Presentation on theme: "Your Pursuit for Federal Employment"— Presentation transcript:
1 Your Pursuit for Federal Employment Based on 10 Steps to a Federal Job by Kathlryn TroutmanNavigating the federal job system for transitioning military members, spouses, veterans, and civil service employees
3 Pre-AssessmentPlease 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.
4 What Are the Steps to a Federal Job®? Review Job Search ProcessNetwork – Who Do You Know?Research Vacancy Announcements on USAJOBSAnalyze Your Core CompetenciesAnalyze Vacancy Announcements for Keywords
5 What Are the Steps to a Federal Job®? Write Your Outline Format and Paper Format Federal ResumeKSAs in Your Federal Resume and Assessment QuestionnairesApply for Jobs with USAJOBSTrack and Follow UpInterview for a Federal Job
6 Why Go Federal? Serve the public interest Benefits are great Health & life insuranceRetirementVacation & sick leavePay is competitiveStable employmentGreat workplace flexibility programs (e.g., telework, alternative work schedule)
7 Review the Federal Job Process Agencies Job Titles Grade and SalaryHiring Preference
8 What Are Your Target Agencies? View entire list atU.S. Government Departments and AgenciesChoose 2 or 3 agencies to get startedLearn their application processLearn agency missions
9 What IS Your Target Occupation? Occupational Groups and SeriesClassification Standards forWhite Collar WorkGS 000 – Misc positions - includes US Marshal and Police OfficerGS 100 – Social Science - Intelligence jobsGS 200 – Personnel Management, including Military PersonnelGS 300 – General Administrative, including Secretary, Clerical, Management and Program Analyst – popular analyst positionsGS 400 – Natural Resources Management and Biological Sciences GroupGS 500 – Accounting and Budget GroupOccupational Groups & SeriesFASCLASS
10 Occupational Groups & Series Occupational Groups and SeriesClassification Standards forWhite Collar WorkGS 600 – Medical, Hospital, Dental, and Public Health GroupGS 700 – Veterinary Medical Science GroupGS 800 – Engineering and ArchitectureGS 900 – Legal and Kindred GroupGS 1000 – Information and Arts GroupGS 1100 – Business and Industry GroupGS 1200 – Copyright, Patent, and Trademark GroupGS 1300 – Physical Sciences GroupOccupational Groups & SeriesFASCLASS
11 Trades, Craft, and Labor Positions 2500 Wire Communications Equipment Installation and Maintenance Group2600 Electronic Equipment Installation and Maintenance Group2800 Electrical Installation and Maintenance Group3100 Fabric and Leather Work Group3300 Instrument Work Group3400 Machine Tool Work Group3500 General Services and Support Work Group3600 Structural and Finishing Work Group3700 Metal Processing Group3800 Metal Work Group3900 Motion Picture, Radio, Television, Sound Equipment Operation Group
12 Trades, Craft, and Labor Positions 4100 Painting and Paperhanging Group4200 Plumbing and Pipefitting Group4300 Pliable Materials Work Group4400 Printing Group4600 Wood Work Group4700 General Maintenance and Operations Work Group4800 General Equipment Maintenance Group5000 Plant and Animal Work Group5200 Miscellaneous Occupations Group5300 Industrial Equipment Maintenance Group5400 Industrial Equipment Operation Group5700 Transportation/Mobile Equipment Operation Group
13 What Grade Level and Salary Is Right for Your Experience and Education? GS Schedule
14 Some Agencies Use Pay Bands for Salaries Instead of the GS Schedule (Varies By Agency)
15 How to determine your grade by education ONLY GS-4 – Two years above high school (or AA Degree)GS-5 – Based on Bachelor’s DegreeGS-7 – One full year of graduate studyGS-9 – Master’s degree or equivalentGS-11 – Ph.D.
16 Federal Hiring Programs and Preferences Direct HireJobs are not required to be posted onlineUnder 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
17 Federal Hiring Programs and Preferences for Veterans Veterans Recruitment Appointments (VRA)Up to GS-11 or equivalentVeterans are hired under excepted appointments to positions that are otherwise in the competitive service30% or More Disabled VeteransMay be appointed to any position for which he or she is qualified, without competitionVeterans Employment Opportunities Act (VEOA)Gives eligible veterans access to jobs otherwise available only to status employees
18 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 PCSNoncompetitive Appointment of Certain Military SpousesQualified military spouses maybe hired without going through competitive processDoD Military Spouse Preference Program (PPP) ProgramPPP provides hiring preferences for DoD job vacanciesSpouses of active duty military on PCS who have never worked for the federal government can register for PPP
19 Network ̶ Who Do You Know? “Your Network is your Net Worth”Who Do You Know and Why Is It Important?
20 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?
21 LinkedIn 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.Social Networking – Are You LinkedIn?LinkedIn
22 Research Vacancy Announcements on USAJOBS Critical Vacancy Announcement FeaturesSample Vacancy Announcements
24 Excepted Service Agencies Do not have to post on USAJOBS
25 Excepted Service Agencies Do not have to post on USAJOBS
26 Learn How to Search USAJOBS by Keyword and Geographic Location Easiest search – USAJOBS home page:Enter keyword and geographic locationTry to use keyword specific to your unique skill set or the correct job title in “quotation marks”Learn How to Search USAJOBS by Keyword and Geographic Location
27 Learn How to use 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.Learn How to use advanced Search
28 Important sections in the federal vacancy announcement: Agency NameTitle of Job, Grade, and Geographic LocationClosing DateWho Can ApplyDutiesQualifications and Specialized ExperienceKnowledge, Skills, and AbilitiesQuestionnaireHow to apply or the APPLY NOW link
29 Analyze Your Core Competencies What are the value-added competencies you can offer a supervisor?
30 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.
31 Are These Core Competencies In Your Federal Resume? Attention to DetailReading ComprehensionInterpersonal SkillsTeamworkSelf-ManagementDecision-MakingCustomer ServiceAccountabilityCore Competencies
32 Analyze Vacancy Announcements for Keywords Find Keywords in Duties, Specialized Experience, Qualifications, Questionnaires, and KSAs
33 Analyze Announcements for Keywords For Your Outline Format Resume Stand out with keywordsKeywords can result in referrals, selections, and interviewsHR specialists read for keywordsUse at least 5-7 keywords, more is better
34 USAJOBS Where to Find Keywords Vacancy announcements Duties and Qualifications sectionsKSAs and Quality Ranking FactorsSpecialized Experience sectionQuestionnairesOPM Classification StandardsOrganization missionCore competenciesUSAJOBS
40 Write Your Outline Format Federal Resume Conquer the most challenging step by understanding the Outline Format for your resume
41 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.
47 Accomplishment Freewriting: Negotiated a contractImproved filing systemTrained a new employeeCalculated budgetInstalled equipmentCollaborated with different agency/companyImproved performanceAnswered customer requestsMentored othersSupervised othersLowered costsPresented briefingPurchased suppliesWrote reportMonitored programsTeam memberDealt with difficult problemLaunched program
48 Why Are Accomplishments So Important in Your Resume and Your Interview? Help you get the jobSet you apart from your competitionBoost your ratingHelp you get Best Qualified and Referred to a Supervisor!Most importantly, they’re the basis for selection
49 What Do Supervisors Consider When Making Selections?
50 Your First Resume Draft… Start writing your first draft using the Classification StandardsUse Keywords and buildWrite accomplishmentsThen, later you can tailor this draft to the vacancy announcement
51 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”
52 Presidential Memorandum Improving the Federal Recruitment and The White House | May 11, 2010Improving the Federal Recruitment andHiring 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
53 BUT … KSAs Are Now Covered in 4 Sections of the Application Process! KSA accomplishments in the resumeKSA narratives to support the Questionnaire (on occasion 4,000 to 8,000 characters)KSAs in the multiple choice QuestionnaireKSAs as part of the Behavior-Based interview
56 Example: KSAs in the Questionnaire Multiple Choice Questions
57 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!
58 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…”
59 Apply for Jobs with USAJOBS Complete Online ApplicationUSAJOBS and Self-Assessment Questionnaire SystemsSubmit Supporting Documents (DD-214, Transcripts, etc.)
60 Track and Follow Up on Your Applications How You Will Be EvaluatedCategory Rating
61 How People Are Hired: The Competitive Process Identify Job and AssessmentsRecruit and Announce JobAccept and Review ApplicationsAssess ApplicantsCertify Eligibles
62 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 AnnouncementYou may accept a position when you are terminal leave
63 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 referredQualified – not referred“If you’re not in the top bucket, you’re not in the game!” – Kathryn Troutman
64 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)
65 How Veterans’ Preference Is Applied Let’s follow an example of 9 applicants, with 3 vets and 1 disabled vetAnne (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)
66 How Veterans Preference is Applied: First, applicants are rated StatusRatingAnneNon-vetBestCoryNon-disabled vetGoodAidaDomDisabled vetSheilaBetterChrisMarioBettySuzie
67 How Veterans’ Preference Is Applied: Best Qualified Group Gets Referred StatusRatingPreferenceBucketAnneNon-vetBestBest QualifiedCoryNon-disabled vetGoodTPQualifiedAidaDomDisabled vetCPSheilaBetterWell QualifiedChrisMarioBettySuzie
68 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.
69 How Veterans’ Preference Is Applied: Final Order of Applicants CP rises to the top even though rating was good, not best.StatusRatingPreferenceBucketDomDisabled vetGoodCPBest QualifiedChrisNon-disabled vetBestTPAnneNon-vetMarioSheilaBetterWell QualifiedBettyCoryQualifiedSuzieAida
70 Why Was Your Resume Not Best Qualified? Your questionnaire answers may not have been at the highest levelYou checked off an answer in the questionnaire that made you ineligibleYour resume did not show minimum qualifications (education or experience required)Your resume did not match the questionnaireYour resume did not match the specialized experience
71 Interview for a Federal Job “It takes practice, research, and preparation for a successful job interview.”The Federal Job Interview is a Test
72 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.
73 Types of InterviewsTelephoneIndividualGroup/PanelVideo Interviews
74 Example of a Behavioral Interview Question Competency: Conflict ManagementQuestion: 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!
75 Get Hired! Physical presence – lean forward in chair OK to use your hands for gesturesEye contact, professionalism, clear speakingSmile, have enthusiasm, and demonstrate interestThe interviewers need to LIKE YOU!Take a breath! Relax.
76 Congratulations! You have completed all the Steps to a Federal Job®! You’re are on your way to getting:Best QualifiedBest Qualified and Referred to a SupervisorInterviewedOffered a Federal Position!