Bowhead is seeking fifteen (15) personnel (3 each: Scheduling Manager, Training Manager, Standardization & Evaluations Manager, Electronic Flight Bag (EFB) Manager and Administrative (Admin) Manager) for flying squadrons, located at McGuire AFB, NJ. Contractor support is required to assist the 305th Air Mobility Wing to meet operational readiness and sustain in-place forces to fulfill worldwide Combatant Commander missions. This is a contingent requirement.
The Scheduling Manager will:
• Manage all aspects of the Squadron scheduling process.
• Coordinate with the unit operations training, mobility and deployment, and Operations Officer (DO) to arrange a schedule to facilitate mission qualification, upgrade, test, exercises, and continuation training to meet required currency and progression standards, in accordance with (IAW) DO priorities.
• Provide day-to-day scheduling continuity; Utilize GTIMS to develop short- and long-term schedules and coordinate with the training officer, training NCO, squadron aviation resource management (SARM), Unit Deployment Manager (UDM), and DO in the development of short- and long-term schedules.
The Training Manager will:
• Manage all aspects of the squadron operations training process.
• Build, review, and update student/permanent party records, folders, and gradebooks per the applicable Air Force Instructions (AFI 11-202V1 and AFI 11-2MDS-V1), associated MAJCOM Installation supplements, and locally-developed guidance.
• Interface with Host Aviation Resource Management (HARM) and SARM personnel to update the Aviation Resource Management System (ARMS) or future equivalent systems to ARMS.
• Update data in GTIMS or future equivalent systems to GTIMS, and locally developed computer database systems.
• Coordinate schedule of classes and exams; Perform individual gradebook checks of squadron personnel training and ancillary training requirements.
The Stan/Eval Manager will:
• Manage all aspects of the Squadron Stan/Eval program including creating, updating, reviewing, and maintaining documents and flight evaluation folders (FEF) and ensuring compliance with AFM 11-112V2 and AFI 11-202V2, as well as applicable MAJCOM and local supplements for permanent and attached party.
• Manage flight testing materials and individual aircrew evaluations by notifying crewmembers, scheduling, and unit leadership of upcoming and overdue testing, evaluation, and training requirements via email, telephone, or in person.
• Testing administration duties, such as releasing, proctoring, and making note of test discrepancy/questions for coordination with Stan/Eval staff for validity.
• Update data in GTIMS, future equivalent systems to GTIMS, and locally-developed computer database systems.
• Maintain paper or digital aircrew records and complete annual reviews of member's records; produce reports/forms.
The Administrative Manager will:
• Serve as the primary point of contact to the squadron commander/director for administrative support programs, such as task management, health care program, fitness program, safety program, Automated Data Processing Equipment (ADPE) accounts, security program, and supply program.
• Use and prepare documents IAW regulations and policies regularly; serve as the resident subject matter expert (SME) for all mandated administrative support programs; ensure unit program compliance with regulations, laws, policies, and squadron commander directives.
• Design effective communication plans to publicize unit program requirements, associated policies, and procedures.
• Serve as a unit liaison to the military and civilian personnel offices; provide accurate and factual information to the commander(s)/director(s), key staff, and customers.
• Establish controls and suspense dates; follows up to ensure that required actions and responses are made within deadlines.
The Electronic Flight Bag (EFB) Manager will:
• Manage all aspect of the squadron's EFB program.
• Interface with current operations to ensure EFBs are prepared and ready for the daily flying schedule.
• Coordinate program reviews and approvals from the active duty counterparts before implementing any of the EFB program deliverables or updates.
• Receive an arriving individual's information ahead of schedule and create an EFB profile for them on AMC's EFB website.
• Provide EFB user training to individuals when they in-process the unit; explain and demo all the functions of the EFB has, to include specially loaded software such as FOREFLIGHT; provide continuation training and assistance to aircrew when their equipment is malfunctioning or they do not quite understand some of the newer functionalities of applications.
Two (2) years of experience working in a Squadron, Group, or Wing; or five (5) years of experience working in a DoD Flying Squadron, Group, or Wing training program; or two (2) years as a Squadron Aviation Resource Manager (1CO)
Two (2) years of experience working with GTIMS or similar proprietary scheduling program (N/A for Admin positions)
Two (2) years of experience working with Microsoft Office
SECURITY CLEARANCE REQUIRED: Must be able to obtain a security clearance at the Secret level. Active Secret clearance is preferred. ====ship is a requirement for Secret clearance at this location.
Applicants may be subject to a pre-employment drug & alcohol screening and/or random drug screen, and must follow UIC's Non-DOT Drug & Alcohol Testing Program requirements. If the position requires, an applicant must pass a pre-employment criminal background history check. All post-secondary education listed on the applicant's resume/application may be subject to verification.
Where driving may be required or where a rental car must be obtained for business travel purposes, applicants must have a valid driver license for this position and will be subject to verification. In addition, the applicant must pass an in-house, online, driving course to be authorized to drive for company purposes.
UIC is an equal opportunity employer. We evaluate qualified applicants without regard to race, age, color, religion, sex, national origin, disability, veteran status, and other protected characteristics EOE/AA/M/F/D/V. In furtherance, pursuant to The Alaska Native Claims Settlement Act 43 U.S.C. Sec. 1601 et seq., and federal contractual requirements, UIC and its subsidiaries may legally grant certain preference in employment opportunities to UIC Shareholders and their Descendants, based on the provisions contained within The Alaska Native Claims Settlement Act.
All candidates must apply online at www.uicalaska.com, and submit a completed application for all positions they wish to be considered. Once the employment application has been completed and submitted, any changes to the application after submission may not be reviewed. Please contact a UIC HR Recruiter if you have made a significant change to your application. In accordance with the Americans with Disabilities Act of 1990 (ADA), persons unable to complete an online application should contact UIC Human Resources for assistance (http://www.uicalaska.com/contact-us/human-resources/).
UIC Government Services (UICGS / Bowhead) provides innovative business solutions to federal and commercial customers in the areas of engineering, maintenance services, information technology, program support, logistics/base support, and procurement. Collectively, the fast-growing Bowhead Family of Companies offers a breadth of services which are performed with a focus on quality results. Headquartered in Alexandria, VA, we are recognized as one of the top 25 8(a) companies for government contracting.
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https://rn21.ultipro.com/UKP1001/JobBoard/JobDetails.aspx?__ID=*69726B68B1D38A64 UIC and its Family of Companies is an equal opportunity employer. We evaluate qualified applicants without regard to race, age, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other protected characteristics EOE/AA/M/F/D/V. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.Please view Equal Employment Opportunity Posters provided by OFCCP here .The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)