Jeremy Frias

• Supported retirement-point and service-credit actions for a global population of 1.3 million active and retired Air Reserve Component members.
• Served as a subject-matter expert for the Point Credit Accounting and Reporting System (PCARS), ensuring accurate retirement-point credit and service-history records.
• Built and maintained member service histories in the Military Personnel Data System (MILPDS), preserving data integrity and retirement eligibility accountability.
• Processed and resolved retirement-point correction requests, component transfers, and new-member gain actions through the myFSS case-management platform.
• Evaluated complex member inquiries and supporting documentation to provide accurate, timely, and supportable determinations.
• Applied Department of the Air Force instructions, federal laws, regulations, and established policies to ensure compliant personnel and retirement-credit actions.
• Coordinated corrective actions for pay-reconciliation discrepancies and service-credit issues, safeguarding member entitlements and accurate personnel records.
• Delivered responsive customer support to Air Reserve Component members and stakeholders worldwide, translating policy and system requirements into clear case resolutions.
• Served as the alternate Sanctuary Program Manager, reviewing sanctuary eligibility cases and validating service-credit calculations to ensure accurate end-strength reporting, personnel accountability, and informed manpower planning.

• Reviewed and processed DD-214's for members completing deployments & long tours; attention to detail. Ensured accuracy before finalizing.
• Administers actions for members separating and retiring from the Air Force Reserves. Also guiding them through the out-processing process and providing them with an out-processing checklists.

• Oversaw a team of 3 personnel, coordinating their tasks, providing guidance, and fostering an environment of continuous improvement, resulting in a 20% increase in team efficiency.
• Monitored team progress and enforced deadlines.
• Successfully led a team during high-stress situations, demonstrating resilience, adaptability, and quick decision-making under pressure.
• Collaborated with leadership to implement strategies to achieve production goals.
• Led by example, consistently demonstrating a strong work ethic and dedication to the mission, inspiring the team to perform at their best.
• Established a feedback loop to address concerns and suggestions from my team, leading to improved morale and a 15% increase in overall job satisfaction.

• Reverted back to a Traditional Reservist. Got hired by the State of CA as a Personnel Specialist.

• Collaborated w/ 6 member CSS team; dissect programs creating continuity ensured all unit members/programs were compliant.
• Performed Personnel functions as directed by the MSG/CC, trained new Airmen and assisted with CSS-related matters.
• Monitored/managed sign in/out for multiple units within UTAPS to ensure system's integrity.

• Interfaced with HQ AFRC, HQ ARPC, Air Staff Agencies, MAJCOMs, FOAs, and AD/AFR/ANG members, applicants, hiring officials,
• Executed AGR Management policy, IT, and FM program requests
• Enforced AFRC & HAF AGR program policies.
• Researched and supported AGR related AFIs, PSDGs, process maps, knowledge articles, guidance letters/templates, CPI events, and systematic data validation efforts.
• Evaluated and assessed unique problems/issues within the AGR Program, systems, or associated platforms, and make data-driven recommendations for solutions.
• Supported and managed all elements of the AGR Program for the assigned population, including, but not limited to, grade ceiling requests, curtailment requests, order modifications, the AGR Continuation Decision program, advertisements, applications, retirements, and management directed reassignments.

Provides oversight for force management section.

Gives direction and advisory support to commanders and MPF sections for career development and customer support.

Tracks programs and processes for over 2900 military and civilian employees in line with applicable instructions and guidance.

Delivers guidance to leadership on policy changes and shares required administrative updates with workforce for implementation.

Explains award nomination justification process and researches performance management policy for proper disposition of recognition requests.

Advises commanders and management on correct practices and procedures for unit human resources program.

Researches applicable laws, policies, and agency precedents and applies fact-finding methods to gather clear information for cases.

Leads planning and direction for military and civilian personnel classification actions and job cross-training.

Reviews staffing conditions, including turnover, vacancies, and current recruiting strategies, to identify and forecast staffing problems.

• Develops solutions and strategies for recruitment and retention issues using available flexibilities.
• Processes military qualifications to confirm required information appears before job posting for recruitment.