Job Description:
• Assist MCLEP by providing programmatic management support with on-site project support to the COR and HQMC TPOC.
• Assist MCLEP in the development of advertising and recruitment campaigns and shall provide advertising and recruiting support materials to hire civilian police, based on the needs of the Government.
• Support MCLEP in devising an advertising strategy that targets an audience from National to local level media for recruiting efforts for civilian police officers, to be placed in periodicals and other media, consisting of advertisements and articles about the civilian police program.
• Perform regional research annually to determine if civilian police officer wages are competitive and assist with the analysis and research for retention incentives such as special salary rate and retention bonuses.
• Provide the Government with quarterly briefings that detail the advertising and recruiting strategy, actions taken, and actions planned.
• Assist MCLEP with the tracking and analysis of program funding profiles in support of labor dollars (CIV) and manpower execution management.
• Provide HR hiring support to MCLEP Program Manager which includes: identifying applicable statutory policy as well as OPM, DOD, DON and USMC guidance related to civilian personnel (General Schedule) within MCLEP; analysis of hiring trends and solutions to mitigate hiring under execution within MCLEP; daily coordination with the Office of Civilian Human Resources (OCHR), Manpower and Reserve Affairs (M&RA), Installation Human Resources Offices (HROs), Command Manpower Departments (G-1s/S-1s), and Provost Marshal Offices/ Marine Corps Police Department (PMO/MCPD); assistance on HR matters and the administration of MCLEP hiring programs and actions; program management support and administrative services to assist the installation with evaluation, interviewing and hiring of future MCLEP personnel; provide weekly hiring status updates and reports on various HR actions for dissemination to PMO/MCPDs; review hiring certification lists and management support of MCLEP civilian personnel; provide vetting and evaluation criteria for pre-employment processes such as Body Mass Index (BMI) testing, Physical Agility Testing (PAT), Physical Fitness Testing, Medical Screening, Drug Testing, Local Background Checks and Security Clearances.
• Provide periodic reports, informational briefs, informational papers, decision briefs as required in order to display and/or articulate the status of MCLEP hiring and program manning execution.
• Provide support to MCLEP Manpower Validation to include support with establishment of manpower metric, manpower cumulating, manpower data processing for validation analysis and results; Table of Organization Equipment Change Request (TOECR) preparation and submission; publish supporting MCLEP Validation Policies and correspondence.
• Provide support with management and process of installation’s TOECR request regarding law enforcement and security positions throughout the USMC.
• Provide assistance with Table of Organization and Equipment preparation and submission as needed to support law enforcement and security requirements to include analysis of MCLEP positions and management of the MCLEP table of organization (T/O) and applicable civilian Full Time Equivalents (FTE) requirements.
• Provide program management support of MCLEP position description (PD) to include PD creation and development; PD coordination with Manpower and Reserve Affairs (M&RA) and Installations; PD revision and updates, PD dissemination, PD analysis; PD library management and standardization. Contractor shall maintain an electronic PD library and a hard-copy library on-site at PSL (Law Enforcement, Corrections and Criminal Investigations Branch).
• Provide management support to Uniform Allowance Program to include Analysis of MCLEP personnel requiring uniform allowance; coordination of uniform allowance recipients; reconciliation of uniforms allowance quarterly report; dissemination of uniform allowance quarterly report; coordination of uniform allowance payments with Comptroller’s Office; and archiving of uniform allowance quarterly and annual reports and records.
• Provide representation of DOD and USMC hiring programs and committees involving MCLEP hiring. These programs and committees include but are not limited to the Community Advocacy Board (CAB); the PSD Hiring Counsel; and the M&RA HRO Symposium.
• Provide assistance to ensure compliance with regulatory policy regarding minimum standards for hiring, training, certification and physical fitness for civilian personnel within MCLEP.
• Track and implement legislative changes impacting USMC law enforcement and security equities within USMC.
• Provide program management level support for civilian labor relation issues and union cases impacting MCLEP to include preparations for union negotiations; preparation for cases involving grievances and unfair labor practices and preparation of written agreements with the union regarding MCELP.
• Provide assistance to ensure compliance with regulatory policy regarding minimum standards for hiring, training, certification, and physical fitness of civilian police, civilian investigators, and civilian security and security support personnel.
• Provide assistance on program changes to include development, review, revision, and coordination on all proposed policies, regulations, directives, instructions, and proposed exceptions to program standards.
• Provide assistance in identifying training/equipment requirements, current military/civilian conversion cycle/status and desired training execution dates and alternates.
• Contractor support may be required to travel in support of coordination meetings, Senior Leader Training Events, Operation Advisory Groups, Law Enforcement Conferences and DOD Training as required.
• Procure MCLEP recruitment supplies in accordance with supporting MCLEP Hiring and Program Management advertisement. Procured items will be coordinated, selected and approved by the MCLEP Program Manager/COR
Summit is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. VEVRAA Federal Contractor. Summit gives preference to protected veterans. Position descriptions serve as a guideline and may not be construed as a guarantee of employment. Summit is an at-will organization.