Global Payment Specialist (Vendor Maintenance), FP- 0501- 5

Position Number: D10558 Introductory Statement: The position is located in the Disbursing Unit of the Office of Global Accounts Payable. The incumbent plans, develops and performs the fiscal support functions that ensure timely and accurate payments for worldwide agency operations. As part of the Disbursing Unit, the incumbent will apply the appropriate internal controls and fiscal reviews to establish vendor accounts in the Agency accounting system, which are required to establish obligations, process payments and provide required reporting. Financial Disbursement Activities 100% Plans and manages standard financial disbursement activities, such as entering and maintaining vendor/payee information, validating banking information and researching and resolving payee EFT/check instructions. Conducts research and analysis of financial data using historical documents, regulations, and statistical sampling methods. Resolves difficult or sensitive problems and ensure integrity of payments. Determines the type and source of information needed to complete transactions, the nature and extent of deviations from established requirements and whether standard techniques, methods, or procedures are appropriate for the assignment. Provides technical assistance and guidance to domestic and overseas vendors, banks/financial institutions and domestic and overseas offices, addressing processing protocols, banking set-up, payment mechanisms and related issues. Prepares management reports related to disbursements activities, such as active/inactive vendors, and payment methods. Factor 1- 6 Knowledge Required by the Position The position requires knowledge of the employing organization's mission, functions, goals, objectives, work processes, and sources of funding; knowledge of commonly used finance practices, procedures, regulations, precedents, policies, and guides; and knowledge of agency programs and their governing statutes, regulations, practices, and procedures to relate to the financial needs of the serviced organizations. Knowledge of the theories, principles, practices, and techniques of financial management and financial analysis programs and knowledge of their governing statutes, regulations and procedures to determine the degree of compliance, reasonableness of operations, and adherence to accepted financial principles. Skill in establishing and maintaining effective working relationships with others to present facts in clear, logical and concise terms. Factor 2- 3 Supervisory Controls The supervisor assigns work with deadlines, possible precedents, and objectives outlined. The employee independently plans and carries out the accomplishments in conformance with accepted financial methods, approaches, and practices. Unprecedented problems or controversial information are brought to the supervisor's attention. The work is reviewed for its technical soundness and conformity with applicable policies, regulations, and procedures, and adherence to requirements. The methods used are not normally reviewed in detail. Factor 3- 3 Guidelines Guidelines consist of standard reference materials, texts, and manuals. The guidelines that are available provide a preferred approach or describe generally accepted standards rather than precisely delineating requirements. Guidelines include plans for commonly performed reviews which provide a preferred approach or include standards that describe the generally accepted requirements for recording and reporting transactions rather than the specific systems in use. The employee interprets and adapts the guides, modifying the information presented to fit the situation at hand. Methods and techniques normally applied are inadequate in some respects and require adaptation to the peculiarities of the assignment. The employee uses judgment in studying programs, operations, and systems and in making recommendations. Factor 4- 3 Complexity

The work consists of performing varied duties by applying a series of different and unrelated, but established methods, practices, and techniques to compile, analyze, and/or summarize financial and/or budget information related to assigned areas of the organization's financial program. The employee compiles, analyzes, and summarizes financial information related to assigned areas of the organization's financial program and considers program goals, provisions of applicable policies, regulations, and procedures, and alternative methods of obtaining and distributing funds. The employee bases decisions on the local controls over and regulations pertaining to financial matters. Factor 5- 3 Scope and Effect The purpose of the work is to perform a variety of tasks in a limited financial functional area, using standard methods to resolve conventional problems and issues. The work affects the information available on the amount, timeliness, and availability of funds, and the availability fo financial data to others. Factor 6- 2 Personal Contacts Personal contacts are with employees and managers in the agency, both inside and outside the immediate organization, and with individuals outside the agency in a moderately structured situation. Individuals contacted are usually aware of the identity of the incumbent, and the purpose of the contact. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan, coordinate, or advise on work efforts, or to resolve issues or operating problems by influencing or persuading people who are working toward mutual goals and have basically cooperative attitudes. Contacts typically involve identifying options for resolving problems. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in factories, warehouses, supply depots, and similar areas. Work may also require walking and standing in conjunction with travel to and attendance at meeting and conferences away from the work site. Position may require carrying light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions.

Administrative Specialist, FP- 0301- 5

Position Number: D10564 Introductory Statement: This position is located in the Peace Corps, Office of the Director, and works under the supervision of the Peace Corps Global AIDS Coordinator. The incumbent provides administrative guidance and support within the Office of AIDS Relief. This role includes the involvement of the Peace Corps in the President's Emergency Plan for AIDS Relief (PEPFAR). Under the guidance of the Administrative Officer, the incumbent works in close collaboration with both PEPFAR and non PEPFAR posts. Budgetary and Financial Management Operations Analysis 50% Assists and participates in developing the annual budget formulation and execution process. Conducts special studies, such as cost-benefit analyses, and estimates costs related to budget development and execution. Enters budgetary information on related forms and reports to the supervisor for consolidation into the overall budget. Adjusts or revises budget estimates to accommodate variations in funding requirements. Program Services and Support 25% Functions as a technical authority for the resolution of an extensive range of program support issues and problems. Provides an extensive range of program support to members of the D/OAR staff. Independently completes special research requests. Researches, obtains, and compiles numerical, narrative, and/or statistical data from various sources and documents. Prepares reports, statistical information, and other material needed by staff members to support various functions and projects. Performs work that requires making decisions, devising solutions, and taking actions based on program knowledge. Interprets considerable data to identify problems. Determines the specific nature of problems or issues and what approach to take for resolving them. Liaises with other offices and posts on PEPFAR and other issues in which D/OAR is involved. Organizational Liaison for Procurement and Contracting Work 25% Identifies, considers, and assists in resolving procurement administration problems of a routine nature, such as reviewing paperwork and following up to resolve minor glitches that delay procurements. Reviews all purchase requests for completeness and appropriateness. Provides guidance to management on procurement procedures and coordinates with the procurement office as required. Follows up to ensure that responses from the organization's support offices are complete and timely. Serves as the organization's liaison with the PC contracting office. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. Factor 2- 3 Supervisory Controls The supervisor assigns specific projects in terms of issues, organizations, functions, or work processes to be studied and sets deadlines for completing the work. The supervisor or higher-grade analyst provides assistance/guidance on controversial issues or assignments for which precedent studies are not available. The employee plans, coordinates, and carries out the successive steps in fact-finding and analysis of issues in accordance with accepted office policies, applicable precedents, organizational concepts, management theory, and occupational training. Work is reviewed for conformance with overall requirements, contribution to the study objectives, consistency of facts and figures, choice of analytical methods, and practicality of recommendations. Factor 3- 3 Guidelines

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

Budget Analyst, FP- 0560- 5

Position Number: D09614 Introductory Statement: This position is located in the Peace Corps, Office of the Chief Financial Officer, Budget and Analysis. The incumbent performs budget reviews and analyses, reconciles accounts, and provides information and reports to client offices in support of the Agency's budget execution function. Budget Analysis 40% Reviews easily obtained historical data and, using predetermined formulas, prepares estimates of future requirements for a specific operating program or small stable organization. Submits the estimates for consolidation into an integrated budget. Assist assigned client offices to develop annual budgets and checks for accuracy and completeness. Reviews and justifies Detailed Operating Plans, Plan and Budget Reviews, Strategic Plan submissions, and Close-out Reviews for assigned headquarters offices and/or overseas posts. Provides clear written and oral guidance with respect to all budget exercises for the benefit of assigned client offices. Reviews and analyzes detailed budget submissions and provides critical and constructive advice to client offices and Team Manager. Verifies against historical information and other independent sources of data. Provides Team Manager with advice resulting from reviews. Analyzes fiscal impact of request for agency resources and makes funding recommendations to decision-makers. Prepares complex fiscal analyses and makes well-argued oral and written presentations to decision-makers. Budget Obligations/Expenditures Monitoring 40% Provides support and assists in review and coordination of accounting documents and apportionments, allocations and operating budgets. Identifies differences between current spending and the projected estimate. Recommends adjustments to accommodate future needs. Budget Reprogramming Actions 20% Analyzes fund audits and recommends reprogramming action within specific funds. Prepares justification for reprogramming actions and submits for approval. Assists and participates in the funds control process to include planning for program restrictions and revisions to the original budget plans and recommendations for changes to original planned distributions. Analyzes accounting data and reconciles transactions. Prepares and inputs budget adjustments into the accounting system. Factor 1- 6 Knowledge Required by the Position Good knowledge of the standard budgetary methods, practices, procedures, regulations, precedents, policies, and other guides of the installation. Some knowledge of Federal government budgetary polices and practices. Good practical knowledge of the missions, functions, goals, objectives, work processes, and sources of funding of assigned budget activities. Knowledge of the use of automated budget and accounting systems for determining budgetary balances and generating budget to actual reports. Factor 2- 3 Supervisory Controls Work is assigned in terms of continuing responsibility for the budget of specific organizational segments and/or programs, general budgetary objectives, and specific deadlines for completion of actions. The employee is expected to plan and carry out assignments under the supervsion of another Budget analyst or immediate supervisor. The supervisor provides advice and assistance on problems or conditions of an unusual nature which are not covered by regulations and guides. Factor 3- 3 Guidelines A large number of agency and installation policies, regulations, and directives are available which provide guidance and instructions on the various phases and processes of budgeting. The employee uses judgment in choosing and applying, from among the many guides and references, those which most nearly cover the particular situation. The application of guidelines requires the use of analytical methods and techniques. Factor 4- 3 Complexity

The work involves performing varied duties in the budget process which require the application of a series of different and unrelated methods, practices, and techniques of budgeting. The employee is responsible for translating organizational needs and objectives, by line item and/or object class, into budget dollars and funding actions required to accomplish them. The work requires consideration of program plans and provisions of applicable policies, regulations, and procedures. Employee works with minimal independence. Employee's work products are reviewed frequently by Team Manager. Factor 5- 3 Scope and Effect The incumbent applies the principles, practices, regulations, and procedures of one or more complete phases of the annual budget process. Work products, advice, and services rendered affect the amount of timely compliance with legal and regulatory guides. Factor 6- 2 Personal Contacts Contacts are with persons from outside the immediate employing office such as with project managers responsible for substantive technical programs and other technical subject matter specialists. Roles and relative authorities of the contacts are explicit. The employee may have informal telephone and face-to-face contacts with employees of other agencies engaged in budgetary functions or contractors performing routine services for the government. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to resolve budgetary issues and problems and carry out budgetary transactions to achieve mutually agreed upon financial and program objectives. Factor 8- 1 Physical Demands The work is sedentary. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. May carry light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions.

Executive Assistant, FP- 0301- 7

Position Number: D10668 Introductory Statement: This position is located in the Office of Global Operations. The purpose of this position is to serve as a Special Assistant to the Associate Director for Global Operations, providing administrative, technical, and professional expertise in all areas affecting the office. The incumbent participates in the management of the office by performing a variety of activities requiring a thorough knowledge of agency-wide and region-specific functions and policies. The incumbent will utilize independent judgment and problem solving skills to assist the Associate Director for Global Operations (AD/GO) in carrying out the functions of the office. Mail, Correspondence, and Report Processing 34% Reviews incoming mail and correspondence for the supervisor. Personally composes non-technical correspondence and reports from oral instructions, information obtained from files, and data obtained from staff members. Independently determines the appropriate person to receive technical inquiries using personal knowledge of assigned organization programs, priorities, goals, and objectives. Manages correspondence services for an organization with a mission that affects a wide range of agency activities. Establishes a sophisticated action tracking system, and follows up with subordinate supervisors to ensure that assignments have been completed. Independently prepares responses that address clerical and administrative issues. Reviews non-technical materials prepared by others for grammar, punctuation, spelling, and clarity of expression. Ascertains that materials have been coordinated correctly and are in accordance with established policy. Checks with the originator to ensure that the intended content has been retained through the editing process. Carries out special projects such as assembling reports and publications into a finished, comprehensive document. Develops background information and prepares outlines for the supervisor's public speaking engagements, papers, correspondence, and reports. Uses automated tools to prepare graphics and overheads for presentations. Clerical or Administrative Practices and Procedures 33% Facilitates Agency-wide communication by assuring that staff at all levels are fully informed on internal and Agency-wide procedures. Initiates development of new or revised administrative policies and procedures necessary for efficient administrative functioning of the organization, independently or as a member of a team. Procurement Processing Support 33% Performs specialized duties in support of procurement requests such as maintaining and updating automated bidder lists and collecting and documenting all monies received for bid packages. Handles or resolves a wide variety of procurement related problems and researches and assembles relevant information. Performs one or more special acquisition functions, such as processing of micro-purchases; oversight of MIPR and IGA agreements, including processing of the actual procurement action; bid opening custodian and recorder; and closeout. From the review of an awarded contract file, extracts pertinent information and prepares and distributes documents such as those dealing with delegations of authority of oversight agencies, property delegations, and prime and alternate COTR delegations. Reviews contract and purchase order files. Annotates a codified contractor name and address on Individual Procurement Action Reports (IPAR). Reviews the monthly numerical contract status report to determine which purchase orders, inter-agency agreements, or contracts are past the end date of the contract; marked "active" but should be considered to be "inactive"; or appear to have issues with the recorded obligations, accruals, and disbursements versus the value of the action. Based upon the assessment, coordinates with the contract specialist or purchasing agent to verify that the recommended action to be taken is covered in the contract and makes necessary corrections in acquisition database. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position

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

Administrative Specialist (Training), FP- 0301- 5

Position Number: D10420 Introductory Statement: This position is located in the Peace Corps Staging Unit. The unit directly supports the needs of regions and overseas posts in registering new Volunteers for service, orienting them to Peace Corps, and preparing them for further training at post. The purpose of the position is to work with a team to plan and conduct pre-overseas departure events (i.e. stagings) including administrative processing for all Peace Corps trainees prior to their entry into service. The team also develops and implements pre-departure training materials and methods that incorporate agency priorities and initiatives. Performs work related to coordinating projects for the development and implementation of training course or course materials. Performs work related to developing and maintaining relationships with stakeholders in various levels of government, private industry, and/or academic institutions to communicate and disseminate information about program mission and activities. Instructs courses in a program of instruction. Performs administrative and budgetary work involved in developing and implementing a training program. Staging Unit Liaison for Budget and Finance Work 25% Assists in performing routine tasks in support of the administration of a small, stable budget involving basic administrative expenses, such as providing guidance to department managers and Chief Administrative Officers for drafting budget worksheets that reflect agency expenses for staging events. Serves as the unit's liaison with the PC budget office. Reviews budget packagesfor submission to the budget office and responds to questions from that office. Collects information on anticipated needs in preparation for the new budget cycle. Advises managers on the practical and technical aspects of the budget. Serves as the unit's liaison with the PC budget office. Analyzes and summarizes budget-related information for the unit. Supports administrative activities related to obligations for per diem, travel, lodging, supplies, etc., and tracks balances to ensure object classification and line categories are not overspent. Assists in ensuring that adequate control systems are set up to monitor accounts during the fiscal year and makes adjustment as required. Prepares necessary reports and ensures that automated reporting systems are up-to-date. Manages purchase card for the unit. Conducts inventory assessment of unit supplies and requests and orders supplies and services for the Staging Unit as needed. Reconciles monthly statements of the purchase card and centrally billed account and maintains records and log system with all supporting documentation for statement reconciliation. Training Planning, Arrangements, and Logistics 25% Provides information concerning available training, arranges for instruction, prepares reports, and helps facilitate courses for an organization having a fairly well-defined and readily understood mission. Maintains liaison with training program instructors and training specialists to obtain information for projects and activities. Directs and facilitates training sessions during staging events. Serves as the official Peace Corps representative in regard to Agency policies and procedures as they relate to the Staging process. Resolves emergency situations that arise at staging events, requesting guidance from the Staging Supervisor if necessary. Upon completion of the staging event, prepares all documentation required to closeout the events, e.g. financial documentation, travel vouchers, termination forms, etc. and provides feedback to appropriate offices. Develops, monitors and coordinates the calendar of staging events and ensures a cost-effective approach to event scheduling. Serves as the Agency focal point on any issues related to scheduling of staging events. Assigns appropriate dates based upon negotiation with Country Desk Units, the Travel department, the Office of Placement and the Office of Medical Services. Staging Unit Liaison for Procurement and Contracting Work 25% Identifies, considers, and assists in resolving procurement administration problems of a routine nature, such as reviewing paperwork and following up to resolve minor glitches that delay procurements, including cost analyses and soliciting bids from training contractors utilized by the Pre-departure Training Unit. Reviews all purchase requests for completeness and appropriateness. Provides guidance to management on procurement procedures and coordinates with the procurement office as required. Follows up to ensure that responses from the organization's support offices are complete and timely. Serves as the organization's liaison with the PC contracting office. Training Course Delivery 25%

Provides instruction covering topics in well-established areas of a subject-matter field. Plans, organizes, and directs pre-departure staging events for Peace Corps trainees. This includes responsibility for ensuring that all training components of prescribed staging models are delivered in a consistent manner. Conducts staff orientation activities on-site for such events to ensure role clarity for each staff participant as well as to achieve a team-oriented approach in presenting orientation activities. Provides training regarding the staging process to new Washington-based staff (i.e. CDU training, new staff orientation). Participates in workshops and conferences that relate to the staging function, both as a participant and as a facilitator. After being assigned specific staging events, plans all aspects of the program in conjunction with Country Desk Units (CDU), the Office of Medical Services (OMS), and the travel office. In coordination with concerned offices, defines the staging objectives and staging schedules based upon the needs of the region, the number of trainees, and availability of staff. Prepares program folder and trainee reporting instruction packets, and confirms all logistical arrangements (transportation, hotel accommodations, etc.) prior to the events. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. Factor 2- 3 Supervisory Controls The supervisor assigns specific projects in terms of issues, organizations, functions, or work processes to be studied and sets deadlines for completing the work. The supervisor or higher-grade analyst provides assistance/guidance on controversial issues or assignments for which precedent studies are not available. The employee plans, coordinates, and carries out the successive steps in fact-finding and analysis of issues in accordance with accepted office policies, applicable precedents, organizational concepts, management theory, and occupational training. Work is reviewed for conformance with overall requirements, contribution to the study objectives, consistency of facts and figures, choice of analytical methods, and practicality of recommendations. Factor 3- 3 Guidelines Guidelines consist of procedures, policies, and manuals covering the application of analytical methods and techniques, and reference material, instructions, and regulations covering the subjects involved. The guidelines are not completely applicable to the work or have gaps in specificity, requiring the employee to use judgment in choosing, interpreting, and adapting guidelines to specific issues or subjects studied. Factor 4- 3 Complexity The work principally involves dealing with problems and relationships of a procedural nature. Projects usually take place within organizations with related functions and objectives, although organization and work procedures differ from one assignment to the next. Findings and recommendations are based upon analysis of work observations, review of production records or similar documentation, research of precedent studies, and application of standard administrative guidelines. Factor 5- 3 Scope and Effect The purpose of the work is to identify, analyze, and make recommendations to resolve conventional program or organizational issues, problems, or situations. The employee is assigned portions of broader studies, or participates in the evaluation of program effectiveness at the operating or local level. Completed reports and recommendations influence decisions by higher-grade specialists or managers concerning administrative or program operations. Factor 6- 2 Personal Contacts Personal contacts are with employees, supervisors, and managers of the same agency, but outside of the immediate office, or employees and representatives of private concerns in a moderately structured setting. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice and assistance to managers on non-controversial organization or program-related issues and concerns. Contacts typically involve such matters as identification of options and alternatives; evaluation of progress in meeting program or organizational goals; or recommendations for resolving administrative problems.

Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Design Assistant, FP- 1001- 7

Position Number: D10437 Introductory Statement: The purpose of the position is to provide graphic design assistance on a variety of projects that will be utilized for external and internal audience communications. Production of Written and Graphical Promotional Material 100% Assists with designs and graphic products for promotional materials. Designs and creates a variety of illustrations, graphics, computer graphic and digital electronic images, charts, maps, mats, badges, masters for reproduction, enlargements, and reductions. Uses written or oral guidance and instructions or rough drafts submitted by requestor to design and create the requested product. Provides requestors with alternative methods or materials, if appropriate, to assist in planning and preparing graphic material. Assists requestor in determining the most effective presentation format within established standards to complete products within the time frames and resources allowed. Assists with the selection of colors, techniques, textures, and other factors necessary to add realism or emphasis to the promotional material. Uses computer graphic equipment and software to prepare products for use in visual aids production; products may be simple to complex, originals or changes to work already on file. Factor 1- 4 Knowledge Required by the Position The position requires practical knowledge of standard procedures in a technical field associated with the management of information media resources and/or the establishment and maintenance of a public exhibit area. The work requires extended training or experience, to perform such duties as adapting equipment when this requires consideration of the functioning characteristics of equipment; interpreting results of tests based on previous experience and observations; or extracting 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 that 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 work involves treating 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 persons. Factor 6- 2 Personal Contacts The purpose is to plan, coordinate, or advise on work efforts or to resolve operating problems by influencing or motivating individuals or groups who are working toward mutual goals and who have basically cooperative attitudes. Factor 7- 2 Purpose of Contacts

The purpose is to plan, coordinate, or advise on work efforts or to resolve operating problems by influencing or motivating individuals or groups who are working toward mutual goals and who have basically cooperative attitudes. Factor 8- 1 Physical Demands The work is sedentary. 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.

Creative Design Supervisory, FP- 1001-03

Position Number: D10620 Introductory Statement: The position of the Creative Design Supervisor is located in the Office of Communications, which is part of the Office of the Director of the Peace Corps in Washington, DC The incumbent is responsible for conceptualizing, design, production, and dissemination of national marketing, advertising and general communications materials which are an integral part of the agency's efforts to recruit Peace Corps Volunteers across the United States. The incumbent plays a critical role in developing the graphic components of the agency's national communications strategy and builds on objectives established for the agencys marketing and press strategies. This position focuses on independently creating design products within the Office of Communications, and providing expert advice and assistance to Headquarters staff and the agency's 9 regional offices. Manages Art Direction, Design, and Production 55% Estimates amount of time a project will take and schedules resources accordingly. Evaluates project methodology. Identifies production bottlenecks and develops corrective actions. Produces and supervises the production of graphics and visual materials for publications, while selecting the appropriate formats, (both print and web). Uses knowledge of visual resources and creativity to plan and prepare graphic design presentations to appropriate program staff for final approval. All presentations reflect the correct scale, color, photography, typography, and materials that are based on the incumbents understanding of the objectives of the project. For initial presentation, prepares conceptual elevations, scaled layouts, or thumbnail sketches for consultation purposes. Final designs are presented in actual format, color, material, and scale. Utilizes, assists and directs other staff in the operation of various pieces of equipment used to generate graphics and other visual material. Working with communications staff and various offices within the agency, acquires all information and visual materials to produce unique or visually innovative products for a variety of uses including but not limited to the promotion of the Peace Corps for recruitment, congressional and various other audiences. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the FP-4 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbent's authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program. Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting PC Equal Opportunity Program. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Written Product and Materials Review Work 10%

As the agency authority in the production of written publications and other products, develops, evaluates, and prepares for delivery, written products and designs using advanced technologies and processes. Provides assistance in troubleshooting problems with production. Provides an initial review of specialized products to ensure that they meet approved editorial standards of objectivity, style and matter of presentation. Recommends changes in the organization, presentation, and factual coverage of the products. Initiates and maintains relationships with subject-matter specialists responsible for preparing products in their respective divisions. Periodically apprises subject-matter specialists of editorial standards to be adhered to in the preparation of products. Briefs new employees regarding the use of said standards. Initiates and maintains relationships with subject-matter specialists in the design field and maintains an awareness of state-of-the-art in print and web design. Publications/Workflow Management 10% Plans and manages multimedia projects involving the capture, edit, and presentation of art, design and publication productions. Oversees the scheduling, writing, design, and production of selected work. Oversees completion of media, such as complex technical documentation, brochures, designs, fliers, catalogs, posters, postcards, tearcards and cataletts. Coordinates development and/or production of publications covering an array of subjects and targeted to a variety of audiences. Receives objectives and overall schedule and staffing from supervisor. Cordinates personal production schedules with editors, asset providers, in-house and out-of house contractors. Initiates organization and compilation of editorial and visual material for use in the design office and/or for publication or exhibition. Performs market, project, or subject-matter research where necessary or indicated by supervisor. Self-monitors to meet deadlines and delivery of work required from peers. Keeps accurate, updated accounts of all activities and reports to supervisor and director of specific projects on a regular basis on the progress of all projects. Monitors permissions, copyright clearances and/or usage approvals on text and photographs. Designs and produces to conform to project budget. Plans and provides content capture service through the use of a variety of equipment in controlled environments and on location. Selects equipment and softwares by taking into consideration user requirements, environmental constraints, and material characteristics. Researches hardware and software to meet existing and anticipated needs. Makes recommendations for purchases of specialized hardware and associated software OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position Mastery of information media functions, programs, and/or operations in order to apply new developments to unusual or unprecedented problems and to make recommendations involving major information media programs. Knowledge of specialized subject area in order to draw conclusions and generate new approaches that impact important functions or operations. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives and resources available. The incumbent and supervisor, in consultation, develop the deadlines, projects, and work to be done. The incumbent is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy. The incumbent keeps the supervisor informed of progress and potentially controversial matters. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results. Factor 3- 4 Guidelines Administrative policies and precedents applicable to information media functions are applicable but are stated in general terms. Guidelines for performing the work are scarce or of limited use. The incumbent uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods or policies. Factor 4- 5 Complexity The work includes varied duties requiring many different and unrelated information media functions or processes. Work applies to a broad range of activities or substantial depth of analysis for important information media programs. Decisions regarding what needs to be done include major areas of uncertainty in approach, methodology, or interpretation and evaluation processes that result from such elements as continuing changes in programs or conflicting requirements. The work requires originating new techniques, establishing criteria, and/or developing new information.

Factor 5- 5 Scope and Effect The work involves isolating and defining unknown conditions, or resolving critical problems, or developing new systems or approaches. The work product or service affects the work of other experts or the development of major aspects of information media programs. Factor 6- 3 Personal Contacts The personal contacts are with individuals or groups from outside the agency in a moderately unstructured setting. For example, the contacts are not established on a routine basis; the purpose and extent of each contact is different; and the role and authority of each party is identified and developed during the course of the contact. Factor 7- 3 Purpose of Contacts The purpose is to influence, motivate or interrogate persons or groups. The persons contacted may be skeptical or uncooperative. Therefore, the employee must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations. Factor 8- 1 Physical Demands The work is sedentary. No special physical demands are required. Factor 9- 1 Work Environment Work is performed in an office environment. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect Directs a program segment that performs technical, administrative, protective, investigative, or professional work. The program segment and work directed typically have coverage which encompasses a major metropolitan area, a State, or a small region of several States; or when most of an area's taxpayers or businesses are covered, coverage comparable to a small city. Providing complex administrative or technical or professional services directly affecting a large or complex multi-mission military installation also falls at this level. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 2 Organizational Setting The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain. Factor 3- 2 Supervisory/Managerial Authority Exercised In addition to elementary supervisory authorities and responsibilities, this position plans and schedules ongoing production-oriented work on quarterly and annual basis, or direct assignments of similar duration. Adjusts staffing levels or work procedures within the organizational unit(s) to accommodate resource allocation decisions made at higher echelons. Justifies the purchase of new equipment. Improves work methods and procedures used to produce work products. Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher level managers in determining which goals and objectives to emphasize. Decides the methodologies to use in achieving work goals and objectives, and in determining other management strategies. Carries out at least three of the first four, and a total of six or more of the following ten supervisory authorities and responsibilities: - Plans work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; - Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; - Evaluates work performance of subordinates; - Gives advice, counsel, or instruction to employees on both work and administrative matters.

- Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignments to such positions; - Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager; - Effects minor disciplinary measures, such as warnings and reprimands, recommending other actions in more serious cases; - Identifies developmental and training needs of employees, providing for and arranging for needed development and training; - Finds ways to improve production or increase the quality of work directed; - Develops performance standards. Factor 4A- 2 Nature of Contacts Contacts may be informal, occur in conferences and meetings, or take place through telephone, and sometimes require nonroutine or special preparation. Frequent contacts are comparable to any of the following: - members of the business community or the general public; - higher ranking managers, supervisors, and staff of program, administrative, and other work units and activities throughout the field activity, installation, command (below major command level) or major organization level of the agency; - representatives of local public interest groups; - case workers in congressional district offices; - technical or operating level employees of State and local governments; - reporters for local and other limited media outlets reaching a small, general population. Factor 4B- 2 Purpose of Contacts The purpose of contacts is to ensure that information provided to outside parties is accurate and consistent; to plan and coordinate the work directed with that of others outside the subordinate organization; and/or to resolve differences of opinion among managers, supervisors, employees, contractors or others. Factor 5- 6 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-11 or equivalent. Factor 6- 4 Other Conditions Supervision involves substantial coordination and integration of a number of major work assignments, projects, or program segments of professional, scientific, technical, or administrative work comparable in difficulty to the GS-11 level.

Public Affairs Specialist, FP- 1035- 5

Position Number: D10661 Introductory Statement: This position performs written and verbal public affairs work. Primary duties will be writing, researching, public relations, liaison and program support activities. Communication and Information Dissemination 30% Per guidance from higher level specialists, disseminates informational material to PC stakeholders including members of the general public, members of the news media, representatives of government agencies, congressional/legislative bodies, industry groups, and/or community groups. Independently responds to requests for straightforward and non-controversial information. Determines the nature of the information required and prepares material based on the nature of the request and PC practices. Serves as a spokesperson as needed and liaison with national press on a wide variety of topics and in direct response to media inquiries. Liaises between Communications and the Regional Offices across the country to ensure consistency of national marketing/recruitment message. As directed, communicates new program initiatives/activities having a direct impact on public understanding and perception of PC programs. Collaborates with RROs to ascertain publicity requirements for ongoing support of planned media events and to research media markets in which campaigns are scheduled. Remains in contact with the Country Desk Units and Country Directors to field interesting stories that demonstrate the effectiveness, sustainability and impact of Peace Corps programs. Reviews information about agency-related topics published outside the PC and prepares summaries of the information for PC managers and staff. Interacts with personnel and supervisory staff within the organization. Develops and maintains working relationships. Prepares Marketing, Publicity, and Promotional Materials 30% Prepares program publicity and marketing for print and electronic distribution and drafts a variety of documents, including correspondence, memoranda, promotional materials, talking points, speeches, pitches, announcements, forms, articles, feature stories, new releases, fact sheets, and other resources as needed to respond to press inquiries and ensure effective communication of programs, events and various agency initiatives. Submits materials to the local and national media and continually monitors the placement of these materials. Material produced is expected to be of a specialist quality with attention to tone, clarity, diplomacy and conformance to PC protocol. Work produced should need little to no corrections but is reviewed only for proper messaging. Public Affairs Program Implementation 25% Assists as a team member in marketing campaigns. Collaborates with the Regional Public Affairs Specialists (PAS) and Office of Communications to assist higher grade specialists in the development and implementation of a national media and communications strategy. Recommends specific marketing, design, and distribution techniques, formats, and public that are best suited to meet the objectives of PC marketing and promotional efforts. Identifies and summarizes national and regional news items having a direct impact on PC programs and activities. Reviews print, broadcast, and internet media to analyze public awareness and attitudes regarding PC and its activities. Provides news clippings to other key officials in a timely manner. Reads national newspapers and magazines to scan and select news clips that reflect current decisions for PC programs and policies. Writes brief summaries of major stories. Monitors regional news stories to select most significant stories for clips. Maintains contact with the regional public affairs offices to ensure that accurate and recent regional stories are included in the daily edition. Archives news clip files for use by PC offices and staff. May assist with the management of Press Office interns. Special Events or Public Program Activities 5% Assists in making arrangements for special events using established approaches. Such events include radio/television interviews and public speaking engagements of the Peace Corps Director and other senior staff. As directed, implements suggestions and coordinates media appearances. Actively seeks media opportunities; and with guidance helps to develop a press schedule for media activities. Will assist with the planning and coordination of special projects with national organizations and other federal agencies to promote the mission of the Peace Corps.

Program Services and Support 10% Applies detailed knowledge of current program requirements, projected needs, and an understanding of ongoing programs in other units to maintain administrative functions required of the office. Tracks actions, creates lists, works in specialized databases, and/or prepares presentation materials. Updates program documentation, and keeps a well-organized filing and tracking system. Compiles and manages press contacts, media lists, and other tools for press distribution. May perform, serve as backup, or train others on administrative duties such as timekeeping, travel processing, and credit card holder for the department. Identifies office automation tasks that can be performed more efficiently and develops new methods or procedures for performing them. Independently conducts research, evaluating and validating specific data for use in assignments. Chooses from a range of software applications, (e.g., word processing, graphics, spreadsheet, and project management), to perform a broad range of duties. Selects the appropriate application for the assignment at hand. Factor 1- 6 Knowledge Required by the Position Knowledge of written and oral communication principles, techniques and methods, analytical methods, and interpersonal relations practices. Skill in applying and adapting such knowledge to recurring, precedent assignments. 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.

Special Assistant, FP- 0301- 4

Position Number: D10652 Introductory Statement: The Special Assistant position provides administrative, technical, and professional expertise in all areas affecting their department. The incumbent supports one or more of managerial staff of the department by performing a variety of activities in support of operations requiring a thorough knowledge of office and agency functions and policies. The incumbent will utilize independent judgment and problem solving skills to assist the manager(s) in carrying out the functions of this role. Administrative Management of an Organization 40% 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 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. Exercises exclusive control over the supervisor's calendar, with complete authority for time commitments. Schedules and prioritizes appointments and meetings for the supervisor, accepting or declining invitations on own initiative and in accordance with protocol requirements. Participates closely with the manager in scheduling his/her travel, including itineraries, supporting documents, and reimbursements. Screens all telephone calls and personal visitors, who frequently represent the highest levels of international, national, state, and local governments or major businesses. Personally handles routine inquiries and those requiring knowledge of the organization's activities or its internal administrative procedures. Refers inquiries requiring technical program knowledge to an appropriate staff member for follow up. Remaining inquiries are sent to the supervisor's attention with supporting background materials. Responsible for organizing special committees, workshops, and/or gatherings; initiating program reviews; and/or developing or fostering cross-agency activities. Independently determines which staff members should attend meetings or represent the organization at conferences, based on the supervisor's view of such issues. Coordinates meeting locations, dates, participants, and agendas. Researches background information and sends it to meeting participants. Attends meetings, notes commitments made, informs staff of the commitments, and arranges for staff to implement them. As requested may be asked to attend meetings on behalf of the manager and take summary notes of inter-agency, intra-agency, and/or conference meetings. Coordinates extensively with disparate organizational elements to direct the administrative work of the organization, based on knowledge of the agency's mission, function, and substantive programs. Provides Information, Communications, and Liaison Services 30% Maintains liaison and communications with persons and groups from both within and outside PC, speaking for the principal on routine program issues. Follows established policies and procedures to assist in the development and maintenance of relationships with various stakeholders in department, agency, government organizations, private industry, and/or professional organizations. Assists higher-grade specialists in formulating internal policies and procedures to resolve conventional problems and situations in assigned liaison activities. Responds, in verbal and written format, to requests for information requiring coordination with other agency offices. Serves as buffer and acts as liaison between the supervisor and organizational staff by providing accurate and timely advice on procedures, reports, requirements, and other matters necessary to implement the supervisor's policies, directives, and instructions. Keeps the office informed, as appropriate, on administrative and other matters. Should serve as a main source for quick information, past practices, and clearance procedures involved in handling various reports and communications.

With access to records and other information about customers and other employees, Special Assistant agrees to keep all such information strictly confidential and to refrain from discussing information with anyone else without proper authority. Acts as primary liaison with critical persons and groups both inside and outside of the agency, speaking for the principal on complex program issues. Provides information to these contacts regarding requirements and collects information needed to address issues raised in correspondence/telephone requests. Serves as a liaison and/or representative to the Manager/Director in problematic and highly sensitive matters which require negotiation and coordination such as: Agency-wide issues; management issues; Congressional inquiries or correspondence; and requests from other offices which have an impact on the department. Coordinates as appropriate with various Peace Corps offices, organizations, and individuals to promote and ensure their understanding and support of programs and policies. Research and Analysis Work 30% Researches and/or analyzes unstable or uncommon administrative and/or program issues. Compiles and develops information as needed by the manager from document searches, interviews and other sources. Reviews information and applies standard analytical techniques. This could involve (a) collecting, classifying, and assembling information, investigating problems and inconsistencies, and (b) preparing analytical summaries, briefings, reports. Develops recommendations, taking into account unanticipated changes and unusual factors. Reports require addressing a range of matters such as budget, regulations, and administration. Works with top level agency officials to gather information needed by the supervisor to make decisions. Manages special projects involving substantive knowledge of program operations and polices. Such projects include but are not limited to an enhancement of customer service. Handles sensitive, problematic issues requiring an understanding of departmental and organizational policies and superb judgment. 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.

Director of Press Relations, FP- 0301- 3

Position Number: D10130 Introductory Statement: The incumbent is a member of the Directors staff. As such, the incumbent is privy to the philosophies of the Peace Corps Director. A confidential relationship between the Director and the incumbent is imperative as the incumbent speaks for the Director and is expected to reflect the Directors philosophies in conversations with leading figures of the government, business, and other groups. The incumbent also represents the views and directions of the Director in communications with agency managers, program officials, and the publictor and Deputy Press Director on all press-related activities. Writing and/or Editing of Written Materials 50% Manages, edits, and reviews material submitted for publication. Works closely with the Press Director and Deputy Press Director to research and gather source and background materials by consulting with various personnel to clarify details and provide analysis as required; write and edit press releases, Op-Eds, speeches, talking points, and newsletter consistent with agency policies and style requirements; act as Office of Press Relations liaison on various agency committees when needed; pitch story ideas and Volunteer project accomplishments to media; write a quarterly Volunteer newsletter; promote agency-wide press-related activities to highlight awareness of Peace Corps Week, Director's Forums, and other key events; oversee the Press Office Internship Program; assist in researching and writing Volunteer stories for the "From the Field" section of the Peace Corps' web site; keep press kits up-to-date by working with the graphics department; develop materials in coordination with new marketing campaigns; proofread and edit all materials submitted by other writers; and work to keep the Office of Press Relations homepage current, among other key duties. Communication and Information Dissemination 25% Reviews and evaluates existing strategies and communication plans for disseminating information about changes in program emphasis or content for a wide variety of subjects related to the agency programs. Determines the most expeditious and appropriate avenues for disseminating information to the public and arranges for mass dissemination of information materials. Ensures that information that is disseminated is absolutely accurate, complete, intellectually honest, and that sensitive or classified information is protected from unauthorized disclosure. Establishes and maintains a network of subject matter experts within the agency to act as quality information sources about frequently recurring topics on operational, legal, budgetary, and policy issues. Establishes and maintains working relationships with outside groups in achieving understanding with individuals indifferent to or having opposing points of view to the agency programs and policies employee is responsible for keeping the supervisor informed of progress and potentially controversial matters. The employee will also be responsible for all administrative functions in the office. The employee should be fluent in multiple languages, particularly Spanish. Marketing Campaign Activities 25% Participates as an independent contributor to team efforts on marketing campaigns. Works with the Press Director and Deputy Press Director to develop a media strategy to increase public awareness of the Peace Corps and the agency's recruitment efforts; assist regional Public Affairs Specialists by providing statistical information, press release templates, talking points and regional angles to national stories; oversee distribution of daily press clippings to Senior Staff, Regional Recruiting Offices and other designated recipients; develop and maintain media lists for international, national, and local press as well as ethnic and embassy press; compose and respond to emails in the Office of Press Relations email box; identify best methods [e.g., target mailing vs. space advertisement], costs, and resources; and respond to media inquiries and handle general communications with the media. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position Mastery of communication principles, methods, practices, and techniques; analytical methods; and interpersonal relations practices. Skill in applying such mastery in developing and applying new approaches to the most difficult and complex public affairs problems of an agency by developing or evaluation information programs enhancing understanding among publics opposed or indifferent to agency programs. Knowledge and skill to analyze public reaction to agency programs and policies in developing recommendations that significantly modify an agency's major programs or policies; and integrating diverse points of view in a communication plan in establishing and maintaining mutual understanding with various agency publics.

Factor 2- 4 Supervisory Controls The supervisor determines the overall objectives and resources available for the specialist's assignment. However, specific activities may stem from specialist's contacts with program managers, although final clearance of such requests are approved by the supervisor. The specialist and supervisor jointly develop deadlines, projects, and nature of the planned assignments. The public affairs specialist is responsible for planning and carrying out the project or assignment including resolving most problems, coordinating the work with others, interpreting policy in terms of established objectives, determining approach to be taken, and the methods and techniques to be employed. The specialist keeps the supervisor informed of progress, potential controversies, or wide-ranging implications. Completed work is reviewed in terms of satisfying expected results of projects or assignments, responsiveness, and conformance with agency policy. Factor 3- 4 Guidelines Guidelines are agency policy statements or broad precedents and are applicable in establishing a general program direction or setting a tone but not totally sufficient for dealing specifically with the more complex, intricate or unusual situations, issues or problems encountered on a recurring basis. The public affairs specialist is required to deviate from standard approaches in developing new ways to communicate the agency's message in controversial and sensitive issues where public reaction has been negative or indifferent and understanding by agency publics of information programs is essential to success of agency mission. Factor 4- 5 Complexity The work includes the development of new methods, strategies, and communication plans covering the complete spectrum of the organization's programs. This involves: presenting information on a wide variety of subjects using the full array of written and oral presentation formats and techniques; establishing and maintaining effective working relationships in achieving understanding with groups indifferent to or having opposing points of view to programs and policies; and developing, from an analysis of varied and conflicting reaction from the agency's publics, recommendations on the formulation and articulation of agency policy in communicating agency programs more effectively. Decisions regarding what needs to be done include evaluating the appropriateness of existing strategies and plans in the light of changes in program emphasis or content, including statutory or technological changes, and shifts in public reaction to or understanding of the programs. The work requires developing new ways of gathering input from a variety of individuals and groups with conflicting views and interests, and developing and initiating varied approaches and strategies in communicating the agency's objectives to groups opposed or indifferent to agency programs. 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 specialized groups or individuals from outside the employing agency where the contact is not routinely established, the purpose of each contact is different, and the roles of the public affairs specialist and the other person are established during the contact. Typical of such contacts are with representatives of the news media, organized groups desiring to provide input to agency decisions, or professional or trade organizations affected by agency programs. OR The personal contacts are with employees or management officials in the same agency, but outside the immediate organization. Such contacts are moderately unstructured in that they are not established on a routine basis, the purpose and extent of each contact is different, and the role and authority of each party is identified and developed during the course of the contact. Typical contacts at this level involve situations in which the public affairs specialist advises program managers or management officials. These consulting relationships constitute moderately unstructured situations when the issues are sensitive or controversial, the meetings are not routine, and the parties hold opposing points-of-view on a given course of action. This level typically occurs where the specialist is an in-house consultant and experiences the same difficulty in encouraging agency managers to adopt recommendations as would be found in relationships with persons outside the agency. Factor 7- 3 Purpose of Contacts

The purpose of contacts is to analyze, develop and present alternative approaches in developing communication strategies for misunderstood agency policies or programs; or present clarifications of agency activities or policies to specified groups, the general population, industrial organizations, representatives of the news media, or individuals. 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.

Security Assistant, FP- 0086- 7

Position Number: Introductory Statement: This position is located in the Office of Safety and Security, Emergency Management and Physical Security division, which reports to the Chief, Domestic Operations. The position works under the general guidance of the Physical Security Specialist who outlines daily objectives and priorities. The purpose of this position is to coordinate and/or take primary responsibility for the oversight of all administrative operations within the division. The incumbent will be stationed in the headquarters office in Washington, DC. Security Administration Support Work 100% Provides support and assists in the planning, scheduling, and conducting of security activities, such as physical security surveys. Reviews security elements, such as determining if alarms are active, document and storage container user logs are properly filled in, or visitor logs are in place and filled out. Reviews special requests for passes and identification documents, and determines if they should be issued following established guidelines. Obtains and organizes specialized subject matter information and materials including records, reports, and various types of correspondence. Maintains specialized security control databases. Conducts physical security inspections and monitors agency facilities for adherence with established security directives, instructions, and security regulations and requirements. Identifies security deficiencies or violations, and reports the findings, with recommendations, to higher graded specialists. Under the guidance of senior specialists, conducts research in evaluating new, revised, or proposed agency orders, manuals, and /or directives pertaining to established security programs. Provides recommendations to senior specialists on how these orders, manuals, or directives may impact the agency's security programs. Supports the office's emergency management functions, including continuity of operations (COOP) and occupant emergency planning activities. Factor 1- 4 Knowledge Required by the Position The position requires practical knowledge of standard procedures in a technical field, requiring extended training or experience, to perform such work as adapting equipment when this requires consideration of the functioning characteristics of equipment; interpreting results of tests based on previous experience and observations; or extracting information from various sources when this requires considering the applicability of information and the characteristics and quality of the sources. In addition to general administrative and/or clerical skills, the position requires practical knowledge of specific security objectives, programs, methods, and procedures, and skills in carrying out support tasks related to security administration. Factor 2- 3 Supervisory Controls The supervisor provides individual assignments by explaining what is to be done and how to accomplish it. Routine assignments are performed independently, but problems or unfamiliar situations are referred to the supervisor. Review of the work increases with more difficult assignments. A large number of procedural guides such as manuals and written and oral instructions apply directly to the work and are always available. Their number, however, causes problems in deciding which guide applies in some situations. Many guides are memorized, but, because of their number, the employee often refers to written guides for help. The employee exchanges information with co-workers. Contacts outside the organization are in closely controlled or structured settings. 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. Employees perform limited independent duties in carrying out prescribed security support processes in a specialized or general security program office, and/or assist specialists by performing security duties that are usually well defined in terms of what, when, and how the work is to be done. 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 persons. Factor 6- 2 Personal Contacts The personal contacts are with employees in the same agency but outside the immediate organization. People contacted generally are engaged in different functions, missions, and kinds of work, e.g., representatives from various levels within the agency such as headquarters, regional, district, or field offices, or other operating offices in the immediate installation. Factor 7- 2 Purpose of Contacts The purpose 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.

APCD Training, FP- 0301- 4

Position Number: D10571 Introductory Statement: This position is located in a Peace Corps country office (post) overseas. The purpose of this position is to plan, develop, and oversee the continuum of training for Peace Corps Trainees and Volunteers in order to help them meet the identified competencies and become effective Volunteers. Training Program Management 40% With guidance from the supervisor, plans, designs, and evaluates training including workshops, seminars, and conferences at post to ensure current and innovative processes are used in developing training competencies, learning objectives, and evaluation techniques; leads training staff in determining the scope, objectives, and the methods of training; and leads planning sessions to identify competencies and ensure integration of appropriate technical information into project training sessions, objectives, evaluation techniques, as well as the overall training calendar. Monitors the implementation of training to ensure that the specific learning needs of PCVs are met and project partners' expectations are met or managed. PST: participates in design/delivery of staff pre-TOT, LTOT and TOT; manages/administers integration of sessions; revises COTE (Calendar of Training Events) to assure achievement of goals and objectives; establishes/manages trainee qualification process; and coordinates swearing-in events). Coordinates planning and scheduling of PSTs, ISTs, MSTs, COS and other Volunteer training/program activities. Provides extensive planning and organization, analyses of accumulated data and information, and considerable coordination and integration with other functional activities. Works to establish new contacts within and outside PC to obtain needed information, often seeking it through direct interviews. Peace Corps Trainee/Volunteer Support 35% Coordinates with APCDs for Projects to develop and revise learning objectives, training modules, and session designs for Pre-Service and In-Service Training in all sectors. Coordinates the hiring of all Pre-Service Training (PST) technical trainers and supervises. Presents PST and In-Service Training (IST) technical sessions. In consultation with PST staff, evaluates Peace Corps Trainees and assigns them to specific sites. Designs and implements, or, assists other staff with the administration of ISTs. Counsels PCT/PCV's on their cross-cultural adaptation and professional development. Supports PCT/PCVs in dealing with personal problems, crises at home (e.g. death in the family), and site difficulties. Advises PCT/PCVs on their options and assists with any needed administrative action. As appropriate, refers PCT/PCVs to Medical Officer. PTO or Country Director. Alerts the Country Director to any problematic job-related, security or health issues that arise at PST and IST sites. Evaluates the situation and recommends the evacuation, temporary withdrawal, or continued presence of the PCT/PCV in consultation with local and national authorities, the CD, the Peace Corps Medical Officer, and Peace Corps safety and security specialists. Assists CD, Safety & Security Coordinator (SSC) and others to anticipate, prevent, and manage crises. Initiates disciplinary actions when PCTs and/or PCVs violate established policies. Informs CD of problems and recommends solutions. General Management and Administration 25% As a senior staff member at post, provides input and works on tasks effecting overall post management and the success of the Peace Corps program and training. Assists the CD in establishing an overall vision and mission for the country program and training. Identifies objectives based on an analysis of interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs at Post. Determines approach to achieve objectives, identifies specific steps, and decides on meetings, information, and other input. Provides input into the creation of the Posts strategic and operational plans. Works with other staff members to create uniform and complementary programming, training, and administrative systems. Fulfills fiscal responsibilities, including budget preparation, budget reporting, and maintenance of fiscal controls. Assists in completing monthly, quarterly, and annual reports. Assumes oversight responsibility for specific Peace Corps activities such as the Coverdell World Wise Schools Program, Peace Corps Partnership Program, Small Project Assistance Program, and the Gender in Development committee. Represents the Peace Corps to the U.S. Embassy, USAID, other development agencies, host country government, and non-governmental organizations, providing information on Peace Corps' purpose, philosophy, goals, program, history, and

projects. Contributes to PCV welcome books, trainee handbooks, PCV handbooks, and other post documentation dealing with the recruitment, selection, placement, training, and support of PCVs. Participates in the design and implementation of the Emergency Action Plan and coordinates emergency plan meetings, resources, and contacts for assigned Volunteers. Supervises Training Staff as relevant, i.e., hires, assigns tasks, provides training, evaluates performance, and provides feedback. Periodically serves as post duty officer responsible for weekend and after-hour emergencies and performs other relevant duties as assigned by the Country Director. This may include delegation as "Acting Country Director" in the CD's absence. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The position requires knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations carried out by administrative or professional personnel, or substantive program management support functions (i.e., internal activities or functions such as supply, budget, procurement, or human resources which serve to facilitate line or program operations). Includes knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources (people, money, or equipment) in the area studied. Projects and studies typically require knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization. Knowledge is used to plan, schedule, and conduct projects and studies to evaluate and recommend ways to improve the effectiveness and efficiency of work operations in a program or support setting. The assignments require knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity. Knowledge is applied in developing new or modified work methods, organizational structures, records and files, management processes, staffing patterns, procedures for administering program services, guidelines and procedures, and automating work processes for the conduct of program management support functions or program operations. Knowledge may also be applied in analyzing and making recommendations concerning the centralization or decentralization of operations. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives and, in consultation with the employee, determines timeframes and possible shifts in staff or other resources required. The employee, having developed expertise in a program management specialty area, is responsible for planning and carrying out the work, resolving most of the conflicts that arise, integrating and coordinating the work of others as necessary, and interpreting policy on own initiative in terms of established objectives. The supervisor is kept informed of progress, potentially controversial matters, or unusual conditions with far-reaching implications. Completed work is reviewed from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or achieving expected results. Factor 3- 3 Guidelines Guidelines available and regularly used in the work are in the form of agency policies and implementing directives, manuals, handbooks, and directives that supplement agency directions. The guidelines are not always applicable to specific conditions, or there are gaps in specificity in application to specific telecommunications requirements. The employee must interpret and apply a number of subject-matter policies and regulations to work situations. The employee uses judgment in interpreting, adapting, and applying guidelines and independently resolves gaps or conflicts in guidelines according to project requirements. 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. Work requires the application of qualitative and quantitative analytical techniques that frequently require modification to fit a wider range of variables. Subjects and projects assigned at this level usually consist of issues, problems, or concepts that are not always susceptible to direct observation and analysis. Difficulty is encountered in measuring effectiveness and productivity due to variations in the nature of program management processes studied. Information about the subject is often conflicting or incomplete, cannot readily be obtained by direct means, or is otherwise difficult to document. Characteristic is originality in refining existing work methods and techniques for application to the analysis of specific issues or resolution of problems. For example, the employee may revise methods for collecting data on workload, adopt new measures of productivity, or develop new approaches to related productivity measurements to a performance appraisal system.

Factor 5- 3 Scope and Effect The purpose of the work is to plan and carry out projects to improve the efficiency and productivity of organizations and employees in program management support activities. Identifies, analyzes, and makes recommendations to resolve conventional problems and situations in workflow, work distribution, staffing, performance appraisal, organizational structure, and/or administration. May be assigned portions of broader studies of largely administrative organizations or participate in the evaluation of program effectiveness at the operating level. Work may also involve developing detailed procedures and guidelines to supplement established program management regulations or program guidance. Completed reports and recommendations influence decisions by managers concerning the internal program management operations of the organizations and activities studied. The work may involve identifying problems, studying, analyzing, and making recommendations concerning the efficiency and productivity of program management operations in different components of an organization. Factor 6- 3 Personal Contacts Personal contacts are with individuals and groups both inside and outside the immediate organization. People contacted are generally 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. Person-to-person contacts are an important part of this position; and the incumbent must be well informed and exercise tact in dealing with professional staff and other personnel. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan, coordinate work, or advise on efforts and resolve operating problems by influencing or motivating individuals or groups who are working toward mutual goals and who have basically cooperative attitudes. Contacts with staff are to exchange information, give clinical and administrative direction, and coordinate services to be provided patients Factor 8- 1 Physical Demands The work requires extensive travel throughout the Post country sometimes under physically challenging conditions, by multiple modes of transportation. Factor 9- 1 Work Environment The work environment involves regular and recurring exposure to moderate risks and discomforts typical of such places as remote overseas locations and settings that require special safety and security precautions. Work is often carried out under difficult conditions including resource scarcity.

Associate Peace Corps Director (Environment), FP- 0301- 4

Position Number: D10157 Introductory Statement: This position is located in a Peace Corps country office (post) overseas. The purpose of this position is to translate host country assistance requests into viable, effective projects; to coordinate those projects; to provide technical and personal support to assigned Peace Corps Volunteers (PCVs); and to ensure the maintenance of a quality Peace Corps program overall. Associate Peace Corps Directors (APCD) typically manage 20 to 40 PCVs who perform work in one or more technical areas. Programming and Project Management 40% Gathers information, identifies and analyzes issues, and develops recommendations to resolve substantive problems of effectiveness and efficiency of work operations in a program or program support setting. Adapts analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity. Participates with the primary staff of the serviced organization in developing and organizing policies and programs and other related concerns for program management. Participates in the development of new plans, schedules, or methods to accommodate changing program requirements. Identifies objectives based on an analysis of interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs, such as those implemented at a regional or comparable level. Determines approach to achieve objectives, identifies specific steps, and decides on meetings, information, and other input. Assists in developing, organizing, and implementing functional short- and long-range plans. Estimates resources required. Revises program operations for consistency with strategies and program emphasis. Participates in general management reviews. Conducts functional inspections for compliance with policies, plans, regulations, and work planning. Adapts guidance to particular requirements, such as modifying verbal presentations to suit participant groups' needs and interests. Revises project plans annually as part of PC/Headquarters' annual review. Surveys potential PCV sites and evaluates all aspects; including opportunities for meaningful work, living conditions, opportunities for community involvement, and the availability of supporting resources. Ascertains safety situation for PCVs, including the adequacy of transportation and communications for emergency evacuation purposes. Works with the community at each site to prepare them for the assignment of a PCV. Prepares program-related correspondence, reports, and/or other written materials associated with established organizational programs, policies, and/or operations. Gathers additional information about organizational functions or workload as needed to recommend program actions and/or policies. Establishes working relationships with the host country government, communities, non-governmental organizations, and other institutions to encourage maximum participation in, and support for, PCV projects. Briefs on-site host country supervisors and counterparts on projects and PCV roles. Maintains liaison with relevant ministries and organizations concerning PCV supervision, safety, housing, technical support, and project implementation. Volunteer Support 35% Plans for/administers volunteer service programs and manages budget. Responsible for the control, coordination, and acceptance of all gifts and donations through the voluntary service program. Manages the two control points for the services as well as all general post fund accounts. Makes recommendations for budget forecasts and equipment request. Delegated the authority to incur expenses by receipting for supplies, equipment, and services. Oversees the overall professional development of assigned Volunteers. Develops or revises sector specific training objectives, modules, and session designs for Pre-Service and In-Service Training. Coordinates the hiring of sector specific Pre-Service Training (PST) technical trainers. Presents PST and In-Service Training (IST) technical sessions. In consultation with PST staff, evaluates Peace Corps Trainees and assigns them to specific sites. Implements or assists other staff with the administration of ISTs. Maintains ongoing communication with and support to each assigned Volunteer. Conducts regular site visits to monitor PCV's project work and personal adaptation. Helps PCVs evaluate their work and plan for the future. Provides technical guidance to PCVs including responding to PCV requests for technical information.. Counsels PCV's on their cross-cultural adaptation and professional development. Supports PCVs in dealing with personal problems, crises at home (e.g. death in the family), and site difficulties. Advises PCVs on their options and assists with any needed administrative action. Refers PCVs to Medical Officer or Country Director.

Alerts the Country Director in any problematic job-related, security or health issues that arise at Volunteer work sites. Evaluates the situation and recommends the evacuation, temporary withdrawal, or continued presence of the PCV in consultation with local and national authorities, the CD, the Peace Corps Medical Officer, and Peace Corps safety and security specialists. Works with PCVs to identify community projects and discusses with PCVs the advisability of seeking external funding. Reviews and approves/disapproves Volunteer community projects involving requests for external support. If approved, assists PCVs with the application process for funding. Provides clear guidance to Volunteers regarding Peace Corps policies and enforces those policies in a fair and consistent manner. Institutes disciplinary actions when PCVs violate established policies. Informs CD of problems and recommends solutions General Management and Administration 25% Serves as a source of information and advice on program issues that require assessment of variations in approach and development of new methods and criteria. As a senior staff member at post, provides input and works on tasks effecting overall post management and the success of the Peace Corps program. Assists the CD in establishing an overall vision and mission for the country program. Provides input into the creation of the Posts strategic and operational plans. Works with other staff members to create uniform and complementary programming, training, and administrative systems. Performs long-range planning and management of agency programs where precedents are available. Fulfills fiscal responsibilities, including budget preparation, budget reporting, and maintenance of fiscal controls. Assists in completing monthly, quarterly, and annual reports. Assumes oversight responsibility for specific Peace Corps activities such as the Coverdell World Wise Schools Program, Peace Corps Partnership Program, Small Project Assistance Program, and the Gender in Development committee. Represents the Peace Corps to the U.S. Embassy, USAID, other development agencies, host country government, and non-governmental organizations, providing information on Peace Corps' purpose, philosophy, goals, program, history, and projects. Contributes to PCV welcome books, trainee handbooks, PCV handbooks, and other post documentation dealing with the recruitment, selection, placement, training, and support of PCVs. Participates in the design and implementation of the Emergency Action Plan and coordinates emergency plan meetings, resources, and contacts for assigned Volunteers. Supervises Program Assistant, i.e., hires, assigns tasks, provides training, evaluates performance, and provides feedback. Periodically serves as post duty officer responsible for weekend and after-hour emergencies and performs other relevant duties as assigned by the Country Director. This may include delegation as "Acting Country Director" in the CD's absence. Modifies qualitative and quantitative analytical methods to fit a wide range of variables, including issues, problems, or concepts that are not susceptible to direct observation and analysis. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The position requires: (1) Knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources in the area studied; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; (5) Skill in conducting detailed analyses of complex functions and work processes; and (6) Interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies, and program, management, and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Program guidelines cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee refines or develops more specific guidelines, such as implementing regulations or methods and procedures.

Factor 4- 5 Complexity The employee analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of programs, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conditions, such as conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and/or findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 4 Scope and Effect The purpose of the work is to assess the productivity, effectiveness, and efficiency of program operations and/or to analyze and resolve a variety of unusual conditions, problems, or questions. The employee establishes criteria to measure and/or predict the attainment of program or organizational goals and objectives; and/or improves the productivity, effectiveness, and efficiency in program operations and/or administrative support activities at different echelons and/or geographical locations within an agency, or in other agencies. The work products affect the plans, goals, and effectiveness of substantial agency mission areas and programs. Factor 6- 3 Personal Contacts Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness issues. The employee may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Supervisory Program Specialist, FP- 0301- 1

Position Number: D10285 Introductory Statement: This position is located in the Office of Overseas Programming and Training Support (OPATS), in the Overseas Training Division that encompasses three units: (1) Overseas Staff Development; (2) E-Learning; and (3) Volunteer Training Support. The Overseas Staff Development Unit has begun to focus on a continuum of learning that will enable Country Directors, staff working in the Programming and Training unit, and staff working in the Administrative unit at each post to have introductory, intermediate and advanced staff training/development. The introductory training phase, Overseas Staff Training (OST), is an orientation conducted at headquarters two or more times a year for newly-hired U.S direct hires assigned to an overseas post position, as well as for a number of host country nationals in key positions. The orientation training is conducted by training facilitators and subject matter experts at headquarters for a period of three to four weeks. E-learning services is a new initiative using learning technologies and methods to provide online training to help meet Peace Corps overseas staff training goals and provide Volunteers with knowledge exchange opportunities with technical experts. E-learning includes self-paced online courses, instructor-facilitated online courses, blended classroom and online courses, webinars, podcasts, CD-based courses and collaborative learning activities. The unit also provides assistance to other offices in the effective utilization of learning technologies. The Volunteer Training Support Unit is comprised of specialists in language training and testing, instructional systems, technical training, cross cultural and diversity training, and training design and evaluation. The specialists in this unit provide direct field assistance through communications with posts, technical updates, and field visits. They develop related materials, oversee activity requests from posts, and respond to agency needs for training expertise. They lend their expertise to the development of e-learning course and modules for the Overseas Staff Training program. Program and Policy Advice and Guidance 25% Identifies and implements policy advice and guidance to the Office of Overseas Programming and Training Support management team to ensure that Peace Corps training goals are achieved by the Overseas Staff Development unit, the E-Learning unit and the Volunteer Training Support unit. Organizes the work of the three units so that each can respond to current and emerging needs of the field in an effective and efficient manner. Works closely with agency offices, such as Africa, Europe, Mediterranean and Asia (EMA), and Inter-America and the Pacific (IAP) Regions, General Counsel, and Acquisitions and Contract Management, in order to assure timely resolution of operational problems and to establish procedures and/or policies, which bring long-range improvement to the Agency's training operations worldwide. Provides expert advice and guidance on government programs and policies which are of significant interest to the public and Congress, e.g., programs that cut across a number of agencies and/or require collaboration with other federal offices. Contacts, advises, and collaborates with high-ranking officials such as agency heads and executives of comparable private sector organizations. Prepares reports and/or written analyses regarding the agency policies and positions on difficult or complex matters. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the GS-13 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. Program Planning and Management 25% Ensures the curriculum for overseas staff training is meeting the needs of the Global Operations Office and that the needs of all headquarter offices are incorporated into the design of the Overseas Staff Training orientation. Manages all contractors and staff participating in OST. Promotes and facilitates the continuum of learning that meets the needs of post staff in the country director position, in the programming and training unit, and the administrative unit. Coordinates the dissemination and encourages the use of best practices in the instruction system design and delivery of training for OST and for e-learning courseware. Identifies, promotes, and implements materials development for use in the field. As part of the continuum of learning, provides opportunities for professional development that support Peace Corps and Global Operations goals, in order to enhance overseas staff ability to build capacity and improve performance in the field. The relevant functions for which the incumbent is responsible for training staff include those duties of the country director, the programming and training staff, and the administrative unit staff. As a member of the management team within the Office of Overseas Programming and Training Support (OPATS) works closely with other managers, the Chief of the Field Assistance Division, the Chief Administration Officer, and the Director of OPATS. Evaluates and assesses the effectiveness and efficiency of the total training and instructional program for the agency. Designs evaluation and quality control measures. Determines whether progress is being made toward attainment of program objectives and the necessity for program expansion, contraction, or revision, considering current and anticipated needs. Evaluates related program matters, such as administrative policies and procedures; curricula; instructional methods, techniques, and practices; adequacy and utilization of training aids and devices, facilities and equipment; academic testing and evaluation practices; training standards; and faculty development. Recommends new and revised training programs and initiatives, and alternative solutions to identified problem areas. Agency-Wide Technical Resource and Liaison 25% Builds relationship and works with headquarters senior staff to identify and address headquarters, field staff and Peace Corps Volunteer training needs and the use of technology to deliver cost effective training in support of these needs. Promotes the talents, skills, and expertise of the Overseas Training Division staff with overseas posts, Regions, and other PC staff. Collaborates with wide range of Peace Corps staff and departments to enhance and leverage the work of OPATS in support mission and goals of the Peace Corps. Represents OPATS on working groups, task forces, and standing committees. Accepts delegations of authority in the absence of OPATS Director. As an expert advisor and technical authority on complex and precedent-setting policy and program issues, develops policies, strategies, and plans for development training programs/projects for agency-wide application. Provides specialized expertise to Regional and other Central Bureaus and to Missions in designing and monitoring policies, strategies, and programs in the development training area. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires a mastery of a broad functional or specialized area of instructional systems development. Skill and experienced judgment in applying and developing criteria or requirements for testing and evaluating new approaches and concepts for major education or training problems of a highly controversial nature that have resisted solution over the years. The employee is recognized by agency management, professional colleagues, and persons in the education community as an expert in the broad area of instructional systems development to which assigned. In this capacity, the instructional systems specialist adapts and extends established concepts and methods, and assesses proposals for innovative alternative approaches from the standpoint of instructional systems development soundness, likelihood of success, feasibility, cost, priority, and consistency with overall program objectives of the agency.

Factor 2- 5 Supervisory Controls Employee has responsibility for independently planning, designing, and overseeing the carrying out of programs, projects, studies, or other major activities in the broad area of instructional systems. Results of the work are considered to be professionally authoritative, and are normally accepted without significant change. If the work should be reviewed, the review concerns such matters as fulfillment of program objectives, effect of advice and influence on the overall program, or the contribution to the advancement of instructional systems technology and practices. Recommendations for new projects and alterations of objectives are usually evaluated for such overall considerations as availability of funds and other resources, broad program goals, or national priorities. Factor 3- 5 Guidelines Normally, only very broad and general policy statements, regulations, laws, instructional systems theories, and procedures underlying accepted education or training standards are available as guidelines. As a recognized authority in a broad instructional systems program or functional area, the employee, through development of new approaches and strategies, often determines the guidelines that will be used by others within and outside the agency. These guidelines, which influence and often control program direction, include major substantive policies, as well as nationwide standards, procedures, and instructions. Instructional systems specialists follow professional standards, but also the recommended policies and guidelines that advance or significantly influence professional instructional systems standards within a broad area of the field of education or training. Factor 4- 5 Complexity Work involves identifying and defining complex issues in a broad area of specialization. Problems involves are of unusual difficulty and scope, and often the subject of considerable controversy and political sensitivity. Day-to-day decisions on the critical issues involved are complicated by such factors as sharply divergent views and approaches among education authorities and gaps in knowledge and technology. Demands of the work require the employee to devise new methods and criteria for approaching instructional systems problems that have persisted in spite of past intensive efforts by persons and organizations in the education or training community. Factor 5- 5 Scope and Effect Work involves assignments where industry-area representatives, competitors, or others with an interest in the regulatory issue have opposed the proposed action. Proposals or requests from the employee sometimes result in formal proceedings for which the specialist is required to develop appropriate information, pertinent analyses, and reports of review. Potential impact of the proposals or requests may affect a relatively large segment of an industry-area. The specialist develops instructional systems with a superior level of competence in all required elements. Factor 6- 3 Personal Contacts Contacts are generally with subject matter specialists, staff and faculty, and other individuals and groups both within or outside the agency, e.g., State and local university systems, research organizations, and contractors. These contacts are often in a moderately unstructured setting. The specialist in instructions systems development may meet with industry-area representatives and must be comfortable and skillful in approaching the individual or group in order to obtain a desired result. Contacts are not established on a routine basis, the purpose of each contact is different; and the role and authority of each party is identified and developed during the course of the contact. Factor 7- 3 Purpose of Contacts The purpose of contacts is to motivate, influence, or persuade individuals or groups who are uncooperative, skeptical, or otherwise must be persuaded to accept recommendations or courses of action, or changes in methods, practices, or programs. For example, negotiations involving a significant shift in the methodology and schedule of a demonstration project where the project manager has already committed substantial resources to the present approach and is reluctant to change. The employee must be skillful in dealing with those persons and groups to achieve agreement on changes that will be in harmony with agency objectives and policies, or to gain compliance with regulations and other legal requirements. Factor 8- 1 Physical Demands The work is sedentary and the employee typically sits comfortably to perform the work. There may be some walking, standing, bending, carrying of light items, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices or meeting and training rooms. 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 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.

Logistics Management Specialist, FP- 0346- 4

Position Number: D10387 Introductory Statement: Acquisition of Products and Services through Formal Advertising 40% Performs all aspects of contracting transactions, from initiation to recommendation of award, to procure items or services where standard contracting procedures must be modified, e.g., supplies, telecommunications equipment, utilities, hazardous clean-up, construction, aircraft/vessel parts and repairs, custodial, etc. Identifies planning needs for future procurement items. Reviews complex requests for procurement. Provides guidance to technical personnel involved in the development of the statement of work or data requirements. Formulates the contracting approach to be taken that will best satisfy the requirement. Identifies appropriate contract type, including small business requirements. Utilizes contract methods and types with nonstandard terms and conditions such as price re-determination, urgent delivery requirements, security classification requirements, extensive special provisions, or cost and performance incentive provisions. Ensures the bid schedule is properly structured; prepares the solicitation; and determines the sources to be solicited. Suppliers are generally available, although searching of the market and/or use of sole source suppliers are frequently required. Conducts pre-bid/proposal meetings/conferences with prospective vendors. Processes protests. Analyzes bids/proposals through complete cost and pricing data in order to determine reasonableness. Determines the responsiveness of bids or proposals for a variety of contracts which require special handling provisions or other nonstandard terms and conditions. Determines the responsibility of the apparent low bidder based on an analysis of financial and technical information gained during the pre-award survey. Obtains pre-award surveys to define contractor's responsibilities as well as develop negotiation strategies. Negotiates contract terms and conditions. Awards or recommends award of the contract. Prepares and coordinates the contracts reflecting agreement between PC and the vendor through supporting documentation, such as Review Board Approvals, synopses, Contractor Responsibility Forms, letters, etc. Logistics Program Planning and Implementation 10% Independently prepares comprehensive plans for short-range logistics programs, to include analyzing potential issues, identifying project requirements and needs, coordinating efforts across organizational and program/project lines, and monitoring the implementation process. For example, develops, coordinates, and monitors the integration of a new weapons system, to include the distribution, storage, maintenance, and training required. Participates in the procurement process and assists in the preparation of project management contract documentation, such as Statements of Work, Independent Government Cost Estimates, Task Orders/Work Orders, and technical input to contract specifications. Implements projects by ensuring appropriate guidance, implementation decisions, and resources are made available. Monitors and reviews measurement criteria in order to coordinate, track, and implement project and project improvements. Reviews and interprets new and established directives, instructions, regulations and other policy deployment documents for potential impact on major project elements, management issues, project plans, policies, objectives, work operations and outcomes. Contractor Performance Monitoring 10% Monitors and independently reviews contractor performance through site visits, correspondence, and telephone conversations for completion of applicable contract clauses, e.g., small business, patent rights, labor laws, and progress reports. Recommends issuing cure or show cause notices when the contractor is not in compliance. Conducts contract reviews to evaluate performance. Monitors contractor activity through personal contact or review to ensure compliance with technical, financial, delivery, and other terms of the contract. Reviews official contract files to ensure no pending administrative action, to ensure contract is complete in every aspect and ready to close, and to obtain approval of all closeout documentation. Evaluation of Logistics Operations 10%

Performs logistics analyses on interrelated issues for logistics policy to be implemented and logistics support requirements for new initiatives. Recommends appropriate corrective action to ensure improvements are effectively defined, implemented, and measured. Participates in and manages working groups, committees, and control boards to resolve issues, concerns, and problems associated with the implementation of logistics policy. Prepares, reviews and present position/issue papers, plans and briefings on current and anticipated acquisition and technical support issues involving complex organizational issues and function of significant technical complexity. Supply Systems Administration 10% Assists in maintaining supply information databases for a significant organizational segment of an agency, such as a regional office, Center, or major field installation. Monitors database operations to assure user availability. Traces and resolves problem transactions. Prepares and submits system change requests to resolve repetitive error conditions. Generates or reviews requests for system changes, conducts research to determine the validity of the requests, refines the information provided and prepares specifications for computer specialists to use in programming/testing and implementing changes in automated supply systems. Evaluates, analyzes, and develops supply programs, policies, methods, or procedures. Recommends changes, improvements, or new policies and procedures. Coordinates the operational procedures and practices implemented to ensure maximum supply, management, and logistic efficiency and effectiveness. Tests proposed automated system modules against conventional supply transactions to identify possible problems. In collaboration with computer specialists, evaluates problems with new and modified systems, and recommends solutions. Supply Item Cataloging and Classification 10% Performs item entry and cataloging functions. Prepares item identification for a full range of items within all commodity areas. Reviews and evaluates item identification patterns to prevent duplicates from entering the FLIS. Make decisions as to the type of identification required and the relationship with like items of supply and interchangeability and substitutability of items. Reviews, interprets and analyzes technical engineering drawings, specifications, schematics, item names, classification standards, technical manuals, and other criteria related to the various classes or groups to properly describe items in the FIIG format and adhere to FLIS guidelines. Monitors the workload of other Cataloging Specialists in the management of end item maintenance projects, review, and cancellations. Assists in the quality review of peer's work for accuracy. Assures adherence to general cataloging policies and regulations. Instructs other catalogers in the use of cataloging tools and, as necessary, assists them with the more complex cataloging problems. Supply Cataloging Systems Administration 10% Performs database management function for the Federal Catalog system. Evaluates, interprets, and recommends revisions to the Federal Catalog System for performance, procedures and requirements. Provides program surveillance and acts as a focal point to participating in the Federal Catalog system. Interprets rules and policies for the documentation and recording of catalog data. Performs continuous analysis of Item Identification data output products to ascertain proper processing results. Develops concepts, initiates and coordinates requirements for new systems and changes to existing systems and participates in system design and applications. 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 logistics management operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources relating to the directing, development, or performance of logistices management operations; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations involved with logistics operations; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of logistics 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 logistics project plan, the employee is responsible for planning and organizing the logistics operation, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 3 Guidelines Guidelines consist of standard reference material, texts, and manuals covering the application of analytical methods and techniques and instructions and manuals covering the logistics management operations. The employee uses judgment in choosing, interpreting, or adapting available guidelines to specific issues or subjects studied. Subjects studied may be covered by a wide variety of administrative regulations and procedural guidelines. The employee must use judgment in researching regulations and in determining the relationship between guidelines and organizational efficiency, program effectiveness, or employee productivity. Factor 4- 4 Complexity The work involves gathering information, identifying and analyzing issues, and developing recommendations to resolve substantive problems of effectiveness and efficiency of logistics operations in a program or program support setting. Issues, problems, or concepts are not always susceptible to direct observation and analysis. Difficulty is encountered in measuring effectiveness and productivity due to variations in the nature of administrative processes. Information about study topic is often conflicting or incomplete, cannot readily be obtained by direct means, or is otherwise difficult to document. Originality is required in refining existing work methods and techniques for application to the analysis of specific issues or resolution of problems. Factor 5- 3 Scope and Effect The purpose of the position is to plan and carriy out projects to improve the efficiency and productivity of organizations and employees in logistics management operations. Identify, analyze, and make recommendations to resolve conventional problems and situations. May be assigned portions of broader studies of largely administrative organizations or participate in the evaluation of logistics management effectiveness at the operating level. May develop detailed procedures and guidelines to supplement established administrative regulations or program guidance. Completed reports and recommendations influence decisions by managers concerning the internal administrative operations in logistics. Factor 6- 3 Personal Contacts Contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice to managers on non-controversial organization or program related issues and concerns. Contacts typically involve such matters as identification of decision-making alternatives; appraisals of success in meeting goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is sedentary. Factor 9- 1 Work Environment In addition to work in an office setting involving everyday risks and discomforts, the work includes regular and recurring visits to construction, industrial, and laboratory worksites that involve moderate discomforts or risks. Special safety precautions must be taken such as wearing a hardhat or other protective gear, or carefully planning work and physical movements to avoid the particular danger.

Equal Employment Manager, FP- 0260- 1

Position Number: D10675 Introductory Statement: This position is located in the Office of the Director of Peace Corps. The incumbent reports to the Director and is recognized as the senior advisor on complex Equal Employment Opportunity, Harassment, diversity and cross-cultural concepts, practices and programs in support of the agencys mission and in compliance with federal EEO laws, guidelines and procedures. The incumbent is responsible for developing activities and programs related to American diversity, cross-cultural and multi-cultural training for Peace Corps staff, American and host-country nationals, Peace Corps Volunteers and Trainees. Incumbent must demonstrate capabilities in providing advisory guidance to senior management officials and human resources staff about the recruitment of persons with disabilities, underrepresented groups and federal EEO compliance requirements. Supervisory and/or Managerial Responsibilities 20% Supervises a group of employees performing work at the GS-11 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. EEO Advisory Services 20% Provides program direction and expert technical advice to agency Director, senior staff members and other agency officials on complex EEO issues. Proposes, develops and directs initiatives on broad, emerging, or critical national or international issues to effectively communicate Peace Corps policy and federal EEO regulatory requirements. Responsible for annual compliance reports and response to EEO inquiries regarding the effectiveness of the agency's EEO programs, to include the MD-715, Form 462 and the No Fear Act. Proactively engages with other agency's civil rights and EEO offices to discuss best practices and policy initiatives related to EEO and civil rights regulatory laws; and diversity and inclusion management techniques or protocol. As an agency expert working in collaboration with the General Counsel, provides guidance materials and interpretations of new or modified legislation and regulations relating to EEO diversity and civil rights matters. Represents PC on inter-agency councils and government-industry teams. Serves as an advisor and expert in diversity/inclusion and EEO discrimination and harassment. Maintains a close relationship with the Human Resources Office keeping them advised on how their actions affect EEO, and obtaining technical advice from them on EEO cases or issues that involve interpretation of personnel regulations or principles.

Advises senior management regarding the accomplishments and evaluation of EEO program goals; and recommends programmatic changes to senior officials to improve the effectiveness of operations in meeting EEO mission-critical goals and objectives. EEO Program Management, Review and Evaluation 20% EEO Policy Development, Review, and Analysis 20% Analyzes and evaluates policies to ensure compliance with federally mandated EEO laws. Facilitates discussions pertaining to current agency issues and policy recommendations that are related to EEO, sexual harassment, diversity and inclusion and diversity management in the Peace Corps workplace. Offers advice and guidance when procedure and policy changes are implemented, suggesting methods for determining specific impacts within the organization. In concert with counterparts in other Federal agencies, takes a leadership role in developing or identifying effective policies, programs and techniques in order to effectively carry out and promote EEO, American diversity and cross-cultural understanding. Serves on inter-agency, national, and international special study work groups, task forces, and expert panels on special projects or studies critical to the resolution of far-reaching operating issues and problems. Participates in management planning and decision making concerning management policies and practices that impact EEO and civil rights. Develops and proposes ideas and concepts for new and progressive EEO management policies that have impact throughout the agency. Proposes long-range policies to address or respond to unprecedented EEO issues. Develops policies that advance the visibility of the EEO program on a national or international scale. Estimates the effect of proposed changes in legislation or regulations to determine the impact on EEO programs. EEO Dispute Resolution 20% Responsible for overseeing all aspects of Peace Corps' EEO alternative dispute resolution process and collaborates and coordinates with General Counsel, investigators, attorneys and all parties involved in the complaint process, as appropriate. Serves as the subject matter expert and makes recommendations on the acceptance, partial acceptance or dismissal of discrimination complaints (using current EEOC decisions and applicable case law). Obtains legal sufficiency review from Peace Corps General Counsel and advises managers, supervisors and employees on all aspects of the complaint process. Makes recommendations on EEO complaint appeals and manages the agency's complaint tracking system pursuant to MD-715 and in compliance with EEOC's Form 462. Pursuant to 29 C.F.R. 1614 and EEOC's MD-110. Directs and manages the mediation of complaints and other grievable conditions. Responsible for the oversight of EEO complaint procedures and processing. Provides authoritative technical advice and counsel to top management, key agency officials, and other equal employment specialists and managers on conflict prevention, mediation, and conciliation matters, such as managing an equal employment opportunity complaint investigation and adjudication program (e.g., the Alternate Dispute Resolution (ADR) Program). Coordinates the modification and development of conflict resolution policies, trainings and procedures. Promotes and contributes to problem resolution by active participation in requisite training, public relations, and development of guidelines and reports. Accomplishes the work for the agency affirmative employment and complaint adjudication programs through the EEOC stage of the process. Responsible for discrimination complaint processes, to include counseling, investigations, requests for hearings, final agency decisions and other administrative functions as required by law or regulations. Acceptance, rejection or withdrawal of complaints of discrimination as provided in 29 C.F.R. 1614, 45 C.F.R. part 1225 and EEOC's MD-110. Issuance of final decisions of complaints of discrimination. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 9 Knowledge Required by the Position The position requires a mastery of the principles and concepts of the field of Federal Equal Employment Opportunity including a thorough knowledge of relevant laws and legal principles, sociological implications, and history of the field. It also requires a broad knowledge of the Federal personnel system and the legal and administrative processes on which the system is based; and administrative skill in developing or materially redesigning broad and complex national programs. The equal employment manager applies managerial skills to plan, organize, direct, staff, carry out, and evaluate broad and intensive program activities involving coordinated affirmative action and/or complaint adjudication activities of such breadth that they require direction by subordinate equal employment managers at various levels throughout an organization.

Factor 2- 5 Supervisory Controls The supervisor provides administrative direction, giving assignments in terms of broadly defined missions or functions. This may include setting budget and human resources limits on the employee's program or project or setting broad policy goals and objectives. The employee is responsible for independently planning, designing, and carrying out equal employment opportunity assignments. Results of work are considered technically authoritative and are normally accepted without change. If work is reviewed, the review concerns such matters as fulfillment of program objectives, or the overall effect of the program. Some decisions of a controversial or precedent setting nature, such as findings of discrimination or nondiscrimination in particular cases, may be subject to review through administrative hearings and/or litigation and judicial review. Factor 3- 5 Guidelines Guidelines are broadly stated and nonspecific. The equal employment specialist applies laws, court decisions, and broad policy statements which require extensive interpretation. At this level, guidelines generally state broad objectives, suggest methods of achieving objectives, and provide some limits on what kinds of action may be taken. These guidelines constitute a framework in which the equal employment opportunity program is operated. The employee uses considerable judgment arid ingenuity in interpreting the guidelines that do exist to develop new policies and guidelines covering equal employment opportunity areas, or to otherwise interpret broad and nonspecific guidelines. Factor 4- 6 Complexity Plans, directs, and conducts investigations to analyze and recommend decisions on highly complex and broad problems of a fundamental or precedent-setting nature. Problems dealt with involve a unique combination of facts, conditions, and issues being investigated for the first time. Problems involve voluminous information that typically must be obtained from many points across the nation; in-depth analysis of fundamental policies of national or very large organizations that vary in application from place to place; issues or questions that are strongly contested by powerful, competent, and resourceful organizations having an interest in the outcome; and multiple, complex, and interrelated issues having potential impact on agency enforcement policy must be analyzed in-depth. Decisions regarding what needs to be done must be made in the context of largely unprecedented issues, ambiguous, and highly complex conditions, and major areas of uncertainty resulting from gaps or conflicts in laws, regulations, or policies being enforced. Work requires continuing efforts to develop major enforcement policies or precedents, or conclude cases having a major precedent setting effect in the area of equal opportunity. Equal employment managers manage broad equal employment opportunity functions and processes. Management functions are directed toward solving broad basic equal employment opportunity and related problems and eliminating barriers to equal employment opportunity in large and very complex organizations. Decisions regarding what needs to be done include largely undefined EEO issues, requiring comprehensive analysis of the operations, environment, and policies and practices of the organization to identify problems and define their nature and scope. The work involves formulating and recommending courses of action necessary to solve broad or basic EEO problems that have been unyielding to past systemic efforts at solution. Factor 5- 6 Scope and Effect Conducts projects or studies to design equal employment opportunity programs that are vital to the equal employment opportunity mission of the agency and which affect fundamental employment and management policies and practices of a Federal agency. Work results in the development of broad national programs for a department, an independent agency, or a category of Federal workers. Equal employment managers plan, organize, develop, staff, coordinate, direct, evaluate, and carry out broad equal employment opportunity programs that are essential to the equal employment opportunity mission of the agency or the Federal Government. The management processes involve integration of various components of the equal employment opportunity program, such as affirmative action planning, program evaluation, special emphasis programs, minority and female recruitment planning, and complaint adjudication with agency personnel, budget, and general management policies and practices. Planning includes allocating program resources over an extended period of time and setting short-term and long-term program goals. Factor 6- 4 Personal Contacts

Personal contacts are with high-ranking officials from outside the employing agency. These contacts generally are not routine or of an established nature. Contacts may be with heads of Federal agencies, heads of large national civil rights organizations, or national officials of large unions of employee organizations. Each contact may be conducted under different ground rules. Factor 7- 4 Purpose of Contacts The purpose is to negotiate or conciliate resolutions to highly controversial or major issues, or to justify or defend decisions (as opposed to recommendations) on major controversial issues. 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.

Director of Congressional Relations, FE- 0301

Position Number: D10676 Introductory Statement: The incumbent is a member of the Directors senior staff. As such, the incumbent is privy to the philosophies of the Peace Corps Director. A confidential relationship between the Director and the incumbent is imperative as the incumbent speaks for the Director and is expected to reflect the Directors philosophies in conversations with leading figures of the government, business, and other groups. The incumbent also represents the views and directions of the Director in communications with agency managers, program officials, and the public. As outlined in the scope of work. Policy Development 100% Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs. Specific duites are in the attached scope of work. Factor 1- 1 Program Scope and Effect Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program managed directly involves the national interest and the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy; and has a pervasive impact on the general public. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others. Factor 4- 1 Nature of Contacts Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation for these meetings typically includes using briefing packages or similar presentation materials that requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following: - Influential individuals or organized groups from outside the employing agency, such as top- and mid-level corporate executives or national officers of employee organizations; - Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature; - Key staff of congressional committees, and principal assistant to senators and representatives; - Elected or appointed representatives of State and local governments; - Nationally recognized journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media; - Senior level or executive level heads of bureaus and higher level organizations in other Federal agencies. Factor 5- 1 Purpose of Contacts The purpose is to influence, motivate, or persuade persons or groups to accept opinions or take actions related to advancing the fundamental goals and objectives of the program or segments directed. Contacts may involve the commitment or distribution of major resources, competing objectives, resource limitations or reductions, or comparable issues. Person contacted come from a variety of backgrounds and have different perspectives. The exchange of information will require highly developed communication skills, negotiation, conflict resolution, leadership, and similar skills in order to obtain the desired results.

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

Social Services Program Specialist (Victim Advocate), FP0101- 3

Position Number: Introductory Statement: Program Planning and Management Work 30% 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. Guideline and Policy Development, Review, and Analysis for Social Services Programs 25% Reviews and develops new and innovative policies, programs, plans, and initiatives for the full range of requirements, relationships, and actions for a program serving various population sectors or clientele. Develops strategy and issue papers on specific functions, programs, activities, and projects pertaining to childcare and development. Reviews and analyzes Federal and local program policies and legislation which address the needs and problems of these two areas for the purpose of identifying their implications for planning research and developmental activities and for the development of program operational policy. Directs working groups to study and evaluate agency policies and practices; alternative approaches of providing cash and medical assistance; and social, economic, and demographic impacts. Provides technical assistance and guidance to task force members to accomplish objectives of the study. Reviews and analyzes policy, regulatory, and legislative documents, reporting requirements, forms, reports, and proposals to determine their consistency with office objectives or proposed programmatic elements. Determines the intent of the proposal, anticipates the potential impact of the proposal, and develops opinions, options and/or recommendations. Problem Identification and Resolution 25% 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. Social Services Case Management 20% Schedules and conducts regular on-site Quality Assurance Reviews of the case management practices, case decisions, and judgments of the staff. Serves as the final review authority and determines approval/disapproval of questionable case decisions. Conducts case oversight/consultation with field personnel. Reviews and makes final decisions on all appeals from agency members regarding case status determinations made by staff members. Factor 1- 8 Knowledge Required by the Position

The position requires a mastery of the concepts and principles of the social science field to resolve novel or obscure problems; extend and modify techniques; develop new approaches that guide other employees who solve a variety of problems; and/or apply new and innovative theories, developments, and practices to problems or studies not susceptible to treatment by acceptable methods. The position requires the ability to relate complex variables of a broad nature to specific policy or program issues, and to make realistic assessments of the environment in which the policy or program alternative will be considered, chosen, and implemented. Factor 2- 4 Supervisory Controls The supervisor sets the overall assignment objectives, program emphasis, and resources available. The employee and supervisor, in consultation, develop the deadlines, projects, and work to be completed. The employee has continuing responsibility for independently planning and carrying out important assignments, determining the approach to be taken, and the methods to be used. The employee keeps the supervisor informed of progress, potentially controversial matters, and problems with far-reaching implications. Completed work is reviewed for conformance to overall requirements and may be subjected to substantive review by professional peers. Factor 3- 4 Guidelines Guidelines are often broad and nonspecific. The employee is required to adapt or interpret general guidelines; to deviate from or extend traditional practices, methods, and techniques; or to resolve situations where precedents are not available or not applicable. The employee must deviate from traditional methods or research trends and patterns to develop new methods, criteria, or proposed new policies. Factor 4- 5 Complexity The work includes a wide variety of duties in a broad social science discipline, requiring many different and unrelated processes and methods applied to a broad range of activities or intensive analysis and problem solving in a program or functional area. The work requires devising new methods and techniques to produce effective results and/or to implement advances in state-of-the-art programs and methods. Factor 5- 4 Scope and Effect The purpose of the position is to establish criteria, formulate projects, assess program effectiveness, or investigate or analyze a variety of unusual conditions, problems, or questions. The employee provides advisory or oversight services to the agency. Assignment typically involve particularly difficult problems that are systemic in nature. The work directly affects a wide range of agency activities and operations. Factor 6- 3 Personal Contacts Personal contacts are with numerous analysts, specialists, and professional staff from within and outside the agency in a moderately unstructured setting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence, motivate, or persuade persons or groups who are typically skeptical, resistant, or uncooperative, and who must be approached skillfully to obtain the desired effect. Requires skill in persuasion, negotiation, motivation, or establishment of rapport. Factor 8- 1 Physical Demands The work is sedentary. There may be some walking, standing, bending, or carrying of light items such as books, briefcases, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work is performed in an office or similar setting involving everyday risks or discomforts that require normal safety precautions.

Program Specialist, FP- 0301- 4

Position Number: D09781 Introductory Statement: The Office of Private Sector Initiatives (OPSI) is located in the Director's Office at Peace Corps Headquarters in Washington, DC. OPSI manages the gift acceptance authority for Peace Corps and provides policy guidance and facilitates acceptance of monetary and in-kind gifts for overseas posts, headquarters, and regional offices. The Office also administers the Peace Corps Partnership Program, a mechanism through which Peace Corps Volunteers may receive contributions from the general public in support of community-initiated, Volunteer-led projects. The position will provide program and policy advice and guidance; accomplish special projects; prepare written program, marketing, publicity, and promotional materials; and perform grants administration work. Program and Policy Advice and Guidance 45% Communicates, interprets, and provides guidance and advice concerning program-related policies, procedures and guidance that require considerable adaptation and/or interpretation for application. Maintains liaison and communications with persons and groups from both within and outside PC, speaking for the principal on routine program issues. Provides advice and technical assistance to supervisors and managers on administrative and/ or programmatic matters. Conducts research, assembles information, conducts analysis, develops, writes, and edits reports, operating procedures, manuals, briefing papers, presentations, and other program-related materials. Special Project Planning or Accomplishment 20% Performs a variety of duties related to special projects involving program issues that contain complicating elements. Participates in task force groups to accomplish programmatic goals. These groups may review and update current programs, policies, or administrative guidance or develop new initiatives in various program areas. Consults and coordinates with PC managers to make assignments and review and discuss operations, special projects, long- and short-range plans, and other management considerations. Participates in planning meetings with supervisory and program managers to provide necessary information pertaining to the program specialty. Prepares Written Program, Marketing, Publicity, and Promotional Materials 20% Plans and implements a marketing plan for the department, program or project to help further office goals and objectives. Recommends changes in the organization, presentation, and factual coverage of the products. Establishes overall production schedule for each project to ensure that necessary deadlines will be met and that the project will remain within its allocated budget. Coordinates the preparation of program publicity and marketing materials for print and electronic distribution with appropriate PC staff. Maintains liaison with various units, sections, and agencies to ensure that all aspects of development and production (e.g., design, printing, distribution, etc.) are completed in a timely fashion and meet all appropriate requirements. Drafts a variety of programmatic documents, including correspondence, memoranda, invoices, charts, graphs, meeting announcements, mailing lists, forms, and other program-related materials. Examines brochures and other written materials produced by others before materials go to the public. Reviews and edits the material for clarity and for consistency with agency policies and style requirements. Corrects errors in grammar, spelling, punctuation, making changes as required to conform to official style guidelines, rewriting sentences or passages as necessary to improve literary quality. Grants Administration Work 15% Applies new or modified work methods in performing standard tasks affiliated with grants administration processes, such as identifying data that appears to reflect problems in grants processing while participating in the review of research grants/agreements of limited scope and complexity. Develops recommendations for resolving the issues encountered. Offers instructions, guidance, and assistance to staff members on administrative and clerical activities related to the grants process, grant award distribution, control of grant correspondence, and mailings. Independently performs specialized functions to support the grants management program such as writing and editing grant applications, and supporting the development of donor reports.

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

Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Chief Financial Officer, FE- 0505

Position Number: D09433 Introductory Statement: The incumbent is the Chief Financial Officer for the Peace Corps with broad responsibility for advising the Peace Corps Director on all aspects of the financial management of the agency. Advice and Guidance 50% Serves as the primary agency advisor on various programs and events. Counsels senior management staff and officials at multiple levels of PC; senior staff of other Federal, state, and local government agencies; and private sector clients and vendors on agency matters. Advises on the appropriate methods and techniques to use in order to achieve program goals and objectives. Serves on inter-agency, national, and/or international special work groups, task forces, or expert panels on special projects or studies critical to the resolution of far-reaching operating issues and problems. Human Resources Management 25% Performs the human resource management functions relative to the staff supervised. Establishes performance expectations for staff members, which are clearly communicated. Provides informal feedback and periodically evaluates staff on organizational performance. Resolves informal complaints and grievances. Takes personnel actions as necessary. Provides advice and counsel to staff members and subordinate managers related to work and policy matters. Effects disciplinary measures. Reviews and approves or disapproves leave requests. Assures that organization staff at all levels is trained and fully comply with the provisions of the safety regulations. The executive is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to ensure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her direction in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Program Management and Oversight 25% Has overall responsibility, as well as delegated authority, for the oversight and administration of broad, emerging, and/or critical agency programs or operations. Primarily responsible for the direction and management of large-scale agency programs and operations to efficiently achieve specified goals and objectives. Evaluates current and proposed programs and operations and recommends actions to initiate, modify, or discontinue projects as needed. Receives administrative direction in terms of the broadly defined missions and functions of PC. Interviews and recommends candidates for vacancies, evaluates staff, handles grievances and disciplinary actions, recommends promotions and special commendations, and implements or recommends training programs as appropriate. Promotes the spirit and practice of diversity and/or Equal Employment Opportunity programs, ensuring that the commitment to equal opportunity without regard to race, color, religion, sex, and national origin is carried forward in all aspects of Human Resources management. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 1 Program Scope and Effect Directs a program for which the scope of the program directed are one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involves the national interest or the agency's national mission; is subject to continual or intense congressional and media scrutiny or controversy or have pervasive impact on the general public; or directs critical program segments, major scientific projects, or key high level organizations with comparable scope and impact. The impact of the program or organization directed is one or more of the following: nationwide, agency-wide, industry-wide, Government-wide; directly involve the national interest or the agency's national mission; are subject to continual or intense congressional and media scrutiny or controversy; or have a pervasive impact on the general public. Factor 2- 1 Organizational Setting The position is accountable to a position that is at the senior level, or equivalent or higher level; or to a position which directs a substantial GS-15 or equivalent level workload; or to a position which directs work through GS-15 or equivalent subordinate supervisors, officers, contractors, or others.

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

Management Analyst, FP- 0343- 4

Position Number: D10311 Introductory Statement: This position is located in the Office Strategic Information, Research and Planning (OSIRP), in the Office of the Director. The OSIRP staff develop and manage tools and systems for management planning; conduct analyse of Peace Corps procedures, programs, and activities; and assist the Agencys performance measurement process. In carrying out its functions, OSIRP provides a wide range of management, planning, and analytical services to Agency staff. Research and Analysis Work 50% Responds to a variety of requests from Agency staff and the public for data analysis and summary reports using a variety of data collection tools and statistical methods. Implements Peace Corps data capabilities through regular reports via electronic means. Creates and develops statistical analyses of interest to Agency staff, collecting historical and current data from the mainframe database and written documents. May present statistical reports at senior staff meetings and in other public forums as appropriate. Analyze and synthesize data from across the agency in order to link data as well as look for trends and patterns that might lead to improved program management. Researches and/or analyzes unstable or uncommon administrative and/or program issues. Determines pertinent issues and collects relevant information from a variety of sources. Reviews information and applies standard analytical techniques. Develops recommendations and proposals. Collaborates with other OSIRP staff in the development of surveys and special projects by selecting representative samplings from Peace Corps' databases, providing relevant data analysis, and producing graphical displays of survey information. Works as a member of the overall OSIRP team in creating reports and presentations for internal and external audiences. Organizational Analysis Studies 50% Develops and conducts well-precedented organizational analyses to evaluate the organization's ability to achieve planned goals and objectives. Identifies and resolves operational problems in administrative functions using established analysis techniques. Evaluates and recommends ways to improve the effectiveness and efficiency of work operations in a program setting. Develops new or modified organizational processes or procedures for administering program services. Assists internal and external customers with inquiries. Contacts other groups and agencies to resolve questions. Provides both verbal and written responses. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The position requires: (1) Knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations; (2) Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources in the area studied; (3) Knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; (4) Knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; (5) Skill in conducting detailed analyses of complex functions and work processes; and (6) Interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 3 Guidelines

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

Telecommunications Specialist, FP- 0391- 3

Position Number: D09667 Introductory Statement: Vendor/Contractor Evaluation and Monitoring 25% Monitors and evaluates contractor policies, practices, procedures, techniques, methods and management controls for specialized IT contracts. Provides technical evaluations of hardware and software products and makes recommendations to management. Participates in the implementation of applications developed by the vendor. Manages and coordinates 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. Directs the installation and maintenance of computer hardware and software supplied by the equipment manufacturers or software development companies. Performs feasibility studies to evaluate different vendors and their products. Prepares technical assessment reports, design documents, implementation plans, and test plans. Recommends acceptance or rejections to senior management. Acquisition Management for Telecommunications Services 25% Develops technical strategies for major long-term communications acquisition projects. Either participates in government-wide working groups, or develops strategies for capabilities to meet unique agency requirements. Strategies require factoring rapid developments in technology, evolving capabilities to meet new user requirements and approaches that will support long-term contracts. Develops technical evaluation criteria for new and complex system capabilities or equipment configuration. Prepares technical evaluations of the proposals submitted. Provides recommendations to the contracting officer. Analyzes and Identifies Telecommunications Requirements 25% Develops or revises overall telecommunications plan for a large installation. Plans include several different operating environments and a full range of telecommunications systems including significant specialized requirements. Designs studies to assess telecommunications capabilities to meet new business strategies or mission requirements. Develops a wide array of strategies to maximize many existing and developing technologies that affect the entire customer base. Develops Telecommunications Procedures 25% Coordinates the objectives and plans of several specialized communications operations with common requirements. Develops acceptable guidance on key administrative and technical areas that surround complex needs and issues. Develops PC strategies for incorporating emerging technology into telecommunications operations. Designs procedures to plan, organize, and carry out long-range studies and forecasting. Advises top-level management on applying new technology in a telecommunications specialty area. Ensures that lower level personnel understand the development and implementation of installation strategies. Factor 1- 8 Knowledge Required by the Position The employee is expert in a major area of telecommunications specialization or has demonstrated mastery of general telecommunications policy, technology, and programs. The employee uses comprehensive knowledge of communications policy requirements to function as technical authority in assignments requiring the application of new theories, concepts, and developments to communications problems not susceptible to treatment by accepted methods, technology, or procedures. In addition to mastery of the specialty area, the employee uses knowledge of their own and other telecommunications specialties to make decisions or recommendations to significantly change, interpret, or develop policies or programs. For program planning functions, the employee uses knowledge of scientific and technological advances in related fields of electronics and automation. Factor 2- 4 Supervisory Controls

The supervisor sets the overall objectives and, in consultation with the employee, determines timeframes and possible shifts in staff or other resources required. The employee, having developed expertise in a particular telecommunications specialty area, is responsible for planning and carrying out the work, resolving most of the conflicts that arise, integrating and coordinating the work of others as necessary, and interpreting policy on own initiative in terms of established objectives. The supervisor is kept informed of progress, potentially controversial matters, or unusual conditions with far-reaching implications. Completed work is reviewed from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or achieving expected results. Factor 3- 4 Guidelines Guidelines provide a general outline of the concepts, methods, and goals of telecommunications programs. Those regularly applied at this level are not specific in how they are to be defined, applied, and monitored. In some cases, available guidelines have been purposely left open to locate interpretation in order to allow for variations in local and remote environmental conditions that affect the nature of communications systems designed to satisfy overall policy direction. Also included are broad guidelines issued by other agencies such as the Federal Communications Commission. Due to lack of specificity, the guidelines are often insufficient to accomplish particular objectives. The employee uses initiative and resourcefulness in researching trends and patterns, to deviate from traditional methods, and to implement new and improved communications methods and procedures. The employee establishes criteria for identifying and analyzing developments in telecommunications technologies, and for measuring organizational effectiveness in achieving telecommunications objectives and goals. Assignments include responsibility for developing guides for use by telecommunications specialists at the same and lower levels in the organization. Factor 4- 5 Complexity The employee performs assignments involving various projects, studies, or evaluations requiring the application of many different and unrelated processes, differing regulatory criteria and procedures, and significant departures from established practices. The work involves conflicting requirements; problems which are poorly defined or which require projections based on variable information or technological development; or the potential for some degree of change in mission requirements, related telecommunications systems, or funding requirements. The work involves evaluating and introducing advanced equipment and techniques for which new criteria and guides must be developed. The employee reaches decisions and plans actions to develop and implement new methods and techniques that satisfy policy and operational requirements. The employee makes recommendations for changes in basic policy issuances and for implementing instructions covering established communications techniques, practices, and methods based on personal analysis of very general policy directives and objectives. Decisions regarding what needs to be done are complicated by the number and nature of existing security controls, regulatory guidance, overlapping requirements, or organizational, environmental, or similar considerations that have an impact on the ability to apply established methods. Many other factors may require extensive analysis and coordination to implement telecommunications plans and programs. Technical difficulty is exceptional, such as in developing new communications techniques, establishing criteria, or developing new information and approaches to solving problems. Factor 5- 4 Scope and Effect The work involves investigating and analyzing a variety of unusual telecommunications problems, questions, or conditions associated with formulating projects or studies to substantially alter major telecommunications systems, or establishing criteria in an assigned area of specialization, or evaluating the effectiveness of existing voice, data, and/or video systems. The work affects telecommunications operations, installation, and maintenance practices in a number of different functional operations within the organization and, to a lesser extent, in vendor operations. It contributes to developing solutions to telecommunications problems and questions, and in developing alternatives and options to meet requirements in a variety of physical and environmental circumstances. Recommendations and technical interpretations affect the level of telecommunications funding required to meet program objectives in subject matter or administrative programs or services. Program and project proposals frequently cut across component or geographic lines within the agency and affect the budgets, programs, and interests of other Federal agencies or private industrial firms. Factor 6- 3 Personal Contacts Contacts are with individuals or groups from outside the employing agency in a moderately unstructured setting. Typical contacts are with telecommunications specialists and managers from other agencies, contractor, or technical level representatives of foreign governments, or members of professional organizations, the news media, or public action groups. Contacts 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 or other irregular basis. Factor 7- 3 Purpose of Contacts

The purpose of the contacts is to influence, motivate, interrogate, or control persons or groups. The persons contacted may be fearful, skeptical, uncooperative, or dangerous. Therefore, the employee must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations by persuasion or negotiation, or gaining information by establishing rapport. Factor 8- 1 Physical Demands The work requires no special physical demands. It is sedentary, performed in a comfortable posture. It may involve some walking, standing, bending, or carrying of light items. Factor 9- 1 Work Environment Work is performed in an office or similar setting involving everyday risks or discomforts which require normal safety precautions. The work area is adequately lighted, heated, and ventilated.

Information Technology Specialist (INET), FP- 2210- 3

Position Number: D09784 Introductory Statement: This position is located in the Office of Information Resources Management (IRM), Associate Director for Management/Chief Information Officer (M/CIO). The incumbent reports to the Chief, systems Development and support Division (SDSD). As an Applications Systems Developer the incumbent is primarily responsible for design, development, and maintenance of Internet and/or World Wide Web-based applications systems, with increasing emphasis on the integration of new applications with existing internal and/or on-line applications. Activities associated with this position typically include systems design, modification, procedural changes, user liaison, analysis and research and development. The individual works closely with staff from agency program offices, other senior level technical experts, developers, and tam leaders, as well as contract staff. They are responsible for providing leadership, technical advice, and consultation for development and implementation of WWW and Internet based solutions through out the agency. Website Creation and Maintenance 25% Provides expert technical advice for the implementation, maintenance, enhancement, and coordination of online systems and Web site(s) on the Internet. Coordinates and participates in the planning, design, development, testing, and implementation of organizational Web site(s). Manages internal and external Web sites to optimize communication with relevant clientele. Maps overall Web design and structure. Ensures Web site functionality, integrity, and security. Ensures site compliance with provisions of the Americans with Disabilities Act. Reviews and integrates new Web pages. Analyzes Web site statistics. Directs ongoing maintenance and enhancement efforts. Plans and coordinates pilot testing and eventual implementation of successfully tested technologies on an enterprise-wide basis. Specifically; Provides support, maintenance, and develops enhancement for existing WWW and Internet-based applications. Provides assistance and technical support to Peace Corps program offices regarding how their systems will best operate within the agency information architecture, particularly with respect to WWW content and publishing functions, and Internet/Intranet-based applications systems. Assists in developing and implementing experimental technology to demonstrate to agency management innovative methods of conducting business using Web-based technologies. Applications Programming 25% 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. Specifically, Develops information systems for deployment via the Internet or WWW, sometimes for specific Peace Corps programs and sometimes serving more than one program or office. In those cases, incumbent is responsible for resolving differing requirements between programs, and accommodating those requirements within consolidated or integrated systems as appropriate. Installation and Maintenance of Web-based Systems Software and e-Government Technologies 25% Provides major technological input towards developing a long-term Web technology strategy. Plans and manages projects related to Web-based and/or e-Government systems, such as monitoring emerging technology and making recommendations accordingly. Specifically; Develops, reviews, and makes recommendations to management regarding agency server-based information and on-line publishing systems planned for implementation on one or more of the agency web sites. Assists in developing, implementing, and promoting Peace Corps efforts to provide information to the public electronically.

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. IT Research and Analysis Work 25% Provides expert analysis and advice on complex program related information technology (IT) issues or problems where new analytical techniques must be developed to identify and evaluate findings. Based on operations and changing program requirements, identifies relevant issues. Collects relevant information from many varied sources, some of which are difficult to access. Makes authoritative recommendations. Specifically; Provides analysis and consultation services on the overall process by which the Peace Corps increasingly uses Internet/Web-based technology to replace existing methods of collecting, processing, publishing, and report information. Services on agency committees as assigned, sometimes functioning as the chair for technical exchange forums. The incumbent also provides agency technology councils and work groups with information for decision support on applications systems related strategies. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position Extensive experience with state-of-the-art information technology hardware, software, and telecommunications systems. Knowledge of Windows (NT and/or 2000), UNIX, and distributed computing environments. Experience in the design, development, deployment, and maintenance of Internet, Intranet, and WWW based content and publishing policies and techniques, and applications systems. Experience in one or more of the following: Active Server Pages, cold Fusion, IIS, InterDev, Java/Java Script, HTML, XML, Perl, Visual Basic, VB Script, and/or Common Object Request Broker Architecture (CORBA). Experience with e-commerce tools such as Allaire Spectra, One-To-One, PureEccommerce, Blue Martini, Site Service, Vignette, and Webridge. Professional knowledge of the theories, principles, practices associated with information technology management including experience in the design, development and administration of complex WWW/Internet based information systems and sites. Knowledge and experience with local-area-network and wide-area-network communications systems, and network and Internet-related protocols such as Ethernet, Local Talk, Novell, TCP/IP, etc. Knowledge of and experience with Internet enabled applications and relational database systems such as Oracle, SQL, and/or ACCESS.

The ability to conduct studies of alternative methods to provide information management capabilities to the Peace Corps. The ability to communicate effectively both orally and in writing. Factor 2- 4 Supervisory Controls The incumbent works under the general supervision of the SDSD Chief, who sets overall goals, limitations, and budgetary constraints and is available to provide general guidance and establish work priorities. Within a broad set of guidelines the incumbent works independently with limited detailed review of deliverables making decisions on the creation, resolution, and disposition of all technical considerations affecting the Peace Corps applications systems. They solicit technical input from expert sources both inside and outside the agency as needed. Assignments are typically given in the form of business issues to be solved and the incumbent is expected to exercise initiative, independent judgment, and skill in carrying out all assignments. Work is evaluated in terms of soundness of decisions and recommendations, overall customer satisfaction with the results, timeliness in carrying out assignments, effectiveness of customer relationships, and ability to fulfill all responsibilities. Factor 3- 4 Guidelines Guidelines include relevant governmental and Peace Corps regulations and other guidance for the use of the World Wide Web, manufacturers and vendor's technical manuals and technical specifications, and established internal procedures. Typically, guidelines are general and may evolve over time with input from the incumbent. Guidelines and time constraints for completing projects are defined in conjunction with the customer, the SDSD Chief, and the IRM Director. The individual is expected to translate the broad goals of program offices into concrete work plans and use initiative to identify and resolve problems or recommend solutions without specific guidance from the supervisor. The incumbent researches problems and analyzes the information to develop many of the objectives with which they work. The incumbent will assemble all relative information, develop the requirements definitions, and proceed with development at a pace that meets the general guidelines for each project. The incumbent must be able to adapt techniques or methods and exercise judgment in selecting approaches and evaluating options. Factor 4- 5 Complexity Assignments are diverse and complex covering a wide range of computer hardware, software and communications activities. Complex organizational and management factors will have bearing on the computer technological questions being decided. The development of Peace Corps applications systems involves conducting risk analyses (or overseeing contracted accomplishment of such) and choosing risk reduction approaches that are cost effective while appropriately addressing agency needs and the spirit of Federal law. It also involves extensive use of computer technology and applications development languages. This is work of substantial complexity and significant coordination, technical, and administrative components. The incumbent will be expected to advise in all areas of Web-based applications systems. Because guidelines for the development of Internet or Web-based applications systems are evolving and do not always serve as a "cook book" for effective system development and implementation, the incumbent will be called upon to exercise considerable judgment and decision making ability in program formulation and development. The nature of the job assumes the Ability to convert complex and varying sets of procedures into systematic processes. Factor 5- 4 Scope and Effect This position provides senior level technical focus for the agency's computer platforms with respect to Web-based systems development and implementation. The incumbent has significant responsibility for maintaining the integrity of software systems and data throughout the agency. They participate in policy setting meetings and follow-through with decisions and positions taken by IRM management. The work may have substantial impact on all parts of the agency, external partners, and thousands of Peace Corps Volunteers who use or benefit from these communications and computer capabilities. The use of these Internet-based technologies, when designed and implemented effectively, plays a major role in improving the productivity of almost all Peace Corps employees. Factor 6- 3 Personal Contacts Contact are typically with high-level computer technical experts; system users and program managers at Peace Corps headquarters and field offices. They may also be with computer industry representatives, representatives of private support, constituent, or professional groups sharing Peace Corps information. The incumbent may also work with software and hardware vendors to evaluate products, equipment, and service offerings. They assist the agency CIO, IRM Director, Internet Communications Director, Intranet Manager, and other senior staff in the evaluation of systems software performance on both operational and experimental systems. The incumbent works with staff and contract vendors throughout the Peace Corps to address applications systems issues, prepare formal work assessments and impact analyses, provide training, and brief senior managers on the status of work on issues up to and including the Director level. The incumbent may also work with other government agencies and organizations in the private sector to coordinate technology information transfer, develop and share best-practices information, and stay current with state-of-the-art technology and problem resolution techniques.

state-of-the-art technology and problem resolution techniques. Factor 7- 3 Purpose of Contacts Contacts are for the purpose of determining and analyzing technological and information requirements, gathering technical or other information necessary for planning computer system needs, and interfacing with other agency, Governmental, or private computer centers or networks, or evaluating technical proposals, etc. The incumbent is responsible for assisting customers in identifying and evaluating needs and information technology systems architecture alternatives then balancing these needs and alternatives with prudent risk assessment to effectively select, configure, and manage the software systems needed to satisfy their requirements. The incumbent works closely with other IRM divisions and client organizations to develop and deliver consolidated and coordinated client service and an internal and external technology infrastructure and architecture that supports agency needs. Factor 8- 1 Physical Demands The work requires long periods of sitting, intense concentration, and sometimes working under sustained pressure. Work is performed primarily in an office setting and involves extensive use of computer related technologies. 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.

Accountant, FP- 0510- 5

Position Number: D10112 Introductory Statement: Accounting Procedure and Instruction Development 30% Prepares instructions to implement specific new or revised procedures or to regulate the routine operation of segments of larger accounting programs. Internal Controls Evaluation 30% Provides support and assists in internal review activities to ensure accuracy and validity of audits. Compiles, analyzes, and maintains data in order to develop status reports of pending and resolved internal review activities. Determines which audit findings require resolution and assigns audits to the appropriate office for resolution. Develops and maintains files regarding the status of audits. Accounting Procedures Analysis 20% Analyzes phases of existing accounting processes with problems of a routine nature. Based on specific objectives and approaches, applies general well-known principles, techniques, and theories of accounting to review and recommend revisions affecting local accounting processes. Performs quality assurance reviews of existing and proposed accounting processes to provide assurances as to financial integrity and conformance to Federal laws and the agency regulations and practices. Provides information, observations, and requirements necessary for the development of new accounting systems. Assists and participates in development activities for new systems and in the integration of existing systems with new systems. Provides advice and assistance that effects procedures concerning payment processes and regulations. Financial Program Change Analysis 10% Provides routine advice and assistance on well-precedented financial matters, issues, or data pertaining to program modifications. Accounting Systems Design and/or Adaptation 5% Recommends revisions affecting local portions of an operating accounting system based on specific objectives and approaches. Uses judgment to research, interpret, modify, and develop requirements and specifications for accounting systems. Performs quality assurance reviews to provide assurances as to the financial integrity of the the agency payment processes and practices. Performs continuous review and analysis leading to recommendations for improvement. Accounting Data Validation 5% Validates straightforward data using well-established accounting principles and practices. Analyzes accounting data and reconciles source documents to determine accuracy of internal control testing. Factor 1- 6 Knowledge Required by the Position Professional knowledge of accounting practices, methods, and techniques to perform assignments independently using procedures and practices that are conventional and apply to most situations encountered. Knowledge of governmental accounting practices and procedures including those established by the General Accounting Office, the Department of the Treasury, the Office of Management and Budget, and the agency to ensure the system adheres to accepted principles, regulations, and practices. Knowledge of small business accounting systems and knowledge of their governing regulations and fiscal practices to ensure the systems accurately portray program operations. Ability to deal tactfully with other employees to answer questions regarding accounting policy and procedures. Factor 2- 3 Supervisory Controls

The supervisor makes assignments by discussing possible problem areas and defining objectives, priorities, and deadlines. The accountant works independently, planning and carrying out assignments following accepted accounting practices. Problems that arise are handled by the accountant in accordance with instructions, policies, and guidelines. Controversial information such as a possible weakness in controls is brought to the attention of the supervisor. Completed work is reviewed for technical soundness, appropriateness, and conformity to policies and requirements. Conclusions are evaluated for reasonableness. 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- 3 Complexity The work requires the application of established practices. The work encompasses ongoing responsibility for accounting system operations where program operations are stable and accounting system requirements are established and well documented. Decisions regarding what needs to be done require analysis of accounting systems and functions for programs that are stable, where there are few conflicts in determining the treatment of financial transactions, or the content and format of reports. 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- 2 Personal Contacts Persons contacted are employees in the agency, both inside and outside the immediate organization. They are often in management support positions such as in budget offices, personnel, and electronic data processing. Factor 7- 2 Purpose of Contacts Contacts are 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.

Financial Accounts Technician, FP- 0503- 6

Position Number: D10563 Introductory Statement: This position is located in the Office of the Chief Financial Officer, Global Accounts Payable and is responsible for examining and calculating vouchers for the payment of Volunteer allowances and reimbursements, claims, contracts, purchase orders, travel, grants and petty cash (imprest) payments, collections, accommodation exchange and replenishments. Payment vouchers may be received from domestic or overseas offices, in US dollars or foreign curency. Invoice Processing 100% Identifies deficiencies and weaknesses in processing transactions. Resolves non-standard transactions, complaints, or discrepancies in processing invoices, such as auditing and correcting cases involving overpayment or underpayment of invoices for several periods of service. Recommends new methods to expedite the payment of invoices and new procedures to improve work processes. Assists in the development of new procedures to address problems. Provides training on the implementation of new procedures. Factor 1- 5 Knowledge Required by the Position The work requires a broad, in-depth practical knowledge of accounting or other financial management technical methods, techniques, precedent cases, and procedures to resolve especially difficult or sensitive problems. The employee uses knowledge of the accounting methods, procedures, and techniques to conduct difficult and responsible analysis and determinations within a complete accounting system to validate transactions and to perform research to resolve inconsistencies. Also required is the knowledge of the interrelationships of various accounting systems applications and computer file system and content to resolve problems of processed transactions. The employee uses knowledge of related financial regulations and rulings covering diverse types of transactions to function as a technical authority for the resolution of an extensive range of issues or problems. Factor 2- 3 Supervisory Controls The supervisor or other designated employee assigns work with standing instructions on objectives, priorities, and deadlines and provides guidance for unusually involved situations. The supervisor assigns work according to a standardized control system such as batched work, case load level, or other defined structure and provides standard general instructions about timeliness, objectives, and relative priorities for doing the work. The employee independently processes the most difficult procedural and technical tasks or actions and handles problems and deviations in accordance with instructions, policies, previous training, or accepted practices. The supervisor or designated employee evaluates completed work for overall technical soundness and conformance to agency policies, legal, or system requirements. Completed work is reviewed by sampling in a quality review system or spot-checked by the supervisor or a senior worker for results and conformity to established requirements or deadlines. The methods used to complete the assignment are seldom reviewed in detail. Factor 3- 3 Guidelines Because of the complicating nature of the assignments, guidelines lack specificity, change frequently, or are not completely applicable to the work requirements, circumstances, or problems. The employee uses judgment to interpret guidelines, adapt procedures, decide approaches, and resolve specific problems. The employee analyzes the results of applying guidelines and recommends changes. Factor 4- 3 Complexity The work involves performing various accounting, budget, or financial management support related duties or assignments that use different or unrelated processes, procedures, or methods. The employee decides what needs to be done by identifying the nature of the problem, question, or issue, and determining the need for, and obtaining additional information through, oral or written contacts or by reviewing regulations and manuals. The employee considers previous actions and understands how these actions differ from or are similar to the issue at hand before deciding on an approach. The employee makes recommendations or takes actions based on a case-by-case review of the pertinent regulations, documents, or issues involved in each assignment or situation. Factor 5- 3 Scope and Effect

The purpose of the work is to apply conventional practices to treat a variety of problems in accounting, budget, or financial management transactions. The employee treats problems in conformance with established procedures. The work affects the quality, quantity, and accuracy of the organization's records, program operations, and service to clients. Factor 6- 2 Personal Contacts Contacts are with employees in the same agency but outside the immediate organization. Contacts are with employees in other agencies who are providing requested information. AND/OR contacts are with members of the general public in a moderately structured setting. Factor 7- 2 Purpose of Contacts The purpose of the contacts is to plan and coordinate actions to correct or prevent errors, delays, or other complications occurring during the transaction cycle. Factor 8- 1 Physical Demands The work requires some physical effort such as standing, walking, bending, or sitting. There are no special physical demands. Factor 9- 1 Work Environment The employee works in an office setting involving everyday risks or discomforts. Normal safety precautions are required.

Management Analyst, FP- 0343- 3

Position Number: D09521 Introductory Statement: This position is located in the Office of Human Resource Management, Systems Divivision (M/HRM/S). The Senior Program Analyst (SSA) reports to the M/HRM Systems Division Chief but frequently receives assignments directly from the M/HRM Director. Major duties include: administration of M/HRM's information systems and databases; and conducting manpower studies, process analysis, operational reviews, special projects and communication with customers throughout the agency. Administration of Information Systems and Databases 40% Develops directives to implement high-level policy changes that impact agency-wide Human Resources and IT resource requirements. Evaluates and develops recommendations for improvements in Human Resources Information Systems management. Provides all M/HRM staff with technical and analytical support. Functions include: administration of HRM's information systems and databases; liaison between the M/HRM Operations staff and the Peace Corps primary human resource management system provider, i.e., the National Finance Center (NFC); development and maintenance of M/HRM websites; distribution of NFC reports; conducting various studies and; evaluations and communication with customers inside and outside of agency. Organizational Analysis Program Management 35% Assures that program goals, objectives, and operations are realistic and in line with the organizational goals and objectives. Establishes and manages an organizational analysis program for administrative functions performed within a major agency component. Develops, presents, and defends alternative approaches to program problems. Maintains current information on status of payroll issues including audits. Develops recommendations and advice on administrative requirements for a complex organization. Participates in developing and implementing payroll policies. Conducts work force studies, process analyses, operational reviews, and special projects. Serves as a technical expert on the planning and coordination of activities required to design, implement, and support operating systems through procurement and installation of appropriate systems software. Oversees installation, customization, testing, and implementation M/HRM websites. Performs in-depth analysis of existing systems. Provides consultation and instruction to users as necessary. Provides expert analysis and advice on complex program issues. Based on Human Resources operations and changing program requirements, identifies relevant issues. Collects relevant information from many varied sources, some of which are difficult to access. Devises new analytical techniques to evaluate findings. Human Resources Information Systems Projects 25% Liaised between Human Resources Operations staff, and NFC with the distribution of NFC reports. Designs, develops, modifies, and/or implements complex automated HR data processing and networking system solutions which provide decision-making information support related to HR management programs. Analyzes, develops, evaluates, advises on, and improves HR work methods and procedures through automation. Determines actions required to resolve current or potential problems in the areas of systems operation and report generation, and initiates corrective action with appropriate staff. Conceives and implements new initiatives and projects to strengthen, facilitate, and integrate programs. Undertakes or participates in special projects. Produces recurring and ad hoc reports and statistical information for personnel, payroll, manpower, budget, and accounting purposes. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position

The position requires: (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.

Management Analyst, FP- 0343- 3

Position Number: D10191 Introductory Statement: This position is located in the Office Strategic Information Research and Planning (OSIRP), in the Office of the Director. OSIRP staff develop and manage tools and systems for management planning; conduct analysis of Peace Corps procedures, programs, and activities; and assist the Agencys performance measurement process. In performing its functions, OSIRP provides a wide range of management, planning, and analytical services to the Agency staff. Performance Planning and Measurement 25% As a part of the Office of Strategic Information, Research and Planning, the management analyst is a part of the team that devises and develops detailed plans, goals, and objectives for the long-range implementation and administration of major Peace Corps activities. Tasks include: expert analysis and evaluations to management to support effective management, operations, and decision making; interpretations of performance measurement data that point out trends and identify deviations from planning targets; and participation in teams to develop proposals affecting issues across programs and organizations. The management analyst also develops, maintains, and monitors integrated reporting systems affecting programs with interrelated functions and operations. The management analyst communicates information to management for effective evaluation of program operations and performance as well as develops responses to data calls requiring this expenditure information. On a regular basis, OSIRP produces and/or presents information and findings in a variety of formats (articles, papers, studies, briefings, and other media) as well as presents briefings concerning agency data and information. Data Analysis and Reporting 25% The management analyst responds to a variety of requests, from both internal staff and the public, for data analysis and summary reports. The management analyst evaluates and analyzes multi-functional programs, functions, and organizations, providing information and technical assistance. The analyst conducts special statistical studies and prepares reports, issue papers, etc. required by senior Agency managers. Reports include narrative interpretation of complex data on: --Volunteer attrition and retention --Resource allocation data and development indices --Volunteer delivery system --Minority recruitment trends --Training status --Volunteers and Trainees On-Board --Volunteer statistics (demographics) On a quarterly basis, OSIRP compiles, distributes, and promotes key performance data. The analyst collaborates with Office of the Chief Information Officer (OCIO) to improve access to agency information, contacts regional staff to confirm status of country programs and current project information and collaborates with other OSIRP staff in the development of surveys and special projects by providing relevant data analysis and producing graphical displays of survey information. Knowledge Management 25% OSIRP coordinates the collection of agency statistical data and information, and the management analyst manages an organizational analysis program for administrative functions performed within a major agency component, by gathering documentation from staff offices to update agency information databases. The management analyst prepares analytical summaries and reports by synthesizing information gathered from Peace Corps databases using Structured Query Language(SQL) programming and other tools, written historical documents, and interviews. Technology 25%

OSIRP maintains a close working relationship with program staff in OCIO in order to remain knowledgeable at all times about the Agency's systems and automated databases. As an expert for database management systems, Excel, and other tools, the management analyst collaborates with OCIO and other agency staff to develop innovative technologies to better manage Peace Corps' database system and improve the flow and access of information throughout the agency. Factor 1- 8 Knowledge Required by the Position The position requires: (1) Excellent skills in Excel and other data manipulation software; (2) 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; (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; (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; and (5) Comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of one or more important public programs Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 4 Guidelines Guidelines consist of general administrative policies and management and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Administrative policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Administrative guidelines usually cover program goals and objectives of the employing organization. Within the context of broad regulatory guidelines the employee may refine or develop more specific guidelines such as implementing regulations or methods. Factor 4- 5 Complexity Analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of the program, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the quality and quantity of actions are measurable primarily in predictive terms, and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance. Factor 5- 4 Scope and Effect The purpose of the position is to assess the productivity, effectiveness, and efficiency of program operations and/or analyze and resolve problems in the staffing, effectiveness and efficiency of administrative support and staff activities. Establishes criteria to measure and/or predict the attainment of program or organizational goals and objectives. Contributes to the improvement of productivity, effectiveness, and efficiency in program operations and/or administrative support activities at different echelons and/or geographical locations within the organization. The work affects the plans, goals, and effectiveness of missions and programs at these various echelons or locations. The work may affect the nature of administrative work done in components of other agencies. Factor 6- 3 Personal Contacts Personal contacts are with persons outside the agency which may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels removed from the employee when such contacts occur on an ad-hoc basis. Factor 7- 3 Purpose of Contacts

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

Program Specialist, FP- 0301- 4

Position Number: D10254 Introductory Statement: Liaison Activities 29% Follows established policies and procedures to assist in the development and maintenance of relationships with various Peace Corps posts and partner organizations. Assists Chief of Operations and PCR Director in formulating internal policies and procedures to resolve conventional problems and situations in assigned liaison activities. Responds, in verbal and written format, to requests for information requiring coordination with other agency offices. Establishes and maintains effective working relationships with Peace Corps Posts, headquarters staff, partner organizations. Follows guidelines and procedures to develop communications plans in support of Peace Corps Response programs worldwide; reviews them for impact and effectiveness. Plans and conducts meetings, briefings, and other activities in support of Peace Corps Response programs. Coordinates the development of Peace Corps Response country programs and country-specific projects. Volunteer and Program Support 29% Organizes and implements general directives from the Peace Corps Response Director on integrating the planning, programming, development, oversight, scheduling, and overall management of resources for multi-phase projects. Prepares project plans for a portion of a larger project or for conventional projects with precedented complexities. Provides input and works on tasks affecting overall program management and the success of the Peace Corps Response program. Assists the Peace Corps Response Director in establishing an overall vision and mission for the program. Provides input into the creation of Peace Corps Response strategic and operational plans. Works with other staff members to create uniform and complementary programming, training, and administrative systems. Coordinates administrative support for programming and training activities. Oversees the maintenance of PCV records. Makes occasional site visits to PCVs. Program Evaluation 21% 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. Administrative Program Planning Work 21% Analyzes established programs and performs program liaison duties to support long-and short-range administrative planning activities for Peace Corps Response. Develops, interprets, and implements procedures and guides for organizational services provided. 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.

Financial Systems Functional Manager, FP- 0501- 2

Position Number: D10635 Introductory Statement: This position is located in the Peace Corps, Office of the Chief Financial Officer/Office of Financial Systems. Incumbent serves as a senior level financial systems program specialist, leading a team of financial program specialists. The incumbent plans and implements procedures for financial modules - Purchasing, General Ledger, Accounts Payable, Accounts Receivable, Fixed Assets, Projects, Budgeting - as well as the interfaces between them and other systems involved in budget management and budget execution in an integrated financial management system. Incumbent also serves as a subject matter expert on Federal and Agency policy, regulations, and procedures for financial management that relate to funds management, internal controls, and a variety of other complex financial operations and processes. Applies an in-depth professional knowledge of Federal financial management systems and of Peace Corps' unique requirements for maintaining global financial operations in overseas posts. Accounting Systems Administration and Evaluation 55% Validates data entered into accounting systems and consolidated for a functional program. Provides expert advice on the interpretation of account regulations and impact of new legislation or program initiatives. Serves as regional/national expert authority on reconciliation of integrated accounts for a variety of accounting systems. Accounting system must facilitate the maintenance of detailed records for payments, entitlements, and collections by fiscal year fund and appropriation. The records have national/ regional impact as they relate to the agency's clients. Serves as office contact for reviewing and reporting on matters related to the Federal Managers' Financial Integrity Act (FMFIA), providing information on material weaknesses and other management control weaknesses identified during reviews. Prepares policy and procedures that incorporate statutes, regulations, and generally accepted accounting principles and standards, that provide support and guidance for the agency's operations. Provides expert technical advice to accountants and analysts in the continuing study, revision, improvement, or adjustment of the entire existing agency accounting system. Serves as a recognized technical authority for new and advanced accounting systems. Exercises considerable judgment and ingenuity in advocating the benefits of implementing business-driven quality and process improvement approaches. Participates in the development of operational plans. Assists in the planning, directing, and coordination of the implementation and execution of approved policies, programs, and services related to accounting systems. Reviews and evaluates operations to appraise effectiveness of policies and programs. Determines deficiencies and takes or recommends appropriate action. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the FP-3 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. Furnishes employee assignments and a place of employment which is free from recognized hazards that are likely to cause death or serious physical harm; refers matters that exceed the incumbent's authority to higher levels of management for decision. Complies with occupational safety and health standards applicable to PC and with all rules, regulations, and orders issued by PC with respect to the occupational safety and health program.

Ensures a continuing affirmative application of PC policies concerning equal opportunity. Ensures that personnel management within the organizational entity under supervision is accomplished without regard to race, color, religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of developments, policy issuances, and other similar material in the equal opportunity field, and for fully supporting PC Equal Opportunity Program. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Budget Systems Administration 10% Provides high-level technical expertise and major technical responsibility for developing, monitoring, and maintaining multiple budget systems databases or applications. Diagnoses and resolves the most complex budget data management problems and issues. Establishes and enforces database standards, procedures and guidelines. Participates in the planning of future budget systems database expansion, enhancements, and selection. Analyzes, reviews and recommends upgrades for existing databases. Selects and recommends database management tools to better facilitate application development, data administration, and database administration functions. Applies database changes and testing for vendor maintenance fixes, new releases and packages. Conducts tests and evaluates database package tools with systems development teams and others, including end users. Provides consultation and instruction to other specialists on database and file accessing techniques, search strategies, processing and space utilization efficiencies, database security procedures, backup and program recovery techniques, and testing techniques. Financial Advisory Services 10% Develops strategies for planning and implementing financial policies, procedures, and management controls for a significant organizational component or to fulfill multi-year objectives for a program with agency-wide impact. Provides financial advice to management officials for proper program planning and effective decision-making. Provides financial advice applicable to all stages of program planning and policy formulation. Serves as a technical authority in determining short- and long-range program goals, objectives, and key indicators that measure program performance. Collaborates with high-level program management officials in planning annual program activities. Factor 1- 8 Knowledge Required by Position The position requires mastery of the concepts, principles, practices, laws, and regulations of budgeting and/or financing; and the financial and budgetary relationships between subordinate and most senior levels of financial management within the employing entity, and/or between the organization and programs of other Federal, State, and local governments and private industry sufficient to analyze national level programs, and exceptionally large and complex programs; develop, recommend, and implement budgetary and financial policies; interpret and assess the impact of new and revised Congressional legislation on the formulation and execution of budgets; and develop and render authoritative interpretations of Executive orders, OMB guidelines and directives, and policies and precedents within and across agency lines. Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the organization. The employee is delegated complete responsibility and authority to plan, schedule, and carry out major financial management programs. The supervisor reviews program policies and implementation strategies only for potential influence on broad agency policy objectives and program goals. The employee's findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines Guidelines consist of broad financial policy statements, basic legislation, laws, and agency goals. They may include references to pertinent legislative history, related court decisions, state and local laws, or policy initiatives of agency management. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on financial management. Factor 4- 5 Complexity

The work consists of selecting and using many different and unrelated analytical techniques and methods relative to substantive agency programs with widely varying needs, goals, objectives, work processes, and timetables. Such programs relate to many echelons and components within a large Federal department or agency, to other agencies, to private industry, or to the public. The employee recommends changes in funding and budget plans that, if accepted, require management to revise substantive programs. The employee may also be required to brief management officials on the nature of the testimony to be given to fund granting and approving officials; evaluate the reactions of fund granting and approving officials to budget proposals; and/or respond to questions and comments concerning financial management. The employee devises and applies innovative criteria to evaluate the progress and cost effectiveness of program plans, goals, and objectives. The employee may also encounter and resolve issues in work environments characterized by continually changing program objectives, plans, and funding requirements resulting from new legislation, revised policies, and shifting demand for good and services. Factor 5- 5 Scope and Effect The purpose of the work is to isolate and define unknown conditions, resolve critical problems, and develop new theories for major financial aspects of substantive, mission-oriented programs. The employee develops long-range financial plans, goals, objectives, and milestones or evaluates the effectiveness of financial management efforts within the organizations assigned; coordinates information outputs from financial management systems that support management of programs funded by a number of appropriations; and provides expert advice to program officials and other specialists on interpretation of accounting, budget, and financial regulations pertinent to systems development efforts or program operations. The work affects major aspects of program or missions, and/or the well-being of substantial numbers of people. Factor 6- 3 Personal Contacts Personal contacts are with officials, managers, professionals, and employees and executives of other agencies and outside organizations. The contacts are not established on a routine or recurring basis, the purpose and extent of each contact is different, and the role and authority of each party is identified and developed during the course of the contact. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence or persuade others to accept critical or controversial observations, findings, and recommendations. Other contacts are to persuade managers and subject-matter experts or others on such matters as the use of alternative methods, the allocation of limited resources, or a particularly controversial interpretation of program policy. Often the contacts are influential and are strong adherents of opposing views. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking in factories, warehouses, supply depots, and similar areas. Work may also require walking and standing in conjunction with travel to and attendance at meeting and conferences away from the work site. Position may require carrying light items or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some positions may be exposed to uncomfortable conditions in such places as factories, construction yards, and supply yards. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect Directs a program segment that performs technical, administrative, protective, investigative, or professional work. The program segment and work directed typically have coverage which encompasses a major metropolitan area, a State, or a small region of several States; or when most of an area's taxpayers or businesses are covered, coverage comparable to a small city. Providing complex administrative or technical or professional services directly affecting a large or complex multi-mission military installation also falls at this level. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 3 Organizational Setting

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

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

Instructional Systems Specialist, FP- 1750- 3

Position Number: D10408 Introductory Statement: This position is located in the Knowledge Exchange Unit in the Peace Corps Office of Overseas Programming and Training Support (OPATS). 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 Knowledge Exchange Unit is responsible for providing Peace Corps with e-learning and information resources to support Volunteers and staff in their efforts to achieve Peace Corps goals. If selected for this position, you will perform the following duties: 1) Work with Subject Matter Experts (SMEs) to systematically progress through the instructional design process for online learning to develop: a) a content outline/syllabus; b) an instructional design document that includes the overall learning approach, instructional media choices, learning objectives, concepts, exercises, activities, and assessments; c) course content. 2) Support course implementation. 3) Support course review, revisions and evaluation. Training Aids and Devices 25% Develops a wide variety of training devices such as computer-based training/instructional materials, electronic job aids, and visual aids. Confers with curriculum designers, course writers, instructors, and subject-matter specialists to coordinate instruction system analysis leading to computer assisted instruction and other audiovisual materials. Develops materials based on job task analyses and inputs from training division staffs. Assists course planners 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 educational techniques used. Develops and procures products and instructional materials, sometimes through the use of contract personnel. Interprets design processes to meet training needs. Works with customers to plan, develop, and implement training materials using available software. Provides advice and consultation to management regarding training system/device acquisition or modification related to the interpretation of training requirements. Serves as a national authority in the development of training aids and devices and the agency policy for their development and procurement. Recognized as an authoritative consultant in planning and developing experimental programs, evaluating results, and using the findings in planning, developing, and installing new or modified programs. Oversees and manages contractors that might provide nonresident or out-sourced training programs. Ensures that such services comply with overall program goals and objectives. Determines the need for and generates surveys and studies. Independently plans and carries out projects through to their conclusion. Products may radically change the training content or the education and training techniques and methods used in teaching certain subjects to specific segments of the learner population. Instructional Services 25% Plans total support requirements for a specialty area which includes several courses. Prepares and documents the technical and funding data to support the acquisition of instructional systems equipment and services.

Plans total instructional support requirements for complete instructional programs to be utilized by command, component, or international customers including funding, equipment, manpower, instructional materials, training aids and devices, and facilities. Prepares and documents the technical and economic data to support the acquisition of complex, multi-functional instructional system equipment and service. Identifies and resolves administrative issues in service-wide programs. Analyzes and consolidates plans, budgets and requirements for staff, facilities, equipment and supplies for service-wide training or education programs. Instructional Program Administration 25% Provides authoritative guidance and leadership to key PC officials, members of boards and committees, and program managers to develop methodology, policies, and procedures for preparing, administering, and evaluating new training programs and products. Serves as an expert in methods for education or training program improvement. Provides assistance with the design and development of systems for conducting organization effectiveness studies, determining training needs, identifying cost-savings and more efficient utilization of resources and identifying performance interventions that increase skill/knowledge retention. Leads in problem solving and in the development and execution of action plans for complex training programs. Keeps abreast of existing practices and latest development in performance technology and learning theories, and develops strategies to accomplish training objectives with a cost savings approach to help maintain and improve performance standards and operational procedures. Represents the organization in service-wide conferences and meetings. Provides advice and guidance to program and training managers in the analysis, design, development, implementation, and evaluation of training programs. Develops the basic concepts, procedures, guidelines, and models for packaging a complete instructional system for a major training organization within PC. Assesses feasibility of using educational technology and other advanced methodologies for instructional courses, program, or projects. Designs and develops instructional programs based on educational technology and complex technological applications. Participates in problem solving and in the development and execution of action plans. Continuously reviews and provides recommendations to policies and development guidelines. Participates in conferences and meetings as a representative of the organization. Instructional Materials Development 25% Reviews, develops, and revises instructional materials using accepted methodologies, such as individualized instruction, job performance aids, online/workbook packages, simulation and problem-solving activities and computer-based instruction. Studies and analyses result in complete and full-length training products that support educational requirements in subject matter or functional specialty areas. Evaluates effectiveness of instructional materials and compiles data demonstrating improved performance. Using a systems approach, applies learning theories and principles to manage the development or revision of experimental and innovative instructional materials for a command, component or international customers. Serves as a principal staff member within a headquarters function to provide professional advice and guidance on matters of instructional materials development. Develops policy on instructional materials development. Serves as consultant to training personnel on the analysis, design, development, implementation, evaluation, management, and quality improvement of individual training projects and products. This includes data collection and measurement instruments as well as computer-based training, job aids, self-instructional texts, lesson plans, and tests. Factor 1- 8 Knowledge Required by the Position

The position requires a mastery of a broad functional or specialized area of instructional systems development. Skill and experienced judgment in applying and developing criteria or requirements for testing and evaluating new approaches and concepts for major education or training problems of a highly controversial nature that have resisted solution over the years. The employee is recognized by agency management, professional colleagues, and persons in the education community as an expert in the broad area of instructional systems development to which assigned. In this capacity, the instructional systems specialist adapts and extends established concepts and methods, and assesses proposals for innovative alternative approaches from the standpoint of instructional systems development soundness, likelihood of success, feasibility, cost, priority, and consistency with overall program objectives of the agency. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives and the resources available. Employee and supervisor, in consultation, develop the deadlines, projects, and work to be done. The employee, having developed expertise in the broad functional or specialized area of instructional systems, is responsible for planning and carrying out the assignment; resolving most of the conflicts which arise, coordinating the work with others as necessary; and interpreting policy on own initiative in terms of broad agency objectives. Within broad delegations of authority, the employee also determines the approach to be taken and the methodology to be used. The employee keeps the supervisor informed of progress, and of potentially controversial matters with far-reaching implications. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work in the agency, or effectiveness in meeting requirements or expected results. Factor 3- 4 Guidelines Guidelines include laws, regulations, agency policy, accepted education procedures, and accepted education or training standards. Available general policies and precedents provide very limited and often inadequate guidance for the major areas and critical issues involved. Employee uses experienced professional judgment and resourcefulness in such significant matters as deviating form traditional methods and practices; modifying criteria for assessing value of proposals for new major projects; and changing established mechanisms for evaluating performance when these mechanisms are not adequate or appropriate. Factor 4- 5 Complexity Work involves identifying and defining complex issues in a broad area of specialization. Problems involves are of unusual difficulty and scope, and often the subject of considerable controversy and political sensitivity. Day-to-day decisions on the critical issues involved are complicated by such factors as sharply divergent views and approaches among education authorities and gaps in knowledge and technology. Demands of the work require the employee to devise new methods and criteria for approaching instructional systems problems that have persisted in spite of past intensive efforts by persons and organizations in the education or training community. Factor 5- 4 Scope and Effect Work involves assignments where industry-area representatives, competitors, or others with an interest in the regulatory issue have opposed the proposed action. Proposals or requests from the employee sometimes result in formal proceedings for which the specialist is required to develop appropriate information, pertinent analyses, and reports of review. Potential impact of the proposals or requests may affect a relatively large segment of an industry-area. Factor 6- 3 Personal Contacts Contacts are generally with subject matter specialists, staff and faculty, and other individuals and groups both within or outside the agency, e.g., State and local university systems, research organizations, and contractors. These contacts are often in a moderately unstructured setting. The specialist in instructions systems development may meet with industry-area representatives and must be comfortable and skillful in approaching the individual or group in order to obtain a desired result. Contacts are not established on a routine basis, the purpose 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 contacts is to motivate, influence, or persuade individuals or groups who are uncooperative, skeptical, or otherwise must be persuaded to accept recommendations or courses of action, or changes in methods, practices, or programs. For example, negotiations involving a significant shift in the methodology and schedule of a demonstration project where the project manager has already committed substantial resources to the present approach and is reluctant to change. The employee must be skillful in dealing with those persons and groups to achieve agreement on changes that will be in harmony with agency objectives and policies, or to gain compliance with regulations and other legal requirements. Factor 8- 1 Physical Demands

The work is sedentary and the employee typically sits comfortably to perform the work. There may be some walking, standing, bending, carrying of light items, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices or meeting and training rooms.

Program Support Assistant, FP- 0303- 7

Position Number: D10231 Introductory Statement: The Program Assistant in the Office of Private Sector Initiatives (OPSI) supports OPSI Regional Program Specialists that coordinate the Peace Corps Partnership Program (PCPP). The Program Assistant is responsible for processing PCPP proposals, developing standard and custom referral letters, reviewing project budgets for accuracy, and documenting relevant correspondence in the project file. The Program Assistant will also manage special projects as necessary, relating to the Peace Corps Partnership Program. Support of Grant Preparation and Tracking 25% Researches grant opportunities for specific regions and/or causes, and prepares documentation related to implementation of the award. Assists in the monitoring of grant allocations and provides support for the preparation of final reports. Program Support and Coordination 25% Incumbent manages staff completion of final report forms and tracks final report documents. Enters project data into databases and creates standard and custom referral letters. Reviews project budgets and outlines criteria issues with Program Specialists. Tracks and logs all in-kind donations to Peace Corps. Data Collection and Tracking Support 25% Provides support and assists in the planning, review, and reporting of data/statistical results of program or project studies. Establishes protocols for incoming data, organizes computerized data sets, and retrieves computerized data. Performs a basic analysis of the data and generates a variety of reports. Maintains automated system of program-specific data to track suspenses on items such as project milestones, progress reports, funding accomplishments, compliance strategies, etc. Evaluates documents. Coordinates incoming data from a variety of sources. Receives and reviews documents, reports, and/or applications for omissions and inconsistencies, and ensures data entry is complete and accurate. Enters pertinent information into an automated tracking system. Program Documentation and Monitoring 25% In coordination with OPSI Regional Program Specialists, the incumbent requests, receives, and disseminates program and project documentation. 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.

RPCV Career Center Coordinator, FP- 0301- 5

Position Number: D09473 Introductory Statement: This position is located in the Office of Public Engagement (OPE). The incumbent serves as the coordinator of the Returned Peace Corps Volunteer (RPCV) Career Center. The RPCV Career Center provides resources to Returned Peace Corps Volunteers to assist them in their job search upon completion of their two years of service. Educational and Vocational Counseling 30% Serves as the Career Counselor, providing the full range of general educational and career development counseling, to Returned Peace Corps Volunteers. Provides individualized guidance, advice and feedback to the RPCV population on all aspects of the job search and career exploration process. Discusses and provides factual information to individuals with regard to their educational or career development and goals. Responsible for coordinating the career counseling program which includes vocational, educational, and personal/social adjustment counseling. Counsels participants on available education and career opportunities, in establishing education and occupational goals, and to develop personalized plans to achieve goals. Provides information and planning services concerning available options, resources, and methods for meeting educational and vocational goals. Career development counseling includes consideration of the total individual RPCV's potential, Career Development Plan, and subsequent career plans and goals. Monitors progress of RPCVs to insure progress toward career goals. Communication and Information Dissemination 25% Maintains an inventory of career-related materials. Identifies new content and avenues for reaching RPCV s to disseminate job and career information. Incumbent disseminates informational material and makes presentations to a wide range of groups, including public and private employers, the news media, and groups of RPCVs. Assists RPCVs with job searches. Researches, analyzes and recommends appropriate materials and information from available resources. Coordinates all activities of the Career Center. Provides customer service to local and non-local RPCVs. Responds to telephone, e-mail, and written inquiries. Coordinates with Returned Volunteer Services to send materials. Refers substantive inquiries to appropriate staff for further action. Liaison Activities 25% Coordinates with RVS in contacting private and public organizations including various RPCV groups and potential private sector employers to collect information about employment opportunities and coordinate career events for returning RPCVs. Performs straightforward and non-controversial tasks to assist in the development and maintenance of relationships with various stakeholders in government, private industry, and/or academic institutions in order to provide or exchange information and professional knowledge related to job openings, market trends and other opportunities. Liaises with Peace Corps Regional Recruitment offices nationwide to ensure up-to-date resources are available on their allocated RPCV computers. Oversees routine updating of desktop resources. Special Project Planning or Accomplishment 20% Independently coordinates and makes arrangements for special RPCV career events. Uses standard approaches to perform a variety of duties related to special projects involving administrative or program issues. Researches potential venues and employers for each career event. In coordination with RVS staff and regional offices nationwide, leads the planning, promotion, and soliciting of speakers and career information program participants for non-local/regional career events (including career workshops, fairs, and brown bag lunch sessions). Administers event logistics such as initiating publicity and coordinating details for regional career events and Third-Goal RPCV activities. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees.

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

Deputy Director Medical Services, FP- 0601- 1

Position Number: D09005 Introductory Statement: This position is located in the Peace Corps, Office of Volunteer Support. The incumbent serves as the Deputy Director Medical Services. The incumbent provides day to day management of the Operations of Volunteer Support including guidance, oversight, and support of the overall health care programs of volunteers overseas. The incumbent is the supervisor for the medical staff and clinical managers, represents VS at agency and interagency meetings and performs special projects. The incumbent advises senior Agency management on Volunteer health, resource utilization, policy formation and information management. The incumbent serves as a laison with outside agencies and organizations. The incumbent reports to the Deputy Director of the Peace Corps. Manages Health Service Programs 50% Develops and manages the operating budget of the Office of Volunteer Support. Responsible for the overall management of Volunteer health. Monitors operation of major health programs for Peace Corps applicants, Volunteers, and returned Volunteers. Participates in the planning, coordination and management of Office of Medical Service (OMS) functions and Counseling and Outreach Unit (COU) functions. Provides management and oversight of the day-to-day administrative and logistical operations within VS. Monitors overall systems and procedures. Evaluates the adequacy of work methods, workflow and procedures. Provides direction and assistance with the administration, management, health care related policy, and clinical needs of the overseas health programs and health care delivery. Implements changes and coordinates follow-up. Coordinates and facilitates efficient communication and collaboration across the clinical groups in Volunteer Support. Communicates regularly with other Agency units to coordinate Agency planning and activities. Plans with clinical managers for in-house training for new nursing employees and support staff. Reviews Peace Corps morbidity and FECA claims statistics, analyzes applicant and volunteer in- and post-service health issues and puts forward revisions in screening policies criteria and procedures and insurance plan structure. Manages existing contracts within the Office of Volunteer Support. May serve as the COTR to monitor and initiate contracts as necessary to support applicant, field support, or returned Volunteer health programs. Manages the entire QI/QA process within the parameters established by the Quality Council. Directs the Program and Training Officer to improve the quality of volunteer health services and provide in-service training to staff and medical officers. Supervisory and/or Managerial Responsibilities 30% Supervises a group of employees performing work at the FP-1 and FP-2 levels. Provides administrative and clinical supervision to accomplish 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. Works closely with the Director of the Office of Medical Services and other members of the Peace Corps organization including Volunteer Recruitment and Support, Placement, General Counsel, Congressional Relations, etc. when there are cross-institutional policy, legal or management issues. 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. Representation and Liaison 20% Responsible for the ongoing communication with agency officials, informing them of major problems and soliciting their support in improving the health care programs.

Serves as a liaison in providing leadership and coordination to agencies and organizations outside of Peace Corps. Maintains an effective working relationship with appropriate public and private organizations to best meet the health care needs of the Volunteers and to help Peace Corps solve special problems. Performs special tasks, evaluations and fact finding trips to posts overseas to evaluate medical programs and assess the medical needs of a specific country or region. Factor 1- 9 Knowledge Required by the Position The position requires an extensive background in health sciences including knowledge of new developments or of experimental theories, combined with experience judgment; planning, analysis and evaluation, administration, management and coordination of federal health programs; and the application of computer technology to planning, analysis and decision support of senior agency management. The position requires an integrated and in-depth knowledge and understanding of the agency policies, mission, and operating programs. A high degree of skill is required in analyzing and interpreting complex legislation, program guides and policies, and regulations. The position requires a mastery of planning principles, concepts, policies, techniques, and procedures to coordinate and make recommendations in the development of long and short range program and evaluation plans, and to coordinate the monitoring of program and resource activities against these plans. Factor 2- 5 Supervisory Controls The supervisor provides administrative direction with assignments in terms of broadly defined missions or functions. The employee has responsibility for independently planning, designing, and carrying out programs, projects, studies, or other work. Results of the work are considered technically authoritative and are normally accepted without significant change. If the work should be reviewed, the review concerns such matters as fulfillment of program objectives, effect of advice and influence on the overall program, or the contribution to the advancement of technology. Recommendations for new projects and alteration of objectives usually are evaluated for such considerations as availability of funds and other resources, broad program goals, or national priorities. Factor 3- 5 Guidelines Guidelines are broadly stated and nonspecific, e.g., broad policy statements and basic legislation that require extensive interpretation. Guidelines include accepted professional standards and ethic, professional literature, standards of JCAH, agency regulations, procedural manuals, and safety regulations of the treatment facility and equipment. The specialist must exercise judgment in selecting the appropriate health science procedures and apply thorough understanding of health science procedures and techniques in interpreting the guidelines, determining their applicability to situations not specifically covered, and adapting procedural instructions as necessary and appropriate. The employee must use judgment and ingenuity in interpreting the intent of the guides that do exist and in developing applications to specific areas of work. Frequently, the employee is recognized as a technical authority in the development and interpretation of guidelines. Factor 4- 6 Complexity The work consists of broad functions and processes inherent to the professional health science field. Assignments are characterized by breadth and intensity of effort and involve several phases pursued concurrently or sequentially with the support of others within or outside of the organization. Decisions regarding what needs to be done include largely undefined issues and elements and require extensive probing and analysis to determine the nature and scope of the problems. The work requires continuing efforts to establish concepts, theories, or programs, or to resolve unyielding problems. Extensive review, analysis, and coordination may be required to determine alternative solutions to operational problems. Factor 5- 6 Scope and Effect The purpose of the work is to provide expertise in a particular specialty by furnishing advisory, planning, reviewing, or implementing services on specific health science problems, projects, programs, and research proposals. The work involves isolating and defining unknown conditions, resolving critical problems, or developing new theories. The work product or service affects the work of other scientific experts, or the development of major aspects of administrative and scientific programs or missions. The programs are essential to the determination of the overall direction of agency missions. Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the employing agency in a moderately unstructured setting. Contacts are with academic scientists, practitioners, educators, medical staff, top agency managers, staff of other facilities, and representatives of various community agencies such as Mental Health Centers. Factor 7- 3 Purpose of Contacts

The purpose of contacts is to provide technical assistance and consultation evaluate program or research proposal activity, and to assess the relative value of programs based on established criteria, goals, and objectives in support of agency missions. The incumbent must use influence and motivation techniques to advise on appropriate methods and approaches and to interpret, apply and recommend improvements to policies and review methods. Factor 8- 1 Physical Demands The work is sedentary. Typically, the employee may sit comfortably to perform portions of the work. However, there is periodic walking; standing; bending; carrying of light items such as medical records, food trays, instructional material, books, and manuals. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, and residences or commercial vehicles. The work area is adequately lighted, heated, and ventilated. SUPERVISORY FACTORS: Factor 1- 3 Program Scope and Effect Directs a program segment that performs technical, administrative, protective, investigative, or professional work. The program segment and work directed typically have coverage which encompasses a major metropolitan area, a State, or a small region of several States; or when most of an area's taxpayers or businesses are covered, coverage comparable to a small city. Providing complex administrative or technical or professional services directly affecting a large or complex multi-mission military installation also falls at this level. Activities, functions, or services accomplished directly and significantly impact a wide range of agency activities, the work of other agencies, or the operations of outside interests (e.g., a segment of a regulated industry), or the general public. At the field activity level (involving large, complex, multi-mission organizations and/or very large serviced populations) the work directly involves or substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions. Factor 2- 3 Organizational Setting The position is accountable to a position that is SES level, or equivalent or higher level; or to a position which directs a substantial 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.

Chief Administrative Officer, FP- 0341- 2

Position Number: D09734 Introductory Statement: This position is located in the Peace Corps, Office of the Chief Information Officer. The Chief Administrative Officer is the principal advisor for the CIO regarding the budget and administrative issues as related to the Peace Corps program. In addition, the AO will work with all the staff regarding formulation of operations issues regarding budget and administrative functions. Administrative Management of an Organization 30% Identifies and develops methods to resolve organizational administrative problems or cope with issues which directly affect the accomplishment of key agency program goals and objectives. Serves as an expert on the development and implementation of major administrative policies and requirements for substantive, mission-oriented programs. Coordinates the establishment of program goals, objectives, and long-range plans. Arranges for annual goal-setting sessions, coordinates the development of the final operating plan, and conducts continuing evaluations. 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 expert advice and technical assistance to managers and supervisors in a wide variety of administrative program areas. Program Planning and Management Work 15% Assesses program effectiveness or the improvement of complex program and management processes and systems encompassing difficult and diverse functions or issues that affect critical aspects of the major programs of PC. As an expert on long-range planning, recommends and participates in developing strategies for implementing planning for a major office or program. Recommends short- and long-range goals of the organization, develops detailed plans for implementing them, and oversees implementation of the goals in subordinate organizations. Determines if adjustments or changes in objectives or emphasis are needed in organization functions. Recommends organizational or process changes. Reviews past work histories and known future requirements and determines future resource requirements of the organization, estimating short- and long-range personnel, budgetary, space, and equipment needs. Recommends staffing patterns based on workloads and fiscal limitations. Predicts organization demands and recommends reallocation or augmentation of existing resources. Determines the need for written policies and procedures. Conducts comprehensive evaluations of ongoing functions to ensure that the organization meets its stated goals, and identifies areas where operational efficiency can be enhanced. Reviews productivity in all areas, monitors problem areas, and oversees implementation of solutions that will eliminate them. Recommends actions necessary to maintain or improve the quality and quantity of operational services that involve the introduction or refinement of automation, reorganization of operating sections and units, reassignment of personnel, development of proposals to increase the organization's resources, or other actions. Directs the capture, reporting, and analysis of statistical data relating to the organization's operations and directs or personally performs special studies or projects. Prepares and contributes to reports and other presentations on program planning and evaluation. Designs and conducts a wide variety of comprehensive studies and detailed analyses of complex functions and processes related to program planning and management. Identifies and proposes solutions to management problems that are of major importance to planning program direction. Budgetary and Financial Management Operations Analysis 15% Serves as an agency expert on budgetary and financial management issues and activities. Coordinates all phases of budget development, monitors budget expenditures, and reports to upper management regularly on the state of budget expenditure. Implements and monitors financial management controls. Organizational Liaison for Procurement and Contracting Work 15%

Handles contracting and procurement for large, complex procurements. Establishes and oversees procedures for the receipt, review and follow-up on requisitions for purchases from Federal and special funds. Exercises contracting authority up to an established threshold. Drafts and/or reviews all contract proposals and agreements to assure accurate budgetary, human resources and administrative arrangements. Provides advice to management and staff on contracting and procurement policies and issues. Advises contracting officers on program issues and requirements affected by procurement action. Determines legal sufficiency of contract actions and contract conformance to regulations. Directs the preparation of and reviews procurement documents. Directs the conduct of bid analyses, maintenance of contract schedules, and creation and maintenance of contract files. Prepares and reviews written communication affecting contract matters. Organizational Liaison for Human Resources Management Issues 15% Independently performs human resources management liaison and advisory services for an organization with human resources issues of a complex or specialized nature. The solutions to the human resources problems and requests for assistance encountered require analysis of a number of different variables and issues which point towards either conflicting decisions or which apply only very generally, such as precedent decisions or occupational standards which deal with quite different kinds of situations. Serves as primary liaison with the PC Human Resources office. Reviews, analyzes, and provides advice on human resources management requests submitted by managers. Recommends appropriate action or suggests alternatives. Analyzes and makes recommendations for best utilization of human resources in the organization. Provides guidance and assistance to supervisors and staff on all human resources issues. Communicates, interprets, and advises on human resources policies, regulations, and procedures. Calls management's attention to problems that require PC Human Resources office intervention or correction. Provides orientation for new staff. Keeps managers informed of the status of on-going personnel actions. Provides advice on solving complex human resources-related problems. Organizational Liaison for Supplies, Property, and Office Moves 10% Plans for and coordinates special requirements for hard-to-find supplies or property, or coordinates extremely difficult office moves. Provides administrative support for conducting periodic inventories of all equipment and property and resolving discrepancies on the inventory list with the actual inventory. Conducts periodic surveys of equipment and property utilization and recommends actions to ensure the economical and efficient use equipment and property. Serves as the organization's liaison with the PC property and supply office. 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.

Multimedia Specialist, FP- 1001- 4

Position Number: D10424 Introductory Statement: This position is located in the Knowledge Exchange Unit in the Peace Corps Office of Overseas Programming and Training Support (OPATS). 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 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 Knowledge Exchange Unit is responsible for developing e-learning and managing the collection, exchange and distribution of resources to support Volunteers and staff in their efforts to achieve Peace Corps goals. Electronic Media or Multimedia Products 30% Develops the structure and organization of multimedia applications. Works with content "authoring" tools to create course and module structures and then input text, images and audio files into the software. Works with sound editing software to record and edit audio files. Performs formatting and production of online information and learning materials. Contributes to the creation of project standards and best practices for e-learning. Performs quality assurance with newly created online courseware. Manages the development process of interactive projects. Trains others in the use of authoring and new media software and techniques. Creates training material on how to use the authoring and new media software. Serves as point of contact for all project visual/graphic elements. Creates Digital Images 30% Manages the overall workflow of the quality review process. Establishes a system for quality control. Serves as liaison in quality review with other organizations. Participates in the formulation and maintenance of quality control objectives. Administers or oversees the work of lower grade specialists in quality review efforts, including the review efforts of others in outside departments. Formulates and maintains quality control objectives and coordinates objectives with production procedures to maximize product reliability and minimize costs. Reviews filing-naming procedures to be included in standards documents. Updates, adapts and revises general instructions for quality control. Graphics/Art Production 20% Plans and produces graphics and visual materials for publications and/or other media, including the selection of appropriate styles and formats. Works with graphic/image editing software to crop/edit/re-size photo images. Plans and produces digital images for online media and print publications based on pre-defined requirements. Uses a variety of software to produce visual material and determines the appropriate method based on an understanding of the subject or publication. Researches photo libraries for images appropriate for each project's storyboard. Prepares a variety of graphic and visual images or presentations for training / informational products and services. Procures visual materials needed for production. Performs quality control or review of materials according to specific guidelines and performs post-processing functions to assure uniform treatment of materials. Based on the employee's understanding of the objectives of the project, designs presentations, including the appropriate scale, color, images, typography, and materials. Assists other staff in the operation of various new media software applications used to generate graphics and other visual materials and designs. Technical Assistance on Design Issues 10% Provides information and advises on the design and development of slides, presentation materials, and artwork that are presented at national and international conferences and/or conventions. Employs creative and innovative skills in graphic design and implementation to produce high-quality, full-color slides and other presentation materials. Confers with management, specialists and other program personnel to identify special graphic requirements. Assists in compiling information necessary to plan and develop required products. Printing Services Advice and Guidance 10%

Provides technical guidance and advice to program operating officials in the planning stages of printing projects on matters relating to cost effectiveness; development of print formats, including selection of type styles and sizes. Assists program personnel in the preparation and planning for production of publications. Provides advice on the printing aspects of manuscripts and documents of other items prepared for printing. Factor 1- 7 Knowledge Required by the Position Knowledge of a wide range of concepts, principles, and practices of information media functions, operations and programs; and skill in applying this knowledge to difficult and complex work assignments. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives and resources available. The incumbent and supervisor, in consultation, develop the deadlines, projects, and work to be done. The incumbent is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy. The incumbent keeps the supervisor informed of progress and potentially controversial matters. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results. Factor 3- 3 Guidelines Guidelines are available but are not completely applicable to the work or have gaps in specificity. The incumbent uses judgment in interpreting and adapting guidelines such as agency policies, regulations, precedents, and work directions for application to specific cases or problems. The incumbent analyzes results and recommended changes. Factor 4- 4 Complexity The work typically includes varied duties requiring many different information media-related processes and methods. Decisions regarding what needs to be done include the assessment of unusual circumstances, variations in approach, and incomplete or conflicting data. The work requires making many decisions concerning such things as interpretation of considerable data, planning of the work, or refinement of the methods and techniques to be used. Factor 5- 3 Scope and Effect The work involves treating a variety of conventional information media related problems, questions, or situations in conformance with established criteria. The work product or service affects the design or operation of various media programs or the content of research conclusions. Factor 6- 3 Personal Contacts The personal contacts are with individuals or groups from outside the agency in a moderately unstructured setting. For example, the contacts are not established on a routine basis; the purpose and extent of each contact is different; and the role and authority of each party is identified and developed during the course of the contact. Factor 7- 3 Purpose of Contacts The purpose is to influence, motivate or interrogate persons or groups. The persons contacted may be skeptical or uncooperative. Therefore, the incumbent must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations. Factor 8- 1 Physical Demands The work is sedentary. No special physical demands are required. Factor 9- 1 Work Environment Work is performed in an office environment.

Chief Administrative Officer, FP- 0341- 2

Position Number: D09640 Introductory Statement: This position is located in the Inter-America and Pacific (IAP) Regional Office of the Peace Corps and is responsible, under the supervision of and in collaboration with the Regional Director (RD), for overseeing all funds allocated to the IAP Region, which includes 22 overseas Peace Corps offices and a budget of almost $70 million. The incumbent serves as chief financial planner and manager for the Region. The CAO has oversight for all financial and administrative procedures in the Regional office and administrative/budgetary sections within host country post operations. S/he supervises and directs all major activities involving the administrative component of regional operations. The CAO serves as the Reviewing Official for the performance appraisal of all Administrative Officers in the IAP Region. S/he has delegated authority to plan, administer, and manage resources of the Office and to reallocate resources as needed to meet the needs of the Headquarters office and the 22 overseas offices. In addition the individual is responsible for interpreting administrative policies, developing and implementing policies, defining administrative requirements, and providing advice to management and post on related issues. S/he provides analysis of significant financial management issues, analyzes problems, and makes recommendations for resolution. The position requires a manager with first-hand experience operating offices similar to overseas Peace Corps Offices and working in complex distributed organizations. The CAO must be a dynamic, positive team leader with the experience to work closely with other offices in Peace Corps Headquarters, including the offices of Chief Financial Officer, Chief Acquisition Officer, and Chief Information Officer, to meet the complex needs of the Region. Management of Budget Operations 40% Manages all financial and financially related affairs of the Region, including but not limited to budget preparation. Receives the call for the budget. Interprets the call in light of OMB, Treasury Department, agency, and Congressional regulations, directives, and policies. Reviews and formulates budget policy and guidance for use in developing an integrated budget for a significant organizational component or to fulfill multi-year objectives for a program with national impact. Assimilates employment and expense estimates from management officials and financial trends extrapolated from accounting records to facilitate budget decisions. Develops contingency plans to allow for variables and avoid serious adverse consequences. Reviews/negotiates estimates and justifications from management officials. Consolidates the results and recommends the amounts to be approved. Evaluates relationships between major agency administered program changes and the financial state of the organization. Takes action to ensure adequate funds for program coverage. Enters and adjusts data for the integrated agency administered program into a wide variety of reports, forms and schedules. Analyzes and consolidates data for viable overview of the financial status of major agency programs and/or operations. Distributes funds to operating services, analyzes actual expenses as compared to plans, makes projections, and indicates adjustments in plans necessary to maintain equitable program balance. Budgetary changes occur frequently because organizational or program elements, such as the introduction of new technology and programs, employee turnover, or changes to mission or program requirements, are difficult to estimate with a high degree of accuracy. Works closely with Chief of Operations and Chief of Programming & Training in determining long range directions for programs, attendant training schedules and methods, and trainee input. Responsible for examining priorities and options for short and long term implications on expenditures, staffing levels, and other resources at headquarters and especially in overseas programs, in order to advise on cost effectiveness of same. Other resources to be monitored and considered in this process include vehicles, offices and other structures, and equipment. Administrative Management of an Organization 40% Assures that Regional administration is implemented in accordance with Federal and Agency regulations and policies for contracts, procurement, expenditure tracking, internal controls, personnel systems, supplies, equipment, facilities management, and administrative reporting requirements. Identifies and develops methods to resolve organizational administrative problems or cope with issues which directly affect the accomplishment of key agency program goals and objectives. Serves as an expert on the development and implementation of major administrative policies and requirements for substantive, mission-oriented programs. Coordinates the establishment of program goals, objectives, and long-range plans. Arranges for annual goal-setting sessions, coordinates the development of the final operating plan, and conducts continuing evaluations.

Evaluates and monitors administrative activities and makes substantive recommendations for program improvements. Ensures effective use of office staff and recommends needed changes to enhance central support services. Assists operating managers in implementing actions designed to improve administrative operations or resources. Serves as primary resource person for all IAP Region Administrative Officers overseas, providing guidance on procedures, policies, planning and systems on a day-to-day basis as well as at regularly scheduled budget reviews. As necessary, performs temporary assistance/training/evaluation visits to country programs. Designs, plans, and attends annual Administrative Officer Conferences for the region. As appropriate, attends sub-regional conferences. Attends and plans administrative component of Country Director Conference in conjunction with Regional Director. Supervises and coordinates the activities of the Staffing Analyst and Administrative Assistant. Assigns and reviews work, evaluates performance, establishes priorities, and participates in the selection of staff members, promotions, training, etc. Serves as the Region's representative with the Management Division on any and all developments regarding planning and actual utilization of computers and related electronic systems for fiscal management in country. Liaison Activities 20% Exercises a broad degree of independence and applies authoritative judgment in developing and maintaining relationships with various stakeholders in the government, private industry, and/or academic institutions. Actively participates in policy formulation and reviews liaison activities for agency-wide programs. Informs stakeholders of changes in organizational programs and operations, conducting briefings on major program changes. Plans, directs, and executes liaison operations for critical agency-wide programs, with national or international implications. Establishes and fosters effective working relationships and information networks with business and industry associations, domestic and foreign universities, and stakeholders in all levels of government, i.e., local, state, and federal government, including Congress. Advises and recommends innovative approaches for avoiding and/or resolving problems and reducing conflicts. 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.

Special Assistant, FP- 0301- 4

Position Number: D10656 Introductory Statement: This position is located in the Office of the Chief Information Officer at Peace Corps headquarters in Washington, DC. The purpose of this position is to serve as a Special Assistant to the Chief Information Officer to provide administrative, communications, and professional expertise in all areas affecting OCIO. The incumbent participates in the management of OCIO by performing a variety of activities in support of OCIO operations requiring a thorough knowledge of office and IT functions and policies for the agency. The incumbent will utilize independent judgment and problem solving skills to assist the CIO in carrying out the functions of this role. Administrative Support and Activities Coordination 25% Exercises exclusive control over the supervisor's calendar, with complete authority for time commitments. Schedules and prioritizes appointments and meetings for the supervisor, accepting or declining invitations on own initiative and in accordance with protocol requirements. Participates closely with the CIO in scheduling his/her travel, including itineraries, supporting documents, and reimbursements. Screens all telephone calls and personal visitors, who frequently represent the highest levels of international, national, state, and local governments or major businesses. Personally handles routine inquiries and those requiring knowledge of the organization's activities or its internal administrative procedures. Refers inquiries requiring technical program knowledge to an appropriate staff member for follow up. Remaining inquiries are sent to the supervisor's attention with supporting background materials. Responsible for organizing special committees, workshops, and/or gatherings; initiating program reviews; and/or developing or fostering cross-agency activities. Independently determines which staff members should attend meetings or represent the organization at conferences, based on the supervisor's view of such issues. Coordinates meeting locations, dates, participants, and agendas. Researches background information and sends it to meeting participants. Attends meetings, notes commitments made, informs staff of the commitments, and arranges for staff to implement them. As requested may be asked to attend meetings on behalf of the CIO and take summary notes of inter-agency, intra-agency, and/or conference meetings. 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. OCIO Communications Strategy Oversight and Execution 50% Responsible for management of the OCIO communications strategy. Meets with OCIO, directors and managers and customers to develop communications requirements, develops annual strategy for communications throughout the year. Conducts interviews, researches topics, drafts and/or edits materials drafted by others, and publishing of various communications items in multiple media. May also design publications as required and establish branding and formatting standards for OCIO publications and documents. These items include daily updates to the OCIO Intranet pages, periodic OCIO newsletters to internal targeted audiences, email updates from the CIO, and speeches and presentations to internal and external audiences. Reviews all submissions to the OCIO, including memoranda, policy papers, correspondence, documents, etc. and determines follow-up actions required while ensuring appropriate coordination between OCIO staff and other staff offices. Addresses those that do not require the CIO attention and identifies those that must be considered immediately. Works in close association with the CIO on the preparation of issues papers and other documents. Under supervision, drafts, edits, reviews, and proofreads strategy papers, memoranda, and other documents for the CIO. Acts on a variety of routine and non-routine matters and correspondence to which the CIO must personally respond. Reviews all documents and data related to structured work assignments used in public relations for adherence to CIO and agency standards. Such documents include but are not limited to news releases, periodicals, marketing plans, and recruitment publications. Independently drafts, edits, reviews, and proofreads a full range of informational and promotional materials (e.g., brochures, fliers, press releases, announcements, and letters) relevant to the agency products and services.

Prepares materials used in staff meetings, determining the agenda and items to be discussed. Develops materials for the supervisor's use in public speaking engagements. Liaison Activities and Customer Satisfaction Management 25% Performs straightforward and non-controversial tasks to assist in the development and maintenance of relationships with various stakeholders in government, private industry, and/or academic institutions. Under supervision, drafts, tests and executes customer satisfaction feedback surveys and other mechanisms. On monthly basis, conducts analysis of data and prepares reports with recommendations to address issues identified in the feedback. Serves as a liaison and/or representative to the CIO in problematic and highly sensitive matters which require negotiation and coordination such as: Agency-wide issues; management issues; Congressional inquiries or correspondence; and requests from other offices which have an impact on OCIO Operations; Coordinates as appropriate with various Peace Corps offices, organizations, and individuals to promote and ensure their understanding and support of Peace Corps and OCIO operations programs and policies. Serves as buffer and acts as liaison between the supervisor and organizational staff by providing accurate and timely advice on procedures, reports, requirements, and other matters necessary to implement the supervisor's policies, directives, and instructions. Keeps the office informed, as appropriate, on administrative and other matters. Should serve as a main source for quick information, past practices, and clearance procedures involved in handling various reports and communications. With access to records and other information about customers and other employees, Special Assistant agrees to keep all such information strictly confidential and to refrain from discussing information with anyone else without proper authority. 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.

Country Desk Officer, FP- 0301- 6

Position Number: D10682 Introductory Statement: This position is located in the one of the Peace Corps Regional Offices. Incumbent functions as a Country Desk Officer (CDO) for an assigned number of host-countries within either one of the geographic areas. Each area is responsible for: a) coordination of all issues between Peace Corps/ Washington, and the overseas staff; b) analysis, evaluation and monitoring of Regional programs; c) interpretation and coordination of Peace Corps policies and decisions; d) staff administration of overseas operational, logistical, and Volunteer and Trainee activities; e) communication with Agency officials, State Department, AID, and Embassy personnel, and private institutions and individuals; f) completing all program and administrative reports required in support of assigned countries The CDO is Peace Corps' authority on the countries of assignment and as such is responsible for the discharge of a variety of activities which include: serving as Peace Corps/Washington, representative of overseas staff, Volunteers and Trainees; receiving, evaluating, and monitoring program and country documents; interpreting and advising on Peace Corps programming, country management, and administrative policies and decision, monitoring overseas operational, logistical, and Volunteer and Trainee activities; and establishing and maintaining liaison with appropriate embassies, government agencies, private institutions and individuals. In order to perform the above listed activities effectively the incumbent must be sensitive to the political, economic and cultural conditions in the host countries and the impact of those conditions on Peace Corps programs and operations. Program Services Support 50% Researches background information, and sends it along with the mail or correspondence when referring inquiries to appropriate staff members for action. Maintains control records on incoming correspondence and action documents, following up on work in-progress to ensure timely action. Manages correspondence operations for an organization with several subordinate levels that are significantly affected by outside conditions. Reads incoming correspondence, publications, regulations, and directives that may affect the organization. Determines the ones that can be acted upon personally and takes necessary action. Uses initiative to obtain clarification of instructions from originating offices or appropriate focal points. Brings significant items in reports, files, and correspondence to the supervisor's attention. Serves as liaison for supervisor with respect to internal agency communications. Relays the supervisor's instructions, collects data, and responds directly to requests concerning procedural or administrative matters. On own initiative and discretion, determines which organizational segments should handle technical mail and correspondence. Reviews documents requiring coordination by the supervisor for conformance with regulations, grammar, format, and special policies of the organization. Verifies that content has been coordinated, is accurate, and is in compliance with established policy. Returns materials to the originator for correction if they do not comply with known policies or if correspondence rules have not been followed. Signs correspondence in the supervisor's absence when technical or policy content has been previously cleared. Receives requests from other organizations within the agency for information concerning programs under the supervisor's control. Assembles requested information from available background data, or follows up to see that subordinates submit the required answers within the specified time. Personally prepares administrative reports and composes correspondence on own initiative, based on knowledge of the supervisor's views and desires. Manages correspondence operations for an organization with several subordinate levels that are significantly affected by outside conditions. Program and Policy Advice and Guidance 50% Following an individual development plan of both formal and on-the-job training, gathers and interprets basic program and policy data to gain experience in analytical techniques and resources. Assists in researching, reviewing, and organizing data to produce and present reports and analyses focused on program and policy-specific issues. As an entry-level specialist, develops the skills and analytical tools used to provide program and policy advice or guidance. Performs assignments designed to provide knowledge of and experience with organizational programs and policies.

Contributes to larger projects within the work unit by gathering basic data and presenting facts, issues, and positions in a variety of formats. Maintains existing databases. Presents portions of briefings that concern well-established program and policy data. Working with more senior specialists, interacts with colleagues and counterparts in order to complete work assignments. Coordinates and solicits cooperative efforts from other administrative or support staff. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. Factor 2- 3 Supervisory Controls The supervisor assigns specific projects in terms of issues, organizations, functions, or work processes to be studied and sets deadlines for completing the work. The supervisor or higher-grade analyst provides assistance/guidance on controversial issues or assignments for which precedent studies are not available. The employee plans, coordinates, and carries out the successive steps in fact-finding and analysis of issues in accordance with accepted office policies, applicable precedents, organizational concepts, management theory, and occupational training. Work is reviewed for conformance with overall requirements, contribution to the study objectives, consistency of facts and figures, choice of analytical methods, and practicality of recommendations. Factor 3- 2 Guidelines Established guidelines are provided in the form of standard instructions, literature, precedents, and practices concerned with the assigned function. Judgment is required in locating and selecting the most appropriate guidelines and references, selecting among alternative guidelines, and making minor deviations where needed to adapt guidelines to specific cases. Situations in which existing guidelines are not applicable, or situations requiring significant deviations from established guidelines are referred to the supervisor. 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- 2 Scope and Effect The purpose of the work is to carry out routine or well-established procedures, policies, or regulations that comprise a complete segment of an assignment or project of broader scope. The work affects the accuracy and reliability of projects being performed by other employees in a variety of administrative areas. Factor 6- 2 Personal Contacts Personal contacts are with employees, supervisors, and managers of the same agency, but outside of the immediate office, or employees and representatives of private concerns in a moderately structured setting. Factor 7- 1 Purpose of Contacts The purpose of contacts is to obtain, clarify, or give facts or information. The information ranges from easily understood to highly technical. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Country Desk Officer, FP- 0301- 5

Position Number: D10682 Introductory Statement: This position is located in the one of the Peace Corps Regional Offices. Incumbent functions as a Country Desk Officer (CDO) for an assigned number of host-countries within either one of the geographic areas. Each area is responsible for: a) coordination of all issues between Peace Corps/ Washington, and the overseas staff; b) analysis, evaluation and monitoring of Regional programs; c) interpretation and coordination of Peace Corps policies and decisions; d) staff administration of overseas operational, logistical, and Volunteer and Trainee activities; e) communication with Agency officials, State Department, AID, and Embassy personnel, and private institutions and individuals; f) completing all program and administrative reports required in support of assigned countries The CDO is Peace Corps' authority on the countries of assignment and as such is responsible for the discharge of a variety of activities which include: serving as Peace Corps/Washington, representative of overseas staff, Volunteers and Trainees; receiving, evaluating, and monitoring program and country documents; interpreting and advising on Peace Corps programming, country management, and administrative policies and decision, monitoring overseas operational, logistical, and Volunteer and Trainee activities; and establishing and maintaining liaison with appropriate embassies, government agencies, private institutions and individuals. In order to perform the above listed activities effectively the incumbent must be sensitive to the political, economic and cultural conditions in the host countries and the impact of those conditions on Peace Corps programs and operations. Program Services and Support 20% Functions as a technical authority for the resolution of an extensive range of program support issues and problems. Validates transactions and performs research to resolve inconsistencies. Researches, obtains, and compiles numerical, narrative, and/or statistical data from various sources and documents. Prepares reports, statistical information, and other material needed by staff members to support various functions and projects. Performs work that requires making decisions, devising solutions, and taking actions based on program knowledge. Interprets considerable data to identify problems. Determines the specific nature of problems or issues and what approach to take for resolving them. Provides Information, Communications, and Liaison Services 20% Maintains liaison and communications with persons and groups from both within and outside the agency, speaking for the principal on administrative issues. Problem Identification and Resolution 20% Assists in the resolution of complex program or administrative issues or problems. Independently resolves well-precedented issues. Administrative Program Planning Work 20% Identifies and performs routine liaison tasks to support the organizational planning process. Assists in analyzing program, budgetary, and fiscal data. Monitors expenditures and forecasts changes that require reprogramming of funds for assigned areas of responsibility. Reviews work completion reports to ensure accuracy and compliance with organizational standards. Prepares and assemble charts, data, reports, and narrative and statistical materials provided for on-going organizational planning. Program and Policy Advice and Guidance 20% Provides advice and guidance information of a factual nature regarding well-precedented issues. Interprets established and pertinent regulations and organizational policies, management principles, administrative rules, and staffing guidelines. Initiates contacts with PC employees, supervisors, and managers to give technical advice and guidance on problems or relationships of a procedural nature, such as common administrative practices and procedures to organizations pertaining to areas of responsibility and delegation of authority. Prepares reports, correspondence, and other written materials in accordance with established regulations and guidelines on straightforward policy issues or requirements, such as timeframes for requested responses, or required regulatory references.

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

Country Desk Officer, FP- 0301- 4

Position Number: D10682 Introductory Statement: This position is located in the one of the Peace Corps Regional Offices. Incumbent functions as a Country Desk Officer (CDO) for an assigned number of host-countries within either one of the geographic areas. Each area is responsible for: a) coordination of all issues between Peace Corps/ Washington, and the overseas staff; b) analysis, evaluation and monitoring of Regional programs; c) interpretation and coordination of Peace Corps policies and decisions; d) staff administration of overseas operational, logistical, and Volunteer and Trainee activities; e) communication with Agency officials, State Department, AID, and Embassy personnel, and private institutions and individuals; f) completing all program and administrative reports required in support of assigned countries The CDO is Peace Corps' authority on the countries of assignment and as such is responsible for the discharge of a variety of activities which include: serving as Peace Corps/Washington, representative of overseas staff, Volunteers and Trainees; receiving, evaluating, and monitoring program and country documents; interpreting and advising on Peace Corps programming, country management, and administrative policies and decision, monitoring overseas operational, logistical, and Volunteer and Trainee activities; and establishing and maintaining liaison with appropriate embassies, government agencies, private institutions and individuals. In order to perform the above listed activities effectively the incumbent must be sensitive to the political, economic and cultural conditions in the host countries and the impact of those conditions on Peace Corps programs and operations. Program Services and Support 20% Assists other professionals by providing data and recommendations for developing alternative processes or procedures that seek to solve administrative problems. Determines data collection and analysis approaches for program assignments that require the coordination of varied analytical and collection methods. Proposes new or revised analytical efforts to meet program requirements. Conducts preliminary research to obtain data for proposed program policies, procedures, or processes. Reviews and evaluates the validity and pertinence of data and recognizes inconsistencies or gaps in information. Applies existing and new policies and provide advice on program requirements. Maintains databases that reflect the fulfillment or status of program requirements or systems, and prepares administrative paperwork that addresses the status of program activities. Provides Information, Communications, and Liaison Services 20% Maintains liaison and communications with persons and groups from both within and outside PC, speaking for the principal on routine program issues. Problem Identification and Resolution 20% Independently researches and resolves problems of a common or immediate nature. Makes recommendations for and coordinates resolutions. Administrative Program Planning Work 20% Analyzes established programs and performs program liaison duties to support long-and short-range administrative planning activities for the organization. Researches and provides substantive information to organizational managers participating in the planning activities, thereby influencing decisions and actions involving established programs and projects. Develops, interprets, and implements procedures and guides for organizational services provided. Serves as the contact person concerning administrative issues. Program and Policy Advice and Guidance 20% Identifies issues, gathers and analyzes information, and develops advice and guidance to resolve substantive problems affecting the effectiveness and efficiency of work operations in a program or program support setting. Modifies qualitative and quantitative analytical methods to fit a wide range of variables, including issues, problems, or concepts that are not susceptible to direct observation and analysis. Adapts guidance to particular requirements, such as modifying verbal presentations to suit participant groups' needs and interests.

Prepares program-related correspondence, reports, and/or other written materials associated with established organizational programs, policies, and/or operations. Gathers additional information about organizational functions or workload as needed in order to recommend program actions and/or policies. 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.

Country Desk Officer, FP- 0301- 3

Position Number: D10682 Introductory Statement: This position is located in the one of the Peace Corps Regional Offices. Incumbent functions as a Country Desk Officer (CDO) for an assigned number of host-countries within either one of the geographic areas. Each area is responsible for: a) coordination of all issues between Peace Corps/ Washington, and the overseas staff; b) analysis, evaluation and monitoring of Regional programs; c) interpretation and coordination of Peace Corps policies and decisions; d) staff administration of overseas operational, logistical, and Volunteer and Trainee activities; e) communication with Agency officials, State Department, AID, and Embassy personnel, and private institutions and individuals; f) completing all program and administrative reports required in support of assigned countries The CDO is Peace Corps' authority on the countries of assignment and as such is responsible for the discharge of a variety of activities which include: serving as Peace Corps/Washington, representative of overseas staff, Volunteers and Trainees; receiving, evaluating, and monitoring program and country documents; interpreting and advising on Peace Corps programming, country management, and administrative policies and decision, monitoring overseas operational, logistical, and Volunteer and Trainee activities; and establishing and maintaining liaison with appropriate embassies, government agencies, private institutions and individuals. In order to perform the above listed activities effectively the incumbent must be sensitive to the political, economic and cultural conditions in the host countries and the impact of those conditions on Peace Corps programs and operations. Provides Information, Communications, and Liaison Services 25% Acts as primary liaison with critical persons and groups both inside and outside of the agency; exercising full commitment authority. Supports and directs all levels of internal communication initiatives for a major agency organization such as a center or region. Ensures that an internal communication system exists across all organizational levels. Provides information and communications services, coordinating liaison activities in support of the program. Provides internal communications strategies and updates as appropriate. Assists all levels of management in defining internal communications strategies. Ensures that close communication is maintained among key program officials. Develops and implements communication metrics to ensure quality two-way communication. Designs and implements internal communication mechanisms through a variety of electronic means including the Internet, telephone system, and electronic mail. Implements internal communications tools so that hard copy written information can be disseminated via newsletters, bulletins, etc. Provides year-end review of organization-wide communication initiatives. Problem Identification and Resolution 25% 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. Policy Advice and Guidance on Peace Corps Post Programs and Operations 25% Serves as an authority in the development of the post's plans and programs for technical assistance and other activities with issues that involve major areas of uncertainty in approach or methodology; provides information on the analysis of issues in post policies and strategic plans, and the preparation of new and amended project documentation, in accordance with Peace Corps standards; recommends post objectives based on host country requests and Peace Corps priorities; reviews programmatic, technical, and budgetary aspects of all post activities. Monitors external issues that may impact PC operations in-country; identifies key challenges, current and future; and works with the team to develop strategies to address these challenges. Keeps apprised of trends and best practices in P&T field and integrates best practices into P&T activities at post. Administrative Program Planning Work 25% Serves as principal liaison to an important agency organization for long-range planning on administrative management matters. Develops recommendations and advice on administrative requirements for a complex organization. Participates in developing and implementing administrative management policies.

Reviews and interprets policy and directive materials, independently initiating action necessary to implement such material by preparing memoranda, bulletins, other directives and correspondence. Establishes follow-up procedures to ensure any actions are implemented in a timely manner. Takes necessary actions to implement programs or activities and to correct problems. Works closely with organizations serviced by reviewing, analyzing, and making recommendations on proposed policy and procedure program changes, organizational changes, and more. 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.

Clinical Psychologist, FP- 0180- 3

Position Number: D10687 Introductory Statement: This position is located in the Counseling and Outreach Unit under the Department of Volunteer Support and reports to the Chief of Counseling and Outreach Unit (COU). The COU is responsible for providing mental health support to Peace Corps trainees, Volunteers, families, and Peace Corps overseas staff. The purpose of this position is to serve as an expert on mental health as well as on Peace Corps policies and procedures which pertain to Volunteer support. In this capacity, the Psychologist functions as a mental health clinician performing the full range of support functions. He/She is also responsible for the planning, design, implementation and evaluation of training in the social service program support area. Provides Mental Health Services for Patients and/or Clients 60% Provides highly skilled counseling services to clients with difficult and complex problems by phone or in person. Gathers Objective Psychodiagnostic Information 20% Has developed an expert professional mastery of the assessment tools available to effectively diagnose abnormalities or variations thereof in the specialized area of psychology, particularly Acute Stress Disorder and Post-Traumatic Stress Disorder. Coordinate roles, responsibilities and communication within the unit and between the unit and the agency. Provides Training Services 10% Provides consultative or training services to agency's mental health clinicians on evidence supported treatment (Prolonged Exposure Therapy and/or Cognitive Processing Therapy) for PTSD. Provides technical assistance for overseas staff on Behavioral Health. Designs, conducts, and directs agency-wide training activities, seminars, and workshops. Develops and conducts training workshops on crisis management, conflict resolution, and Volunteer safety and support. This may include travel within the U.S. and overseas. Training requires expertise in facilitation and training skills. Develops and/or revises training materials, training methods, training designs or aids for training purposes. Participates in and directs the training of support personnel. Psychological Services Program Planning and Management 10% During non-business hours, serves as on-call support for after hours emergency Sexual Assault Hotline. As such, manages all emergency communications, determining what action is necessary and either independently resolving situations or referring them to senior management as appropriate. Interprets and provides technical assistance on volunteer support policies, regulations and procedures and drafts communications to the field. Advises on problem cases and makes recommendations resulting in policy or procedural changes for Agency consideration. Assists early terminating volunteers with PC/Washington consultation services. Conducts assessment interviews with Volunteers and recommends courses of action. Acts as advocate for volunteers and assists in the transition to private life. Reviews and authorizes volunteer and trainee requests for emergency leave. Provides them personal support when home on emergency leave, and counsels and advises them on policy and program options. Serves as liaison with the field in cases requiring extended leave. Provides liaison with families concerning the welfare, whereabouts and status of Volunteer/trainee and with family situations or events. During non-business hours, serves as on-call support for after hours emergency Sexual Assault Hotline. As such, manages all emergency communications, determining what action is necessary and either independently resolving situations or referring them to senior management as appropriate. May be called upon to assist as needed in activity related to volunteer/trainee death and disappearance. Advises Peace Corps personnel, initiates and coordinates logistics to return remains and personal effects to the U.S., provides assistance and support to the family.

Assists liaison work with families during an emergency or crisis, including natural disasters and political emergencies. The successful candidate will provide technical assistance and administrative support in efforts to remove volunteers/ trainees from troubled areas. Responsible for the overall formulation, clinical coordination, and administration of a project or program to deliver psychological services. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires a mastery of the specialty areas in the engineering and/or scientific fields encompassed by the position sufficient to apply new developments and theories to critical and novel problems and extend and modify approaches, precedents, and methods to solve a variety of technical problems with unprecedented aspects. The employee makes decisions or recommendations significantly changing, interpreting, or developing important public policies or programs. Factor 2- 4 Supervisory Controls The supervisor establishes overall objectives and resources available. The supervisor and employee jointly develop projects, priorities, and deadlines. The employee independently plans and carries out assignments, interprets policy, coordinates work with others, resolves most of the conflicts that arise, and keeps the supervisor informed of far-reaching implications. Completed work is reviewed from an overall standpoint in terms of feasibility, and effectiveness in meeting requirements. Factor 3- 4 Guidelines Technical, regulatory, and policy guidelines are often broad and nonspecific. The employee is required to use resourcefulness and perception based on experienced judgment, to adapt or interpret general guidelines; to deviate from or extend traditional practices, methods, and techniques; or to resolve situations where precedents are not available or not applicable. Factor 4- 5 Complexity The work includes varied duties requiring many different and unrelated processes and methods that are applied to a broad range of activities or substantial depth of analysis. Decisions regarding what needs to be done include major areas of uncertainty in approach, methodology, or interpretation and evaluation processes that result from such elements as continuing changes in program, technological developments, unknown phenomena, or conflicting requirements. The work requires originating new techniques, establishing criteria, or developing new information. Factor 5- 4 Scope and Effect The work includes the resolution of a broad range of critical or highly unusual scientific problems, development of innovative approaches or guides, or the determination of the effectiveness and validity of proposed or current policies and programs. The employee serves as an expert advisor and consultant to officials and managers within or outside the agency on a broad range of activities and broad policy issues. Factor 6- 3 Personal Contacts Personal contacts include a wide range of professional and administrative personnel throughout the agency, at other federal agencies, private industry, academia, advocacy groups, and in some cases the media and elected officials. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence or negotiate with others who may be skeptical or uncooperative or whose interests differ from those of the program/project represented. Issues to be resolved are sensitive or controversial. Contacts are also undertaken to plan, coordinate, or advise on work efforts or resolve operating problems in dealings with others who are working toward mutual goals. Factor 8- 2 Physical Demands The work requires extreme patience and controlling ones emotions. The work may require the using appropriate technique to physically restrain clients who present a danger to self or others. The work may also require assisting physically disabled clients and may include lifting them. Factor 9- 2 Work Environment

Work is typically performed in a clinical setting that exposes the incumbent to the communicable diseases common of the client population. Some work is performed in a setting away from the office where the environment cannot be controlled.

PC Response Nurse Program Manager, FP- 0610- 3

Position Number: D10689 Introductory Statement: This position is located in the Office of Medical Services (OMS), the Office of Volunteer Support. This position is responsible for Peace Corps pre-service medical clearance of all Peace Corps Response (PCR) applicants. This PCR Medical Clearance Unit ensures that all Peace Corps Response Volunteers are medically qualified to serve. The incumbent is responsible for analyzing information/data, creating policy and the implementation of policy. These functions include: setting departmental standards and communicating agency standards, program monitoring, and orientation and education of agency staff on Technical Guidelines and Volunteer health care as they pertain to Peace Corps Response. The incumbent will also support the unit by functioning as a nurse in assessing individual's health records for suitability for service in Peace Corps Response. Clinical Case Management 60% Actively and independently performs a wide range of functions as a nurse in assessing, planning, and implementing individual health care plans and reviews. Handles a wide range of occupational nursing care procedures according to patient's physical status and test results. Collaborates with OMS Medical Advisor, and, as indicated, with specialist consultants and supervisor in providing guidance to PCMOs regarding complex cases. Advises regarding the need for additional diagnostic work-up or treatment. Determines applicants' medical eligibility to serve overseas by thoroughly reviewing information submitted on medical histories, physical examinations, and supporting documents. Documents appropriate and accurate information in the Peace Corps applicant and Volunteer's Health Record, assuring that reports from all providers are also included. Reviews Health Records for in-country procedural appropriateness. Prepares and sends appropriate letters to applicants based on decisions made as to medical eligibility, medical deferral, or the need for additional information. Communicates with applicants via telephone and documents appropriate information in the Peace Corps Health Record. When needed, orients PCR applicants to possible medical hazards abroad and preventive health measures to ensure safety. Functions independently as a certified nurse under the general supervision of the senior medical staff. Evaluates Programs/Monitors Data 40% Assists in the work of the Peace Corps Response unit; participates in developing and monitoring the effectiveness of a world wide medical clearance system for all Peace Corps Response Volunteers. Assists in the development of the Quality Improvement Indicators and participates in activities as specified in the Peace Corps Response, including evaluation, monitoring and standard setting in the medical program. Assists in the development and implementation of standards and indicators related to Volunteer. Analyzes complex and critical data and recommends remedial action. Researches national and local best practices for medical clearance as necessary; advises the Deputy Associate Director of VS on the status of Volunteer health and health care program effectiveness in PCR; provides appropriate consultations as requested; responds to requests from the Director of OMS for analysis of specific problems, or advice relative to Volunteer health care; assists in the preparation of regular and special reports for the Director of Medical Services or the Director of Peace Corps Response. Factor 1- 8 Knowledge Required by the Position This position requires a mastery of nursing to apply experimental therapies and new developments to the solution of complex health care problems not susceptible to treatment by accepted methods; or to make decisions or recommendations significantly changing, or developing, important public policies or programs; or equivalent knowledge and skill. Factor 2- 4 Supervisory Controls The supervisor sets overall objectives and resources available. The nurse and supervisor consult on work and develop decisions together. Expertly plans and performs work independently within defined scope of practice, resolving most conflicts and coordinating with others on teams and in communities. Work is reviewed for effectiveness in meeting requirements.

Factor 3- 4 Guidelines General administrative policies and precedents exist, but are of only limited use in performing the work. Uses initiative and resourcefulness in deviating from traditional methods, or in researching trends and patterns to develop new methods, criteria, or proposed new polices. Factor 4- 5 Complexity The work includes varied duties requiring many different and unrelated processes and methods applied to a broad range of activities or substantial depth of analysis. Decisions regarding what needs to be done include major areas of uncertainty in approach, methodology, or interpretation and evaluation processes resulting from such elements as continuing changes in nursing programs, technological developments in the nursing or medical field, unknown phenomena, or conflicting requirements. The work requires originating new techniques, establishing criteria, or developing new information. Factor 5- 4 Scope and Effect The purpose of the work is to establish criteria and assess effectiveness of patient treatment. The product affects a wide range of agency activities or how the agency is perceived or regarded by the community or population served. Factor 6- 3 Personal Contacts The personal contacts are with individuals or groups from outside the employing agency in a moderately unstructured setting (e.g., the contacts are not established on a routine basis; the purpose and extent of each contact is different and the role and authority of each party is identified and developed during the course of the contact). Typical of contacts are those with persons in their capacities as manufacturers, contractors, professors, attorneys, scientists, representatives of professional or trade organization, the news media, and organized or ad hoc public action groups. Factor 7- 3 Purpose of Contacts The purpose is to influence or motivate persons or groups. Persons contacted may be fearful or hesitant, requiring great skill in approaching the person or group to obtain the desired effect. Factor 8- 1 Physical Demands The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, books, small parts; driving an automobile, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves normal, everyday risks or discomforts typical of such places as offices, meeting and training rooms, libraries, and residences or commercial vehicles such as airplanes, trains, or buses. The work area is adequately lighted, heated, and ventilated.

Supervisory Information Technology Specialist (NETWORK), FP- 2210- 2

Position Number: D10022 Introductory Statement: Incumbent manages the provision of wide area communications to Peace Corps offices, including voice and data telephony, satellite and cellular services, audio and video conferencing, and the operations center that centrally controls the supporting infrastructure Vendor/Contractor Evaluation and Monitoring 15% Provides expert technical advice in the monitoring and evaluation of contractor activities on contracts covering agency-wide systems. Directs, coordinates, and approves detailed planning design, development, programming, testing, documentation, training and implementation of information technology (IT) systems through the use of outside vendors and/or contractors. Collaborates with vendors and end users on a daily basis to ensure that contract requirements are met, and that all activities are performed in compliance with the terms of the contract. Reviews work products of contract personnel, including accepting, amending or rejecting their work. Sets priorities and prepares schedules for completion of work. Evaluates feasibility studies conducted by others. Analyzes technical assessment reports. Conducts research and analysis to determine if actions are required to exercise the option years on contracts to ensure that they do not expire. Recommends modifications to acquisition strategies. Supervisory and/or Managerial Responsibilities 25% Supervises a group of employees performing work at the FP-3 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Administration of Information Technology Systems 15% Serves as a senior expert and advises on the application of system architecture modeling tools in the architectural planning process necessary to integrating information technology (IT) programs with other programs of equivalent scope and complexity. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Manages network rights, and agency-wide access to systems and equipment. Implements security procedures and tools and develops and documents systems administration standard operating procedures for the agency. Acquisition Management for Telecommunications Services 15% Manages, defines, and participates in the telecommunications change management procedures and policies to ensure the integrity of the documentation and the network management system. As the agency technical authority, develops acquisition plans, inputs to statements of work, technical specifications, requirements definitions, project plans, and proposals related to telecommunications requirements and solutions. Defines wide area network operational requirements.

Prepares Technical Communications Program and Project Plans 15% As a technical authority, develops, directs and administers short and long-range fiscal plans and annual budgets for all expenses necessary for agency-wide telecommunications network support services and maintenance. Monitors the fiscal amounts to insure that expenditures do not exceed mitigated amounts and specifically ensures an effective and balanced budget. Supervises a mixed technical and adminstrative staff responsible for the development and support of technical plans, project plans, and associated budget programs. Telecommunications/Wide Area Network Management 10% Manages and provides authoritative guidance for an agency-wide WAN system. Provides expert technical advice to LAN/WAN administrators throughout the agency. Identifies and controls all WAN hardware and software configurations, including the VSAT and VoIP services. Develops technical standards and procedures for WAN development, implementation, and management. Supervises a technical and administrative staff charged with both on-going operations of telecommunications as well as planning and engineering functions. Establishes performance management metrics and evaluates overall WAN performance against relevant standards. Works with COOP and IT DR program managers to assure wide area communications support for these projects. Exercises considerable judgment to keep abreast of the rapid evolution of networking technologies. Maintains continual vigilance against threats to network confidentiality, integrity, and availability. Determines ways to apply scarce resources efficiently. IT Policy/Guidelines Development 5% Develops policies, guidelines, and standards for the planning, development, integration, implementation, and evaluation of information technology (IT) systems and subsystems that meet overall information needs of multiple major organizational units. Analyzes statutory requirements against existing directives to assess the degree of change necessary to comply with the new requirements. Coordinates comments on revised directives as part of the review process and incorporates comments or resolves issues into the final directive. Analyzes feasibility studies, proposals, and in-depth analyses of current requirements and forecast trends for future needs. Keeps abreast of changing and emerging technology. Makes recommendations on adopting changes. Leads major agency-wide IT policy development efforts. Directs work assigned to a project team, reviewing and refining the final products prior to submission to management. Coordinates policy dissemination, manages policy maintenance, and develops mechanisms to measure policy effectiveness and compliance OTHER SIGNIFICANT FACTS: Actively promotes and practices Information Technology (IT) security program functions including: ensuring appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall Agency IT security goals are achieved. Factor 1- 8 Knowledge Required by the Position The position requires mastery of, and skill in applying, advanced IT principles, concepts, methods, standards, and practices sufficient to accomplish assignments such as: develop and interpret policies, procedures, and strategies governing the planning and delivery of services throughout the agency; provide expert technical advice, guidance, and recommendations to management and other technical specialists on critical IT issues; apply new developments to previously unsolvable problems; and make decisions or recommendations that significantly influence important agency IT policies or programs. Mastery of, and skill in applying, most of the following: interrelationships of multiple IT specialties; the agency's IT architecture; new IT developments and applications; emerging technologies and their applications to business processes; IT security concepts, standards, and methods; project management principles, methods, and practices including developing plans and schedules, estimating resource requirements, defining milestones and deliverables, monitoring activities, and evaluating and reporting on accomplishments; and oral and written communication techniques. Ensures the integration of IT programs and services, and develops solutions to integration/interoperability issues. Designs, develops, and manages systems that meet current and future business requirements and apply and extend, enhance, or optimize the existing architecture. Manages assigned projects. Communicates complex technical requirements to non-technical personnel. Prepares and presents briefings to senior management officials on complex/controversial issues.

Factor 2- 5 Supervisory Controls The supervisor provides administrative and policy direction in terms of broadly defined missions or functions of the agency. The employee is responsible for a significant agency or equivalent level IT program or function; defines objectives; interprets policies promulgated by authorities senior to the immediate supervisor and determines their effect on program needs; independently plans, designs, and carries out the work to be done; and is a technical authority. The supervisor reviews work for potential impact on broad agency policy objectives and program goals; normally accepts work as being technically authoritative; and normally accepts work without significant change. Factor 3- 5 Guidelines The employee uses guidelines that are often ambiguous and express conflicting or incompatible goals and objectives, requiring extensive interpretation. The employee uses judgment and ingenuity and exercises broad latitude to: determine the intent of applicable guidelines; develop policy and guidelines for specific areas of work; and formulate interpretations that may take the form of policy statements and guidelines. Top agency management officials and senior staff recognize the employee as a technical expert. Factor 4- 5 Complexity Work consists of a variety of duties requiring the application of many different and unrelated processes and methods to a broad range of IT activities or to the in-depth analysis of IT issues. The employee makes decisions that involve major uncertainties with regard to the most effective approach or methodology to be applied. These changes typically result from continuing changes in customer business requirements; or rapidly evolving technology in the specialty areas. The employee develops new standards, methods, and techniques; evaluates the impact of technological change; and/or conceives of solutions to highly complex technical issues. The work frequently involves integrating the activities of multiple specialty areas. Factor 5- 5 Scope and Effect The purpose of the position is to define unprecedented conditions, resolve critical problems, and/or develop, test, and implement new technologies. The work affects the work of other technical experts or the development of major aspects of agency-wide IT programs. Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media, or public interest groups, in moderately unstructured settings. Contacts are related to technological information and developments applicable to assigned IT projects. Contacts may also include agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence and persuade employees and managers to accept and implement findings, advice, guidance, and recommendations in the technology specialty area(s) of the position. May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is sedentary. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Some employees may carry light items such as papers, books, or small parts, or drive a motor vehicle. The work does not require any special physical effort. Factor 9- 1 Work Environment The work area is adequately lighted, heated, and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions in such places as research and production facilities. 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 Contracted work involves a wide range of technical input and oversight tasks comparable to all or nearly all of the following: - Analyze benefits and cost of accomplishing work in-house versus contracting; recommend whether or not to contract; - Provide technical requirements and descriptions of the work to be accomplished; - Plan and establish the work schedules, deadlines, and standards for acceptable work; coordinate and integrate contractor work schedules and processes with work of subordinates or others; - Track progress and quality of performance; arrange for subordinates to conduct any required inspections; - Decide on the acceptability, rejection, or correction of work products or services, and similar matters that may affect payment to the contractor. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up-to-date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following: - High ranking military or civilian managers, supervisors, and technical staff at bureau and major organization levels of the agency; with agency headquarters administrative support staff; or with comparable personnel in other Federal agencies; - Key staff of public interest groups (usually in formal briefings) with significant political influence or media coverage; - Journalists representing influential city or county newspapers or comparable radio or television coverage; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed. Factor 5- 8 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher, or equivalent. Factor 6- 5 Other Conditions This position manages work through subordinate supervisors and/or contractors who each direct substantial workloads comparable to the GS-11 level.

Security Specialist, FP- 0080- 3

Position Number: D10369 Introductory Statement: This position is located in the Peace Corps, Office of Safety and Security. The incumbent of this position reports to the Chief of Overseas Operations and assists in integrating safety and security policies and procedures into the daily operations at headquarters and overseas. The incumbent, in collaboration with the Peace Corps Safety and Security Officers, is responsible for coordinating, implementing, monitoring, and reporting on safety and security related activities within the agency. The incumbent is responsible for designing and facilitating safety and security training programs at headquarters and overseas and provides support and guidance in all areas related to agency safety and security policies and procedures. Program and Policy Advice and Guidance 50% Within the general framework of overall Peace Corps and regional policy, the incumbent, in conjunction with the Lead Security Specialist, assists posts and Peace Corps Safety and Security Officers in developing strategies and recommending medium and long range safety and security plans in accordance with agency standards. Acts as the primary liaison between the Country Desk Units, the Safety and Security Desk Officers and the Office of Safety and Security. Maintains cooperative working relationships with offices within to facilitate the exchange of information and to provide support to those offices on security related issues. In conjunction with the Lead Security Specialist, coordinates efforts between posts, regions, PCSSOs, the Department of State's Bureau of Diplomatic Security, and other external partners. Participates in Overseas Security Policy Board working groupd as appropriate. Provides advice and guidance to resolve, implement, or manage program or policy issues that involve major areas of uncertainty in approach or methodology. Resolves conflict in policy and program objectives. Performs key decision-making and policy-developing responsibiliites for complex assignments. Prepares reports and/or written analyses regarding the agency policies and positions on difficult or complex matters. Develops recommendations for policies, guidlines, training initiatives, resources and standards for Peace Corps safety and security efforts. Interprets and transmits Peace Corps policies and decisions to the Peace Corps Safety and Security Officers. Informs and updates on the status of relevant safety and security issues and initiatives throughout the Regions as reported by the Peace Corps Safety and Security Officers and Safety and Security Desk Officers. Training and Staff Development Support 30% Provides input and works on tasks affecting overall safety and security management and the success of the Peace Corps program. Coordinates and integrates the planning, programming, development, oversight, scheduling, and overall management of resources for multi-phase projects. Independently carries out safety and security information and training activities designed to ensure that domestic and overseas staff are prepared to assume their safety and security responsibilities. Identifies training needs, develops course content, publishes resource material, and coordinates training activities. Works with the PCSSOs to collect, develop, maintain and publish security related session plans, best practices and other resources. Responds to PCSSO and Agency staff requests for information and technical materials, and oversees content distribution. Manages the PCSSO and SSC certification requirements and ensures that all staff are current. In collaboration with Regions, ensures that CDUs and SSDOs are trained in safety and security responsibilities. Enhances agency security practices and support through the utilization of distance learning technologies. Develops computer-based training and utilizes other distance learning technologies such as WebEx and Guru. Serves as the Office of Safety and Security representative on the Training Development Council. Security Risk Assessment and Management 20% Assists in managing crisis situations as they arise, and communicates with agency officials, State Department, Embassy personnel, and private institutions and individuals as required.

Serves as a technical expert in assessing the overall safety and security environment for Peace Corps Volunteers overseas. Analyzes threats and vulnerabilities to determine potential adverse effects on Volunteer well-being and program continuity. Examines issues that could impact Peace Corps, including natural disasters, narcotics, crime, transportation, political violence, terrorism, transnational conflict, law enforcement effectiveness, and the local legal climate. Utilizes multiple information channels to gather information including CIRS reports and data, agency staff, other US government contacts, open source resources, and classified materials. Recommends a series of strategies to improve Peace Corps' posture in reducing and minimizing crimes against Volunteers. Interprets risk assessments and threat information and uses that information to inform management decisions and mitigation strategies. The incumbent informs supervisor of the result of these analyses, makes recommendations for mitigation measures, provides support to affected area, and assists in managing crisis situations as they arise. Periodically serves as office duty officer responsible for weekend and after-hour emergencies and performs other related duties as assigned. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position The position requires mastery of a wide range of principles, concepts, methodology, and practices in a major security specialization or mastery of general security administration programs; knowledge of a variety of security specialties in order to coordinate activities, address issues, and resolve major conflicts in policy and program objectives; expert skill in the application of new theories and developments to agency security problems; knowledge of security policy requirements to function as a technical authority in assignments requiring the application of new theories and developments to security problems not susceptible to treatment by accepted security methods, technology, or procedures; and ability to perform key decision-making and policy-developing responsibilities in very difficult assignments such as planning for significantly new or far-reaching security program requirements, or leading or participating as a technical expert in interagency study groups for resolving problems in existing security systems and programs requiring innovative solutions. Factor 2- 4 Supervisory Controls The supervisor sets the overall objectives and resources available. The incumbent and supervisor, in consultation, develop the deadlines, projects, and work to be done. The incumbent, having developed expertise in the particular security area, is responsible for planning and carrying out the assignment; resolving most of the conflicts which arise; coordinating the work with others as necessary; and interpreting policy in terms of established objectives. In some assignments, the incumbent also determines the approach to be taken and the methodology to be used. The incumbent keeps the supervisor informed of progress and potentially controversial matters. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results. Factor 3- 4 Guidelines Broad security guidance, policies and precedents are applicable to the work but are stated in such general terms that they are of limited use in many assignments. For some assignments, the guidelines or source materials are scarce and, when located, offer only indirect approaches to problem solutions. Where guidelines for performing the work are scarce or of limited use, the employee develops guides to be followed by security specialists at the same and lower-levels in the organization, including facilities and programs in various geographical regions. The incumbent uses initiative and resourcefulness in deviating from traditional methods or researching trends, patterns, or existing regulations to develop new methods or criteria. Factor 4- 5 Complexity The work typically includes varied duties requiring many different and unrelated processes and methods such as those relating to a broad range of activities or substantial depth of analysis in security specializations. The incumbent decides what needs to be done regarding major areas of uncertainty in approach, methodology, or interpretation and evaluation processes that result from such elements as continuing changes in security programs, technological developments, unknown phenomena, or conflicting requirements. Development and interpretation of broad security policies and regulations require consideration of the total range of existing policies, procedures, laws, and regulations and the program goals and objectives which are to be fulfilled. Actions taken by the incumbent require originating new security techniques, establishing criteria, or developing new information and approaches to problem solutions. Factor 5- 4 Scope and Effect

The purpose of the position is to investigate and analyze a variety of unusual security problems, questions, or conditions associated with general questions about security or in a specialty area; formulate projects or studies to alter existing security systems substantially; or establish criteria in an assigned area of specialization. The work affects security system design, installation, and maintenance in a wide range of activities within the organization and in non-government organizations, in providing solutions to security problems and questions, and in developing alternatives and options that are designed to meet requirements in a variety of physical and environmental circumstances. Recommendations and technical interpretations affect the level of funding required to meet program objectives in conducting major substantive or administrative programs or services. Program and project proposals frequently cut across component or geographic lines within the agency, and may also affect the budgets, programs, and interests of other federal agencies or organizations, public organizations, and/or private industrial firms. Factor 6- 3 Personal Contacts Personal contacts are with individuals or groups from outside the agency in a moderately unstructured setting (e.g., the contacts are not established on a routine basis; the purpose and extent of each contact is different and the role and authority of each party is identified and developed during the course of the contact). The incumbent may also have contacts with high level management officials on an ad hoc or other irregular basis. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence, motivate, solicit information, or manage persons or groups. At this level, the persons contacted may be skeptical or uncooperative. The incumbent must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations by persuasion or negotiation. Factor 8- 1 Physical Demands The work is primarily sedentary. For the most part, the incumbent may sit comfortably to do the work. There may be some short periods of walking, standing, bending, carrying light items such as papers, books, small parts, driving an automobile, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, residences, or commercial vehicles. The work area is adequately lighted, heated, and ventilated.

Administrative Officer, FP- 0341- 4

Position Number: D09749 Introductory Statement: The Office of Private Sector Initiatives (OPSI) is located in the Director's Office at Peace Corps Headquarters in Washington, DC. OPSI manages the gift acceptance authority for Peace Corps and provides policy guidance and facilitates acceptance of monetary and in-kind gifts for overseas posts, headquarters, and regional offices. The Office also administers the Peace Corps Partnership Program, a mechanism through which Peace Corps Volunteers may receive contributions from the general public in support of community-initiated, Volunteer-led projects. This position will be involved in both the grant making and donor engagement activities in the office. The major duties of the Administrative Officer position will include financial management, budgeting, financial systems design, procurement and contract administration, data analysis, records management, reporting, and other various grants administration and non-appropriated fund management activities. Budgeting and Financial Program Management 45% Assists OPSI management in the development and execution of their annual appropriated budget. Monitors budget execution and ensures that control systems are set up to monitor accounts during the fiscal year. Liaises status information and changes to requirements or execution to the AO for the Director's Staff Offices. Ensures that the operating plans are executed within the established resources. Develops and maintains a tracking system for costs and requirements. Prepares a variety of reports covering the status of funds, expenses, and obligations. Provides management with status/progress and identifies potential problems. Analyzes and summarizes budget-related information for the manager or administrative officer. Assists program managers in interpreting the impact of financial/budgetary and program changes and may be asked to recommends reprogramming actions concerning the realignment of resources or changes in funding or budget plans. When there is a purchase card holder for the department, the Administrative Officer will serve as certifying official for the purchase cardholder and ensure that rules, regulation, and standard operating procedures are adhered and abided and validates cost data to manage resources for assigned program areas and that spending in executed within established resources. In the absence of a established credit card holder for the office, this position will serve as credit card holder for the department, and the AO for the Director's Staff Offices will serve as certifying official. Independently completes a variety of conventional financial disbursement activities involving different and unrelated processes, such as allotting non-appropriated funding, overseeing the administration of reimbursable and/or no-year funding accounts, and transferring funds. Authorizes the disbursement of funds in accordance with documents duly certified by an officer of the agency. Implements and is accountable for fiscal and budgeting processes, regulatory compliance, fund accountability, and adherence to directives. Analyzes support processes, performs program liaison duties to support budget execution activities, and provides advice for administering a changing budget of expenses involving different funding sources. Conducts research and analysis utilizing historical documents, statistical sampling, financial reports, and established accounting and financial policies and procedures guidelines. Monitors expenditures and cash management practices for consistency, accuracy, and adequacy of accounting practices. Provides input and recommendations to management for financial reports developed to deal with problems and discrepancies in disbursement activities. Authorizes the disbursement of funds in accordance with documents duly certified by an officer of the agency. Financial Systems Design and Improvement 15% Applies a wide range of standard practices and procedures in the administration of a budget systems database for region-wide or program-wide application, specifically the Office of Private Sector Initiatives. Works with related CFO and CIO offices to enhance financial database capabilities. Examples include defining application requirements, and designing new tables, queries and reporting capabilities. Performs physical database design, implementation, and testing with systems development teams. Conducts tests and evaluates database management tools. Conducts workflow analysis to reduce redundancy and improve efficiency. Reviews procedural changes to determine impact on user. Recommends changes in procedures. Provides input and recommendations to management for financial reports developed to deal with problems and discrepancies in disbursement activities. Procurement and Contracting Administration 10%

Analyzes organizational requirements and provides advice of a routine nature to support the procurement process, such as disseminating guidelines on the documentation and justification required for purchase orders and requisitions utilizing appropriated funds for the Office of Private Sector Initiatives or non-appropriated funds agency wide. Identifies, considers, and assists in resolving procurement administration problems of a routine nature. Provides guidance to management on procurement procedures and coordinates with the procurement office as required. Follows up to ensure that responses from the organization's support offices are complete and timely. Reviews and submits to the OPSI Director for approval payment invoices and related documents, verifying that services have been performed, or products received, billing information is correct, and all goods/services are received prior to forwarding for payment. Assures that appropriate reports are prepared and processed. Investigates circumstances and determines appropriate action when discrepancies are identified; notifies vendors in writing of decision to adjust or withhold payment when billing exceeds contracted amounts or documentation is insufficient. Responds to billing and payment questions or issues raised by vendors. Independently analyzes support processes and provides guidance for administering procurement that require varying approaches, such as formulating a more efficient way of performing cost analyses and soliciting bids. Evaluates and recommends ways of improving the effectiveness of work operations. Provides guidance to managers in determining appropriate costs, writing sole source justifications, and communicating with contractors. Prepares procurement documentation as appropriate. Serves as the organization's liaison with PC contracting office. Grants Administration Work 30% Conducts routine tasks to support the administration of grants/agreements and financial functions of the Office of Private Sector Initiatives grant awards and fundraising process. Works with OPSI Director and Deputy Director to establish guidelines and guidance for the use of funds. Generates reports and develops or manages development of correspondence for all phases of the standard awards processes such as award receipts, thank you letters, tax documentation, financial compliance reports. Maintains records. Suggests recommendations for resolving routine grant and fundraising administration problems in coordination with program officials. Ensures that actions taken are complete and accurate. Monitors compliance of terms and conditions for grants and agreements. Tracks grant and donated funds deadlines and major deliverables. Compiles reports demonstrating progress toward or completion of deliverables outlined in agreements. Prepares other reports as requested and ensures that automated reporting systems are up-to-date. Gathers metrics for reports and other evaluation products. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 7 Knowledge Required by the Position The position requires knowledge and skill in applying analytical and evaluative methods and techniques to issues or functions related to office administration; knowledge of pertinent laws, regulations, policies and precedents which affect administrative operations; knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity; skill in conducting detailed analyses of complex functions and work processes; and interpersonal skills in presenting staffing recommendations and negotiating solutions to disputed recommendations. Factor 2- 4 Supervisory Controls The supervisor and employee develop a mutually acceptable project plan which typically includes identification of the work to be done, the scope of the project, and deadlines for its completion. Within the parameters of the approved project plan, the employee is responsible for planning and organizing the study, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the project. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. Factor 3- 3 Guidelines Guidelines consist of standard reference material, texts, and manuals covering the application of analytical methods and techniques and instructions and manuals covering the subjects involved. The employee uses judgment in choosing, interpreting, or adapting available guidelines to specific issues or subjects studied. Subjects studied may be covered by a wide variety of administrative regulations and procedural guidelines. The employee must use judgment in researching regulations and in determining the relationship between guidelines and organizational efficiency, program effectiveness, or employee productivity.

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

Program Specialist, FP- 0301- 4

Position Number: D09843 Introductory Statement: The Peace Corps Director created the Office of AIDS Relief (OAR) to provide agency-level policy guidance; overall leadership; and general supervision, direction, and coordination of Peace Corps domestic and foreign HIV/AIDS activities. OAR is also responsible for coordinating the agencys participation in the Presidents Emergency Plan for AIDS Relief (PEPFAR), which is led by the Office of the Global AIDS Coordinator (OGAC) in the U.S. State Department. The full-time staff in OAR work closely with the Peace Corps Regional offices, the Office of Programming and Training Support (OPATS), and all other offices involved in HIV/AIDS to support the agencys priorities of quality growth, innovation, and the third goal. OAR seeks a public health professional with experience working in HIV/AIDS in a cross-cultural or international setting, and preferably with familiarity with PEPFAR. The ideal candidate would have experience designing and implementing training curricula, using monitoring and evaluation tools for assessing impact, and providing ongoing technical assistance to implementers. The candidate would: Leverage Peace Corps strengths and contribute to a measurable impact on the HIV epidemic. Support context-appropriate programming related to HIV clinical care adherence at posts through onsite or virtual technical assistance. Provide technical assistance to the support and development of training platforms for HIV clinical and community care adherence. Develop partnerships for program growth and implementation. Research and Analysis Work 40% Researches and/or analyzes unstable or uncommon administrative and/or program issues with a focus on identifying additional opportunities for Peace Corps' and Peace Corps Volunteers' contributions to strengthening adherence to community and clinical care regimens. Determines pertinent issues and collects relevant information from a wide variety of sources. Reviews information and applies standard analytical techniques. Develops recommendations, taking into account unanticipated changes and unusual factors. Special Project Planning or Accomplishment 30% Resolves unusual problems in performing a variety of duties related to special projects involving administrative or program issues associated with HIV care, including representing Peace Corps' capacities and interests in relevant Technical Working Groups (TWGs) convened by OGAC. Conducts extensive research of data from diverse sources. Extracts and assembles information. Uses advanced analytical techniques to develop conclusions. Develops written reports or oral presentations to recommend changes to programs or procedures. Program Evaluation 20% Plans, schedules, and conducts evaluations of project operations, procedures, and organizational structures, identifying problems or deficiencies and recommending ways to improve the effectiveness and efficiency of operations in a program or support setting. Provides recommendations to senior management for improvements, such as enhancing productivity or improving customer service. Modifies or adapts analytical techniques, evaluation criteria, and methods of measurement to provide a valid assessment of programs or related initiatives, and predict outcomes. Evaluates the conformance of programs and program actions to available guides, such as pertinent laws, regulations, policies, and precedents that affect the use of program and related resources. Interviews staff and reviews records to determine the cause of any inconsistencies discovered. Program and Policy Advice and Guidance 10% Identifies issues, gathers and analyzes information, and develops advice and guidance to resolve substantive problems affecting the effectiveness and efficiency of work operations in a program or program support setting. Modifies qualitative and quantitative analytical methods to fit a wide range of variables, including issues, problems, or concepts that are not susceptible to direct observation and analysis. Adapts guidance to particular requirements, such as modifying verbal presentations to suit participant groups' needs and interests.

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

Program Specialist, FP- 0301- 5

Position Number: D10565 Introductory Statement: The Office of Private Sector Initiatives (OPSI) is located in the Director's Office at Peace Corps Headquarters in Washington, DC. OPSI manages the gift acceptance authority for Peace Corps and provides policy guidance and facilitates acceptance of monetary and in-kind gifts for overseas posts, headquarters, and regional offices. The Office also administers the Peace Corps Partnership Program, a mechanism through which Peace Corps Volunteers may receive contributions from the general public in support of community-initiated, Volunteer-led projects. This position will be involved in both the grant making and donor engagement activities in the office. Major duties will include performing liaison services, program evaluation, data analysis, records management, and other various programmatic support activities. Provides Information, Communications, and Liaison Services 20% Maintains liaison and communications with persons and groups from both within and outside the agency, speaking for the principal on administrative issues. Program Evaluation 20% Selects and applies accepted analytical and evaluative techniques to the identification and consideration of issues or problems of a procedural or factual nature. Under the guidance of senior specialists, assists in conducting special studies or research projects related to specific program goals and issues, performing tasks such as literature searches, work measurements, task analyses, and productivity charting. Prepares information for measuring accomplishments, and assists in gathering metrics for reports and other evaluation products. Program and Policy Advice and Guidance 20% Provides advice and guidance information of a factual nature regarding well-precedented issues. Interprets established and pertinent regulations and organizational policies, management principles, administrative rules, and staffing guidelines. Initiates contacts with PC employees, supervisors, and managers to give technical advice and guidance on problems or relationships of a procedural nature, such as common administrative practices and procedures to organizations pertaining to areas of responsibility and delegation of authority. Prepares reports, correspondence, and other written materials in accordance with established regulations and guidelines on straightforward policy issues or requirements, such as timeframes for requested responses, or required regulatory references. Records Management Program Administration 20% Maintains a records management program for a well-established records system. Aspects of the program include a centralized records function, standard handling/retention procedures, conversion from paper to film/electronic data, and document searches. Develops tools promoting effective coordination of the records management program. Program Services and Support 20% Functions as a technical authority for the resolution of an extensive range of program support issues and problems. Validates transactions and performs research to resolve inconsistencies. Researches, obtains, and compiles numerical, narrative, and/or statistical data from various sources and documents. Prepares reports, statistical information, and other material needed by staff members to support various functions and projects. Performs work that requires making decisions, devising solutions, and taking actions based on program knowledge. Interprets considerable data to identify problems. Determines the specific nature of problems or issues and what approach to take for resolving them. Factor 1- 6 Knowledge Required by the Position The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. Factor 2- 3 Supervisory Controls

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

Program Specialist, FP- 0301- 4

Position Number: D10587 Introductory Statement: The Office of Intergovernmental Affairs has the responsibility for developing and implementing the Peace Corps Directors policy and strategy for building and maintaining relationships with other government agencies and fostering cooperation between the Peace Corps and other government agencies in furthering the goals and operations of the Peace Corps. Strategic Planning and Policy Development 20% Assists with the planning, development and making of recommendatins on Peace Corps interagency policies and strategies for growing working relationships with other federal departments and agencies to achieve effective intergovernmental partnerships and provides guidance and coordination to the Director of Intergovernmental Affairs concerning intergovernmental issues and initiatives. The incumbent also analyzes the effectiveness of segments of existing or proposed organizational standars, regulations, or policies pertaining to intergovernmental affairs and makes suggestions for updated Peace Corps policy manual sections as appropriate. Identifies and analyzes feasibility, and effectiveness of existing and proposed agency standards, regulations, programs or policies. Program Services and Support 20% Assists other professionals by providing data and recommendations for developing alternative processes or procedures that seek to solve administrative problems. Determines data collection and analysis approaches for program assignments that require the coordination of varied analytical and collection methods. Proposes new or revised analytical efforts to meet program requirements. Conducts preliminary research to obtain data for proposed program policies, procedures, or processes. Reviews and evaluates the validity and pertinence of data and recognizes inconsistencies or gaps in information. Applies existing and new policies and provide advice on program requirements. Maintains databases that reflect the fulfillment or status of program requirements or systems, and prepares administrative paperwork that addresses the status of program activities. Research and Analysis Work 20% Independently researches and writes material for documents, white papers, reports, proposals, and other working documents recommending specific proposals for establishing or enhancing PC's relationships and partnerships with other federal departments and agencies and specific proposals or revisions to existing relationships with other federal departments and agencies, as appropriate. Researches and/or analyzes stable or simple administrative and/or program issues. Determines pertinent issues and collects relevant information from a variety of sources. Reviews information and applies standard analytical techniques. Develops recommendations and proposals. Researches and/or analyzes unstable or uncommon administrative and/or program issues. Special Project Planning or Accomplishment 20% Resolves unusual problems in performing a variety of duties related to special projects involving administrative or program issues. Conducts extensive research of data from diverse sources. Extracts and assembles information. Uses advanced analytical techniques to develop conclusions. Develops written reports or oral presentations to recommend changes to programs or procedures. Provides Information, Communications, and Liaison Services 20% Maintains liaison and communications with persons and groups from both within and outside PC, speaking for the principal on routine program issues.

Represents the Office of Intergovernmental Affairs in meetings with key officials from PC or other federal departments and agencies. Explains the Office of Intergovernmental Affairs position on policies affecting interagency collaboration, program operations and Volunteer support, and promotes intergovernmental relationships consistent and compatible with Peace Corps' overall programs and operations and the role and responsibilities of the Peace Corps toward other federal departments and agencies. 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.

Social Science Analyst, FP- 0101- 2

Position Number: D10696 Introductory Statement: The position is located in the Office of Strategic Information, Research and Planning (OSIRP) and reports to the Chief, Research, Evaluation and Measurement. The primary purpose of the position is to conduct surveys and research activities. OSIRP carries out studies to assess the effectiveness of Peace Corps policies, programs, and operations. OSIRP is also responsible for agency-level (cross-functional) evaluations either through external contracts and services, or by analyst staff. OSIRP leads the agency-level performance measurement efforts, and coordinates and provides evaluation and measurement guidance for all agency elements. The incumbent is responsible for proposing, designing, conducting studies, and reporting results from the studies analyzing the Peace Corps' policies, programs and operations. The work entails reviewing existing reports and literature, designing data-collection instruments such as survey questionnaires, developing data-collection procedures, coding data, establishing an analysis framework, and writing, producing, and presenting final reports. Research and Analysis Work 40% Provides authoritative guidance and leadership to programs impacting one or several major agency organizations. Researches, analyzes complex program issues and programs. Plans, organizes, and carries through to completion analytical studies involving issues related to key agency programs. Studies are of such breadth and intensity that they often require input and assistance from subject-matter specialists in fields appropriate to the subject. The nature and scope of issues or problems to be studied are largely undefined. Develops new ways to measure program accomplishments, results, and effectiveness. Analytical assignments involve efforts to develop and implement broad changes. Assignments are usually without precedent, of long duration, and of such scope that they impact key agency activities. Preparation of Written Materials and Presentation of Findings and Recommendations 35% Researches and writes reports or other working documents on complex program issues providing expert guidance or analysis, such as issues or problems which impact substantive, mission-oriented programs. Recommendations may pertain to complex conclusions from evaluative studies; interrelated issues concerned with cross-cutting or conflicting goals; and adherence to budget constraints as they relate to cost/benefit analysis. Recommendations impact long-range planning and implementation of program objectives. Agency-Wide Social Science Technical Resource 25% As an expert advisor and technical authority on complex and precedent-setting policy and program issues, develops policies, strategies, and plans for Social Science analysis programs/projects for agency-wide application. Provides specialized expertise to regional and other central offices and to posts in designing and monitoring policies, strategies, and programs in the Social Science analysis area. Provides technical advice, guidance, and support to Peace Corps posts, PVOs/NGOs, and host countries on technical issues regarding the design, implementation, management, and evaluation of social science programs. Provides technical and managerial guidance for worldwide research on Volunteer issues. Coordinates incorporation of research findings into implementable interventions. Serves as an advisor and technical authority on policy, program, and implementation planning issues within the Social Science analysis area. Participates in the development of strategies, plans, program guidance, and dissemination of research results for Agency-wide application and incorporation into social science programs. Attends conferences and meetings, for the purpose of professional and scientific interchange, and establishes and maintains effective working relationships with professional colleagues and institutions. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 8 Knowledge Required by the Position

The position requires a mastery of the concepts and principles of the social science field to resolve novel or obscure problems; extend and modify techniques; develop new approaches that guide other employees who solve a variety of problems; and/or apply new and innovative theories, developments, and practices to problems or studies not susceptible to treatment by acceptable methods. The position requires the ability to relate complex variables of a broad nature to specific policy or program issues, and to make realistic assessments of the environment in which the policy or program alternative will be considered, chosen, and implemented. Factor 2- 5 Supervisory Controls The work is assigned based on an extensively broad framework of program goals and objectives. The employee is a recognized authority in a social science program or functional area and has complete authority to plan, design, schedule, and carry out major programs/projects, studies, or other work independently. Work is reviewed only for potential influence on broad agency policy and program goals. Factor 3- 5 Guidelines Guidelines consist of broad agency policy statements, basic legislation, court decisions, statutes, etc., that require extensive interpretation. The employee uses discretion and judgment in determining the intent, and in interpreting and revising existing policy and regulatory guidance. The employee is recognized as an authority in the development and/or interpretation of guidance on scientific programs/projects and administration of one or more social science programs/projects. Factor 4- 5 Complexity The work includes a wide variety of duties in a broad social science discipline, requiring many different and unrelated processes and methods applied to a broad range of activities or intensive analysis and problem solving in a program or functional area. The work requires devising new methods and techniques to produce effective results and/or to implement advances in state-of-the-art programs and methods. Factor 5- 5 Scope and Effect The purpose of the position is to provide authoritative advice and technical leadership in interpreting and implementing agency social science program and policy goals and in furthering services available to clientele. The work impacts development and implementation of major aspects of the social science programs/projects of the agency. Factor 6- 3 Personal Contacts Personal contacts are with numerous analysts, specialists, and professional staff from within and outside the agency in a moderately unstructured setting. Factor 7- 3 Purpose of Contacts The purpose of contacts is to influence, motivate, or persuade persons or groups who are typically skeptical, resistant, or uncooperative, and who must be approached skillfully to obtain the desired effect. Requires skill in persuasion, negotiation, motivation, or establishment of rapport. Factor 8- 1 Physical Demands The work is sedentary. There may be some walking, standing, bending, or carrying of light items such as books, briefcases, etc. No special physical demands are required to perform the work. Factor 9- 1 Work Environment The work is performed in an office or similar setting involving everyday risks or discomforts that require normal safety precautions.

Information Technology Specialist (Data Management), FP2210- 2

Position Number: D10335 Introductory Statement: This position is located in the Office of the Chief Financial Officer and reports to the Financial Systems Technical Manager. Database Administration 100% Provides high-level technical expertise and major technical responsibility for developing, monitoring, and maintaining multiple databases or applications. Serves as a technical expert for complex databases including diagnosis and resolution of the most complex data management problems and issues, such as those with Oracle, DB2, or Sybase databases. Establishes and enforces database standards, procedures and guidelines. Participates in the planning of future database expansion, enhancements, and selection. Analyzes, reviews and recommends upgrades for existing databases. Selects and recommends database management tools to better facilitate application development, data administration, and database administration functions. Applies database changes and testing for vendor maintenance fixes, new releases and packages. Conducts tests and evaluates database package tools with systems development teams and others, including end users. Provides consultation and instruction to other specialists on database and file accessing techniques, search strategies, processing and space utilization efficiencies, database security procedures, backup and program recovery techniques, and testing techniques. 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.

Special Assistant, FP- 0301- 5

Position Number: D10652 Introductory Statement: The Special Assistant position provides administrative, technical, and professional expertise in all areas affecting their department. The incumbent supports one or more of managerial staff of the department by performing a variety of activities in support of operations requiring a thorough knowledge of office and agency functions and policies. The incumbent will utilize independent judgment and problem solving skills to assist the manager(s) in carrying out the functions of this role. Administrative Support and Activities Coordination 45% Researches and/or analyzes stable or simple administrative and/or program issues. 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 retreats 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. Independently determines which staff members should attend meetings or represent the organization at conferences, based on the supervisor's view of such issues. Coordinates meeting locations, dates, participants, and agendas. Researches background information and sends it to meeting participants. Attends meetings, notes commitments made, informs staff of the commitments, and arranges for staff to implement them. As requested may be asked to attend meetings on behalf of the manager and take summary notes of inter-agency, intra-agency, and/or conference meetings. 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. Reviews all submissions to the manager, including memoranda, policy papers, correspondence, documents, etc. and determines follow-up actions required while ensuring appropriate coordination between department staff and other related offices. Addresses those that do not require the manager's attention and identifies those that must be considered immediately. Works in close association with the manager on the preparation of issues papers and other documents. Under supervision, drafts, edits, reviews, and proofreads strategy papers, memoranda, and other documents. Acts on a variety of routine and non-routine matters and correspondence to which the manager must personally respond. Prepares materials used in staff meetings, determining the agenda and items to be discussed. Develops materials for the supervisor's use in public speaking engagements Participates closely with the manager in scheduling his/her travel, including itineraries, supporting documents, and reimbursements. 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. 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. 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.

Serves as buffer and acts as liaison between the supervisor and organizational staff by providing accurate and timely advice on procedures, reports, requirements, and other matters necessary to implement the supervisor's policies, directives, and instructions. Keeps the office informed, as appropriate, on administrative and other matters. Should serve as a main source for quick information, past practices, and clearance procedures involved in handling various reports and communications. Serves as a liaison and/or representative to the manager in problematic and highly sensitive matters which require negotiation and coordination such as: Agency-wide issues; management issues; Congressional inquiries or correspondence; and requests from other offices which have an impact on the department or organization. Coordinates as appropriate with various Peace Corps offices, organizations, and individuals to promote and ensure their understanding and support of pertinent programs and policies. Responds, in verbal and written format, to requests for information requiring coordination with other agency offices. With access to records and other information about customers and other employees, Special Assistant agrees to keep all such information strictly confidential and to refrain from discussing information with anyone else without proper authority. Special Project Planning or Accomplishment 15% Uses standard approaches to perform a variety of duties related to special projects involving administrative or program issues. Conducts extensive research and compilation of data from diverse sources. Extracts and assembles information, conducts analysis and develops reports or presentations. Researches special projects involving substantive knowledge of departmental or organizational operations and polices. Such projects include but are not limited to an enhancement of customer service, development and implementation of reinventing government ideas, ensuring completion and all required follow-up commitments resulting from the meetings, as well as handling of sensitive, problematic issues requiring an understanding of policies and superb judgment. OTHER SIGNIFICANT FACTS: Performs other duties as assigned. Factor 1- 6 Knowledge Required by the Position The position requires skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of issues or problems of a procedural or factual nature; knowledge of the theory and principles of management and organization; ability to use qualitative and quantitative analytical techniques; and communication skills to obtain information and discuss issues and operations with supervisors and employees. Factor 2- 3 Supervisory Controls The supervisor assigns specific projects in terms of issues, organizations, functions, or work processes to be studied and sets deadlines for completing the work. The supervisor or higher-grade analyst provides assistance/guidance on controversial issues or assignments for which precedent studies are not available. The employee plans, coordinates, and carries out the successive steps in fact-finding and analysis of issues in accordance with accepted office policies, applicable precedents, organizational concepts, management theory, and occupational training. Work is reviewed for conformance with overall requirements, contribution to the study objectives, consistency of facts and figures, choice of analytical methods, and practicality of recommendations. Factor 3- 3 Guidelines Guidelines consist of procedures, policies, and manuals covering the application of analytical methods and techniques, and reference material, instructions, and regulations covering the subjects involved. The guidelines are not completely applicable to the work or have gaps in specificity, requiring the employee to use judgment in choosing, interpreting, and adapting guidelines to specific issues or subjects studied. Factor 4- 3 Complexity The work principally involves dealing with problems and relationships of a procedural nature. Projects usually take place within organizations with related functions and objectives, although organization and work procedures differ from one assignment to the next. Findings and recommendations are based upon analysis of work observations, review of production records or similar documentation, research of precedent studies, and application of standard administrative guidelines. Factor 5- 3 Scope and Effect

The purpose of the work is to identify, analyze, and make recommendations to resolve conventional program or organizational issues, problems, or situations. The employee is assigned portions of broader studies, or participates in the evaluation of program effectiveness at the operating or local level. Completed reports and recommendations influence decisions by higher-grade specialists or managers concerning administrative or program operations. Factor 6- 2 Personal Contacts Personal contacts are with employees, supervisors, and managers of the same agency, but outside of the immediate office, or employees and representatives of private concerns in a moderately structured setting. Factor 7- 2 Purpose of Contacts The purpose of contacts is to provide advice and assistance to managers on non-controversial organization or program-related issues and concerns. Contacts typically involve such matters as identification of options and alternatives; evaluation of progress in meeting program or organizational goals; or recommendations for resolving administrative problems. Factor 8- 1 Physical Demands The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Factor 9- 1 Work Environment The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

Program Specialist, FP- 0301- 2

Position Number: D10667 Introductory Statement: This position is located in the Information Technology (IT) Enterprise Business and Software Services Division within the Office of the Chief Information Officer (OCIO) and reports directly to the Director of Enterprise Business and Software Services. As a Program Specialist, the incumbent provides expert IT liaison, project management and consultative services to all agency departments in support of Peace Corps Governance and Project Management. The incumbent is a blended position that addresses the customers business and IT requirements for business analysis and project management and the OCIOs need for business units to perform strategic IT planning to address Enterprise Architecture synergy, integration and IT demand management. As an expert in Peace Corps business processes, the incumbent is responsible for working collaboratively, and serves as a liaison with agency departments to understand each offices IT requests, assist offices in moving their requests through the IT Governance process, provide guidance regarding adherence to established IT standards, and have a thorough understanding of the Agencys Enterprise Architecture. The incumbent is a team player who is self-directed, customer service-oriented with strong technical, business and inter-personal skills, facilitating IT program initiatives with Agency and OCIO/IT staff. Special Project Planning or Accomplishment 40% Acts as an expert on special projects, advising top management on major office issues. Leads, conducts or participates in complex management studies and reviews--particularly those with wide or significant effect upon PC's organizational structure, policy, processes, operations, fiscal control and economy and those where the boundaries of the studies may be broad. Organizes assigned projects; plans, organizes and directs team study work. Selects qualitative and/or quantitative methodologies appropriate to the subject under examination. Identifies and collects necessary data including legislative and program data and interviews with senior management, program officials, employees and supervisors; assembles and assesses information gathered; formulates findings, conclusions, and recommendations; presents results in written and/or oral form, which are well-organized, supportable and clearly expressed. Provides Information, Communications, and Liaison Services 10% Acts as primary liaison with critical persons and groups both inside and outside of the agency; independently handling major office issues. Preparation of Written Materials 10% Researches and writes reports or other working documents on complex program issues providing expert guidance or analysis. Provides expert technical advice and assistance to customer organizations on alternative products and services that satisfy general or specific need requirements. This includes translating market/program area needs and/or mission goals and objectives; as well as forecasting market demands to complement market analysis, marketing efforts and market performance. Problem Identification and Resolution 10% Provides expert guidance in the resolution of complex problems or issues impacting PC programs, such as those associated with marketing IT products and services to segmented agency programs. Participates in the analysis of agency-wide projects and programs, such as directing the marketing analysis of agency-wide program needs and requirements. Program Planning and Management Work 10% Assesses program effectiveness or the improvement of complex program and management processes and systems encompassing difficult and diverse functions or issues that affect critical aspects of the major programs of PC. As an expert on long-range planning, recommends and participates in developing strategies for implementing planning for a major office or program. Recommends short- and long-range goals of the organization, develops detailed plans for implementing them, and oversees implementation of the goals in subordinate organizations. Determines if adjustments or changes in objectives or emphasis are needed in organization functions. Recommends organizational or process changes.

Reviews past work histories and known future requirements and determines future resource requirements of the organization, estimating short- and long-range personnel, budgetary, space, and equipment needs. Recommends staffing patterns based on workloads and fiscal limitations. Predicts organization demands and recommends reallocation or augmentation of existing resources. Determines the need for written policies and procedures. Conducts comprehensive evaluations of ongoing functions to ensure that the organization meets its stated goals, and identifies areas where operational efficiency can be enhanced. Reviews productivity in all areas, monitors problem areas, and oversees implementation of solutions that will eliminate them. Recommends actions necessary to maintain or improve the quality and quantity of operational services that involve the introduction or refinement of automation, reorganization of operating sections and units, reassignment of personnel, development of proposals to increase the organization's resources, or other actions. Directs the capture, reporting, and analysis of statistical data relating to the organization's operations and directs or personally performs special studies or projects. Prepares and contributes to reports and other presentations on program planning and evaluation. Designs and conducts a wide variety of comprehensive studies and detailed analyses of complex functions and processes related to program planning and management. Identifies and proposes solutions to management problems that are of major importance to planning program direction. Program and Policy Advice and Guidance 10% Provides expert advice and guidance on broad projects and programs with national impact. Guidance requires extensive interpretation for many different and unrelated program processes and methods, such as interpretations of original legislative or judicial intent and advice on revisions to existing policies and programs to meet requirements. Recommends long-range program plans, goals, objectives, and milestones, which serve as the basis for substantive changes in the organization and administration of programs affecting large numbers of people. Consults with all levels of management, other federal agencies, and to foreign and commercial organizations. Establishes and maintains liaison with program directors and works closely with their representatives to ensure that concerns such as proper requirements definitions and adequate funding are met. Prepares reports and/or written analyses regarding PC policies and positions on difficult or complex matters. Presentation of Findings and Recommendations 10% Researches, analyzes, and provides expert technical advice and assistance on complex program issues, such as issues or problems which impact substantive, mission-oriented programs. Recommendations may pertain to complex conclusions from evaluative studies; interrelated issues concerned with cross-cutting or conflicting goals; and adherence to budget constraints as they relate to cost/benefit analysis. Recommendations impact long-range planning and implementation of program objectives. Factor 1- 8 Knowledge Required by the Position The position requires: (1) Mastery of the laws, policies, and regulations of an administrative field sufficient to apply new theories and developments to problems not susceptible to treatment by accepted methods, and make decisions or recommendations that significantly change, interpret, or develop major public policies or programs; (2) Mastery of a wide range of methods for the assessment and improvement of complex programs, processes and systems; (3) Skill to plan, organize, and implement programs, plans, and proposals involving substantial agency resources, or that require extensive changes in established procedures. Factor 2- 5 Supervisory Controls As a recognized authority in the analysis and evaluation of programs and issues, the employee is subject only to administrative and policy direction concerning overall project priorities and objectives. The employee is typically delegated complete responsibility and authority to plan, schedule, and carry out major projects concerned with the analysis and evaluation of programs or organizational effectiveness. Analyses, evaluations, and recommendations developed by the employee are normally reviewed by management officials only for potential influence on broad agency policy objectives and program goals. Findings and recommendations are normally accepted without significant change. Factor 3- 5 Guidelines Guidelines consist of broad administrative and program policy statements, and basic legislation, related court decisions, or state and local laws that require extensive interpretation. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on program planning and evaluation in a specialized area. Factor 4- 5 Complexity

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