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#42a mos duty stations full

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.

Querying HR Information systems and converting data to actionable information for presentation to HR professionals and unit leadership at all echelons.

Manage all HR information systems which include, but are not limited to, IPPS-A, DTAS, and DCIPS.

#42a mos duty stations full

Monitor and manage the full spectrum of HR for the Commander and organization to include but not limited to essential personnel services, strength management, postal, casualty and replacement operations, orders processing, awards, evaluations, promotions, DEERS/RAPIDS, military pay functions, sponsorship, Integrated Disability Evaluation System (IDES), in/out processing, and records management.