10 steps to federal job

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  • This class is based on training by Kathryn Troutman of the Resume Place. The website is resumeplace.com. This is not an endorsement to purchase material but to look at free resources.
  • Market upcoming classes.Give breaks every 45-50 minutes
  • Instruct class to take Pre Assessment
  • Start a journal or some sort of note taker and write down your accomplishments. Keep this and make it a living document that you add to when appropriate.
  • The Office of Personnel Management (OPM) examines each Federal job application to ensure the most qualified person is hired for the job. Now we may have our opinions about how the process works but the OPM, in and of itself, does have a system in place. Although this system can seem complicated, it is designed to help ensure that people are hired and paid fairly. Knowing the process will help you determine your grade or salary level by analyzing your education, training, certifications, years of experience and specialized knowledge.There are 32 major occupations and 455 job series in government and new jobs are created every day with new agencies and missions.It is suggested that you review the list of agencies to determine your top 5 Agencies of consideration. This way you can focus your resume toward a particular Federal agency and mission.If you know your job title, grade and preferred agencies, you are well on your way in the job process.
  • Click on link to show class how agencies are listed.
  • (Refer back to previous slide that explainsTP category.)
  • Being prepared will show the recruiter that you are serious about their organization and your job search.
  • LinkedIn is the professional face book. Many recruiters use LinkedIn as a source for hiring. It is a great venue for networking and finding information about organizations.
  • Pay close attention to each feature.Closing Date: that’s 11:59 EST
  • Please understand that “one year specialized experience” means that you have put that amount of time in and it is evident in your resume. If for experience you put 2012-2013, you will be given credit for 1 day. Instead put 8/2012 to 5/2013 if that is how long you held the position. The one year can come from more than one job.
  • Do not upload your resume is the school of thought, my vote on that is that “it depends” on your situation. An uploaded resume gives you the opportunity to have a Profile up front that has core competencies listed.
  • You can have 5 resumes in your account.According to Kathryn Troutman’s train of thought, it is better to build the resume in the builder. Support for that thought is you can not accidentally bold or otherwise make pretty using the builder.
  • This is where it is different from what we were taught in the past as it relates to using disability points to improve score. Pay close attention to next few slides.
  • 10 steps to federal job

    1. 1. PPT: Part 1 of 3 1
    2. 2. Welcome & Administrative Notes A&FRC Marketing Breaks Bathrooms Smoking Areas Cell Phones Emergency Exits SIP 2
    3. 3. 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. 3
    4. 4. INTRODUCTION What Are the Ten Steps to a Federal Job®? STEP 1: Review the Federal Job Process STEP 2: Network – Who Do You Know? STEP 3: Research Vacancy Announcements on USAJOBS STEP 4: Analyze Your Core Competencies STEP 5: Analyze Vacancy Announcements for Keywords 4
    5. 5. INTRODUCTION What Are the Ten Steps to a Federal Job®? STEP 6: Write Your Outline Format and Paper Format Federal Resume STEP 7: KSAs in Your Federal Resume and Assessment Questionnaires STEP 8: Apply for Jobs with USAJOBS STEP 9: Track and Follow Up on Your Applications STEP 10: Interview for a Federal Job 5
    6. 6. INTRODUCTION How Many Hats Do You Wear at Work? Make a list of 5 to 7 hats you wear at work, such as: •Supervisor •Instructor •Team Leader •Database Administrator •Research / Analyst •Contract Officer •Purchasing Specialist •Office Administrator •Timekeeper 6
    7. 7. INTRODUCTION Your Hats Will Become Keywords for Your Outline Format Federal Resume (Step 6) •Supply Analyst •Logistics Manager •Transportation Specialist •Supervisor •Instructor •Team Leader •Database Administrator •Research / Analyst •Contract Officer •Purchasing Specialist •Office Administrator •Timekeeper 7
    8. 8. INTRODUCTION 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) 8
    9. 9. INTRODUCTION Activity: Accomplishment Freewriting What are your best accomplishments? See Book Pages 8-9 9
    10. 10. INTRODUCTION Accomplishment Freewriting: Your Accomplishments Will Be Added Into Your Federal Resume – in Step 6 • First, what have you accomplished that stands out? • Remember specific examples of projects or events; write down your actions and the results • Use the accomplishments for your federal resume and interview preparation • Gain confidence (Whoa, I’ve done all those?!....) See Book Pages 89 10
    11. 11. INTRODUCTION Accomplishment Freewriting: Examples of Accomplishments See Book Pages 8-9 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 11
    12. 12. INTRODUCTION 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 12
    13. 13. STEP 1: REVIEW THE FEDERAL JOB PROCESS Step 1: Review the Federal Job Process Agencies Job Titles Grade and Salary Veterans’ Preference See Book Page 10 13
    14. 14. STEP 1: REVIEW THE FEDERAL JOB PROCESS What Are Your Target Agencies? • View entire list at http://www.usa.gov/Agencies/Federal/All _Agencies/index.shtml. • Choose 2 or 3 agencies to get started • Learn their application process • Learn agency missions See Book Page 15 14
    15. 15. STEP 1: REVIEW THE FEDERAL JOB PROCESS What Job Titles Are Correct for You? 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 See Book Pages 22 -29 http://www.opm.gov/fedclass/html/gsseries.asp 15
    16. 16. STEP 1: REVIEW THE FEDERAL JOB PROCESS What Job Titles Are Correct for You? 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 http://www.opm.gov/fedclass/html/gsseries.asp See Book Pages 22-29 16
    17. 17. STEP 1: REVIEW THE FEDERAL JOB PROCESS What Job Titles Are Correct for You? Trades, Craft, and Labor Positions • • • • • • • • • • • See Book Pages 30-31 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 http://www.opm.gov/fedclass/html/fwseries.asp 17
    18. 18. STEP 1: REVIEW THE FEDERAL JOB PROCESS What Job Titles Are Correct for You? Trades, Craft, and Labor Positions • • • • • • • • • • • • See Book Pages 30-31 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 http://www.opm.gov/fedclass/html/fwseries.asp 18
    19. 19. STEP 1: REVIEW THE FEDERAL JOB PROCESS What Grade Level and Salary Is Right for Your Experience and Education? GS Schedule http://www.opm.gov/ oca/12tables/ html/gs.asp Page 32 See Book Page 32 19
    20. 20. STEP 1: REVIEW THE FEDERAL JOB PROCESS Some Agencies Use Pay Bands for Salaries Instead of the GS Schedule (Varies By Agency) See Book Page 33 http://www.tsa.gov/join/careers/pay_scales.shtm 20
    21. 21. STEP 1: REVIEW THE FEDERAL JOB PROCESS What Grade Level and Salary Is Right Based on Your Education? How to determine your grade by education only: • • • • • See Book Page 34 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. 21
    22. 22. STEP 1: REVIEW THE FEDERAL JOB PROCESS 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 See Book Page 37 22
    23. 23. STEP 1: REVIEW THE FEDERAL JOB PROCESS Federal Hiring Programs and Preferences 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 – For individuals with disabilities, including veterans with 10-point preference – May apply for non-competitive appointment with a certification letter See Book Pages 37-38 23
    24. 24. STEP 1: REVIEW THE FEDERAL JOB 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 See Book Page 39 24
    25. 25. STEP 1: REVIEW THE FEDERAL JOB PROCESS Federal Hiring Programs and Preferences for Military Family Members Military Spouse Employment Preference (MSP) – Gives priority to military spouses relocating as a result of 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 S – 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 See Book Pages 40-41 25
    26. 26. STEP 1: REVIEW THE FEDERAL JOB PROCESS Types of Veterans’ Preference for Competitive Positions • CPS: disability of 30% or more (10 points) • CP: disability of at least 10% but less than 30% (10 points) • TP: served at specific time and not disabled (5 points) • XP: less than 10% disability or derived preference for certain family members (10 points) 26
    27. 27. STEP 1: REVIEW THE FEDERAL JOB PROCESS Types of Veterans’ Preference for Competitive Positions 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 27
    28. 28. STEP 1: REVIEW THE FEDERAL JOB PROCESS Types of Veterans’ Preference for Competitive Positions • TP, CP, CPS and XP: Can apply to many jobs only open to current feds • CP and CPS: Will always be referred to the hiring official if they are at least minimally qualified (not applicable for technical and professional jobs at GS-11 and above). For many jobs, these candidates must be hired unless HR can make reasonable justification not to do so 28
    29. 29. STEP 2: NETWORK – WHO DO YOU KNOW? Step 2: Network ̶ Who Do You Know? Why Network? Who Do You Know and Why Is It Important? Job Fair Script Job Fair Resume See Book Page 44 29
    30. 30. STEP 2: NETWORK – WHO DO YOU KNOW? 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? 30
    31. 31. STEP 2: NETWORK – WHO DO YOU KNOW? Attend a Job Fair and Take Your Resume What can you learn at a job fair? – Research the attending agencies before or when you get there to create a job fair strategy – Ask if agencies will have any “direct hire” jobs at the job fair – Dress for an interview – Find out about new federal job listings – Learn about agency missions 31
    32. 32. STEP 2: NETWORK – WHO DO YOU KNOW? Practice Your Job Fair Script and Smile! • Be convincing • Be friendly and speak clearly • Focus resume toward two to three jobs • Easy to read, one or two pages See Book Page 45 32
    33. 33. STEP 2: NETWORK – WHO DO YOU KNOW? Military Job Fair/Networking Resume Add veterans preference at the top! See Book Pages 46-47 33
    34. 34. STEP 2: NETWORK – WHO DO YOU KNOW? Spouse Job Fair/Networking Resumes Add Eligibility for Non-competitive Appointment of Certain Military Spouses at the top of the resume See Book Pages 48-49 34
    35. 35. STEP 2: NETWORK – WHO DO YOU KNOW? 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. See Book Pages 50-53 35
    36. 36. STEP 3: RESEARCH VACANCY ANNOUNCEMENTS ON USAJOBS Step 3: Research Vacancy Announcements on USAJOBS Critical Vacancy Announcement Features Sample Vacancy Announcements See Book Page 54 36
    37. 37. STEP 3: RESEARCH VACANCY ANNOUNCEMENTS ON USAJOBS Learn How to Search USAJOBS More than 20,000 jobs are posted everyday! See Book Page 55 37
    38. 38. STEP 3: RESEARCH VACANCY ANNOUNCEMENTS ON USAJOBS Excepted Service Agencies Do not have to post on USAJOBS See Book Page 20 38
    39. 39. STEP 3: RESEARCH VACANCY ANNOUNCEMENTS ON USAJOBS Excepted Service Agencies Do not have to post on USAJOBS See Book Page 20 39
    40. 40. STEP 3: RESEARCH VACANCY ANNOUNCEMENTS 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” See Book Page 55 40
    41. 41. STEP 3: RESEARCH VACANCY ANNOUNCEMENTS ON USAJOBS Learn How to Search USAJOBS by Occupational Family 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. See Book Page 56 41
    42. 42. STEP 3: RESEARCH VACANCY ANNOUNCEMENTS ON USAJOBS Learn How to Search USAJOBS by Filtering Your Search Results Veterans and Current Federal Employees can check this box in upper left corner of screen to see more jobs. Select geography, pay, or occupational series by using the filters. See Book Page 56 42
    43. 43. STEP 3: RESEARCH VACANCY ANNOUNCEMENTS ON USAJOBS Critical Announcement Features Important sections in the federal vacancy announcement: • • • • • • • • • See Book Pages 57-58 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 43
    44. 44. STEP 3: RESEARCH VACANCY ANNOUNCEMENTS ON USAJOBS 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. 44
    45. 45. STEP 4: ANALYZE YOUR CORE COMPETENCIES Step 4: Analyze Your Core Competencies What are the value-added competencies you can offer a supervisor? See Book Page 66 45
    46. 46. STEP 4: ANALYZE YOUR CORE COMPETENCIES Are These Core Competencies In Your Federal Resume? Soft skills can make a difference in your resume! • Resourcefulness • Innovation • Team Leadership • Customer Services 46
    47. 47. STEP 4: ANALYZE YOUR CORE COMPETENCIES From the Veterans Administration Add these to your duties or accomplishments • • • • • • • See Book Pages 67-68 Interpersonal Effectiveness Customer Service Flexibility/Adaptability Creative Thinking Systems Thinking Organizational Stewardship Technical Skills 47
    48. 48. STEP 4: ANALYZE YOUR CORE COMPETENCIES 36 TSA Core Competencies Add these to your duties or accomplishments • • • • • • • • • See Book Page 69 Accountability Administration and Management Administrative Procedures and Tasks Arithmetic and Mathematical Reasoning Attention to Detail Coaching & Mentoring Command Presence Conflict Management Conscientiousness http://www.tsa.gov/assets/pdf/competencies_and_definitions.pdf 48
    49. 49. STEP 4: ANALYZE YOUR CORE COMPETENCIES Draft Competencies Security Administration Series, 0800 Add these to your duties or accomplishments See Book Page 70 • Attention to Detail • Reading Comprehension • Interpersonal Skills • Teamwork • Self-Management • Decision-Making • Customer Service • Accountability Definitions: http://www.opm.gov/qualifications/Standards/DRAFTS/0080.pdf Article: http://www.federalnewsradio.com/?nid=520&sid=2847289 49
    50. 50. STEP 4: ANALYZE YOUR CORE COMPETENCIES Core Competencies Differ for Each Agency People vs. Mission Focused Veterans Administration Competencies U.S. Marine Corps Competencies Interpersonal Effectiveness Customer Service Flexibility/Adaptability Creative Thinking Systems Thinking Support deployment requirements Meet and anticipate training Shape land, sea and airspace training Support Force protection Provide effective command and control 50
    51. 51. STEP 4: ANALYZE YOUR CORE COMPETENCIES Executive Core Qualifications Leadership Competencies These are leadership competencies for ALL leaders at ALL grade levels – – – – – Leading Change Leading People Results Driven Business Acumen Building Coalitions Read more: OPM’s Guide to Senior Executive Service Qualifications See Book Page 71 51
    52. 52. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS Step 5: Analyze Vacancy Announcements for Keywords Find Keywords in Duties, Specialized Experience, Qualifications, Questionnaires, and KSAs See Book Page 72 52
    53. 53. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS 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 53
    54. 54. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS 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 See Book Pages 74-79 54
    55. 55. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS Keywords from a Mission Statement See Book Page 78 55
    56. 56. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS Keywords from Duties and Qualifications Sections of the Vacancy Announcement See Book Page 74 56
    57. 57. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS Keywords from OPM Classification Standards See Book Page 76 57
    58. 58. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS Keywords from KSAs See Book Page 77 58
    59. 59. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS Keywords from the Specialized Experience Section See Book Page 78 59
    60. 60. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS Keywords from a Questionnaire See Book Page 79 60
    61. 61. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS Facilities Operations Specialist (1604) • Project manager and focal point for facility supplies and maintenance • Maintain storage and distribution of key assets and materials • Oversee storage facility construction, renovation and day-to-day operation • Contracting officer’s technical representative (COTR) • Manage staff and evaluate work performance • Solve problems and identify solutions 61
    62. 62. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS Intelligence Analyst Keywords (0132) • Capture data to create baseline domain awareness • Develop source identification products • Review and analyze information assessing office collection capabilities • Advise and communicate relevant to social cultural, geographic and other trends and forces • Analytical thinking • Interpersonal ability 62
    63. 63. STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS Step 5 Keyword Quiz Which words are keywords? • • • • • • Data Management Responsible for Network Administrator Team Leader Duties include Mentor and coach 63
    64. 64. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Step 6: Write Your Outline Format Federal Resume Conquer the most challenging step by understanding the Outline Format for your resume See Book Page 80 64
    65. 65. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL 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. See Book Page 99 65
    66. 66. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Private Industry and TAP vs. Federal Resume See Book Page 81 66
    67. 67. STEP 6: WRITE YOUR OUTLINE FORMAT 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 See Book Page 80 67
    68. 68. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Before Veterans Federal Resume Big Block – Hard to Read 68
    69. 69. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Before Veterans Federal Resume Bullets – Too Short See Book Page 82 69
    70. 70. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME After Veterans Federal Resume Outline Format See Book Pages 84-87 70
    71. 71. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Before Spouse Resume Functional Resume – Too Short See Book Page 88 71
    72. 72. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Before Spouse Resume Bullets – Too Short See Book Page 89 72
    73. 73. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Best Format: Outline Format Easy to Read; Shows Critical Skills & Accomplishments See Book Pages 90-92 73
    74. 74. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME What to Include in Your Federal Resume 1. Job Information: announcement number, title, and grade 2. Personal Information: name and contact information, Social Security number, country of citizenship, veterans’ preference, reinstatement eligibility, and highest federal civilian grade held 3. Work Experience: job title, duties, accomplishments, employer’s name and address, supervisor name and phone number, starting and ending dates (month and year), hours per week worked, salary, and indicate whether or not your current supervisor may be contacted 4. Education: colleges or universities with name, city and state, majors, and type and year of degrees received or total credits earned (indicate semester or quarter hours); high school name, city, and state 5. Other Qualifications: training courses, special skills, certifications, licenses, honors, awards, special accomplishments, etc. See Book Page 93 74
    75. 75. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME What Do Supervisors Consider When Making Selections? * Prior work experience 71 Interviews 69 Quality of the application 38 Reference checks 36 Major field of study 34 36 39 Level of education 25 Recommendations Reputation of school Written tests 20 10 7 46 44 41 28 37 19 19 Great extent Moderate extent Source: MSPB’s “The Federal Selection Interview: Unrealized Potential,” February 2003 75
    76. 76. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Your First Resume Draft… • Start writing your first draft using the Classification Standards • Then, later you can tailor this draft to the vacancy announcement See Book Page 94 76
    77. 77. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Read the Occupational Standards Inventory Management Series, GS 2010 See Book Page 95 77
    78. 78. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Factor Evaluation System – How to Write Better Work Experience Descriptions using the Factor Evaluation System from the Classification Standards (found at the bottom of the Classification Standards) KNOWLEDGE • What knowledge do you have to help you do your job? SUPERVISORY CONTROLS • What kind of supervisory control do you have? Or do you work independently? Add this to your resume. GUIDELINES USED • • See Book Page 96 What guidelines do you use to do your job? What laws, regulations or references? Let's add them into your resume. Legislation, Manuals, SOP, Policies, References 78
    79. 79. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Factor Evaluation System continued… COMPLEXITY • What is the scope of your position? SCOPE & EFFECT • Who do you talk to and work with? What is the scope of your work? Is it local, regional, worldwide? We have to add this to show the scope of your job. PERSONAL CONTACTS AND PURPOSE OF CONTACTS • See Book Page 96 Who are your customers? Are they nearby or do you work with them through email, etc.? How many customers do you support? 79
    80. 80. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Sample Resume That Doesn’t Use the Factor Evaluation System Administrative Assistant (40 hrs per wk) (Massachusetts Air National Guard) Jan 08 – Present. Provide administrative support to the Chief of Staff (Massachusetts Air National Guard). Provide reports to queries on personnel matters utilizing data systems RCAS and IPERMS. Track suspense’s, Executive Summaries, correspondence, briefings, and investigations utilizing an electronic log system. Review Executive Summaries for content, format, and administrative errors. Maintain Payroll Worksheets for 35 personnel monitoring hours worked and vacations taken, and provide summary reports to supervisors and finance personnel. Manage Moral and Welfare fund requests for Massachusetts National Guard units by reviewing requests for legality, administrative correctness, submitting the paperwork to the State Military Department, and coordinating issuance of checks. Monitor the Chief of Staff’s calendar for appointments and events. Assist in developing/mentoring new personnel both enlisted and officer with office procedures. See Book Page 97 80
    81. 81. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Sample Resume – AFTER with FES See Book Page 97 ADMINISTRATIVE ASSISTANT (40 hrs per wk) (Mass. Air National Guard) Assistant to the Chief of Staff who oversees 3,000 Mass. National Guard Soldiers. Work independently to support all administrative, personnel, correspondence and payroll administration for the director. COMPLEX ADMINISTRATION: Highly skilled in supporting multiple battalion deployments and re-integration and readiness during and following the ending of Iraq and Afghanistan was. ACCOMPLISHMENT: Improved support for deployed, emergency support for the guardsmen. Organized and coordinated efficient ceremonies and events. Managed paperwork for complex deployments. IMPLEMENT THE NATIONAL GUARD TECHNICIAN HANDBOOK. Implement and administer “The Technician Act of 1968”, Public Law 90-486, for all support services for Reserves and Active duty personnel. REPORTS AND DATABASE ADMINISTRATION AND COMPUTER SKILLS. Produce reports to queries on personnel matters utilizing data systems RCAS and IPERMS. Track suspenses, Executive Summaries, correspondence, briefings, and investigations utilizing an electronic log system. CUSTOMER SERVICES FOR THE GUARD PERSONNEL: Manage Moral and Welfare fund requests for Massachusetts National Guard units by reviewing requests for legality, administrative correctness, submitting the paperwork to the State Military Department, and coordinating issuance of checks. 81
    82. 82. STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME Step 6 Quiz What are the most important sections of your Work Experience section? • • • • • • Keywords Accomplishments Height and weight Knowledge required Complexity of position Other duties as assigned 82
    83. 83. STEP 7: KSAS AND ASSESSMENT QUESTIONNAIRES Step 7: KSAs in the Federal Resume and Assessment Questionnaires Have you heard that KSAs may be eliminated? Learn the new formats See Book Page 102 83
    84. 84. STEP 7: KSAS AND ASSESSMENT QUESTIONNAIRES KSAs Are Almost Eliminated with Hiring Reform! 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 84
    85. 85. STEP 7: KSAS AND ASSESSMENT QUESTIONNAIRES BUT … KSAs Are Now Covered in 4 Sections of the Application Process! 1. 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 See Book Page 102 85
    86. 86. STEP 7: KSAS AND ASSESSMENT QUESTIONNAIRES Example: KSAs in the Resume See Book Page 105 86
    87. 87. STEP 7: KSAS AND ASSESSMENT QUESTIONNAIRES Example: KSAs in the Questionnaire See Book Page 106 87
    88. 88. STEP 7: KSAS AND ASSESSMENT QUESTIONNAIRES Example: KSAs in the Questionnaire Multiple Choice Questions See Book Page 107 88
    89. 89. STEP 7: KSAS AND ASSESSMENT QUESTIONNAIRES 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! 89
    90. 90. STEP 7: KSAS AND ASSESSMENT QUESTIONNAIRES 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…” See Book Page 112 90
    91. 91. STEP 8: APPLY FOR JOBS WITH USAJOBS Step 8: Apply for Jobs with USAJOBS Master the Online Application USAJOBS and Self-Assessment Questionnaire Systems Avoiding Application Pitfalls See Book Page 114 91
    92. 92. STEP 8: APPLY FOR JOBS WITH USAJOBS 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? 92
    93. 93. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS Step 9: Track and Follow Up on Your Applications See Book Page 126 How You Will Be Evaluated Category Rating 93
    94. 94. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS How People Are Hired: The Competitive Process Identify Job and Assessments Recruit and Announce Job Accept and Review Applications Assess Applicants Certify Eligibles Select See Book Page 126 94
    95. 95. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS 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 See Book Page 126 95
    96. 96. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS What Happens to Your Application? Category Rating • Mandatory under Presidential Memorandum, May 11, 2010 • A ranking and selection procedure • This is a confusing time of transition from point system (rate and rank) to categories • Category Rating: Three buckets of applicants See Book Page 128
    97. 97. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS With Category Rating, No More Scores There is no disclosure of crediting plans (points) and/or rating schedules with scoring keys. See Book Page 128
    98. 98. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS 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 See Book Page 128
    99. 99. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS 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) See Book Page 128
    100. 100. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS How Veterans’ Preference Is Applied Let’s follow an example of 9 applicants, with 3 vets and 1 disabled vet • • • • • • • • • See Book Page 129 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)
    101. 101. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS How Veterans Preference is Applied: First, applicants are rated Status 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 See Book Page 129 Rating Non-vet Good
    102. 102. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS How Veterans’ Preference Is Applied: Best Qualified Group Gets Referred Status 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 See Book Page 129 Rating Preference Bucket Non-vet Good Qualified Best Qualified TP Qualified Qualified
    103. 103. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS 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. See Book Page 129
    104. 104. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS How Veterans’ Preference Is Applied: Final Order of Applicants CP rises to the top even though rating was good, not best. Status 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 See Book Page 129 Rating Non-vet Good Qualified TP Well Qualified Well Qualified TP Qualified
    105. 105. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS 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).
    106. 106. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS 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
    107. 107. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS Follow Up Online – USAJOBS See Book Page 130 107
    108. 108. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS Follow Up Online – Application Manager See Book Page 131 108
    109. 109. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS Look for Notice of Results (NOR) Get more information about the status of your application by finding your NOR in Application Manager under My Application Packages. See Book Page 132 109
    110. 110. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS Notice of Results (NOR) - Ineligible See Book Page 132 110
    111. 111. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS NOR – Referred! Great News! See Book Page 133 111
    112. 112. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS NOR – Qualified, Not Among Most Qualified See Book Page 133 112
    113. 113. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS If You Can’t See Results Online, Call or Email the HR Specialist Listed on the Announcement: Sample Email Script See Book Page 127 113
    114. 114. STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS Track and Follow-Up Review What should you do if you are not rated Best Qualified? • If you are a veteran or disabled veteran, you can write an email to the HR specialist on the announcement and ask for another review of your resume and questionnaire • Improve your resume so that it shows your qualifications better • Improve your questionnaire answers 114
    115. 115. STEP 10: INTERVIEW FOR A FEDERAL JOB Step 10: Interview for a Federal Job See Book Page 134 “It takes practice, research, and preparation for a successful job interview.” The Federal Job Interview is a Test 115
    116. 116. STEP 10: INTERVIEW FOR A FEDERAL JOB 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. 116
    117. 117. STEP 10: INTERVIEW FOR A FEDERAL JOB Types of Interviews • • • • See Book Page 136 Telephone Individual Group/Panel Video Interviews 117
    118. 118. STEP 10: INTERVIEW FOR A FEDERAL JOB Practice Your Accomplishments for the Behavior-Based Interview Interview Questions are: • Job-Related • Open-Ended • Behavior-Based • Skill and Competency Based See Book Page 138 118
    119. 119. STEP 10: INTERVIEW FOR A FEDERAL JOB 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! See Book Page 138 119
    120. 120. STEP 10: INTERVIEW FOR A FEDERAL JOB 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. 120
    121. 121. Congratulations! You have completed the Ten Steps to a Federal Job®! Your are on your way to getting: Best Qualified Best Qualified and Referred to a Supervisor Interviewed Offered a Federal Position! 121
    122. 122. Post Assessment 122
    123. 123. Post Assessment Answers 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. C True D A A B B B D C 123
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