1. Match Your Client To The Right Federal Job
Career Management Alliance 2011 Conference
April 6-8, 2011
Robin Schlinger, CFRW, CPRW, CARW,CECC, JCTC
©Robin’s Resumes®, 2011 Atlanta, GA

2. Items covered in the Presentation
Where to look for Federal Jobs
8 Steps to read and match clients to an announcement
Strategies if the client is not a match
Example
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3. Where to look for Jobs USAJobs.gov - Main Site for Competitive Service
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4. Using USAJobs for a Search
Short lesson : Use the advanced search options:
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5. Using USAJobs for a Search
Short lesson continued - 1: Use the advanced search options:
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6. Using USAJobs for a Search
Short lesson continued - 2: Use the advanced search options:
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7. Using USAJobs for a Search
Typical Screen – Quick Lesson
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8. Other Sources for Hire Networking
Current Federal employees internal postings
FOR NON-COMPETITIVE SERVICE (many jobs with strong specialties such as attorneys, doctors, engineers and others can be these types of jobs – along with Student / Trainee jobs) go to the individual agency websites:
Most agency websites have a Career button – you need to check those sites for jobs
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9. Student Sources for Jobs
• • Individual Agency Sites
Student Career Placement Office
Past student programs – they are in flux and being replaced per Presidential Order
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10. 8 Steps to Check to Match a Client’s Background to an Announcement
Announcement Deadline
Grade and Salary Level
Who may apply
Job Duties
Background Requirements
KSA and Questionnaires
How to apply
Additional documentation requirements
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11. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 1 – Announcement Deadline - Be sure you can make it!
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12. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 2 – Salary and Grade Level – make sure it is a match
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13. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 2 – Grade Level What You Can Apply For (Rule of Thumb)
GS Level
Military Rank
Assume at least 1 year at given rank
Civilian Workforce
Assume 1 year experience for most of these at that level
Educational Level with no experience
or experience required
GS-5
E-4 or below
3 to 4 years experience without a degree
Entry Level Professional
Bachelor Degree
GS-7
E-5/E-6 (less than 15 years)
Entry Level Professional with Graduate Study
1 year graduate study or a Bachelor Degree with superior academic achievement (High GPA)
1 year experience at the GS-5 level
GS-9
E-6 (more than 15 years)/E-7
Professional
Master Degree
or 1 year experience GS-7 level
GS-11
E-8
O-2
Mid-Level Professional
Doctorate Degree - non research positions
Master Degree - research positions
or 1 year experience GS-9 level
GS-12
E-9
O-3
Senior-Level Professional
Doctoral Degree - research positions
or 1 year experience GS-11 level
GS-13
O-4
Manager/Senior-Level Professional (depending on location and series)
1 year experience at the GS-12 level
GS-14
O-5
Mid-Level Manager/Director
1 year experience at the GS-13 level
GS-15
O-5/O-6
Director
1 year experience at the GS-14 level
SES
Some O-5’s depending on position
O-6 and UP
Vice President
Need at least 10 years experience including at least 1 year experience at the GS-14/15 level (some SES positions require GS-15 level experience)
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14. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 3 – Who may apply – all US Citizens example
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15. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 3 – Who may apply – Status example
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16. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 3 – Who may apply – Some Special Hiring Authorities:
Current Permanent Federal Civilian Employee
Current Permanent Department of Defense (DoD) Civilian Employee
Reinstatement Eligible
Executive Order Eligible
Postal Service/Peace Corps and Other Unique Authorities
Military Spouse under Executive Order 13473
Interchange Agreement (Example: NAF)
Interagency Career Transition Assistance Program Eligible (ICTAP)
Veterans' Recruitment Appointment (VRA)
30% or More Disabled Veteran
Veterans' Employment Opportunity Act Eligible
Persons with Disability
Current Student
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17. 8 Steps to Check to Match a Client’s Background to an Announcement
A brief guide to Veteran Preference
5 point preference eligible: active duty service meets any of the following:
180 or more consecutive days, any part of which occurred during the period beginning September 11, 2001 and ending on a future date prescribed by Presidential proclamation or law as the last date of Operation Iraqi Freedom, OR
Between August 2, 1990 and January 2, 1992, OR
180 or more consecutive days, any part of which occurred after January 31, 1955 and before October 15, 1976.
In a war, campaign or expedition for which a campaign badge has been authorized or between April 28, 1952 and July 1, 1955.
10 point preference eligible: served at any time have a service connected disability OR received a Purple Heart.
A client can determine their eligibility for Veteran’s Preference at
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18. 8 Steps to Check to Match a Client’s Background to an Announcement
How does Veteran Preference affect job selection?
Announcements with a numerical rating and ranking system: 5 to 10 Points added to the applicant’s numerical score
This means clients without Veteran preference start out with a 5 to 10 point disadvantage - so MUST score to even have a chance
Announcements without a numerical rating and ranking system:
Compensable service-connected disability of 10% or more: placed at the top of the highest category on the referral list (except for scientific or professional positions at the GS-9 level or higher).
Other Veteran preference eligibles are placed above non-preference eligibles within their assigned category.
30% or More Disabled Veteran allows any veteran with a 30% or more service-connected disability to be non-competitively appointed. A critical consideration when advising clients on whether to apply – ALL they need to do is qualify – and they can be on top of the list
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19. 8 Steps to Check to Match a Client’s Background to an Announcement
How does Veteran Preference affect job selection?
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20. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 4 – Check Job Duties
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21. 8 Steps to Check to Match a Client’s Background to an Announcement
Why Job Duties are important:
In order to qualify, unless a trainee position or qualifying on education alone – your client must have experience in the job duties at the level below the position.
In order to score highly, your client must have experience in the job duties. Your client should have experience with every acronym in the announcement (or be able to show very similar experience) and knowledge of the acronym.
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22. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 5 – Check Requirements – Page 1
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23. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 5 – Check Requirements – Page 2
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24. 8 Steps to Check to Match a Client’s Background to an Announcement
Why Requirements are important:
If you’re your client does not meet the REQUIRMENTS they will not be considered for the job.
Your client must be able to spell out in their resume how they meet all of the requirements.
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25. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 6 – KSAs and Questionnaire
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26. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 6 – Selected Questionnaire Questions - 1
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27. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 6 – Selected Questionnaire Questions - 2
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28. 8 Steps to Check to Match a Client’s Background to an Announcement
Why KSAs and Questionnaires are important:
Many times these are REQUIREMENTS – and if your client cannot positively answer these questions your client will not be considered for the job.
Your client must be able to spell out in their resume how they meets all of the answers to the KSAs and the Questionnaire.
You may consider creating KSA answers separately so your client can be ready for an interview or request for them on the 2nd round.
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29. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 6 – Selected Questionnaire Questions
Should answer D or E to all questions
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30. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 7 – How to Apply
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31. 8 Steps to Check to Match a Client’s Background to an Announcement
Step 8 – Required Documentation
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32. Strategies if not a Match
Date closing too soon – find another announcement
Wrong Level – many clients want to apply at a lower level to get their foot in the door. I do not recommend it.
Not easy to advance in the Federal service up several grades at once.
If much lower level, potential to cost more than a million dollars to the client during their career $50,000/year x 20 years = $1 million
Harder to have the current skills needed for the job – only the last 10 years are considered, last 3 are considered best
Difficult for a hiring manager to hire someone at their boss’ level to work for them
Wrong Status – Find another announcement
Wrong Job Duties / Does not meet Job Requirements – Determine if this is the right job field (find another job) or if you need to provide coaching to identify the right job field (based on client skills, abilities and background)
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33. Example Joe Smith 20 years Army, E-7 MOS – 11C48
Last 10 years spent as an Instructor
See Resume in Addendum
He wants to transition to Human Resources at the GS-11 Level – He sent me Announcement DON0203 – this is based on the advice of one of his superiors and the location of one of the openings near where he wants to go once he leaves the military in 4 to 5 months.
Is he a match for this job?
If not, what do you suggest he do?
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34. Example MOS Investigation
Using crosswalk:
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35. Example MOS Investigation
Clicking on Infantry finds no civilian careers
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36. Example MOS Investigation
Search the MOS on
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37. MOS Investigation Search the MOS on http://military.about.com – 2
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38. Example – Is DON0203 a fit? Job Duties
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39. Example – Is DON0203 a fit? Requirements / Evaluation
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40. Example – What I determined
He had NO experience in any of the areas highlighted in the Major Duties.
He wanted too high a level for the job – thought his E-7 with no degree could get him an HR Job.
I asked him what he really wanted to do – he really just wanted a job that would be a fit for his background.
I asked him whether he liked to be a trainer (what he had been doing and his voice immediately got excited – he just thought he could not get a job the region he wanted to get a job in.)
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41. Example – What I determined
I did a training specialist search and found 2 positions – one at GS-7 and the other at GS-12 (too high). [in documentation]
I prepared a resume for the GS-7 position. He still wanted to explore applying for DON0203 – so I included questions for that in my questionnaire for him. He answered N/A to each on.
He called the contact on each announcement and networked to contact the actual training manager for the GS-12 job who said to send him his resume, and the training manager is now trying to find a great fit for John at the GS-9 level.
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