OPEN TO: All Interested Candidates
POSITION: Surveillance Detection Unit Shift Supervisor
OPENING DATE: April 27, 2017
CLOSING DATE: May 11, 2017
WORK HOURS: Full-time; 48 hours/week
SALARY: Ordinarily Resident (OR) in Jordan: FSN-5, JD 9,424 per year
Not-Ordinarily Resident (NOR) in Jordan: FP-9
Final grade/step for NORs will be determined by Washington.
BENEFITS (OR*): Excellent working conditions; pay for performance increases; premier
medical insurance coverage for employee and family; 20 holidays per
year (American and Jordanian); 13th and 14th month bonus; provident
fund retirement plan; ample opportunity for on-line/ classroom training
and personal development.

START DATE: The selected candidate is required to undergo and successfully pass a
medical and security clearance. This process takes, on average, six
months. Candidates will be expected to start work within four weeks of
final receipt of clearances.

ALL ORDINARILY RESIDENT (OR) APPLICANTS (See Definitions*) MUST HAVE
THE REQUIRED JORDANIAN WORK AND/OR RESIDENCY PERMITS TO BE
ELIGIBLE FOR CONSIDERATION, SUBJECT TO AND IN ACCORDANCE WITH
LOCAL LABOR LAWS
– – – – – – – – – – – – – – – – – – – – – – – – – – – – – –
The U.S. Embassy Amman is seeking two individuals for two positions as Shift Supervisor in the
Surveillance Detection Unit (SDU) of the Regional Security Office.

BASIC FUNCTION OF POSITION:
The objectives of surveillance detection operations are to identify and report suspected
surveillance of official facilities, designated residences, routes of travel, and U.S. Government
personnel, as well as to verify, collect, and analyze data on reported surveillance, and assist in
route planning and analysis for the U.S. Government. The SDU Shift Supervisor is required to
work a regular rotation, weekends, and some after-hours assignments. The SDU Supervisor
reports to the Locally Employed Staff SDU Coordinator.
QUALIFICATIONS REQUIRED:
Applicants must address each required qualification listed below with specific and
comprehensive information supporting each item. Failure to do so may result in a
determination that the applicant is not qualified.
1. Education: Completion of secondary school (Tawjihi or equivalent) is required.
Supporting documents (i.e. Tawjihi Certificate) must be included in the application for
eligibility purposes.
يجب إرفاق شهادة الدراسة المطلوبة مع طلب التوظيف حتى يتم اخضاع الطلب للتدقيق
2. Experience:At least two years of surveillance or related experience, such as previous
military, police, or security experience, in a position which involved
observation/surveillance skills and techniques is required.
3. Language: Level 4 in Arabic (Fluent) and Level 3 in English (Good Working Knowledge)
is required. English Language proficiency will be tested.
4. Knowledge: Familiarity with all aspects of general guard duties, including procedures for
conducting and reporting surveillance, pedestrian behavior, traffic flow, and identifying
points of interest near key facilities and travel routes is required. Knowledge of applicable
laws and host country police activity is required. Basic familiarity with
computers/networking, Microsoft Office programs, and digital cameras is required.
5. Abilities & Skills: Good supervisory, leadership, organizational, and observational skills, as
well basic familiarity with the use of surveillance equipment and computers is required.
Ability to work independently and adapt to changing circumstances without constant
supervision is required. Capability of being deployed for extended hours on foot patrols,
mobile patrols, and in static observation points is required. Basic skills with recording
devices, digital cameras, and assorted radio communications equipment are required. A valid
Jordanian driver’s license type 3 is required.

ADDITIONAL SELECTION CRITERIA:
1. Management may consider any of the following when determining successful candidacy:
nepotism, conflicts of interest, budget, and residency status.
2. Current OR* employees serving a probationary period are not eligible to apply. Current OR*
employees with an Overall Summary Rating of Needs Improvement or Unsatisfactory on
their most recent Employee Performance Report (EPR) are not eligible to apply.
3. Current NOR* employees hired on a Family Member Appointment (FMA) or a Personal
Service Agreement (PSA) are not eligible to apply within the first 90 calendar days of their
employment, unless they have a When Actually Employed (WAE) work schedule.
4. Candidates who are EFMs, USEFMs, AEFMs, or MOHs must have at least one year
remaining on their sponsor’s tour of duty to be considered eligible to apply for this position.
5. The candidate must be able to obtain and hold a local security clearance

HOW TO APPLY:
Applicants must submit the following documents to AmmanEmployment@State.gov to be
considered. Failure to do so may result in a determination that the applicant is not qualified.
Please note “VA 17-25 SDU Shift Supervisor” in the subject line of the e-mail.

All application packages must include:
1. Universal Application for Employment (UAE) for U.S. Federal Employment DS-174 which
is available on our website: https://jo.usembassy.gov/jobs/.
2. Any additional documentation that supports or addresses the requirements listed above.
Education certificates must be included or the application will not be considered.
3. Driver’s license copy if applying for a position that requires driving a vehicle.
4. EFM*, USEFM*, and AEFM* applicants must clearly indicate their status in the text or
subject line of their application.
5. List any relatives or members of your household that work for the U.S. Government (include
their name, relationship, agency, position and location). Any omission in this area, either
intentional or unintentional, is cause for dismissal.
NOTE: Due to the high volume of applications received, we will only contact applicants who
are being considered. Thank you for your understanding.

EQUAL EMPLOYMENT OPPORTUNITY:
The U.S. Mission provides equal opportunity and fair and equitable treatment in employment to
all people without regard to race, color, religion, sex, national origin, age, disability, political
affiliation, marital status, or sexual orientation. The Department of State also strives to achieve
equal employment opportunity in all personnel operations through continuing diversity
enhancement programs. The EEO complaint procedure is not available to individuals who
believe they have been denied equal opportunity based upon marital status or political affiliation.
Individuals with such complaints should avail themselves of the appropriate grievance
procedures, remedies for prohibited personnel practices, and/or courts for relief.

*DEFINITIONS:

Eligible Family Member (EFM): An EFM for employment purposes is an individual who meets all of
the following criteria:
 U.S. Citizen or not a U.S. Citizen; and
 Spouse or same-sex domestic partner (as defined in 3 FAM 1610); or
 Child, who is unmarried and under 21 years of age or, regardless of age, is incapable of self-support;
or
 Parent (including stepparents and legally adoptive parents) of employee, spouse, or same-sex
domestic partner, when such parent is at least 51 percent dependent on the employee for support; or
 Sister or brother (including stepsisters and stepbrothers, or adoptive sisters or brothers) of the
employee, spouse, or same-sex domestic partner when such sibling is at least 51 percent dependent on
the employee for support, unmarried, and under 21 years of age, or regardless of age, incapable of
self-support; and
 Listed on the travel orders or approved Form OF-126 of a sponsoring employee, i.e., a direct-hire
Foreign Service, Civil Service, or uniformed service member who is permanently assigned to or
stationed abroad; and
 Is under chief of mission authority.
EFMs are generally considered Not-Ordinarily Resident (NOR) and are compensated under the FS or GS salary
schedule, not under the LCP. Two Exceptions: (a) EFMs without a U.S. Social Security Number are considered OR
and paid on the LCP; and (b) non-US citizen EFMs who are in the country of their birth/citizenship are considered
OR and paid on the LCP.

U.S. Citizen Eligible Family Member (USEFM): A USEFM for employment purposes is an individual
who meets all of the following criteria:
 U.S. Citizen; and
 Spouse or same-sex domestic partner (as defined in 3 FAM 1610) of the sponsoring employee; or
 Child of the sponsoring employee who is unmarried and at least 18 years old; and
 Listed on the travel orders or approved Form OF-126 of a sponsoring employee, i.e., a direct-hire
Foreign Service, Civil Service, or uniformed service member who is permanently assigned to or
stationed abroad; and resides at the sponsoring employee’s post of assignment abroad; and is under
chief of mission authority; or
 resides at an Involuntary Separate Maintenance Allowance (ISMA) location authorized under 3 FAM
3232.2; or
 Currently receives a U.S. Government retirement annuity or pension from a career in the U.S. Foreign
Service or Civil Service.
USEFMs are generally considered Not-Ordinarily Resident (NOR) and are compensated under the FS or GS salary
schedule, not under the LCP. Two Exceptions: (a) USEFMs residing at an ISMA location are considered OR and
are paid on the LCP; in this case, the USEFM would need to obtain his/her ownresidency and work permit as
required by the hostcountry; and (b) dual-national USEFMs who are in the country of their birth/citizenship may be
considered OR and paid on the LCP depending on host country labor law.

Appointment Eligible Family Member (AEFM): An AEFM for employment purposes is an individual
who meets all of the following criteria:
 U.S. Citizen; and
 Spouse or same-sex domestic partner (as defined in 3 FAM 1610) of the sponsoring employee; or
 Child of the sponsoring employee who is unmarried and at least 18 years old; and
 Listed on the travel orders or approved Form OF-126 of a sponsoring employee, i.e., a direct-hire
Foreign Service, Civil Service, or uniformed service member who is permanently assigned to or
stationed abroad; and
 Is under chief of mission authority; and
 Is residing at the sponsoring employee’s post of assignment abroad; and
 Does NOT currently receive a U.S. Government retirement annuity or pension from a career in the
U.S. Foreign Service or Civil Service.
AEFMs are considered Not-Ordinarily Resident (NOR) and are compensated under the FS or GS salary schedule,
not under the LCP.

Member of Household (MOH) – An individual who accompanies or joins a sponsoring employee, i.e.,
sponsor is a direct hire employee under Chief of Mission authority, either Foreign Service, Civil Service,
or uniformed service member who is permanently assigned to or stationed abroad at a U.S. mission. A
MOH is an individual who meets the following criteria:
(1) Not an EFM and therefore not on the travel orders or approved through form OF-126 Foreign Service
Residence and Dependency Report of the sponsoring employee; and
(2) Officially declared by the sponsoring U.S. Government employee to the Chief of Mission (COM) as
part of his or her household and approved by the COM; and
(3) Is a parent, grandparent, grandchild, unmarried partner, adult child, foreign born child in the process
of being adopted, father, mother, brother, sister, father-in-law, mother-in-law, son-in-law, daughterin-law,
brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother,
stepsister, half-brother, or half-sister who falls outside the Department’s current definition of Eligible
Family Member 14 FAM 511.3. A MOH may or may not be a U.S. Citizen.
MOHs do not receive a hiring preference. However, if a position is advertised as “Open to: Current Employees of
the Mission”,MOHs who are not currently employed in the mission are eligible to apply. MOHs are hired on
Personal Services Agreements (PSAs).

Not Ordinarily Resident (NOR) – An individual who meets the following criteria:
 An EFM, USEFM or AEFM of a direct-hire Foreign Service, Civil Service, or uniformed service
member permanently assigned or stationed abroad; or
 Has diplomatic privileges and immunities; and
 Is eligible for compensation under the FS or GS salary schedule; and
 Has a U.S. Social Security Number (SSN); and
 Is not a citizen of the host country; and
 Does not ordinarily reside in the host country; and
 Is not subject to host country employment and tax laws.
NORs are compensated under the FS or GS salary schedule, not under the LCP.

Ordinarily Resident (OR) – An individual who meets the following criteria:
 A citizen of the host country; or
 A non-citizen of the host country (including a U.S. citizen or a third-country national) who is locally
resident and has legal and/or permanent resident status within the host country and/or who is a holder
of a non-diplomatic visa/work and/or residency permit; and/or
 Is subject to host country employment and tax laws.
ORs (including U.S. citizen ORs) are compensated in accordance with the Local Compensation Plan (LCP). U.S.
citizen ORs are entitled to a U.S. minimum wage supplement if their salary does not meet or exceed the current U.S.
minimum wage.)