![]() Manage the command supply discipline program. Maintain fiduciary records for government furnished property provided on government contacts. Monitor unit supply operations to ensure compliance with policy. Process excess equipment for disposal after all redistribution efforts are met. Redistribute excess equipment throughout the command. Coordinate acquisition and priority distribution of new equipment fielding with the Force Modernization Activity. Develop, execute, monitor, and provide input to the annual supply budget. Determine equipment funding requirements and coordinate for funds availability with supported units and resource management activities. Oversee/validate the government purchase card program to prevent fraud, waste, and abuse. Locate and acquire standard and nonstandard equipment and supplies through military and nonmilitary supply sources to meet unit readiness and operational requirements. Ensure 100 percent property accountability is maintained, all authorized equipment is on hand, on valid requisition, or redistribution directive. Monitor and evaluate subordinate supply operations while performing financial inventory accounting and provide advice to commanders on proper property accountability and redistribution procedures. Supervise and manage Army organizational property accountability systems. HR technical competence should be clearly stated in the evaluations.Serve as the property book officer in both operational and generating force units. ![]() Senior Rater potential comments should be clearly quantified and qualified. All – Outstanding performance should be articulated by specific, quantifiable comments by the Rater.Preponderance of “Far Exceeded Standard” or “Exceeded Standard” in Part IVc-i, with strong Rater comments in Part IVj “Most Qualified” or “Highly Qualified” with strong Senior Rater comments in Part V. “Most Qualified” or “Highly Qualified” with strong Senior Rater comments in Part V. “Met Standard” in Part IVc-h, with strong Rater comments in Part IVi. Rated by the Rater (Part Va) as “Among the Best” with strong Senior Rater comments. Outstanding performance is considered as a preponderance of the following. Submit all Evaluations: Evaluations must reflect outstanding performance of the HR operational experience to include leadership of Soldiers performing HR functions. Submission of a waiver does not constitute automatic approval. Waiver requests must provide rationale as to why the waiver should be granted. Waivers: Applicants must submit a separate waiver request for each prerequisite not met. *Junior Grade Warrant Officers (420As) are encouraged to provide a Letter of Recommendation that speaks to the applicant’s in-depth technical skills in terms of mental capacity, experience, systems, leadership, character, presence, and fitness that are often not scripted in evaluations or the resume. If a Senior Warrant Officer is not assigned to your immediate organization or chain of command, contact the Proponent POC below to assist with contacting a 420A SWO to facilitate the required interview. The LOR must come from a Senior Warrant Officer (SWO) within your immediate organization, your chain of command, or the Senior 420A on your installation. ![]() The letter attests to your technical and tactical competence in CMF 42. Must be from a Senior HR Technician (CW3-CW5) in the component for which you are applying. Manage organizational change to implement new HR programs, systems, or policies.Initiate and prepare correspondence to provide information, policy, or guidance.Understand HR Doctrine and how it is nested in Sustainment and Operational Doctrine, as well as HR regulations and MILPER/ALARACT messages, and be able to interpret for individuals, subordinates, commanders, and directors.Make decisions based on a variety of information sources.Supervise military and civilian personnel conducting human resources management actions and related duties.Proficient in managing basic office automation (e.g., Word, Excel, PowerPoint, and Outlook).Manage access, proper usage, data accuracy and problem resolution of HR information systems. ![]()
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