Posts tagged ‘Federal resumes’

November 10th, 2016

Serve in the Trump Administration

Now that the election is over and the American people have chosen President Elect Donald Trump, the transition is on. In the next 72 days, President Elect Trump’s team will choose their political employees. This article outlines some information on how to apply and how to get help in developing your application. Note, you do not apply for a job via this website. FederalResumes.net is NOT associated with the Federal government.

Per the transition websites, www.greatagain.com (President Elect Donald Trump’s website), its Help Wanted: 4,000 Political Employee release (https://www.greatagain.gov/news/help-wanted-4000-presidential-appointees.html), and www.presidentialtransition.org (a website set up by the Partnership for Public Service), they are looking for qualified applicants for four basic types of appointments:

Presidential Appointments with Senate Confirmation (PAS): There are 1,212 senior leaders, including the Cabinet secretaries and their deputies, the heads of most independent agencies and ambassadors, who must be confirmed by the Senate. These positions first require a Senate hearing in addition to background checks and other vetting.
Presidential Appointments without Senate Confirmation (PA): There are 353 PA positions which make up much of the White House staff, although they are also scattered throughout many of the smaller federal agencies.
Non-career Senior Executive Service (NA): Members of the Senior Executive Service (SES) work in key positions just below the top presidential appointees, bridging the gap between the political leaders and the civil service throughout the federal government. Most SES members are career officials, but up to 10 percent of the SES can be political appointees. (For more information see the Office of Personnel Management’s website, https://www.opm.gov/policy-data-oversight/senior-executive-service/.) There are 680 non-career members of the SES.
Schedule C Appointments (SC): There are 1,403 Schedule C appointees who serve in a confidential or policy role. They range from schedulers and confidential assistants to policy experts.

In 2012, prior to the last transition, the government issued the Plum Book (https://www.gpo.gov/fdsys/pkg/GPO-PLUMBOOK-2012/pdf/GPO-PLUMBOOK-2012.pdf) which lists these positions (there may be a new one soon). Note, for the top Senate-confirmed appointments, position descriptions have been published (http://presidentialtransition.org/publications/viewcontentdetails.php?id=1352).

There is a recently published official guide for employees applying for positions and rights on the Office of Personnel Management website (https://www.opm.gov/about-us/our-people-organization/support-functions/executive-secretariat/presidential-transition-guide-2016.pdf).

Applications for these positions is now open (https://www.greatagain.gov/serve-america.html). You will need to fill out an application online (https://apply.ptt.gov/) which requires an essay on why you hope to be part of the President-elect’s administration, a Cover Letter, an essay on any additional qualifications, a text resume (not a fancy resume) no longer than 131,072 characters (which, at an average of 4,000 characters per page, more than 30 pages).

Based on my experience helping folks transition to President George W. Bush and President Obama’s administrations, a Federal-type resume works best for folks applying for these types of jobs.

Note the following will be required for these types of positions, including extensive background checks. Per the greatagain.gov website:

The time commitment is significant and the pace is fast
Appointments and jobs of the Trump-Pence Administration are demanding, and the application process is rigorous

For most applicants under serious consideration:

A full FBI background check in which an applicant’s history of employment, personal, travel, medical, financial, legal, military and education background will likely take.
Consideration is taken for possible conflicts of interest. Financial holdings and sources of income must be disclosed. Any conflicts must be remedied by divestiture, the creation of special trusts, and other actions.
Many appointees’ dealings with the Federal government both during and for a period after their service will be significantly restricted to prevent possible conflicts of interest.

All those wishing to apply for positions in the Trump-Pence Transition, Executive Office of the President, or a Federal Department, Agency or Commission should follow the instructions below:

Complete the online application and submit it electronically. You will be notified electronically once your information has been received. A record of your application will be maintained while the President is in office, and you will be considered for the position(s) or subject area(s) which you have expressed interest in whenever openings occur.
You will be asked fill out a Personal Data Statement if you are considered for a specific position. You will be asked about possible conflicts of interest deriving from your sources of income; all aspects of your personal and professional life, including organization which you belong or once belonged; speeches you may have given and books, articles and editorials you may have written; legal, administrative and regulatory proceedings to which you may have been a party; in short, anything that might embarrass the President or you if he should choose you for a position in his administration.
If you are considered for a nomination by the President Elect, you will be asked to complete FBI and financial disclosure forms for review and consideration. The types of forms you may be required to fill out are as follows: for National Security Positions (SF86) and for higher-level positions, the financial disclosure form, (SF278). Most appointees are required to file financial disclosure statements annually during their term of service.
If Senate confirmation is required for the position you are nominated for, the Senate committee that reviews those nominations may ask you to provide additional information.

One should assume that all the information provided during this process is ultimately subject to public disclosure, if requested under the Freedom of Information Act.

I have helped numerous folks apply for political jobs during the last 3 elections, and would be pleased to see if I can help you with this transition. Please contact me at www.federalresumes.net today – time is short to apply.

December 12th, 2010

KSAs and Federal Resumes

Now that the Federal government job application process no longer requires KSAs to be individually written, there is some confusion on how to respond when KSAs and other questions are stated in either the announcement or as requirements to answer during the application process.

AS WE HAVE ALWAYS DONE: FederalResumes.net INCLUDES examples (BEST) and duties showing YOUR experience and expertise to answer ALL of the KSAs and QUESTIONS in the announcement. We also address all of the job responsibilities in the announcement to show how YOU (if you have done so) have added value by doing the exact or similar assignments during your career (or have gained knowledge on how to do so – if the job is a lower level position).

Unlike some other companies in this space, we have not had to change our resume style to meet the changes in the Federal application requirements, since we ALWAYS believed the resume needed to stand alone and describe all of YOUR experience. Since this always has been our style, we can help you get the Federal job you want.

May 11th, 2010

Changes to Applying for Federal Jobs – No KSAs or Essays for Initial Application after 11/1

The application process for Federal jobs is going to change substantially in the next few months. Per an order today 5/11/2010, the government plans to significantly streamline how you can apply for jobs by eliminating the KSAs and allow freely formatted resumes for the “initial” application. I think the key word is initial and KSAs and other essays will be required for those initially selected as qualified for a job. The text of the announcement is below (see http://www.whitehouse.gov/the-press-office/presidential-memorandum-improving-federal-recruitment-and-hiring-process)

The White House

Office of the Press Secretary

For Immediate Release

May 11, 2010

Presidential Memorandum — Improving the Federal Recruitment and Hiring Process

MEMORANDUM FOR THE HEADS OF EXECUTIVE DEPARTMENTS AND AGENCIES

SUBJECT: Improving the Federal Recruitment and Hiring Process

To deliver the quality services and results the American people expect and deserve, the Federal Government must recruit and hire highly qualified employees, and public service should be a career of choice for the most talented Americans. Yet the complexity and inefficiency of today’s Federal hiring process deters many highly qualified individuals from seeking and obtaining jobs in the Federal Government.

I therefore call on executive departments and agencies (agencies) to overhaul the way they recruit and hire our civilian workforce. Americans must be able to apply for Federal jobs through a commonsense hiring process and agencies must be able to select high-quality candidates efficiently and quickly. Moreover, agency managers and supervisors must assume a leadership role in recruiting and selecting employees from all segments of our society. Human resource offices must provide critical support for these efforts. The ability of agencies to perform their missions effectively and efficiently depends on a talented and engaged workforce, and we must reform our hiring system to further strengthen that workforce.

By the authority vested in me as President by the Constitution and the laws of the United States, including section 3301 of title 5, United States Code, I hereby direct the following:

Section 1. Directions to Agencies. Agency heads shall take the following actions no later than November 1, 2010:

(a) consistent with merit system principles and other requirements of title 5, United States Code, and subject to guidance to be issued by the Office of Personnel Management (OPM), adopt hiring procedures that:

(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

(3) provide for selection from among a larger number of qualified applicants by using the “category rating” approach (as authorized by section 3319 of title 5, United States Code), rather than the “rule of 3” approach, under which managers may only select from among the three highest scoring applicants;

(b) require that managers and supervisors with responsibility for hiring are:

(1) more fully involved in the hiring process, including planning current and future workforce requirements, identifying the skills required for the job, and engaging actively in the recruitment and, when applicable, the interviewing process; and

(2) accountable for recruiting and hiring highly qualified employees and supporting their successful transition into Federal service, beginning with the first performance review cycle starting after November 1, 2010;

(1) improve the quality and speed of agency hiring by:

(i) reducing substantially the time it takes to hire mission-critical and commonly filled positions;

(ii) measuring the quality and speed of the hiring process; and

(iii) analyzing the causes of agency hiring problems and actions that will be taken to reduce them; and

(2) provide every agency hiring manager training on effective, efficient, and timely ways to recruit and hire well-qualified individuals;

(d) notify individuals applying for Federal employment through USAJOBS, an OPM-approved Federal web-based employment search portal, about the status of their application at key stages of the application process; and

(e) identify a senior official accountable for leading agency implementation of this memorandum.

Sec. 2. Directions to the OPM. The OPM shall take the following actions no later than 90 days after the date of this memorandum:

(a) establish a Government-wide performance review and improvement process for hiring reform actions described in section 1 of this memorandum, including:

(1) a timeline, benchmarks, and indicators of progress;

(2) a goal-focused, data-driven system for holding agencies accountable for improving the quality and speed of agency hiring, achieving agency hiring reform targets, and satisfying merit system principles and veterans’ preference requirements; and

(b) develop a plan to promote diversity in the Federal workforce, consistent with the merit system principle (codified at 5 U.S.C. 2301(b)(1)) that the Federal Government should endeavor to achieve a workforce from all segments of society;

(c) evaluate the Federal Career Intern Program established by Executive Order 13162 of July 6, 2000, provide recommendations concerning the future of that program, and propose a framework for providing effective pathways into the Federal Government for college students and recent college graduates;

(d) provide guidance or propose regulations, as appropriate, to streamline and improve the quality of job announcements for Federal employment to make sure they are easily understood by applicants;

(e) evaluate the effectiveness of shared registers used in filling positions common across multiple agencies and develop a strategy for improving agencies’ use of these shared registers for commonly filled Government-wide positions;

(f) develop a plan to increase the capacity of USAJOBS to provide applicants, hiring managers, and human resource professionals with information to improve the recruitment and hiring processes; and

(g) take such further administrative action as appropriate to implement sections 1 and 2 of this memorandum.

Sec. 3. Senior Administration Officials. Agency heads and other senior administration officials visiting university or college campuses on official business are encouraged to discuss career opportunities in the Federal Government with students.

Sec. 4. Reporting. (a) The OPM, in coordination with the OMB and in consultation with other agencies, shall develop a public human resources website to:

(1) track key human resource data, including progress on hiring reform implementation; and

(2) assist senior agency leaders, hiring managers, and human resource professionals with identifying and replicating best practices within the Federal Government for improving new employee quality and the hiring process.

(b) Each agency shall regularly review its key human resource performance and work with the OPM and the OMB to achieve timelines and targets for correcting agency hiring problems.

(c) The OPM shall submit to the President an annual report on the impact of hiring initiatives set forth in this memorandum, including its recommendations for further improving the Federal Government’s hiring process.

Sec. 5. General Provisions. (a) Except as expressly stated herein, nothing in this memorandum shall be construed to impair or otherwise affect:

(1) authority granted by law or Executive Order to an agency, or the head thereof; or

(2) functions of the Director of the OMB relating to budgetary, administrative, or legislative proposals.

(b) This memorandum shall be implemented consistent with applicable law and subject to the availability of appropriations.

(c) This memorandum is not intended to, and does not, create any right or benefit, substantive or procedural, enforceable at law or in equity by any party against the United States, its departments, agencies, or entities, its officers, employees, or agents, or any other person.

(d) The Director of the OPM, in consultation with the OMB, may grant an exception to any of the requirements set forth in section 1 of this memorandum to an agency that demonstrates that exceptional circumstances prevent it from complying with that requirement.

Sec. 6. Publication. The Director of the OPM is hereby authorized and directed to publish this memorandum in the Federal Register.

BARACK OBAMA

April 22nd, 2010

Parts of a Federal Resume

A Federal Resume differs from regular civilian resumes for non governmental jobs. Based on the announcement and application format, a federal resume generally includes the following information. Note, that this is much more comprehensive than information required for jobs in the United States civilian sector. If you do not include this information, your application may not be considered.

If you need help with preparing your resume, I recommend you seek professional help – especially if you are not familiar with the exact information and formatting requirements.

Job Information:

* Announcement number, and title and grade(s) which are being applied for

Personal Information:

* Full name, mailing address (with ZIP code)
* Home, cell and work phone numbers (with area code)
* E-Mail address
* Social Security Number
* Country of citizenship (most federal jobs require United States citizenship)
* Veterans’ preference
* Highest Federal civilian grade held (give job series and dates held)
* Professional summary – written in 3rd person

Work Experience:

* Job title (include series and grade if federal job – level in military if a veteran)
* Employer’s name and full address, including street address, city, state and ZIP code
* Supervisor’s name and phone number
* Starting and ending dates (month and year) [note: some formats require month, date and year]
* Hours per week
* Salary
* Indicate if current supervisor may be contacted
* Job duties – include quantification and keywords in the announcement – written in 3rd person
* Job accomplishments – include quantification – in the challenge-action-result format – written in 3rd person

Education:

For colleges and universities:

* Name, city, state and ZIP Code
* Major(s), Type and year of any degrees received
* GPA
* Total credits and types of credits earned, i.e. quarter, credit or semester hours.
* Honors
* Course list
* Note: only list accredited colleges listed at http://www.ope.ed.gov/accreditation/search.asp. If an applicant lists degrees from schools not on the accreditation list, they may be subject for disqualification from federal employment and in some states also subject to criminal prosecution.

For high school: Date of diploma or GED, high school name, city, state and ZIP Code

Other Qualifications:

* Job-related training courses, including course title, date (may be year or month and year), course duration (hours, days or months)
* Certifications and licenses (include Secret or Top Secret clearance here)
* Job-related skills, for example, other languages, computer software/hardware, tools, machinery, typing speed
* Job-related honors, awards, and special accomplishments, for example, publications, memberships in professional or honor societies, leadership activities, public speaking, and performance awards

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.

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.

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.

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 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