10 steps to federal job

1

PPT: Part 1 of 3

2

Welcome & Administrative Notes

A&FRC MarketingBreaksBathroomsSmoking AreasCell PhonesEmergency Exits SIP

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.

What Are the Ten Steps to a Federal Job®?

STEP 1: Review the Federal Job ProcessSTEP 2: Network – Who Do You Know?STEP 3: Research Vacancy Announcements on

USAJOBSSTEP 4: Analyze Your Core CompetenciesSTEP 5: Analyze Vacancy Announcements for

Keywords

4

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 USAJOBSSTEP 9: Track and Follow Up on Your

ApplicationsSTEP 10: Interview for a Federal Job

5

INTRODUCTION

How Many Hats Do You Wear at Work?

6

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

INTRODUCTION

Your Hats Will Become Keywords for YourOutline Format Federal Resume (Step 6)

7

• Supply Analyst• Logistics Manager• Transportation Specialist• Supervisor• Instructor• Team Leader• Database Administrator• Research / Analyst• Contract Officer• Purchasing Specialist• Office Administrator• Timekeeper

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

INTRODUCTION

Activity: Accomplishment Freewriting

What are your best accomplishments?

9

See Book Pages 8-9

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?!....)

10

See Book

Pages 8-9

INTRODUCTION

Accomplishment Freewriting:Examples of Accomplishments

Negotiated a contractTrained a new employeeInstalled equipmentImproved performanceAnswered customer

requestsSupervised othersPresented briefingWrote reportTeam memberDealt with difficult problem

Launched programImproved filing systemCalculated budgetCollaborated with different

agency/companyMentored othersLowered costsPurchased suppliesMonitored programs

11

See Book Pages 8-

9

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

INTRODUCTION

Step 1: Review the Federal Job ProcessAgenciesJob Titles

Grade and SalaryVeterans’ Preference

13

STEP 1: REVIEW THE FEDERAL JOB PROCESS

See Book

Page 10

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

14

See Book

Page 15


http://www.usa.gov/Agencies/Federal/All_Agencies/index.shtml

http://www.usa.gov/Agencies/Federal/All_Agencies/index.shtml

What Job Titles Are Correct for You?

Occupational Groups and SeriesClassification 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

http://www.opm.gov/fedclass/html/gsseries.asp

15

See Book Pages 22 -

29




What Job Titles Are Correct for You?

Occupational Groups and SeriesClassification 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


16

See Book Pages 22-29



What Job Titles Are Correct for You? Trades, Craft, and Labor Positions

• 2500 Wire Communications Equipment Installation and Maintenance Group• 2600 Electronic Equipment Installation and Maintenance Group• 2800 Electrical Installation and Maintenance Group• 3100 Fabric and Leather Work Group• 3300 Instrument Work Group• 3400 Machine Tool Work Group• 3500 General Services and Support Work Group• 3600 Structural and Finishing Work Group• 3700 Metal Processing Group• 3800 Metal Work Group• 3900 Motion Picture, Radio, Television, Sound Equipment Operation Group

17


http://www.opm.gov/fedclass/html/fwseries.asp














What Job Titles Are Correct for You? Trades, Craft, and Labor Positions

• 4100 Painting and Paperhanging Group• 4200 Plumbing and Pipefitting Group• 4300 Pliable Materials Work Group• 4400 Printing Group• 4600 Wood Work Group• 4700 General Maintenance and Operations Work Group• 4800 General Equipment Maintenance Group• 5000 Plant and Animal Work Group• 5200 Miscellaneous Occupations Group• 5300 Industrial Equipment Maintenance Group• 5400 Industrial Equipment Operation Group• 5700 Transportation/Mobile Equipment Operation Group

18

See Book Pages 30-

31
















What Grade Level and Salary Is Right for Your Experience and Education?

GS Schedulehttp://www.opm.gov/oca/12tables/html/gs.asp

19

Page 32See Book

Page 32


http://www.opm.gov/oca/10tables/indexGS.asp



Some Agencies Use Pay Bands for SalariesInstead of the GS Schedule (Varies By Agency)

20

http://www.tsa.gov/join/careers/pay_scales.shtmSee Book

Page 33


http://www.tsa.gov/join/careers/pay_scales.shtm

What Grade Level and Salary Is Right Based on Your Education?

How to determine your grade by education only:• GS-4 – Two years above high school (or AA Degree)• GS-5 – Based on Bachelor’s Degree• GS-7 – One full year of graduate study • GS-9 – Master’s degree or equivalent• GS-11 – Ph.D.

21

See Book

Page 34


Federal Hiring Programsand 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

22

See Book

Page 37


Federal Hiring Programsand 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

23

See Book Pages 37-

38


Federal Hiring Programsand 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 service30% 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

24

See Book

Page 39


Federal Hiring Programsand 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

25



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


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


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


Step 2: Network H Who Do You Know?Why Network?

Who Do You Know and Why Is It Important?Job Fair Script

Job Fair Resume

29

STEP 2: NETWORK – WHO DO YOU KNOW?

See Book

Page 44

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


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


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

32

See Book

Page 45


Military Job Fair/Networking ResumeAdd veterans preference at the top!

33



Spouse Job Fair/Networking ResumesAdd Eligibility for Non-competitive Appointment of Certain

Military Spouses at the top of the resume

34

See Book Pages 48-

49


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.

35



Step 3: Research Vacancy

Announcements on USAJOBS

Critical Vacancy Announcement

Features

Sample Vacancy Announcements

36

STEP 3: RESEARCH VACANCY ANNOUNCEMENTS ON USAJOBS

See Book

Page 54

Learn How to Search USAJOBS

More than 20,000 jobs are posted everyday!

37

See Book

Page 55


Excepted Service AgenciesDo not have to post on USAJOBS

38

See Book

Page 20


39

See Book

Page 20


Excepted Service AgenciesDo not have to post on USAJOBS

Learn How to Search USAJOBS by Keyword and Geographic Location

Easiest search – USAJOBS home page: • Enter keyword and geographic location• Try to use keyword specific to your unique skill set or

the correct job title in “quotation marks”

40

See Book

Page 55


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.

41

See Book

Page 56


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.

42

See Book

Page 56


Critical Announcement Features

Important sections in the federal vacancy announcement:

• Agency Name• Title of Job, Grade, and Geographic Location• Closing Date• Who Can Apply• Duties• Qualifications and Specialized Experience• Knowledge, Skills, and Abilities• Questionnaire• How to apply or the APPLY NOW link

43



One Year Specialized Experience

44

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.


Step 4: Analyze Your Core

Competencies

What are the value-added competencies you can offer

a supervisor?

45

STEP 4: ANALYZE YOUR CORE COMPETENCIES

See Book

Page 66

Are These Core Competencies In Your Federal Resume?

Soft skills can make a difference in your resume!

• Resourcefulness• Innovation• Team Leadership• Customer Services

46


From the Veterans AdministrationAdd these to your duties or accomplishments

• Interpersonal Effectiveness• Customer Service• Flexibility/Adaptability• Creative Thinking• Systems Thinking• Organizational Stewardship• Technical Skills

47

See Book Pages 67-

68


36 TSA Core CompetenciesAdd these to your duties or accomplishments

• Accountability• Administration and Management• Administrative Procedures and Tasks• Arithmetic and Mathematical Reasoning• Attention to Detail• Coaching & Mentoring• Command Presence • Conflict Management • Conscientiousnesshttp://www.tsa.gov/assets/pdf/competencies_and_definitions.pdf

48

See Book

Page 69


http://www.tsa.gov/assets/pdf/competencies_and_definitions.pdf

Draft Competencies SecurityAdministration Series, 0800

Add these to your duties or accomplishments

• Attention to Detail• Reading Comprehension• Interpersonal Skills• Teamwork• Self-Management• Decision-Making• Customer Service• AccountabilityDefinitions:http://www.opm.gov/qualifications/Standards/DRAFTS/0080.pdfArticle: http://www.federalnewsradio.com/?nid=520&sid=2847289

49

See Book

Page 70


http://www.opm.gov/qualifications/Standards/DRAFTS/0080.pdf

http://www.opm.gov/qualifications/Standards/DRAFTS/0080.pdf

http://www.federalnewsradio.com/?nid=520&sid=2847289

Core Competencies Differ for Each AgencyPeople vs. Mission Focused

50

Veterans Administration Competencies

Interpersonal EffectivenessCustomer ServiceFlexibility/AdaptabilityCreative ThinkingSystems Thinking

U.S. Marine Corps Competencies

Support deployment requirementsMeet and anticipate trainingShape land, sea and airspace trainingSupport Force protectionProvide effective command and control


Executive Core QualificationsLeadership 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

51

See Book

Page 71


http://www.opm.gov/ses/references/Handbook.asp

Step 5: Analyze Vacancy Announcements for Keywords

Find Keywords in Duties, Specialized Experience, Qualifications, Questionnaires, and KSAs

52

STEP 5: ANALYZE VACANCY ANNOUNCEMENTS FOR KEYWORDS

See Book

Page 72

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


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

54



Keywords from a Mission Statement

55


See Book

Page 78

Keywords from Duties and Qualifications Sections of the Vacancy Announcement

56


See Book

Page 74

Keywords from OPM Classification Standards

57


See Book

Page 76

Keywords from KSAs

58


See Book

Page 77

Keywords from the Specialized Experience Section

59


See Book

Page 78

Keywords from a Questionnaire

60


See Book

Page 79

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


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


Step 5 Keyword Quiz

Which words are keywords?

• Data Management• Responsible for• Network Administrator• Team Leader• Duties include• Mentor and coach

63


Step 6: Write Your Outline Format Federal Resume

Conquer the most challenging step by understanding the Outline Format for your resume

64

STEP 6: WRITE YOUR OUTLINE FORMAT FEDERAL RESUME

See Book

Page 80

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.

65

See Book

Page 99


Private Industry and TAP vs. Federal Resume

66

See Book

Page 81


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

67

See Book

Page 80


Before Veterans Federal ResumeBig Block – Hard to Read

68


Before Veterans Federal ResumeBullets – Too Short

69

See Book

Page 82


After Veterans Federal ResumeOutline Format

70

See Book Pages 84-

87


Before Spouse ResumeFunctional Resume – Too Short

71

See Book

Page 88


Before Spouse ResumeBullets – Too Short

72

See Book

Page 89


Best Format: Outline Format Easy to Read; Shows Critical Skills & Accomplishments

73

See Book Pages 90-

92


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.

74

See Book

Page 93


What Do Supervisors Consider When Making Selections? *

7

10

20

34

36

38

39

69

71

19

19

37

28

41

44

46

36

25

Written tests

Reputation of school

Recommendations

Major field of study

Reference checks

Level of education

Quality of the application

Interviews

Prior work experience

Great extent

Moderate extent

75

Source: MSPB’s “The Federal Selection Interview: Unrealized Potential,” February 2003


Your First Resume Draft…

• Start writing your first draft using the Classification Standards

• Then, later you can tailor this draft to the vacancy announcement

76


See Book

Page 94

Read the Occupational StandardsInventory Management Series, GS 2010

77


See Book

Page 95

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• 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


See Book

Page 96

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• Who are your customers? Are they nearby or do you work with them

through email, etc.? How many customers do you support?

79


See Book

Page 96

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.

80


See Book

Page 97

Sample Resume – AFTER with FESADMINISTRATIVE 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


See Book

Page 97

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

Step 6 Quiz

82


Step 7: KSAs in the Federal Resume and Assessment Questionnaires

Have you heard that KSAs may be eliminated?Learn the new formats

83

STEP 7: KSAS AND ASSESSMENT QUESTIONNAIRES

See Book Page 102

KSAs Are Almost Eliminated with Hiring Reform!

Presidential MemorandumThe 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


BUT … KSAs Are Now Covered in 4 Sections of the Application Process!

1. KSA accomplishments in the resume2. KSA narratives to support the Questionnaire

(on occasion 4,000 to 8,000 characters)3. KSAs in the multiple choice Questionnaire4. KSAs as part of the Behavior-Based interview

85


See Book Page 102

Example: KSAs in the Resume

86

See Book Page 105


Example: KSAs in the Questionnaire

87

See Book Page 106


Example: KSAs in the Questionnaire Multiple Choice Questions

88


See Book Page 107

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


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…”

90

See Book Page 112


Step 8: Apply for Jobs with USAJOBS

Master the Online ApplicationUSAJOBS and Self-Assessment Questionnaire Systems

Avoiding Application Pitfalls

91

STEP 8: APPLY FOR JOBS WITH USAJOBS

See Book Page 114

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

STEP 8: APPLY FOR JOBS WITH USAJOBS

Step 9: Track and Follow Up on Your Applications

How You Will Be EvaluatedCategory Rating

93

STEP 9: TRACK AND FOLLOW UP ON YOUR APPLICATIONS

See Book Page 126

94

How People Are Hired:The Competitive Process

94

Identify Job and Assessments

Recruit and Announce Job

Assess Applicants

Certify Eligibles

Select


See Book Page 126

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

95


See Book Page 126

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

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

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

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

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)


See Book Page 129

How Veterans Preference is Applied:First, applicants are rated


See Book Page 129

Status Rating

Anne Non-vet Best

Cory Non-disabled vet Good

Aida Non-vet Good

Dom Disabled vet Good

Sheila Non-disabled vet Better

Chris Non-disabled vet Best

Mario Non-vet Best

Betty Non-vet Better

Suzie Non-vet Good

Status Rating Preference Bucket

Anne Non-vet Best Best Qualified

Cory Non-disabled vet Good TP Qualified

Aida Non-vet Good Qualified

Dom Disabled vet Good CP Best Qualified

Sheila Non-disabled vet Better TP Well Qualified

Chris Non-disabled vet Best TP Best Qualified

Mario Non-vet Best Best Qualified

Betty Non-vet Better Well Qualified

Suzie Non-vet Good Qualified

How Veterans’ Preference Is Applied:Best Qualified Group Gets Referred


See Book Page 129

Qualified preference eligibles with a compensable service-connected disability of 30% or more (CPS) and those with a compensable service-connected disability of more than 10% but less than 30% (CP) are placed at the top of the highest quality category.

Note: Merging the highest quality category (Highest Qualified) with the next lower category (Well-Qualified) requires placing the qualified preference eligible at the top of the newly merged quality category.

How Veterans’ Preference Is Applied:CPS and CP rise to the top of the highest quality category


See Book Page 129

Status Rating Preference Bucket

Dom Disabled vet Good CP Best Qualified

Chris Non-disabled vet Best TP Best Qualified

Anne Non-vet Best Best Qualified

Mario Non-vet Best Best Qualified

Sheila Non-disabled vet Better TP Well Qualified

Betty Non-vet Better Well Qualified

Cory Non-disabled vet Good TP Qualified

Suzie Non-vet Good Qualified

Aida Non-vet Good Qualified

How Veterans’ Preference Is Applied:Final Order of Applicants

CP rises to the top even though rating was good, not best.


See Book Page 129

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).


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


Follow Up Online – USAJOBS

107

See Book Page 130


Follow Up Online – Application Manager

108

See Book Page 131


Look for Notice of Results (NOR)

109


Get more information about the status of your application by finding your NOR in Application Manager under My Application Packages.

See Book Page 132

Notice of Results (NOR) - Ineligible

110


See Book Page 132

NOR – Referred! Great News!

111


See Book Page 133

NOR – Qualified, Not Among Most Qualified

112


See Book Page 133

If You Can’t See Results Online, Call or Email the HR Specialist Listed on the Announcement:

Sample Email Script

113

See Book Page 127


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


Step 10: Interview for a Federal Job“It takes practice, research, and preparation for a

successful job interview.”The Federal Job Interview is a Test

115

STEP 10: INTERVIEW FOR A FEDERAL JOB

See Book Page 134

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


Types of Interviews

• Telephone • Individual• Group/Panel• Video Interviews

117

See Book Page 136


Practice Your Accomplishments for the Behavior-Based Interview

Interview Questions are:• Job-Related• Open-Ended• Behavior-Based• Skill and Competency Based

118

See Book Page 138


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!

119

See Book Page 138


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


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 SupervisorInterviewed

Offered a Federal Position!

121

122

Post Assessment

123

Post Assessment Answers

1. C2. True3. D4. A5. A6. B7. B8. B9. D10. C

10 steps to federal job

Career

Transcript of 10 steps to federal job