Job Title: Orders Analyst/Management
Team member will serve as HQAMC Orders Analyst/Management, providing analytical orders recommendations and advice to the Deputy G-3/4 for Current Operations. Requiring skills to evaluate, schedule, survey and appraise the effectiveness of the Current Operations Directorate Orders Management process. Prior military experience in preparing operations orders and/or other planning orders is highly desirable. An active secret security clearance is also required.

Job Duties/Skills:
Review, provide feedback to all AMC Staff Sections and Action Officers, on the orders process for release, and to assist in the management of the release of all HQAMC OPORDs, WARNOs, FRAGOs and EXORDs.

• Must have advanced Microsoft Word skills
• A strong grounding and experience in AMC Army orders writing is a plus
• Outstanding written review skills and knowledge of the:
• Army Orders process including management of Annexes
• Understanding of the Military Decision-Making Process (MDMP)
• Ability to mentor staff sections on proper format and content for AMC Orders
• Ability to review submitted orders for both logic of content and compliance with AMC orders formats
• Manage the creation, approval, and release process of AMC Orders
• Ability to brief senior leadership on status and recommendations for changes to in progress orders
• Other duties as assigned
• Adhere to the company’s AS9100 and QMS polices, procedures and guidelines

Background:
(EXORDs (Executive Orders), OPORDs (Operations Orders), FRAORDs (Fragmentary Orders) and WARNORDs (Warning Orders).

Experience

• Experience in (EXORDs (Executive Orders), OPORDs (Operations Orders), FRAORDs (Fragmentary Orders) and WARNORDs (Warning Orders).
• Bachelor degree or HS Diploma/GED with 4 years of experience.

Education

• High School or better

• Masters or better
• Bachelors or better

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)