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Human Resources Specialist (Military) — Entry-Level, GS-5/7/9

Career Stage
Career Stage Flowchart
Flowchart Description: Student Career Experience Program members, GS 1 to GS 4 employees, Record Clerks, Badge Clerks, Passport Agents, and Test Proctors advance to GS 5, then to GS 7, then to GS 9, and then either to Full Performance, or Full Performance Supervisory. HR Assistants advance to GS 7, then GS 9, and then to either Full Performance, or Full Performance Supervisory. Former Military Service Members, HR Professionals new to the Military, and transfers from another job series such as 301 or 343 may be hired into GS 5, GS 7, or GS 9. Employees may change to different technical area throughout the advancement procedure.
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General Competencies
General Competencies
Understanding the Competency Information

General Competencies Proficiency Level
GS-5 GS-7 GS-9
Attention to Detail: Is thorough when performing work and conscientious about attending to detail. 2 3 3
Client Engagement/Change Management: Knowledge of the impact of change on people, processes, procedures, leadership, and organizational culture; knowledge of change management principles, strategies, and techniques required for effectively planning, implementing, and evaluating change in the organization. 1 2 2
Creative Thinking: Uses imagination to develop new insights into situations and applies innovative solutions to problems; designs new methods where established methods and procedures are inapplicable or are unavailable. 2 2 2
Customer Service: Works with clients and customers (that is, any individuals who use or receive the services or products that your work unit produces, including the general public, individuals who work in the agency, other agencies, or organizations outside the Government) to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services. 3 3 3
Decision Making: Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; causes change. 2 2 3
Flexibility: Is open to change and new information; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles; effectively deals with ambiguity. 2 2 3
Influencing/Negotiating: Persuades others to accept recommendations, cooperate, or change their behavior; works with others towards an agreement; negotiates to find mutually acceptable solutions. 2 2 2
Information Management: Identifies a need for and knows where or how to gather information; organizes and maintains information or information management systems. 2 2 3
Integrity/Honesty: Contributes to maintaining the integrity of the organization; displays high standards of ethical conduct and understands the impact of violating these standards on an organization, self, and others; is trustworthy. 3 4 4
Interpersonal Skills: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences. 3 3 3
Legal, Government, and Jurisprudence: Knowledge of laws, legal codes, court procedures, precedents, legal practices and documents, Government regulations, executive orders, agency rules, Government organization and functions, and the democratic political process. 1 2 2
Oral Communication: Expresses information (for example, ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately. 2 2 3
Organizational Awareness: Knows the organization's mission and functions, and how its social, political, and technological systems work and operates effectively within them; this includes the programs, policies, procedures, rules, and regulations of the organization. 1 2 2
Planning and Evaluating: Organizes work, sets priorities, and determines resource requirements; determines short- or long-term goals and strategies to achieve them; coordinates with other organizations or parts of the organization to accomplish goals; monitors progress and evaluates outcomes. 2 2 2
Problem Solving: Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations. 2 2 2
Project Management: Knowledge of the principles, methods, or tools for developing, scheduling, coordinating, and managing projects and resources, including monitoring and inspecting costs, work, and contractor performance. 1 2 2
Reading: Understands and interprets written material, including technical material, rules, regulations, instructions, reports, charts, graphs, or tables; applies what is learned from written material to specific situations. 2 3 3
Reasoning: Identifies rules, principles, or relationships that explain facts, data, or other information; analyzes information and makes correct inferences or draws accurate conclusions. 2 2 3
Self-Management: Sets well-defined and realistic personal goals; displays a high level of initiative, effort, and commitment towards completing assignments in a timely manner; works with minimal supervision; is motivated to achieve; demonstrates responsible behavior. 2 2 3
Stress Tolerance: Deals calmly and effectively with high stress situations (for example, tight deadlines, hostile individuals, emergency situations, dangerous situations). 2 2 3
Teamwork: Encourages and facilitates cooperation, pride, trust, and group identity; fosters commitment and team spirit; works with others to achieve goals. 2 2 3
Technical Competence: Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform one's job; works with, understands, and evaluates technical information related to the job; advises others on technical issues. 2 2 3
Workforce Planning: Knowledge of HR concepts, principles, and practices related to determining workload projections and current and future competency gaps to align human capital with organizational goals. 2 2 2
Writing: Recognizes or uses correct English grammar, punctuation, and spelling; communicates information (for example, facts, ideas, or messages) in a succinct and organized manner; produces written information, which may include technical material that is appropriate for the intended audience. 2 2 3
Technical Competencies
Technical Competencies
Understanding the Competency Information

Technical Competencies Proficiency Level
GS-5 GS-7 GS-9
Military: Knowledge of HR concepts, principles, and practices related to major Military programs, such as: training, assignments, separations, relocation, reserve programs, retirements, records management, customer service, strength accounting, casualty affairs, promotions, family support, humanitarian, senior leader management, manpower, evaluations, awards and decorations, special programs, benefits and entitlements, readiness, and protocol. 2 2 2
Critical Developmental Activities
Critical Developmental Activities
Understanding the Critical Developmental Activities

To Strengthen General Competencies
  • Actively participate on a team.
  • Volunteer to participate in a high-visibility project.
  • Learn about the agency where you work.
  • Learn new technologies (e.g., through self-study, seminars).
  • Study technical writing as it applies to your work role.
  • Attend technical conferences, meetings, or seminars.
  • Join an industry or professional association.
  • Read technical publications to keep up-to-date on new development in your field (e.g., books, professional newsletters, trade journals).
  • Conduct briefings.
  • Build an informal network of peers through which you can exchange ideas and discuss issues relevant to technical advances in your field.
  • Learn from others on the job (e.g., obtain on-the-job training, ask others for guidance).
  • Find a mentor for technical and/or career guidance.
  • Study lessons learned from reviews of failed and successful projects.
  • Gain an understanding of basic position management and classification.
  • Gain an understanding of job analysis.
  • Gain a basic understanding of the agency budgeting process.
To Strengthen Technical Competencies
  • Study and learn Military Occupational Specialty designations.
  • Read and interpret Title 10 in order to advise and recommend on an HR military program.
  • Develop written and oral communication skills in accordance with relevant military correspondence manuals.
  • Study and learn military personnel programs (e.g., assignments, retirements, training, etc.).
  • Attend military personnel training courses.
  • Attend leadership courses.
  • Learn about military benefits (e.g., health, life, retirement, etc.) and the eligibility requirements for each.
  • Assist in the development of a formal training program.
  • Participate in recruitment events.
  • Review HR data and reports for accuracy and make necessary edits.
  • Become familiar with Joint Travel Regulations (JTR).
  • Become knowledgeable in FOIA (Freedom of Information Act) and the Privacy Act.
  • Become proficient at routine personnel administrative activities.
  • Become familiar with the contents of the OMPF (Official Military Personnel Folder).
  • Gain an understanding of how the strength management process works.
  • Assist in the presentation of HR program guidance.
  • Develop knowledge of management theories, principles, and practices.
  • Learn military hierarchical structure and terminology.
  • Learn how to interact with high-ranking officials.
  • Develop customer service skills.
Job Tasks
Job Tasks
Works with Senior Human Resources Specialists to: GS-5 GS-7 GS-9
Serve as a technical authority and counsels members on all elements of an assignment program including voluntary and involuntary outbound assignments (e.g., retirements, conditional releases). checkmark checkmark checkmark
Review and ensures agency policy is in compliance with higher-level legislation. checkmark checkmark checkmark
Implement new regulations within the organization or command. checkmark checkmark checkmark
Execute the distribution, assignment, and reassignment of military personnel. checkmark checkmark checkmark
Track and manage broad-scope military programs (e.g., Leaves and Passes, Evaluations, Personnel Actions). checkmark checkmark checkmark
Conduct research on general personnel programs (e.g., military awards and decorations entitlement). checkmark checkmark checkmark
Conduct general personnel program administration (e.g., in and out process, records management, etc.). checkmark checkmark checkmark
Process routine personnel actions (e.g., DD214, Official Military Personnel Folder, Leaves and Passes, Evaluations, and Personnel Actions). checkmark checkmark checkmark
Utilize military personnel databases (e.g., DEERS, MCTFS, eMILPO, ODI, TFRS, iPERMS, MILPDS). checkmark checkmark checkmark
Enter and retrieve information from military HR information systems. checkmark checkmark checkmark
Provide recommendations on policy. checkmark checkmark checkmark
Answer data calls on strength accountability, manning control, retraining, or position classification. checkmark checkmark checkmark
Serve as a technical advisor on all matters concerning the officer, warrant officer, and enlisted accounts to include: requirements and authorizations, strength management, requisition processing, and unit readiness. checkmark checkmark checkmark
Utilize working knowledge of military personnel benefits (e.g., computes service computation date, processes special pay actions, processes relocation entitlements or benefits, etc.). checkmark checkmark checkmark
Provide customer service to military service members, retirees, and dependents. checkmark checkmark checkmark
Track military training programs and completion of mandatory training (e.g., on-the-job training, training records, or special training programs). checkmark checkmark checkmark
Training Areas
Training Areas
Understanding the Training Areas

  • Separation and Retirement
  • Training
  • Entitlements
  • Military Personnel System
  • Military Terminology
  • Rules and Procedures
  • Protocol
  • Hierarchy/Structure
  • Basic Military Personnel Training
  • Senior-Level Personnel Training
  • U.S.C. Title 10
  • Military Manpower
  • Oral and Written Communication
  • PPBES (Planning Programming and Budgetary and Execution System)
  • Military Personnel Records
  • Organizational Development
  • DoD Awards
  • FOIA and Privacy Act Training
  • Joint Federal Travel Regulations (JFTR)
  • Orders Writing
  • Joint Planning Guidance
  • Reserve Program Management
  • Casualty Operations
  • Family Support Programs
  • Research and Data Analysis
Please note that this information is for development purposes only and does not address position requirements or your eligibility for a particular job. For information about Governmentwide qualifications requirements, please refer to Additionally, there may be position-specific requirements, including specialized experience. Your supervisor can provide more information on these additional requirements.