, requirements of the Privacy and Freedom of Information Acts, and agency policies about the release of information.

Skill in applying established principles, concepts, and techniques of medical records administration to perform recurring medical records administration assignments of a procedural and factual nature for which there are standard methods and practices. Practical knowledge of medical procedures and diagnosis. Knowledge of the basic functions, responsibilities and relationships of the various areas within the medical records department to assess and correlate data and verify information. Knowledge of statistics to assess patient workload and establish quality controls. Factor 2- 3 Supervisory Controls The supervisor specifies the immediate goals, scope of the assignment, and deadlines. The supervisor also identifies limitations such as budgetary or policy constraints, and helps the employee with unusual situations which do not have clear precedents. The employee independently plans, coordinates, and carries out assignments in accordance with instructions, policies, previous training, or accepted practices in medical records administration. On assignments that may involve controversial matters, the employee discusses issues and possible approaches with the supervisor before carrying out the assignment. The supervisor reviews completed work for technical soundness, accomplishment of specific goals, and for conformity to hospital policy and regulatory requirements. Factor 3- 3 Guidelines General guidelines are available including established procedures and hospital regulations although they are not completely applicable to every situation encountered. The employee uses judgment to: interpret, select, and adapt guidelines and precedents to specific problems; apply established policies and accepted practice in setting up new procedures; and recommend changes to procedures to improve the reliability of date, enhance services, and correct deficiencies. Factor 4- 3 Complexity The work includes a variety of duties that require different and unrelated medical records processes and methods. Assignments consist of a full range of operational problems involving aspects of medical records administration such as quality assurance, risk management, documentation requirements, and case mix analysis. The work involves the analysis and evaluation of a medical records program which requires consideration of a variety of factors and possible courses of action to determine the correct solution or approach. The work involves identifying problem conditions and elements that exist in medical records systems, analyzing the interrelationships of data entered from various sources, and taking action to resolve conflicting data entries. The employee prepares specific instructions for ongoing operations or implements medical records policies designed by higher-level personnel. Factor 5- 3 Scope and Effect The purpose of the work is to perform a full range of medical records administration tasks to resolve problems, questions or situations; and to plan, administer, and oversee the implementation of standardized management and use of medical records. It involves review and analysis of issues and operational processes and he formulation of recommendations on program improvements or change operational procedures to meet medical records management goals and agency objectives. The work affects the efficient development and use of medical records which provide medical information necessary to defend against legal claims, help research efforts, support patient treatment, and assure the efficient operation of the medical records system and programs. Factor 6- 2 Personal Contacts Personal contacts are with employees, supervisors, and managers in the same agency but outside the immediate department. Contacts may also be with members of the public in a moderately structured setting. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to coordinate work efforts and solve technical problems. Factor 8- 1 Physical Demands The work is primarily sedentary. The employee sits comfortably to do the work. However, there may be some walking, standing, or carrying of light items such as manuals or files. The work does not require special physical demands. Factor 9- 1 Work Environment

The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices in a medical facility. There is adequate light, heat, and ventilation in the work area. SUPERVISORY FACTORS: Factor 1- 2 Program Scope and Effect The program segment or work directed is administrative, technical, complex clerical or comparable in nature. The functions, activities, or services provided have limited geographic coverage and support most of the activities comprising a typical agency field office, an area office, a small to medium military installation, or comparable activities within agency program segments. The services or products support and significantly affect the installation level, area office level, or field office operations and objectives, or comparable program segments; or provide services to a moderate, local, or limited population of clients or users comparable to a major portion of a small city or rural county. Factor 2- 1 Organizational Setting The position is accountable to a position that is two levels below the first (i.e., lowest level in the chain of command) SES, or equivalent, or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. OR Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. OR Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; - Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters. - Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager; - Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases;

- Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 1 Nature of Contacts Contacts are with subordinates within the organizational unit(s) supervised, with peers who supervise comparable units within the larger organization, with union shop stewards, and/or with the staff of administrative and other support activities when the persons contacted are within the same organization as the supervisor. Contacts are typically informal and occur in person at the work place of those contacted, in routine meetings, or by telephone. Factor 4B- 1 Purpose of Contacts The purpose of contacts is to discuss work efforts for providing or receiving services; to exchange factual information about work operations and Human Resources management matters; and to provide training, advice, and guidance to subordinates. Factor 5- 3 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of the duty time of this position, is GS-5 or GS-6 or equivalent. Factor 6- 1 Other Conditions The work supervised or overseen involves clerical, technician, or other work comparable in difficulty to the GS-6 level or lower. This could vary from basic supervision over a stable workforce performing work operations that are routine, to a level of supervision which requires coordination within the unit to ensure that timeliness, form, procedure, accuracy, quality, and quantity standards are met in individual cases.

Administrative Specialist, FP- 0301- 5

Position Number: D10699 Introductory Statement: This position is located in the Office of the Chief Financial Officer. Office Activities Coordination 25% 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 supervisor's calendar, with complete authority for time commitments. Schedules and prioritizes appointments and meetings for the supervisor, accepting or declining invitations on own initiative and in accordance with protocol requirements. Coordinates meeting 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 supervisor's attention with supporting background materials. This position will serve as the backup PTS Administrator and Timekeeper, in addition to managing the CFO Intranet content and overall design for the division. Plans and develops new methods for coordinating the administrative work of a complex organization with disparate organizational segments requiring complicated administrative controls to accomplish the work of the organization. Exercises exclusive control over the supervisor's calendar, with complete authority for time commitments. Schedules meetings and makes arrangements such as preparing agendas, notifying participants, and arranging luncheons and similar matters. Develops background information and composes drafts of introduction and speeches to be presented at various meetings by the supervisor. Sets up conferences requiring planning and arranging of travel and hotel accommodations, based on knowledge of the schedules and commitments of the participants. May arrange for one of the supervisor's subordinates to represent the office. Attends and records the minutes of meetings, which are later summarized and distributed. Follows up to ensure that commitments made at the meetings and conferences are addressed. Advises the supervisor of important office matters that arise during his/her absence. Acts as office manager for the supervisor, ensuring that practices and procedures used by secretaries in subordinate organizational segments are consistent with those of the supervisor's office. On own initiative, recommends changes in administrative policies. Prepares agendas for and coordinates periodic training in all phases of secretarial work such as correspondence, telephone procedures, publications, directives, reports, and public relations responsibilities. Navigates the various subordinate levels of hierarchy and differing technical functions to determine who should handle complicated inquiries from telephone callers and personal visitors. Personally answers all non-technical requests. Uses knowledge of the substantive work of the organization to notify the appropriate subordinate management official about a technical information request, and follows up to ensure a timely and thorough response. Human Resources Advisory Services 25% Uses Avue Digital Services (ADS) to provide operational Human Resources management services within an assigned organization with standardized job and career patterns and well-defined work processes. Clear precedents cover the Human Resources problems and issues encountered for which one or more solutions are readily apparent. Provides routine guidance to managers in Human Resources matters involving recruitment and placement, leave administration, employee relations, employee development, classification, and position management.

Performs job analyses and works with managers, utilizing automated systems, such as Web-based applications, to develop accurate position descriptions. Assists managers with recruitment issues, providing advice on alternatives in filling positions. Advises management of requirements of competitive actions. Manages the merit promotion program for the assigned unit. Assists in providing guidance and direction to management on present and potential organizational, management, or employee problems. Analyzes employee utilization, organizational development, and other ongoing Human Resources issues pertinent to the organization. Planning and Coordinating Facilities Operations and Services 20% Assists in planning and monitoring the work of a maintenance and operations organization with stable workload and manpower requirements. Assists in facilitating work assignments requiring minimal coordination among work groups inside or outside the organization. Analyzes work requirements and determines necessary staff resources, equipment, and other unit resources needed to accomplish routine, recurring work projects that are accomplished by the group's manpower and equipment resources. Plans and coordinates work schedules for routine maintenance services and for projects that typically can be completed within one or two weeks. Assists in preparing plans to meet minimal changes in workload. Reviews and analyzes records and reports and provides information regarding work production, costs, equipment, and staff resource utilization to higher-grade personnel for use in evaluating progress and controlling or reducing costs. Reports progress and resolution of problems to higher levels of management. Contract/Procurement Advice and Assistance 15% Processes procurement actions for requesting offices. Locates, analyzes, and distributes information on potential sources for acquisitions. Provides advice on factual contracting issues and questions. Working with senior analysts, interacts with colleagues to complete work assignments. Researches and analyzes factual procurement policies or procedural questions, and provides advice on appropriate procurement methods and procedures. Solicits cooperative efforts from other administrative or support staff. Budget Administration Support 15% Assists with the preparation of budget proposals in conformance with management policies, priorities, objectives, and performance measures. Initiates the budgeting/work planning process by assessing the fixed and variable costs of projects. Assists with the formulation, establishment, and monitoring of fiscal year budgets, plans, and cost estimates for multiple programs. Works with different and unrelated funds and unique revolving PC fund accounts, each of which is subject to different rules, regulations, and procedures. Assignments include responsibility for a number of accounts, object classes, and line items of a diverse and different nature, e.g., services, equipment, expendables, revenue, etc. Provides agency program managers with information to ensure annual financial plan is completed in accordance with objectives, actions, and allocated funds and to resolve budget challenges. Considers financial relationships among the various accounts serviced to locate those factors which affect the amount, availability, and use of funds, e.g., appropriations, procedures, or other elements. Provides information, persuades, and recommends alternatives to individuals outside the agency on a variety of non-routine, difficult, and unrelated budgetary transactions or issues, such as persuading contractors to accept findings in order to gain compliance with established laws and regulations, or congressional staff members making inquiries on behalf of constituents. Identifies and reports trends in the cost of providing services or in accomplishing targets which are not in keeping with the annual financial plan. Conducts cost/benefit studies of various administrative operations and makes efficiency gain recommendations to staff. Serves as point-of-contact for activities relating to budgetary requests from budgeting analysts or officers, providing general guidance in these functions to other employees and management. Compiles special and recurring reports covering budget performance and provides status of funds to management. This position will also serve as the central Travel and Purchase Cardholder for the division, in addition to assisting with Travel Authorization and Vouchers. Factor 1- 6 Knowledge Required by the Position The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. Factor 2- 3 Supervisory Controls

The supervisor assigns specific projects in terms of issues, organizations, functions, or work processes to be studied and sets deadlines for completing the work. The supervisor or higher-grade analyst provides assistance/guidance on controversial issues or assignments for which precedent studies are not available. The employee plans, coordinates, and carries out the successive steps in fact-finding and analysis of issues in accordance with accepted office policies, applicable precedents, organizational concepts, management theory, and occupational training. Work is reviewed for conformance with overall requirements, contribution to the study objectives, consistency of facts and figures, choice of analytical methods, and practicality of recommendations. Factor 3- 3 Guidelines Guidelines consist of procedures, policies, and manuals covering the application of analytical methods and techniques, and reference material, instructions, and regulations covering the subjects involved. The guidelines are not completely applicable to the work or have gaps in specificity, requiring the employee to use judgment in choosing, interpreting, and adapting guidelines to specific issues or subjects studied. Factor 4- 3 Complexity The work principally involves dealing with problems and relationships of a procedural nature. Projects usually take place within organizations with related functions and objectives, although organization and work procedures differ from one assignment to the next. Findings and recommendations are based upon analysis of work observations, review of production records or similar documentation, research of precedent studies, and application of standard administrative guidelines. Factor 5- 3 Scope and Effect The purpose of the work is to identify, analyze, and make recommendations to resolve conventional program or organizational issues, problems, or situations. The employee is assigned portions of broader studies, or participates in the evaluation of program effectiveness at the operating or local level. Completed reports and recommendations influence decisions by higher-grade specialists or managers concerning administrative or program operations. Factor 6- 2 Personal Contacts Personal contacts are with employees, supervisors, and managers of the same agency, but outside of the immediate office, or employees and representatives of private concerns in a moderately structured setting. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice and assistance to managers on non-controversial organization or program-related issues and concerns. Contacts typically involve such matters as identification of options and alternatives; evaluation of progress in meeting program or organizational goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Information Technology Specialist (Applications Software), FP- 2210- 2

Position Number: D10703 Introductory Statement: This position is located in the Office of the Chief Financial Officer and reports to the Financial Systems Technical Manager. Having a good understanding of the business function, this position develops, codes, tests and debugs software to enhance existing and effectiveness of the application. The IT Specialist has experience in Oracle e-Business Suite 11i both technically and functionally. Candidates must have knowledge of the Financial ERD and in Accounts Receivables, Account Payables, Fixed Assets and General Ledgers in support of the Agency's financial management system (Odyssey). Odyssey is comprised of Oracle Federal Financials, Oracle HRMS/Payroll, and Oracle Hyperion Planning and Oracle Hyperion Express on Linux servers, and Compusearch PRISM, and FOR Post, a custom SQL Server/.NET application. Activities associated with this position typically include software design, development, version upgrades and maintenance. Applications Programming and Testing 70% 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. Database Design and Development 15% 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. Database Performance Tuning 15% As a recognized technical expert, exercises broad latitude to develop policy and guidelines related to database performance and operational issues. 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. Coordinates the implementation of new database strategies on an enterprise-wide basis; defines implementation plans and actions and interprets strategies as required. 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.

Program Support Assistant, FP- 0303- 7

Position Number: D10709 Introductory Statement: This position is a member of the Office of Strategic Information, Research and Planning (OSIRP), Office of the Director, and is located within Washington, DC. The Program Support Assistant is responsible for the administrative support and communication activities for the office. The position is also a key player in the coordination, monitoring and tracking of office projects. The Program Support Assistant will contribute to data collection, research, and evaluation projects of the office. Research and Special Projects Services and Support 50% Provides support in completing special research requests. Exchanges and develops information, resolves discrepancies, and makes recommendations about conflicting program-related materials. Collects program information from technical specialists, enters it into a variety of electronic information systems, searches for related information, and retrieves all relevant data. Data Collection and Tracking Support Provides support and assists in the planning, review, and reporting of data/statistical results of program or project studies, such as the Annual Volunteer Survey and Host Country Impact Studies. 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. 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. Organizes and maintains office information assets from previous and current administrations. Special Project Planning Support Uses standard approaches to perform a variety of duties related to special projects involving administrative or program issues. Conducts research and compilation of data from diverse sources. Extracts and assembles information, assists in conducting analysis and the development of reports or presentations. Organizational Study Support Conducts a portion of organizational studies in a wide variety of organizational activities. Obtains, organizes, files, and retrieves reports, correspondence, and numerical data for use in preparing status reports, briefings, and presentations. Analyzes workflow to determine potential problem areas and makes recommendations to correct these areas and to improve coordination between the various units and/or offices. Point of Contact and Customer Service Support 25% Determines the scope and nature of actions required to resolve customer service problems and process transactions, based on experience and past practice. Reviews applicable guidelines to consider options. Troubleshoots one or more areas that may be resistant to traditional approaches. Corrects discrepancies based on extensive practical experience. Alerts supervisor of controversial situations or problems that are resistant to conventional solutions, such as loitering in parking lots after events. Recommends new or revised operating procedures to meet changing business needs. Serves as the Point of Contact and Intranet Content Manager for the office, liaising between the supervisor and individuals within and outside of the organization, screening 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. Administrative Support 25% Manages office operations for an organization with a mission that affects a wide range of agency activities. Serves as the office coordinator for the Personnel Tracking System (PTS) and Timekeeper, tracking current and new personnel and their timesheets. Independently carries out administrative and clerical support functions, such as maintaining office calendars related to travel, leave, meetings, and deadlines of deliverables; providing daily international development news reports; and coordinating staff training as the office training database manager. Uses knowledge of assigned programs, priorities, goals, and objectives to identify workflow issues or other situations that have a negative impact on organizational efficiency and coordinates with other units to implement improved office procedures. In addition, maintains a professional look to the office.

Performs specialized duties in support of procurement requests. Assists in budget and accounting support services as the office Purchase Cardholder and Odyssey user, obligating and reconciling funds. Prepares and processes travel authorizations and vouchers, as well as reimbursement requests. Performs resource management work answering questions concerning procedures related to procuring supplies and office 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 Specialist, FP- 0301- 5

Position Number: D10632 Introductory Statement: This position is located in the Office of Human Resource Management, Overseas Recruitment, Selection and Support. This office is responsible for the recruitment and selection of Peace Corps Country Directors, Administrative Officer and Program and Training Officers for 75 posts in 70 countries worldwide. The incumbent reports to the Director, Overseas Recruitment, Selection and Support and participates in operational management of the Office by performing a variety of activities in the areas of budget, administration, and special projects. The incumbent uses independent judgement and problem solving skills, and will make recommendations to the Chief as appropriate. Incumbent will perform a wide variety of administrative and support duties including the following: - Scheduling of the Country Director candidates for interviews including the Office of the Peace Corps Director - Liaison with the automated personnel system staff - Work with supervisor on the recruitment program for overseas staff Provides Information, Communications, and Liaison Services 40% Maintains liaison and communications with persons and groups from both within and outside the agency, speaking for the principal on administrative issues. Administrative support for the overseas selection process. Performs specialized duties in coordinating and scheduling overseas applicants' interviews. Works closely with the Director's office to coordinate second round interviews with the Director. Independently coordinates responses to inquiries regarding the overseas interview process and tracks the progress of all scheduled overseas interviews. Update HRM Automated Systems 30% Assists in the resolution of complex program or administrative issues by using Avue Digital Services. Recruitment Planning and Strategies 20% Works with senior specialists and assists in analyzing specific recruitment needs, such as performing basic job analyses to identify the type of internal or external candidates that would best fit an assigned position. Accompanies higher-grade specialists to job fairs, tracks resumes, and follows up on candidates. Assists higher-grade specialists in selecting and examining applicants for specific positions. Researches federal recruitment guidelines that are relevant to the positions assigned. Participates in establishing short-term objectives for internal/external staffing actions that are responsive to established recruitment and placement goals and priorities. Keeps abreast of general recruitment and placement trends, and participates in recruiting events with a focus on attracting applicants into agency positions. Recruitment and Placement Advisory Services 10% Provides managers, employees, and job applicants with specific and directly applicable information on the organization's recruitment and placement procedures, practices, policies, and guidelines. Uses Avue Digital Services' (ADS) Recruitment, Retention and Staffing Module to review recruitment and placement actions; and provide recommendations on routine issues, such as the selection and use of specific appointment authorities from a list of available alternatives. Factor 1- 6 Knowledge Required by the Position The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. Factor 2- 3 Supervisory Controls

The supervisor assigns specific projects in terms of issues, organizations, functions, or work processes to be studied and sets deadlines for completing the work. The supervisor or higher-grade analyst provides assistance/guidance on controversial issues or assignments for which precedent studies are not available. The employee plans, coordinates, and carries out the successive steps in fact-finding and analysis of issues in accordance with accepted office policies, applicable precedents, organizational concepts, management theory, and occupational training. Work is reviewed for conformance with overall requirements, contribution to the study objectives, consistency of facts and figures, choice of analytical methods, and practicality of recommendations. Factor 3- 3 Guidelines Guidelines consist of procedures, policies, and manuals covering the application of analytical methods and techniques, and reference material, instructions, and regulations covering the subjects involved. The guidelines are not completely applicable to the work or have gaps in specificity, requiring the employee to use judgment in choosing, interpreting, and adapting guidelines to specific issues or subjects studied. Factor 4- 3 Complexity The work principally involves dealing with problems and relationships of a procedural nature. Projects usually take place within organizations with related functions and objectives, although organization and work procedures differ from one assignment to the next. Findings and recommendations are based upon analysis of work observations, review of production records or similar documentation, research of precedent studies, and application of standard administrative guidelines. Factor 5- 3 Scope and Effect The purpose of the work is to identify, analyze, and make recommendations to resolve conventional program or organizational issues, problems, or situations. The employee is assigned portions of broader studies, or participates in the evaluation of program effectiveness at the operating or local level. Completed reports and recommendations influence decisions by higher-grade specialists or managers concerning administrative or program operations. Factor 6- 2 Personal Contacts Personal contacts are with employees, supervisors, and managers of the same agency, but outside of the immediate office, or employees and representatives of private concerns in a moderately structured setting. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice and assistance to managers on non-controversial organization or program-related issues and concerns. Contacts typically involve such matters as identification of options and alternatives; evaluation of progress in meeting program or organizational goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Training Specialist, FP- 1712- 4

Position Number: D10713 Introductory Statement: This position is located in the Training and Staff Development Unit within the Office for Overseas Programming and Training Support (OPATS). The position reports to the Washington DC headquarters of the Peace Corps. The purpose of OPATS is to build capacity of field staff through training that will help staff better support Volunteers. Training is designed and delivered to improve post staff performance and competence. OPATS partners with and directly supports the Peace Corps three regional offices (Regions)Africa (AF); Europe, Mediterranean and Asia (EMA); and InterAmerica and the Pacific (IAP)and supports overseas posts with their programming and training needs. In partnership with the Regions and other parts of the Agency, OPATS shares responsibility for the effectiveness and success of Volunteers and staff in the field. The incumbent will focus primarily on designing and developing technical training for Peace Corps Volunteers and working with program specialists in Peace Corps six sectors: Agriculture, Community Economic Development, Education, Environment, Health, and Youth in Development. The Technical Training Specialist will be one of the agencys primary resources on general volunteer training issues. Evaluation of Courses for Training Programs 20% Reviews and evaluates multiple courses and/or programs of instruction. Reviews, advises on, and conducts complex analyses, evaluations, or investigations in support of organizational programs, systems, and processes, including areas where definitions, methods, and/or data are incomplete, controversial, or uncertain, or where boundaries of the studies are extremely broad and difficult to determine in advance. Participates in the evaluation of Peace Corps technical training programs by promoting continuous assessment of technical training activities in order to determine those training models which are most effective in achieving programmatic goals. Conducts studies of Peace Corps technical training practices and formulates recommendations for how both consistency and quality can be improved. Provides expert advice and guidance to posts on technical training issues. Provides long distance and on-site technical assistance to overseas posts as needed. Supports post and regional strategic planning efforts involving technical training programs. Reviews and analyzes technical training designs and materials in response to post requests for assistance. Provides feedback to posts along with recommendations for technical training improvements. Reviews, advises on and conducts complex analyses, evaluations or investigations in support of agency programs, systems and processes, including areas where definitions, methods and/or data are incomplete, controversial or uncertain, or where boundaries of the training are extremely broad and difficult to determine in advance. Plans and conducts experimental analyses that result in new design guidelines, and have an effect on program or mission capabilities and/or operating procedures. Develops new methods and techniques to address novel or obscure problems for which guidelines or precedents are not substantially applicable. Documents and reports study results to management. Analyzes annual training reports and develops a global summary including promising practices and challenges in training. Consults with field staff to design effective training evaluation systems to measure Volunteer learning and application of that learning. Serves as an authoritative source of consultation for other managers and program specialists. Represents before public bodies the interests of the Peace Corps. Training Program Management 80% Provides extensive planning and organization, analyses of accumulated data and information, and considerable coordination and integration with other functional activities. Works in conjunction with the Program Support Unit (PSU) Specialists and the Chiefs of Programming and Training (ChiPTs) in each region to develop worldwide Peace Corps training policies, guidelines and standards. Advises on core technical training designs, curricula and materials in collaboration with Sector Specialists, ChiPTs and posts. Researches and analyzes newest technical training methodologies, modules, materials and tools. Identifies and collects professional technical training materials which would be useful to posts. Collaborates with the Knowledge Exchange Unit (KEU) to ensure that appropriate training resource materials are added to the agency's collection and are disseminated to posts.

In collaboration with Program Sector Specialists, designs and develops technical training curricula using the Training Design & Evaluation process (Peace Corps' instructional systems design process). Collects, assesses and recommends promising practices with respect to technical training learning objectives, session plans, and assessment tools. Designs and facilitates Training of Trainers (TOT) workshops for overseas programming and training staff. Provides on-going training and technical assistance to field-based program and training managers on technical training issues and lessons learned. Maintains ongoing dialogue with external education and training community and stays current with trends and innovations in training, especially technical training. Delivers papers and presentations on Peace Corps training developments at national and international seminars and conferences. Collaborates with other relevant staff to conceptualize and design technical training approaches which integrate technical training with language, cross-culture, health and safety. Oversees the piloting or implementation of technical training initiatives. Encourages the use of cutting-edge approaches and methodologies among posts (e.g. community-based training, innovations in experiential learning techniques and the promotion of true adult education methodologies). Tests and documents technical training initiatives. Plans, develops and evaluates experimental or pilot technical training programs. Performs research, development, and implementation of new and innovative methods of delivering academic and/or career development programs. Provides guidance on a full range of technical training programs, such as external degree plans, certificate programs and independent study courses. Advises on the establishment of technical educational and training programs and initiatives. Factor 1- 7 Knowledge Required by the Position Comprehensive and thorough knowledge of an extensive body of rules, procedures, and/or operations in training development to perform a wide variety of interrelated or nonstandard procedural assignments and to resolve a wide range of problems. Applies skills gained through developmental experience or relevant graduate study in applying training development principles and techniques in a specialized area (e.g., course materials, instructional methods). Information necessary for assignments typically can be secured by application of conventional analytical and investigative techniques. Problems presented are generally straightforward; unknown factors and relationships are primarily matters of factual nature, and the procedures for solving problems are fairly well understood. Ability to design, evaluate, and develop employee development programs, training plans, course methods, materials and aids. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives and the resources available. Employee and supervisor, in consultation, develop the deadlines, projects, and work to be done. The employee, having developed expertise in the broad functional or specialized area of education, is responsible for planning and carrying out the assignment; resolving most of the conflicts which arise, coordinating the work with others as necessary; and interpreting policy on own initiative in terms of broad agency objectives. Within broad delegations of authority, the employee also determines the approach to be taken and the methodology to be used. The employee keeps the supervisor informed of progress, and of potentially controversial matters with far-reaching implications. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work in the agency, or effectiveness in meeting requirements or expected results. Factor 3- 3 Guidelines Available guidelines do not adequately cover the specific problems or matters involved in the area of assignment. Judgment must be used in determining independently to what extent an education guideline or procedure requires interpretation and adaptation to be appropriate, e.g., for a particular school setting, student population, or federal and state or federal and local relationships. Factor 4- 4 Complexity Performs complete assignments with widely varying duties including fact-finding, drawing conclusions, and making recommendations. Complex assignments are typically characterized by many interrelated facts and sources of information, disputed or hidden facts, undefined issues, determining multiple cause and effect relationships, in-depth analysis of an organization's policies and procedures, identification of future training and development needs for employees and supervisors, introduction of new technology for development and delivery of training, and dealing with reluctant parties. Significantly modifies methods and approaches to problems when needed and retrieves relevant facts from a vast body of information, opinions, and conditions. Decisions are made at each stage of the assignment including identifying issues, drawing sound conclusions, and taking appropriate actions. Must understand the interrelations with other training and employee development programs. Factor 5- 3 Scope and Effect

The work involves treating a variety of problems, questions, and situations in conformance with established criteria. Decides, recommends or negotiates resolution. The quality of the advice and guidance provided effects the efficiency and effectiveness of supervisors, managers, and employees, and ultimately the accomplishment of agency goals and objectives. Factor 6- 3 Personal Contacts Contacts are generally with managers, subject matter specialists, and other officials outside the federal government, e.g., state and local school systems, post-secondary institutions, research organizations, and public interest groups. In many positions, individuals involved have grants or contracts on education problems and issues, or are associated with organizations and institutions that have such grants or contracts. These contacts are generally not established on routine basis, and occur in a variety of places, inside and outside the agency. Factor 7- 2 Purpose of Contacts The purpose of contacts is to advise on training program issues, and to consult and assist individuals and officials of organizations on problems, questions, and programs when the goals of the person contacted are similar to those of the training specialist. Employee provides advice, clarifies problems, and resolves questions regarding plans, schedules, and course content requirements with a variety of officials such as managers and professional staff members of state and local school systems, post-secondary school institutions, and other education and training development groups and organizations. Factor 8- 1 Physical Demands No special physical demands such as above average ability, dexterity, or strength are required to perform the work. Work is sedentary and the employee may sit comfortably. There may be some walking, standing, bending, carrying of light items, driving of an automobile, etc. Fieldwork may involve traveling to interviews, meetings, and sources of information. Factor 9- 1 Work Environment Work is usually performed in offices, meeting rooms, schools, or similar settings. The work areas are adequately lighted, heated, and ventilated. Many positions involve travel, including the normal everyday risks and discomforts of auto, bus, rail, and air transportation.