6 The Best Federal Resume Format! Outline Format Federal Resume It is Easy to Read by HR! Uses small paragraphs for readability ALL CAPS keywords should.

6 The Best Federal Resume Format! Outline Format Federal Resume It is Easy to Read by HR! Uses small paragraphs for readability ALL CAPS keywords should match the keywords in the announcement Add accomplishments Copies and pastes into USAJOBS 1

Tips for Wounded Warrior Resumes
6 Tips for Wounded Warrior Resumes 1) Include a short description This is Toran Gaal, Wounded Warrior on recumbent bicycle riding across the US, Summer 2015. See Book Page 97 2

6 Tips for Wounded Warrior Resumes 2) Include Internships See Book Page 97 See Book Page 97 3

6 Tips for Wounded Warrior Resumes 3) Show Education and Training See Book Page 98 4

6 Tips for Wounded Warrior Resumes 4) Highlight Transition Skills Training See Book Page 98 5

Improve Your Resume with the Factor Evaluation System
6 Improve Your Resume with the Factor Evaluation System Resumes are graded on these criteria: KNOWLEDGE: What knowledge do you have to help you do your job? SUPERVISORY CONTROLS: Who are you in charge of? Are you independent? GUIDELINES USED: What laws or regulations are you an expert in? May include Legislation, Manuals, SOP, Policies, References COMPLEXITY: How complicated is your job? SCOPE & EFFECT: Who do you talk to and work with? What is the scope of your work? Is it local, regional, worldwide? PERSONAL CONTACTS AND PURPOSE OF CONTACTS: Who are your customers? Are they nearby or do you work with them through , etc.? How many customers do you support? Local? Global? See Book Page 100 6

Improve Your Resume with the Factor Evaluation System
6 Improve Your Resume with the Factor Evaluation System Resumes are graded on these criteria: KNOWLEDGE: What knowledge do you have to help you do your job? SUPERVISORY CONTROLS: Who are you in charge of? Are you independent? GUIDELINES USED: What laws or regulations are you an expert in? May include Legislation, Manuals, SOP, Policies, References COMPLEXITY: How complicated is your job? SCOPE & EFFECT: Who do you talk to and work with? What is the scope of your work? Is it local, regional, worldwide? PERSONAL CONTACTS AND PURPOSE OF CONTACTS: Who are your customers? Are they nearby or do you work with them through , etc.? How many customers do you support? Local? Global? See Book Page 100 7

Don’t Use Just One Resume!
6 Do not write one federal resume and use it to apply for all positions. Do not just submit your private industry or TGPS resume as your federal resume. Do not upload your resume into USAJOBS. Use the resume builder instead. 8

Step 7: KSAs, Accomplishments, and Questionnaires
Have you heard that KSAs were eliminated? Now they are everywhere! 9

KSAs Are Now Covered in 5 Areas!
7 KSAs in the resume: work experience KSAs in the resume: accomplishments KSAs in the Questionnaire: narrative questions KSAs in the Questionnaire: multiple choice questions KSAs as part of the Behavior-Based interview Many of the questionnaires have up to 8000 characters of space available. You don’t have to write all 8000, write 4000 because there’s too much reading and writing in these applications. See Book Page 102 10

Write KSAs with the CCAR Format
7 Write KSAs with the CCAR Format Context The context should include the role you played in this example. Were you a team member, planner, organizer, facilitator, administrator, or coordinator? Also, include your job title at the time and the timeline of the project. You may want to note the name of the project or situation. Challenge What was the specific problem that you faced that needed resolution? Describe the challenge of the situation, such as disorganization in the office or a major project stalled. The challenge can be difficult to write about. Action What did you do that made a difference? Did you change the way the office processed information, responded to customers, managed programs? What did you do? Result What difference did it make? Did this new action save dollars or time? Did it increase accountability and information? Did the team achieve its goals? POPULAR KSA CCAR BUILDER: Context Challenge Action Result See Book Page 103 11

Ten Rules for Writing KSA Accomplishments
One excellent example Different examples for each accomplishment 300 words or less Give Specific Examples Spell out Acronyms Use First Person – “I” for accomplishments Add metrics and results Include all parts of your life 6 to 8 lines long for readability Proofread See Book Page 104 12

7 KSAs in the Resume 13 See Book Page 105
Write a short examples for each one of these! See Book Page 105 13

KSAs in the Questionnaire
7 KSAs in the Questionnaire Are you a “B” or an “A” See Book Page 107 14

KSAs in the Questionnaire Multiple Choice Questions
7 KSAs in the Questionnaire Multiple Choice Questions See Book Page 107 15

KSAs Are Part of Your Behavior-Based Interview
7 KSAs Are Part of Your Behavior-Based Interview See Book Page 109 16

Sample Cover Letter 7 Free Cover Letter Builder: See Book Page 111 17

End of Part 2, Step 5 to 7 Questions?
STEP 5: Analyze Vacancy Announcements for Keywords STEP 6: Write Your Outline Format and Paper Format Federal Resume STEP 7: KSAs in Your Federal Resume and Assessment Questionnaires Page 7 18

Step 8: Apply for Jobs with USAJOBS
Part 1: Get ready on USAJOBS Part 2: Apply for jobs on USAJOBS Lets put everything together so we may now apply for the job.

Edit Your Profile: Answer carefully!
How to Apply: USAJOBS 8 Edit Your Profile: Answer carefully! Make it visible in class announcement! Members must have a USA Jobs account! See Book Page 113

How to Apply: USAJOBS 8 Contact Info: Use your home address Make it visible in class announcement! Members must have a USA Jobs account! See Book Page 114

8 How to Apply: USAJOBS Personal Information See Book Page 118
Make it visible in class announcement! Members must have a USA Jobs account! See Book Page 118

Eligibility Documentation: DD-214, SF-15, SF-50
How to Apply: USAJOBS 8 Eligibility Documentation: DD-214, SF-15, SF-50 Make it visible in class announcement! Members must have a USA Jobs account! See Book Page 115

8 How to Apply: USAJOBS Veterans’ Preference See Book Page 116

8 How to Apply: USAJOBS Veterans’ Preference See Book Page 117

How to Apply – Collect Your Documents! Military Documents Are Critical
8 How to Apply – Collect Your Documents! Military Documents Are Critical Include ALL of the requested documents: DD-214 Statement of Service (prepared by your Command) SF-15 (if claiming 10 point veterans’ preference) VA Letter Transcripts Training Certificates Campaign medals?

8 How to Apply – Collect Your Documents Spouses – Critical For Noncompetitive Eligibility Include ALL of the requested documents: PSC Orders Marriage Certificate Other documents to prove eligibility Campaign medals?

Important Vacancy Announcement Components
Competitive or Excepted Service Competitive service agencies fill positions through a competitive selection process and are subject to civil service laws passed by Congress. Everyone gets a chance to compete! Excepted service agencies (positions) do not need to fill jobs through a competitive process, and are not subject to appointment, pay and classification rules in Title 5, USC. Some agencies have both competitive and excepted service positions. See Book Page 138

Competitive vs. Excepted
Service Excepted Service You can earn tenure a.k.a. “status” over time Status allows you some hiring benefits You cannot be easily fired You earn raises according to a formula of time served Open jobs must be posted online You must compete for the job with the general public You cannot earn “status” You are hired at-will, more like private industry You can earn raises according to performance You may be hired or fired for special reasons Open jobs do not have to be publicly announced You do not have to compete for your job with the general public See Book Page 138

Agencies Can Differ by Types of Service
Competitive Service Excepted Service See Book Page 139

Important Vacancy Announcement Components
How you will be Evaluated Category Rating (Gold, Silver, Bronze) Rule of Three Minimum score required for consideration How Veterans Preference is applied (more discussion coming) Required Documents Proof of eligibility (DD 214, SF-15, VA letter, Schedule A letter, etc.) Proof of qualifications (Resume, transcripts, etc.) Veterans' preference does not guarantee veterans a job and it does not apply to internal agency actions such as promotions, transfers, reassignments and reinstatements.

Veterans’ Preference Veterans' preference eligibility is based on dates of active duty service, receipt of a campaign badge, Purple Heart, or a service-connected disability. Not all active duty service may qualify for veterans' preference. Only veterans discharged or released from active duty in the armed forces under honorable conditions are eligible (Honorable and General Discharges) for veterans' preference. If you are a "retired member of the armed forces" you are not included in the definition of “preference eligible” unless you are a disabled veteran OR you retired below the rank of major (O-4) or its equivalent.

Why is Veterans’ Preference important? If you want a Federal job?
Your veteran’s preference will be applied to your application. Your preference could help you to move to a higher Category Bucket – above Non- Vets!

Types of Veterans: TP – Non-Disabled Vets (previously known as 5 points)
Most veterans fall under the TP category: Served during a war In a campaign or expedition and received a medal or badge For more than 180 consecutive days, other than for training, during the period beginning 9/11/01, and ending the last day of Operation Iraqi Freedom See Book Page 141

Types of Veterans: Disabled Veteran Categories (Previously known as 10 points)
CPS: disability of 30% or more CP: disability of at least 10% but less than 30% XP: less than 10% disability or derived preference for certain family members See Book Page 141

Ask for a “Statement of Service”
NEW! Good News! You can apply for a federal position before you transition out! Veterans Opportunity to Work (VOW) Act The Veterans Opportunity to Work (VOW) to Hire Heroes Act of 2011, provides seamless transition for Service members, expands education and training opportunities for Veterans, and provides tax credits for employers who hire Veterans with service-connected disabilities. Ask for a “Statement of Service”

Agencies prefer that you wait until 120 days out, however.
Veteran's Preference: When applying for Federal jobs, eligible veterans should claim preference on the Occupational Questionnaire in the section provided and provide a legible copy of DD-214(s) showing all dates of service as well as character of service (honorable, general, etc.). Additionally, veterans with service-connected disability of 10% or more must also submit a copy of their official statement from the Department of Veterans Affairs, or from a branch of the Armed Forces, certifying their service-connected disability and/or their receipt of compensation for service-connected disability. If the military member is within 120 days of separation and does not yet have a DD214, the member may instead submit any written document from the armed forces that certifies the service member is expected to be discharged or released from active duty service in the armed forces under honorable conditions not later than 120 days after the date the certification is signed.

What Happens to My Application?
Applications for Federal employment are assessed in a methodical manner to determine eligibility first, basic qualifications second, and then rated to determine level of qualification (category). Based upon the current mandated hiring reform, the majority of agencies are now using a Category Rating assessment method. See Book Page 140

Category Rating – Ranking
Applicants who meet basic qualification requirements are ranked by being placed into one of three pre-defined quality categories, instead of being ranked by individual numeric score order Gold (Best Qualified, i.e., ) Silver (Well Qualified, ) Bronze (Qualified, ) See Book Page 141

Category Rating - Selection
Names of all eligible candidates in highest quality category are referred on the Certificate of Eligibles to selecting official for consideration. Selecting official selects from among eligible candidates in the highest quality category (without being limited to the top three eligible candidates) Preference eligibles are listed ahead of non- preference eligibles within each quality category Veterans’ preference is within each quality category Within the category…any vet may be selected; disabled veterans do not have priority over non-disabled veterans See Book Page 140

Applying Veterans’ Preference
Veterans with a compensable service-connected disability of 10% or more (CP and CPS) are placed at the top of the highest quality category (Gold) Example: CP or CPS vet scores an 84 (Bronze category), they are move to the Gold category based on disability rating of 10% or more (except for scientific or professional positions at the GS-9 level or higher) See Book Page 141

More 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 *Agencies can fill positions using these authorities without posting the announcement See Book Page 144

Federal Hiring Programs and Preferences for Veterans
Wounded Warrior Hiring Wounded Warriors may be hired into the Federal government using any of several special appointing authorities granted by the Office of Personnel Management: 30 Percent or More Disabled Veterans (38 U.S.C and Public Law ) Veterans Recruitment Appointment (VRA) (5 U.S.C. 3301, 3302) Schedule A (persons with disabilities) (5 CFR (u)) See Book Page 144,146

Federal Hiring Programs and Preferences for Everyone
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 HOT DIRECT HIRE POSITIONS: IT Specialist, CyberSecurity, MSW and other medical professionals See Book Page 143

Federal Hiring Programs and Preferences for Everyone
Pathways For those in school or recently graduated Includes internships and a recent graduate program First Pathways vacancy announcement was posted July 2012 Schedule A Hiring Program Though not specifically for veterans, the Schedule A authority for people with disabilities, 5 CFR (u), is an excepted authority that agencies can use to appoint eligible veterans who have a severe physical, psychological, or intellectual disability See Book Pages 143 & 146

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) Rating can also be based on types of audiences one communicates to. For example, if the job is in customer service, e.g., IT support, highest point may be involved in communicating with very difficult/demanding people or high ranking individuals, while the lowest point involved communicating with less demanding people. Factors affecting levels Complexity Variety Circumstances how many steps - emergency how many groups - criticality functions People contacts . Guidelines - who use judgment - why supervision received Impact/result unclear/new/no guidelines - government wide - routine - department wide - unit - savings See Book Page 141

How Veterans Preference is Applied: First, applicants are rated
Status Rating Anne Non-vet Best Cory Non-disabled vet Good Aida Dom Disabled vet Sheila Better Chris Mario Betty Suzie Rating can also be based on types of audiences one communicates to. For example, if the job is in customer service, e.g., IT support, highest point may be involved in communicating with very difficult/demanding people or high ranking individuals, while the lowest point involved communicating with less demanding people. Factors affecting levels Complexity Variety Circumstances how many steps - emergency how many groups - criticality functions People contacts . Guidelines - who use judgment - why supervision received Impact/result unclear/new/no guidelines - government wide - routine - department wide - unit - savings See Book Page 141

How Veterans’ Preference Is Applied: Best Qualified Group Gets Referred
Status Rating Preference Bucket Anne Non-vet Best Best Qualified Cory Non-disabled vet Good TP Qualified Aida Dom Disabled vet CP Sheila Better Well Qualified Chris Mario Betty Suzie Rating can also be based on types of audiences one communicates to. For example, if the job is in customer service, e.g., IT support, highest point may be involved in communicating with very difficult/demanding people or high ranking individuals, while the lowest point involved communicating with less demanding people. Factors affecting levels Complexity Variety Circumstances how many steps - emergency how many groups - criticality functions People contacts . Guidelines - who use judgment - why supervision received Impact/result unclear/new/no guidelines - government wide - routine - department wide - unit - savings See Book Page 141

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 with other veterans who scored in this 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. See Book Page 141

Veterans’ Preference: One Exception
The Category Rating Process does not add veterans’ preference points but protects the rights of veterans by placing them ahead of non-preference eligibles within each category. Preference eligibles who meet the minimum qualification requirements and who have a compensable service-connected disability of at least 10 percent must be listed in the highest quality category (except in the case of scientific or professional positions at the GS-9 level or higher). See Book Page 141

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 Anne Non-vet Mario Sheila Better Well Qualified Betty Cory Qualified Suzie Aida Rating can also be based on types of audiences one communicates to. For example, if the job is in customer service, e.g., IT support, highest point may be involved in communicating with very difficult/demanding people or high ranking individuals, while the lowest point involved communicating with less demanding people. Factors affecting levels Complexity Variety Circumstances how many steps - emergency how many groups - criticality functions People contacts . Guidelines - who use judgment - why supervision received Impact/result unclear/new/no guidelines - government wide - routine - department wide - unit - savings See Book Page 141

Applicationmanager.gov Part 2: The Multiple-Choice Questionnaires
8 Make it visible in class announcement! Members must have a USA Jobs account! See Book Page 121

8 USAJOBS Quiz How many resumes can you add to your resume builder account? Is it better to upload your resume or build the resume in the builder?

9 Follow-up Techniques See Book Page 125

USAJOBS Application Tracking
9 If you are referred to a supervisor for a job wait for the call. See Book Page 126

Step 10: Interview for a Federal Job
Practice Research Preparation

Performance Based Interview – is a TEST!
10 Performance Based Interview – is a TEST! Time management! Any comments from you? What is the biggest challenge of this job? See Book Page 131

Types of Federal Interviews
10 Interviews are very important! Do not blow it! Apple to Apple Why should we hire you? Apple: Supervisor, Manager Apple: What the job is asking See Book Page 132

Typical Performance-Based Interviews
10 Prepare Practice See Book Page 134

End of Part 3: Step 8 to 10 Questions?
STEP 8: Apply for Jobs with USAJOBS STEP 9: Track and Follow-up STEP 10: Interview for a Federal Job QUESTIONS??? Page 7

6 The Best Federal Resume Format! Outline Format Federal Resume It is Easy to Read by HR! Uses small paragraphs for readability ALL CAPS keywords should.

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6 The Best Federal Resume Format! Outline Format Federal Resume It is Easy to Read by HR! Uses small paragraphs for readability ALL CAPS keywords should.

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