Category ‘news’

February 1st, 2009

Despite downturn, federal work force grows

Job Seekers – If you needed any confirmation on where it is at in this economy, see MSNBC yesterday – note how the federal workforce is growing. Per the article at www.msnbc.msn.com/id/28952802:

“Companies are cutting jobs by the tens of thousands. State and local governments are penny-pinching, too. So what about Uncle Sam? Tough times for him as well?

Not exactly.

In fact, the number of federal workers is on the rise.”

So you may want to apply for federal jobs now! If you are, we can help you at www.federalresumepros.com

January 16th, 2009

Eight Steps to Read Federal Resume Announcements

The Federal government application process is confusing. Once an applicant finds a job on www.usajobs.gov (which lists most of the jobs available for Federal jobs), it is confusing for the applicant to determine if they are qualified for a job. This article highlights the steps required to read these announcements.

Once a job announcement is found, a potential applicant needs to determine the application requirements to be sure they meet the job requirements PRIOR to applying for a job. If an applicant does not meet the requirements, they will not be hired. A companion checklist can be used for an applicant to use to ensure they have followed the 8 steps.

First, the announcement will indicate who may apply. If it is the Public, generally all US Citizens can apply for the job. If it is Status Candidates Only, one must read the announcement carefully to determine who is eligible. Generally, in this case, federal government employees, military spouses or veterans who have separated in the past 3 years or who are eligible for veteran preference points may be considered a Status Candidate. If it says Agency Employees Only and the applicant is not currently employed as a civil servant in that agency; the applicant is not eligible to apply. If it is federal government employees only, and the applicant does not work for the federal government, you are not eligible to apply.

Second, the announcement will indicate the date the announcement closes. Application materials must be submitted according the instructions in the announcement by the closing date (and sometimes closing time). The announcement will detail how to submit materials – it is announcement specific. Depending on the announcement, an applicant may be required to file online, by fax, by email, by hand delivery or by mail. An applicant must have enough time to meet the application deadlines.

Third, the position will indicate salary and grade level. Grade levels for jobs indicate the management level within the government – and the level of responsibility.

Based on experience, veterans retiring at the E-7 level generally qualify for positions at the GS-9 level. O-3 professionals generally qualify at the GS-11 or 12 level, depending on area of their expertise. O-5/6 professionals can qualify for GS-14/15 or SES positions. SES corresponds to General/Admiral in the Military.

For non-military professionals – GS-7/9 is entry level with a BS degree. GS-11, 12 and 13 indicate various levels of expertise in an area, with GS-13 corresponding to a very senior non-managerial level or junior manager level. GS-14/15 corresponds to Senior Manager/Director level in large companies. SES positions correspond to Sr. Director/VP level positions – or even CIO positions in large companies. A BS Degree for jobs (other than security) generally qualifies one for a GS-7, MS Degree – GS-9, PhD – GS-11. For some security jobs, a BS Degree only qualifies one as a GS-5.

An applicant needs to be sure they are applying for the right level. Too high or too low will result in rejection.

Fourth, the announcement will list the job duties – in most cases. A potential applicant should read the duties carefully – they contain the keywords required for the job. In general, the resumes selected for further consideration contain these keywords, with dynamic statements showing how the applicant has experience doing the duties required for the job. When an applicant reads an announcement, they should ask themselves whether they have done that particular function previously AND if they have any demonstrated success in doing the function. If an applicant has not done most of the duties (especially the first ones listed), they are not a good candidate for the position. If the announcement lists specific TECHNICAL items, the applicant should have experience in those technical areas.

Fifth, the announcement will list the background requirements. For Federal jobs, unlike Civilian jobs, an applicant’s background MUST match the stated requirements for the job. For example, if a degree is stated as required, it is required. If certification, including DAWAI contracting certification, is stated as a requirement, it is required. If no candidates apply that meet the requirements, the agency will cancel the announcement and rewrite and repost the position again. By law, the Federal government cannot fill the position with an applicant who does not specifically meet all the background requirements listed.

Sixth, the announcement may indicate if KSAs or other essays, including Selective Preference Factors, Technical Qualifications or Professional Qualifications are required. In addition, the announcement may indicate that multiple choice questions also will need to be answered. Generally, but not always, the Resumix formats do not require separate KSAs.

Note, if the announcement is for some online formats, including QuickHire or USAJOBS, the KSAs or other questions will not be in the actual announcement. Instead, they are found during the application process. In order to find the vacancy questions, an applicant may need to start the application just to find the KSA or other questions. For AVUE announcements, not all KSAs are asked at all levels, and again, an application needs to be started just to find out the required KSAs. An applicant needs to check the announcement PRIOR to deciding to apply, since the questions are screen out questions. If you cannot answer most of the questions (and all of the KSAs or other essay questions) in the affirmative, it does not make sense to apply for the announcement.

If an announcement has KSAs, they must be written. A potential applicant should read each KSA and ask themselves if they have any experience or background in the question being asked. If not, the announcement may not be the right one to apply for.

Seventh, the announcement will indicate how to apply. If the announcement indicates a resume or OF-612 is acceptable for application, a paper resume will need to be developed. Lately, even paper resume formats have changed in requirements (such as page length and information required). An applicant must follow all directions or risk having their application denied.

If an online format is required, generally a link or an “Apply Online” button is shown on the announcement. Clicking on the link or button will bring the user to the agency’s website with further instructions on how to apply for the job. There are many different online formats, including Army Resumix, Navy Resumix, AVUE, QuickHire, USAJobs and others. It is complicated, and the requirements for these formats change regularly.

Eighth, the announcement may indicate other documentation is required. Carefully read each announcement and send the information required in the method it is asked to be sent in (online upload, fax, email or mail). If it

If you are confused, you may contact Robin Schlinger, Owner, Federal Resume Pros (www.federalresumepros.com) at 404-380-1779 or robinschlinger@federalresumepros.com.

December 16th, 2008

Federal Jobs in the New Economy – Perhaps a Solution For You

With the economy in recession, many people are now losing their jobs – or feel threatened in their current positions. President-Elect Barrack Obama has promised many new jobs in the Federal government next year – to counteract this. In addition, even now, as I write this blog, there are over 49,000 job openings posted on the USAJobs website. It is a great time to consider working for the Federal government – where there is relative job security – AND they are hiring!

To find these jobs, go to the USAJobs website and search for positions you may qualify for. If you are confused how to do that, you can contact us at 404-380-1779 or robinschlinger@federalresumepros.com.

Once you find a job, you will need to analyze it to make sure you are qualified. Unlike positions in the civilian workforce, by law, you have to meet all required qualifications. Beyond that, you will be competing against many others who want the position also, so you generally must have the experience and background to do the job.

Below are my Eight Steps to help you select those positions which you will have a great shot at qualifying for. Once you select the right position, contact us at 404-380-1779 or robinschlinger@federalresumes.net to discuss how we can create a great package for you to have even a better chance to be selected for the position.

The Federal government application process is confusing. Once an applicant finds a job on www.usajobs.gov (which lists most of the jobs available for Federal jobs), it is confusing for the applicant to determine if they are qualified for a job. This article highlights the steps required to read these announcements.

Once a job announcement is found, a potential applicant needs to determine the application requirements to be sure they meet the job requirements PRIOR to applying for a job. If an applicant does not meet the requirements, they will not be hired. A companion checklist can be used for an applicant to use to ensure they have followed the 8 steps.

First, the announcement will indicate who may apply. If it is the Public, generally all US Citizens can apply for the job. If it is Status Candidates Only, one must read the announcement carefully to determine who is eligible. Generally, in this case, federal government employees, military spouses or veterans who have separated in the past 3 years or who are eligible for veteran preference points may be considered a Status Candidate. If it says Agency Employees Only and the applicant is not currently employed as a civil servant in that agency; the applicant is not eligible to apply. If it is federal government employees only, and the applicant does not work for the federal government, you are not eligible to apply.

Second, the announcement will indicate the date the announcement closes. Application materials must be submitted according the instructions in the announcement by the closing date (and sometimes closing time). The announcement will detail how to submit materials – it is announcement specific. Depending on the announcement, an applicant may be required to file online, by fax, by email, by hand delivery or by mail. An applicant must have enough time to meet the application deadlines.

Third, the position will indicate salary and grade level. Grade levels for jobs indicate the management level within the government – and the level of responsibility.

Based on experience, veterans retiring at the E-7 level generally qualify for positions at the GS-9 level. O-3 professionals generally qualify at the GS-11 or 12 level, depending on area of their expertise. O-5/6 professionals can qualify for GS-14/15 or SES positions. SES corresponds to General/Admiral in the Military.

For non-military professionals – GS-7/9 is entry level with a BS degree. GS-11, 12 and 13 indicate various levels of expertise in an area, with GS-13 corresponding to a very senior non-managerial level or junior manager level. GS-14/15 corresponds to Senior Manager/Director level in large companies. SES positions correspond to Sr. Director/VP level positions – or even CIO positions in large companies. A BS Degree for jobs (other than security) generally qualifies one for a GS-7, MS Degree – GS-9, PhD – GS-11. For some security jobs, a BS Degree only qualifies one for a GS-5 position.

An applicant needs to be sure they are applying for the right level. Too high or too low will result in rejection.

Fourth, the announcement will list the job duties – in most cases. If an announcement is listed in AVUE, a detailed listing of job duties (a complete job description) can be found on the AVUE website. A potential applicant should read the duties carefully – they contain the keywords required for the job. In general, the resumes selected for further consideration contain these keywords, with dynamic statements showing how the applicant has experience doing the duties required for the job. When an applicant reads an announcement, they should ask themselves whether they have done that particular function previously AND if they have any demonstrated success in doing the function. If an applicant has not done most of the duties (especially the first ones listed), they are not a good candidate for the position. If the announcement lists specific TECHNICAL items, the applicant should have experience in those technical areas.

Fifth, the announcement will list the background requirements. For Federal jobs, unlike Civilian jobs, an applicant’s background MUST match the stated requirements for the job. For example, if a degree is stated as required, it is required. If certification, including DAWIA contracting certification, is stated as a requirement, it is required. If no candidates apply that meet the requirements, the agency will cancel the announcement and rewrite and repost the position again. By law, the Federal government cannot fill the position with an applicant who does not specifically meet all the background requirements listed.

Sixth, the announcement may indicate if KSAs or other essays, including Selective Preference Factors, Technical Qualifications or Professional Qualifications are required. In addition, the announcement may indicate that multiple choice questions also will need to be answered. Generally, but not always, the Resumix formats do not require separate KSAs.

Note, if the announcement is for some online formats, including AVUE or USAJOBS, the KSAs or other questions may not be in the actual announcement. Sometimes the questions may be included as a separate click in the Qualifications tab, in other cases in the How to Apply Tab. If they are not in the announcement, they are found during the application process. In order to find the vacancy questions, an applicant may need to start the application just to find the KSA or other questions. For AVUE announcements, not all KSAs are asked at all levels, and again, an application needs to be started just to find out the required KSAs. An applicant needs to check the announcement PRIOR to deciding to apply, since the questions are screen out questions. If you cannot answer most of the questions (and all of the KSAs or other essay questions) in the affirmative, it probably does not make sense to apply for the announcement.

If an announcement has KSAs, they must be written. A potential applicant should read each KSA and ask themselves if they have any experience or background in the question being asked. If not, the announcement probably is not the right one to apply for.

Seventh, the announcement will indicate how to apply. If the announcement indicates a resume or OF-612 is acceptable for application, a paper resume will need to be developed. Lately, even paper resume formats have changed in requirements (such as page length and information required). An applicant must follow all directions or risk having their application denied.

If an online format is required, generally a link or an “Apply Online” button is shown on the announcement. Clicking on the link or button will bring the user to the agency’s website with further instructions on how to apply for the job. There are many a few online formats, including Application Manager, AVUE, USAJobs and others. It is complicated, and the requirements for these formats change regularly. Each online resume version has specific length and informational requirements.

Eight, the announcement may indicate other documentation is required. Carefully read each announcement and send the information required in the method it is asked to be sent in (online upload, fax, email or mail). If it is not asked for, do not send it (except perhaps a Cover Letter for senior level paper, email or faxed based applications – if the announcement does not specifically state to send only the asked for documentation).

Once you find an announcement you want to apply for, you must follow the directions ot apply on-time. We can help you.

You may contact Robin Schlinger, Owner, FederalResumes.net (federalresumes.net) at 404-380-1779 or robinschlinger@federalresumes.net

August 30th, 2007

Executive Core Qualifications (ECQs)

Executive Core Competancies:

The ECQ essays are required for entry into the SES and are used by many departments and agencies in selection, performance management and leadership development for management and executive positions. The ECQs define the competencies to build a Federal corporate culture to drive for results, serve customers and build successful teams and coalitions with and outside the organization. Typically these essays are 1-2 pages each. FederalResumePros writes ECQ statements using examples to show how you uniquely add value.

There are 5 ECQ essays to be written:
ECQ 1 – Leading Change
ECQ 2 – Leading People
ECQ 3 – Results Driven
ECQ 4 – Business Acumen
ECQ 5 – Building coalitions
Each ECQ must address the subject of the ECQ and the competencies under each ECQ. In addition, SES candidates must show the following Fundamental Competencies:
Competencies are the personal and professional attributes that are critical to successful performance in the SES. The fundamental competencies are the attributes that serve as the foundation for each of the Executive Core Qualifications. Experience and training that strengthen and demonstrate the competencies will enhance a candidate’s overall qualifications for the SES.
Definition: These competencies are the foundation for success in each of the Executive Core Qualifications.

Competencies

Interpersonal Skills: Treats others with courtesy, sensitivity, and respect. Considers and responds appropriately to the needs and feelings of different people in different situations.

Oral Communication: Makes clear and convincing oral presentations. Listens effectively; clarifies information as needed.

Integrity/Honesty: Behaves in an honest, fair, and ethical manner. Shows consistency in words and actions. Models high standards of ethics.

Written Communication: Writes in a clear, concise, organized and convincing manner for the intended audience.

Continual Learning:  Assesses and recognizes own strengths and weaknesses; pursues self-development.
Public Service Motivation: Shows a commitment to serve the public. Ensures that actions meet public needs; aligns organizational objectives and practices with public interests.
More information on each ECQ is below. The competencies under each ECQ need to be addressed in the ECQ essays:
ECQ 1: Leading Change
Definition: This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment.
Competencies
Creativity and Innovation: Develops new insights into situations; questions conventional approaches; encourages new ideas and innovations; designs and implements new or cutting edge programs/processes.
External Awareness: Understands and keeps up-to-date on local, national and international policies and trends that affect the organization and shape stakeholders’ views; is aware of the organization’s impact on the external environment.
Flexibility: Is open to change and new information; rapidly adapts to new information, changing conditions, or unexpected obstacles.
Resilience: Deals effectively with pressure; remains optimistic and persistent, even under adversity. Recovers quickly from setbacks.
Strategic Thinking: Formulates objectives and priorities, and implements plans consistent with the long-term interests of the organization in a global environment. Capitalizes on opportunities and manages risks.
Vision: Takes a long-term view and builds a shared vision with others; acts as a catalyst for organizational change. Influences others to translate vision into action.
ECQ 2: Leading People
Definition: This core qualification involves the ability to lead people toward meeting the organization’s vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.
Competencies
Conflict Management: Encourages creative tension and differences of opinions. Anticipates and takes steps to prevent counter-productive confrontations. Manages and resolves conflicts and disagreements in a constructive manner.
Leveraging Diversity: Fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization.
Developing Others: Develops the ability of others to perform and contribute to the organization by providing ongoing feedback and by providing opportunities to learn through formal and informal methods.
Team Building: Inspires and fosters team commitment, spirit, pride and trust. Facilitates cooperation and motivates team members to accomplish group goals.

ECQ 3: Results Driven
Definition: This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.
Competencies

Accountability: Holds self and others accountable for measurable high-quality, timely, and cost-effective results. Determines objectives, sets priorities, and delegates work. Accepts responsibility for mistakes. Complies with established control systems and rules.
Customer Service: Anticipates and meets the needs of both internal and external customers. Delivers high-quality products and services; is committed to continuous improvement.
Decisiveness: Makes well-informed, effective and timely decisions, even when data are limited or solutions produce unpleasant consequences; perceives the impact and implications of decisions.
Entrepreneurship: Positions the organization for future success by identifying new opportunities; builds the organization by developing or improving products or services. Takes calculated risks to accomplish organizational objectives.
Problem Solving: Identifies and analyzes problems; weighs relevance and accuracy of information; generates and evaluates alternative solutions; makes recommendations.
Technical Credibility: Understands and appropriately applies principles, procedures, requirements, regulations and policies related to specialized expertise.
ECQ 4: Business Acumen
Definition: This core qualification involves the ability to manage human, financial, and information resources strategically.
Competencies
Financial Management: Understands the organization’s financial processes. Prepares, justifies, and administers the program budget. Oversees procurement and contracting to achieve desired results. Monitors expenditures and uses cost-benefit thinking to set priorities.
Human Capital Management: Builds and manages workforce based on organizational goals, budget considerations, and staffing needs. Ensures that employees are appropriately recruited, selected, appraised, and rewarded; takes action to address performance problems. Manages a multi-sector workforce and a variety of work situations.
Technology Management: Keeps up-to-date on technological developments. Makes effective use of technology to achieve results. Ensures access to and security of technology systems.
ECQ 5: Building Coalitions
Definition: This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals.
Competencies
Partnering: Develops networks and builds alliances; collaborates across boundaries to build strategic relationships and achieve common goals.
Political Savvy: Identifies the internal and external politics that impact the work of the organization. Perceives organizational and political reality and acts accordingly.
Influencing/Negotiating: Persuades others; builds consensus through give and take; gains cooperation from others to obtain information and accomplish goals.

April 29th, 2007

Welcome to the FederalResumes.net News Blog

Welcome to the FederalResumes.net News Blog.

In this blog, FederalResumes.net (https://federalresumes.net) experts will explain the process to apply for Federal Resumes and answer your questions on applying for Federal Jobs. They also will provide information and advaice on general resume development and developments in the resume writing industry.

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