Pursuit of Federal Employment

Report
Your Pursuit for Federal Employment
Based on 10 Steps to a Federal Job by Kathlryn Troutman
Navigating the
federal job system
for transitioning
military members,
spouses, veterans,
and civil service
employees
WELCOME & ADMINISTRATIVE NOTES
A&FRC Marketing
Breaks
Bathrooms
Smoking Areas
Cell Phones
Emergency Exits
SIP
PRE-ASSESSMENT
Please complete the Pre-Assessment. At the end of the briefing you will
complete the Post Assessment and the correct responses will be provided.
The A&FRC uses this Pre & Post Assessment to ensure you have met the learning
objectives we have outlined to be covered during today’s presentations.
The additional questions at the end of the Post Assessment are used for the
purpose of meeting your needs and customer services demographics.
Thank You for your assistance in improving our programs and services.
What Are the
Steps to a Federal Job®?
• Review Job Search Process
• Network – Who Do You Know?
• Research Vacancy Announcements
on USAJOBS
• Analyze Your Core Competencies
• Analyze Vacancy Announcements
for Keywords
What Are the
Steps to a Federal Job®?
• Write Your Outline Format and
Paper Format Federal Resume
• KSAs in Your Federal Resume
and Assessment Questionnaires
• Apply for Jobs with USAJOBS
• Track and Follow Up
• Interview for a Federal Job
WHY GO FEDERAL?
• Serve the public interest
• Benefits are great
–Health & life insurance
–Retirement
–Vacation & sick leave
• Pay is competitive
• Stable employment
• Great workplace flexibility programs (e.g., telework,
alternative work schedule)
REVIEW THE FEDERAL JOB PROCESS
Agencies
Job Titles
Grade and Salary
Hiring Preference
WHAT ARE YOUR TARGET AGENCIES?
View entire list at
U.S. Government Departments and Agencies
Choose 2 or 3 agencies to get started
Learn their application process
Learn agency missions
WHAT IS YOUR TARGET OCCUPATION?
Occupational Groups and Series
Classification Standards for
White Collar Work
GS 000 – Misc positions - includes US Marshal and Police Officer
GS 100 – Social Science - Intelligence jobs
GS 200 – Personnel Management, including Military Personnel
GS 300 – General Administrative, including Secretary, Clerical,
Management and Program Analyst – popular analyst positions
GS 400 – Natural Resources Management and Biological Sciences Group
GS 500 – Accounting and Budget Group
Occupational Groups & Series
FASCLASS
Occupational Groups and Series
Classification Standards for
White Collar Work
GS 600 – Medical, Hospital, Dental, and Public Health Group
GS 700 – Veterinary Medical Science Group
GS 800 – Engineering and Architecture
GS 900 – Legal and Kindred Group
GS 1000 – Information and Arts Group
GS 1100 – Business and Industry Group
GS 1200 – Copyright, Patent, and Trademark Group
GS 1300 – Physical Sciences Group
Occupational Groups & Series
FASCLASS
Trades, Craft, and Labor Positions
2500 Wire Communications Equipment Installation and Maintenance Group
2600 Electronic Equipment Installation and Maintenance Group
2800 Electrical Installation and Maintenance Group
3100 Fabric and Leather Work Group
3300 Instrument Work Group
3400 Machine Tool Work Group
3500 General Services and Support Work Group
3600 Structural and Finishing Work Group
3700 Metal Processing Group
3800 Metal Work Group
3900 Motion Picture, Radio, Television, Sound Equipment Operation Group
Trades, Craft, and Labor Positions
4100 Painting and Paperhanging Group
4200 Plumbing and Pipefitting Group
4300 Pliable Materials Work Group
4400 Printing Group
4600 Wood Work Group
4700 General Maintenance and Operations Work Group
4800 General Equipment Maintenance Group
5000 Plant and Animal Work Group
5200 Miscellaneous Occupations Group
5300 Industrial Equipment Maintenance Group
5400 Industrial Equipment Operation Group
5700 Transportation/Mobile Equipment Operation Group
WHAT GRADE LEVEL AND SALARY IS RIGHT FOR YOUR EXPERIENCE AND EDUCATION?
GS Schedule
SOME AGENCIES USE PAY BANDS FOR SALARIES
INSTEAD OF THE GS SCHEDULE (VARIES BY AGENCY)
How to determine your
grade by education ONLY
• GS-4 – Two years above high school (or AA Degree)
• GS-5 – Based on Bachelor’s Degree
• GS-7 – One full year of graduate study
• GS-9 – Master’s degree or equivalent
• GS-11 – Ph.D.
FEDERAL HIRING PROGRAMS
AND PREFERENCES
Direct Hire
•
Jobs are not required to be posted online
•
Under Office of Personnel Management Direct
Hire Authority authorized by Part 337, Subpart
B, Title 5 of the Code of Federal Regulations (5
CFR). The Rule of Three, Veteran's Preference
and traditional rating and ranking of applicants
do not apply to the Direct Hire process
FEDERAL HIRING PROGRAMS
AND PREFERENCES FOR VETERANS
Veterans Recruitment Appointments (VRA)
Up to GS-11 or equivalent
Veterans are hired under excepted appointments to positions
that are otherwise in the competitive service
30% or More Disabled Veterans
May be appointed to any position for which he or she is
qualified, without competition
Veterans Employment Opportunities Act (VEOA)
Gives eligible veterans access to jobs otherwise available
only to status employees
FEDERAL HIRING PROGRAMS
AND PREFERENCES FOR MILITARY FAMILY MEMBERS
Military Spouse Employment Preference (MSP)
Gives priority to military spouses relocating as a result of a
military member’s PCS
Noncompetitive Appointment of Certain Military Spouses
Qualified military spouses maybe hired without going through
competitive process
DoD Military Spouse Preference Program (PPP) Program
PPP provides hiring preferences for DoD job vacancies
Spouses of active duty military on PCS who have never worked
for the federal government can register for PPP
NETWORK ̶ WHO DO YOU KNOW?
“Your Network is your Net Worth”
Who Do You Know and Why Is It
Important?
NETWORKING – WHO DO YOU KNOW?
• Other people, especially current and former
Federal employees, are the best source of basic
information and insider tips.
• Who do you know?
• Can they hire you now?
• If not, how can they help you?
• What connections do you need to make?
SOCIAL NETWORKING – ARE YOU LINKEDIN?
• Business people and HR managers use LinkedIn to
check out potential job candidates.
• People with more than 20 connections are 34 times
more likely to be approached with a job opportunity.
LinkedIn
RESEARCH VACANCY
ANNOUNCEMENTS ON USAJOBS
Critical Vacancy Announcement Features
Sample Vacancy Announcements
More than 20,000 jobs are posted everyday!
EXCEPTED SERVICE AGENCIES
DO NOT HAVE TO POST ON USAJOBS
EXCEPTED SERVICE AGENCIES
DO NOT HAVE TO POST ON USAJOBS
LEARN HOW TO SEARCH USAJOBS
BY KEYWORD AND GEOGRAPHIC LOCATION
•
Easiest search – USAJOBS home page:
Enter keyword and geographic location
• Try to use keyword specific to your unique skill set or
the correct job title in “quotation marks”
•
LEARN HOW TO USE ADVANCED SEARCH
Advanced search:
•
What occupational family does your targeted job fall under?
You may be qualified for more than one job title.
•
Search by occupational family by entering the first two
numbers of the family.
•
Also, search by location, pay grade, agency, etc.
Important sections in the federal vacancy announcement:
•
•
•
•
•
•
•
•
•
Agency Name
Title of Job, Grade, and Geographic Location
Closing Date
Who Can Apply
Duties
Qualifications and Specialized Experience
Knowledge, Skills, and Abilities
Questionnaire
How to apply or the APPLY NOW link
ANALYZE YOUR CORE
COMPETENCIES
What are the value-added
competencies you can offer a
supervisor?
ONE YEAR SPECIALIZED EXPERIENCE
If you have applied for a federal job and were found
“Not Qualified,” it is because your resume does not
highlight the one year specialized experience.
ARE THESE CORE COMPETENCIES
IN YOUR FEDERAL RESUME?
Attention to Detail
Reading Comprehension
Interpersonal Skills
Teamwork
Self-Management
Decision-Making
Customer Service
Accountability
Core Competencies
ANALYZE VACANCY ANNOUNCEMENTS
FOR KEYWORDS
Find Keywords in Duties, Specialized
Experience, Qualifications,
Questionnaires, and KSAs
ANALYZE ANNOUNCEMENTS FOR KEYWORDS
FOR YOUR OUTLINE FORMAT RESUME
Stand out with keywords
•
Keywords can result in referrals,
selections, and interviews
•
HR specialists read for keywords
•
Use at least 5-7 keywords, more is
better
WHERE TO FIND KEYWORDS
Vacancy announcements
• Duties and Qualifications sections
• KSAs and Quality Ranking Factors
• Specialized Experience section
• Questionnaires
OPM Classification Standards
Organization mission
Core competencies
USAJOBS
KEYWORDS FROM A MISSION STATEMENT
KEYWORDS FROM DUTIES AND QUALIFICATIONS SECTIONS
OF THE VACANCY ANNOUNCEMENT
KEYWORDS FROM OPM CLASSIFICATION STANDARDS
KEYWORDS FROM THE SPECIALIZED EXPERIENCE SECTION
KEYWORDS FROM A QUESTIONNAIRE
WRITE YOUR OUTLINE FORMAT FEDERAL RESUME
Conquer the most challenging
step by understanding the
Outline Format for your resume
DON’T USE JUST ONE RESUME!



Do not write one federal resume and
use it to apply for all positions.
Do not just submit your TAP resume
as your federal resume.
Do not upload your resume into
USAJOBS. Use the resume builder
instead.
PRIVATE INDUSTRY AND TAP
VS. FEDERAL RESUME
OUTLINE FORMAT FEDERAL RESUME
IS EASY TO READ
•
Use small paragraphs for
readability.
•
ALL CAPS keywords should match
the keywords in the announcement.
•
Add accomplishments
•
Copies and pastes into USAJOBS
BEFORE FEDERAL RESUME
BIG BLOCK – HARD TO READ
BEFORE FEDERAL RESUME
BULLETS – TOO SHORT
AFTER VETERANS FEDERAL RESUME
OUTLINE FORMAT
ACCOMPLISHMENT FREEWRITING:
Negotiated a contract
Trained a new employee
Installed equipment
Improved performance
Answered customer requests
Supervised others
Presented briefing
Wrote report
Team member
Dealt with difficult problem
Launched program
Improved filing system
Calculated budget
Collaborated with different
agency/company
Mentored others
Lowered costs
Purchased supplies
Monitored programs
WHY ARE ACCOMPLISHMENTS SO IMPORTANT IN
YOUR RESUME AND YOUR INTERVIEW?
• Help you get the job
• Set you apart from your competition
• Boost your rating
• Help you get Best Qualified and Referred to a
Supervisor!
Most importantly, they’re the basis for selection
WHAT DO SUPERVISORS CONSIDER
WHEN MAKING SELECTIONS?
Prior work experience
71
Interviews
69
Quality of the application
39
Level of education
38
Reference checks
36
Major field of study
34
Recommendations
Reputation of school
Written tests
20
10
7
25
36
46
44
41
28
37
19
19
Great extent
Moderate extent
YOUR FIRST RESUME DRAFT…
•
•
•
•
Start writing your first draft using the
Classification Standards
Use Keywords and build
Write accomplishments
Then, later you can tailor this draft to the vacancy
announcement
STEP 7: KSAS IN THE FEDERAL RESUME
AND ASSESSMENT QUESTIONNAIRES
Have you heard that KSAs may be
eliminated? Learn the new formats
“Acing the test”
Presidential Memorandum
The White House | May 11, 2010
Improving the Federal Recruitment and
Hiring Process
Section 1. Directions to Agencies. Agency heads shall take the following actions
no later than November 1, 2010:
(1) eliminate any requirement that applicants respond to essay-style questions
when submitting their initial application materials for any Federal job;
(2) allow individuals to apply for Federal employment by submitting resumes
and cover letters or completing simple, plain language applications, and assess
applicants using valid, reliable tools; and
BUT … KSAS ARE NOW COVERED IN 4
SECTIONS OF THE APPLICATION PROCESS!
KSA accomplishments in the resume
2. KSA narratives to support the Questionnaire (on
occasion 4,000 to 8,000 characters)
3. KSAs in the multiple choice Questionnaire
4. KSAs as part of the Behavior-Based interview
1.
EXAMPLE: KSAS IN THE RESUME
EXAMPLE: KSAS IN THE QUESTIONNAIRE
EXAMPLE: KSAS IN THE QUESTIONNAIRE
MULTIPLE CHOICE QUESTIONS
KSAS ARE PART OF YOUR BEHAVIOR-BASED
INTERVIEW QUESTIONS
Be prepared to talk about your accomplishments in
the Behavior-Based interview.
Prepare and practice at least 5 accomplishments that
are in the CCAR
format!
COVER LETTERS
White House Memorandum states:
“…allow individuals to apply for Federal
employment by submitting resumes and cover letters or
completing simple, plain language applications, and
assess applicants using valid, reliable tools…”
APPLY FOR JOBS WITH USAJOBS
Complete Online Application
USAJOBS and Self-Assessment
Questionnaire Systems
Submit Supporting Documents (DD-214,
Transcripts, etc.)
TRACK AND FOLLOW UP ON
YOUR APPLICATIONS
How You Will Be Evaluated
Category Rating
How People Are Hired:
The Competitive Process
Identify Job and Assessments
Recruit and Announce Job
Accept and Review Applications
Assess Applicants
Certify Eligibles
HOW LONG DOES IT TAKE TO
FILL A FEDERAL JOB?
Goal for Filling Federal Jobs: 90 to 120 days
from the Date of Posting Job Announcement
•
You may accept a position when you are
terminal leave
HOW YOU WILL BE EVALUATED:
YOUR RESUME WILL GO INTO ONE OF THREE BUCKETS
Best Qualified – This is the only group that will get
Referred to the Supervisor.
Well-Qualified – not referred
Qualified – not referred
“If you’re not in the top bucket,
you’re not in the game!” – Kathryn Troutman
REMEMBER, YOU MUST MEET
THE MINIMUM REQUIREMENTS
All applicants who meet the basic qualification
requirements established for the position are
ranked by being assigned to the appropriate
quality category based upon the job-related
assessment tool(s) – the questionnaire!
Names of eligible candidates may be listed in any
order (for example, alphabetical order)
HOW VETERANS’ PREFERENCE IS APPLIED
Let’s follow an example of 9 applicants, with 3 vets and 1 disabled vet
Anne (a non-vet)
Cory (a non-disabled vet)
Aida (a non-vet)
Dom (a disabled vet)
Sheila (a non-disabled vet)
Chris (a non-disabled vet)
Mario ( a non-vet)
Betty (a non-vet)
Suzie (a non-vet)
HOW VETERANS PREFERENCE IS APPLIED:
FIRST, APPLICANTS ARE RATED
Status
Rating
Anne
Non-vet
Best
Cory
Non-disabled vet
Good
Aida
Non-vet
Good
Dom
Disabled vet
Good
Sheila
Non-disabled vet
Better
Chris
Non-disabled vet
Best
Mario
Non-vet
Best
Betty
Non-vet
Better
Suzie
Non-vet
Good
HOW VETERANS’ PREFERENCE IS APPLIED:
BEST QUALIFIED GROUP GETS REFERRED
Status
Rating
Preference
Bucket
Anne
Non-vet
Best
Cory
Non-disabled vet
Good
Aida
Non-vet
Good
Dom
Disabled vet
Good
CP
Best Qualified
Sheila
Non-disabled vet
Better
TP
Well Qualified
Chris
Non-disabled vet
Best
TP
Best Qualified
Mario
Non-vet
Best
Best Qualified
Betty
Non-vet
Better
Well Qualified
Suzie
Non-vet
Good
Qualified
Best Qualified
TP
Qualified
Qualified
How Veterans’ Preference Is Applied:
CPS and CP rise to the top of the highest quality category
Qualified preference eligibles with a compensable service-connected
disability of 30% or more (CPS) and those with a compensable
service-connected disability of more than 10% but less than 30%
(CP) are placed at the top of the highest quality category.
Note: Merging the highest quality category (Highest Qualified) with
the next lower category (Well-Qualified) requires placing the
qualified preference eligible at the top of the newly merged quality
category.
HOW VETERANS’ PREFERENCE IS APPLIED:
FINAL ORDER OF APPLICANTS
CP rises to the top even though rating was good, not best.
Status
Rating
Preference
Bucket
Dom
Disabled vet
Good
CP
Best Qualified
Chris
Non-disabled vet
Best
TP
Best Qualified
Anne
Non-vet
Best
Best Qualified
Mario
Non-vet
Best
Best Qualified
Sheila
Non-disabled vet
Better
Betty
Non-vet
Better
Cory
Non-disabled vet
Good
Suzie
Non-vet
Good
Qualified
Aida
Non-vet
Good
Qualified
TP
Well Qualified
Well Qualified
TP
Qualified
WHY WAS YOUR RESUME
NOT BEST QUALIFIED?
•
•
•
•
•
Your questionnaire answers may not have been at the
highest level
You checked off an answer in the questionnaire that
made you ineligible
Your resume did not show minimum qualifications
(education or experience required)
Your resume did not match the questionnaire
Your resume did not match the specialized experience
INTERVIEW FOR A FEDERAL JOB
“It takes practice, research, and
preparation for a successful job interview.”
The Federal Job Interview is a Test
THE FEDERAL JOB INTERVIEW IS A TEST –
BE PREPARED, PRACTICE
•
•
•
Be prepared for a test with your accomplishments
that will prove your past performance.
Use your list of accomplishments to help you
remember all the wonderful things you’ve
accomplished!
Do practice runs with a friend or transition
counselor.
TYPES OF INTERVIEWS
• Telephone
• Individual
• Group/Panel
• Video Interviews
EXAMPLE OF A BEHAVIORAL
INTERVIEW QUESTION
Competency: Conflict Management
Question: Describe a situation in which you had to
deal with individuals who were difficult, hostile, or
distressed. Who was involved? What specific actions
did you take and what was the result?
Best Answer: A story about a conflict at work and
how you resolved it!
GET HIRED!
• Physical presence – lean forward in chair
• OK to use your hands for gestures
• Eye contact, professionalism, clear speaking
• Smile, have enthusiasm, and demonstrate
interest
• The interviewers need to LIKE YOU!
• Take a breath! Relax.
CONGRATULATIONS!
You have completed all
the Steps to a Federal Job®!
You’re are on your way to getting:
Best Qualified
Best Qualified and Referred to a Supervisor
Interviewed
Offered a Federal Position!
Post Assessment
POST ASSESSMENT ANSWERS
C
2. A
3. D
4. A
5. A
6. B
7. B
8. B
9. D
10. C
1.

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