6 The Best Federal Resume Format! Outline Format Federal Resume It is Easy to Read by HR! • Uses small paragraphs for readability • ALL CAPS keywords should match the keywords in the announcement • Add accomplishments • Copies and pastes into USAJOBS 1
6 Tips for Wounded Warrior Resumes 1) Include a short description This is Toran Gaal, Wounded Warrior on recumbent bicycle riding across the US, Summer 2015. See Book Page 97 2
6 Tips for Wounded Warrior Resumes 2) Include Internships See Book Page 97 3 3
6 Tips for Wounded Warrior Resumes 3) Show Education and Training See Book Page 98 4 4
6 Tips for Wounded Warrior Resumes 4) Highlight Transition Skills Training See Book Page 98 5 5
6 Improve Your Resume with the Factor Evaluation System Resumes are graded on these criteria: KNOWLEDGE: What knowledge do you have to help you do your job? SUPERVISORY CONTROLS: Who are you in charge of? Are you independent? GUIDELINES USED: What laws or regulations are you an expert in? May include Legislation, Manuals, SOP, Policies, References COMPLEXITY: How complicated is your job? SCOPE & EFFECT: Who do you talk to and work with? What is the scope of your work? Is it local, regional, worldwide? PERSONAL CONTACTS AND PURPOSE OF CONTACTS: Who are your customers? Are they nearby or do you work with them through email, etc. ? How many customers do you support? Local? Global? See Book Page 100 6 6
Improve Your Resume with the Factor Evaluation System 6 Resumes are graded on these criteria: KNOWLEDGE: What knowledge do you have to help you do your job? SUPERVISORY CONTROLS: Who are you in charge of? Are you independent? GUIDELINES USED: What laws or regulations are you an expert in? May include Legislation, Manuals, SOP, Policies, References COMPLEXITY: How complicated is your job? SCOPE & EFFECT: Who do you talk to and work with? What is the scope of your work? Is it local, regional, worldwide? PERSONAL CONTACTS AND PURPOSE OF CONTACTS: Who are your customers? Are they nearby or do you work with them through email, etc. ? How many customers do you support? Local? Global? See Book Page 100 7 7
6 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 private industry or TGPS resume as your federal resume. • Do not upload your resume into USAJOBS. Use the resume builder instead. 8 8
7 Step 7: KSAs, Accomplishments, and Questionnaires Have you heard that KSAs were eliminated? Now they are everywhere! 9 9
KSAs Are Now Covered in 5 Areas! 7 1. 2. 3. 4. 5. KSAs in the resume: work experience KSAs in the resume: accomplishments KSAs in the Questionnaire: narrative questions KSAs in the Questionnaire: multiple choice questions KSAs as part of the Behavior-Based interview See Book Page 102 10 10
7 Write KSAs with the CCAR Format Context The context should include the role you played in this example. Were you a team member, planner, organizer, facilitator, administrator, or coordinator? Also, include your job title at the time and the timeline of the project. You may want to note the name of the project or situation. Challenge What was the specific problem that you faced that needed resolution? Describe the challenge of the situation, such as disorganization in the office or a major project stalled. The challenge can be difficult to write about. Action What did you do that made a difference? Did you change the way the office processed information, responded to customers, managed programs? What did you do? Result What difference did it make? Did this new action save dollars or time? Did it increase accountability and information? Did the team achieve its goals? POPULAR KSA CCAR BUILDER: http: //www. resume-place. com/ksa_builder/template/ See Book Page 103 11 11
Ten Rules for Writing KSA Accomplishments 1. One excellent example 2. Different examples for each accomplishment 3. 300 words or less 4. Give Specific Examples 5. Spell out Acronyms 6. Use First Person – “I” for accomplishments 7. Add metrics and results 8. Include all parts of your life 9. 6 to 8 lines long for readability 10. Proofread See Book Page 104 12 12
7 See Book Page 105 13 KSAs in the Resume 13
7 See Book Page 107 14 KSAs in the Questionnaire 14
7 KSAs in the Questionnaire Multiple Choice Questions See Book Page 107 15 15
7 KSAs Are Part of Your Behavior-Based Interview See Book Page 109 16 16
7 Sample Cover Letter Free Cover Letter Builder: http: //www. resume-place. com/fedres_builder/cover_letter/ See Book Page 111 17 17
7 End of Part 2, Step 5 to 7 STEP 5: Analyze Vacancy Announcements for Keywords STEP 6: Write Your Outline Format and Paper Format Federal Resume Questions? STEP 7: KSAs in Your Federal Resume and Assessment Questionnaires 18 18
Step 8: Apply for Jobs with USAJOBS 8 • Part 1: Get ready on USAJOBS • Part 2: Apply for jobs on USAJOBS 19
8 How to Apply: USAJOBS Edit Your Profile: Answer carefully! See Book Page 113 20
8 How to Apply: USAJOBS Contact Info: Use your home email address See Book Page 114 21
8 How to Apply: USAJOBS Personal Information See Book Page 118 22
8 How to Apply: USAJOBS Eligibility Documentation: DD-214, SF-15, SF-50 See Book Page 115 23
8 How to Apply: USAJOBS Veterans’ Preference See Book Page 116 24
8 How to Apply: USAJOBS Veterans’ Preference See Book Page 117 25
8 How to Apply – Collect Your Documents! Include ALL of the requested documents: Military Documents Are Critical • DD-214 • Statement of Service (prepared by your Command) • SF-15 (if claiming 10 point veterans’ preference) • VA Letter • Transcripts • Training Certificates 26
8 How to Apply – Collect Your Documents Spouses – Critical For Noncompetitive Eligibility Include ALL of the requested documents: • PSC Orders • Marriage Certificate • Other documents to prove eligibility 27
Important Vacancy Announcement Components • Competitive or Excepted Service • Competitive service agencies fill positions through a competitive selection process and are subject to civil service laws passed by Congress. Everyone gets a chance to compete! • Excepted service agencies (positions) do not need to fill jobs through a competitive process, and are not subject to appointment, pay and classification rules in Title 5, USC. – Some agencies have both competitive and excepted service positions. http: //www. fedsmith. com/2010/11/28/federal-job-classifications-competitive-vs-excepted/ See Book Page 138 28
Competitive vs. Excepted Competitive Service • You can earn tenure a. k. a. “status” over time • Status allows you some hiring benefits • You cannot be easily fired • You earn raises according to a formula of time served • Open jobs must be posted online • You must compete for the job with the general public See Book Page 138 29 Excepted Service • You cannot earn “status” • You are hired at-will, more like private industry • You can earn raises according to performance • You may be hired or fired for special reasons • Open jobs do not have to be publicly announced • You do not have to compete for your job with the general public
Agencies Can Differ by Types of Service Competitive Service See Book Page 139 30 Excepted Service
• Important Vacancy Announcement Components How you will be Evaluated – – Category Rating (Gold, Silver, Bronze) Rule of Three Minimum score required for consideration How Veterans Preference is applied (more discussion coming) • Required Documents – Proof of eligibility (DD 214, SF-15, VA letter, Schedule A letter, etc. ) – Proof of qualifications (Resume, transcripts, etc. ) • Veterans' preference does not guarantee veterans a job and it does not apply to internal agency actions such as promotions, transfers, reassignments and reinstatements. 31
Veterans’ Preference • Veterans' preference eligibility is based on dates of active duty service, receipt of a campaign badge, Purple Heart, or a service -connected disability. Not all active duty service may qualify for veterans' preference. • Only veterans discharged or released from active duty in the armed forces under honorable conditions are eligible (Honorable and General Discharges) for veterans' preference. • If you are a "retired member of the armed forces" you are not included in the definition of “preference eligible” unless you are a disabled veteran OR you retired below the rank of major (O-4) or its equivalent. 32
Why is Veterans’ Preference important? If you want a Federal job? • Your veteran’s preference will be applied to your application. • Your preference could help you to move to a higher Category Bucket – above Non. Vets! 33
Types of Veterans: TP – Non-Disabled Vets (previously known as 5 points) Most veterans fall under the TP category: • Served during a war • In a campaign or expedition and received a medal or badge • For more than 180 consecutive days, other than for training, during the period beginning 9/11/01, and ending the last day of Operation Iraqi Freedom See Book Page 141 34
Types of Veterans: Disabled Veteran Categories (Previously known as 10 points) • CPS: disability of 30% or more • CP: disability of at least 10% but less than 30% • XP: less than 10% disability or derived preference for certain family members See Book Page 141 35
NEW! Good News! You can apply for a federal position before you transition out! Veterans Opportunity to Work (VOW) Act • The Veterans Opportunity to Work (VOW) to Hire Heroes Act of 2011, provides seamless transition for Service members, expands education and training opportunities for Veterans, and provides tax credits for employers who hire Veterans with service-connected disabilities. • Ask for a “Statement of Service” 36
Agencies prefer that you wait until 120 days out, however. • Veteran's Preference: When applying for Federal jobs, eligible veterans should claim preference on the Occupational Questionnaire in the section provided and provide a legible copy of DD-214(s) showing all dates of service as well as character of service (honorable, general, etc. ). Additionally, veterans with service-connected disability of 10% or more must also submit a copy of their official statement from the Department of Veterans Affairs, or from a branch of the Armed Forces, certifying their service-connected disability and/or their receipt of compensation for service-connected disability. If the military member is within 120 days of separation and does not yet have a DD 214, the member may instead submit any written document from the armed forces that certifies the service member is expected to be discharged or released from active duty service in the armed forces under honorable conditions not later than 120 days after the date the certification is signed. 37
What Happens to My Application? • Applications for Federal employment are assessed in a methodical manner to determine eligibility first, basic qualifications second, and then rated to determine level of qualification (category). • Based upon the current mandated hiring reform, the majority of agencies are now using a Category Rating assessment method. See Book Page 140 38
Category Rating – Ranking • Applicants who meet basic qualification requirements are ranked by being placed into one of three pre-defined quality categories, instead of being ranked by individual numeric score order – Gold (Best Qualified, i. e. , 95 -100) – Silver (Well Qualified, 85 -94. 9) – Bronze (Qualified, 70 -84. 9) See Book Page 141 39
Category Rating - Selection • Names of all eligible candidates in highest quality category are referred on the Certificate of Eligibles to selecting official for consideration. • Selecting official selects from among eligible candidates in the highest quality category (without being limited to the top three eligible candidates) • Preference eligibles are listed ahead of non- preference eligibles within each quality category • Veterans’ preference is within each quality category • Within the category…any vet may be selected; disabled veterans do not have priority over non-disabled veterans See Book Page 140 40
Applying Veterans’ Preference • Veterans with a compensable service-connected disability of 10% or more (CP and CPS) are placed at the top of the highest quality category (Gold) – Example: CP or CPS vet scores an 84 (Bronze category), they are move to the Gold category based on disability rating of 10% or more (except for scientific or professional positions at the GS-9 level or higher) See Book Page 141 41
More Federal Hiring Programs and Preferences for Veterans Recruitment Appointments (VRA)* – Up to GS-11 or equivalent – Veterans are hired under excepted appointments to positions that are otherwise in the competitive service 30% or More Disabled Veterans* – May be appointed to any position for which he or she is qualified, without competition Veterans Employment Opportunities Act (VEOA) – Gives eligible veterans access to jobs otherwise available only to status employees *Agencies can fill positions using these authorities without posting the announcement See Book Page 144 42
Federal Hiring Programs and Preferences for Veterans Wounded Warrior Hiring • Wounded Warriors may be hired into the Federal government using any of several special appointing authorities granted by the Office of Personnel Management: – 30 Percent or More Disabled Veterans (38 U. S. C. 4214 and Public Law 107 -288) – Veterans Recruitment Appointment (VRA) (5 U. S. C. 3301, 3302) – Schedule A (persons with disabilities) (5 CFR 213. 3102(u)) See Book Page 43 144, 146
Federal Hiring Programs and Preferences for Everyone Direct Hire – Jobs are not required to be posted online – Under Office of Personnel Management Direct Hire Authority authorized by Part 337, Subpart B, Title 5 of the Code of Federal Regulations (5 CFR). The Rule of Three, Veteran's Preference and traditional rating and ranking of applicants do not apply to the Direct Hire process HOT DIRECT HIRE POSITIONS: IT Specialist, Cyber. Security, MSW and other medical professionals See Book Page 143 44
Federal Hiring Programs and Preferences for Everyone Pathways – For those in school or recently graduated – Includes internships and a recent graduate program – First Pathways vacancy announcement was posted July 2012 Schedule A Hiring Program – Though not specifically for veterans, the Schedule A authority for people with disabilities, 5 CFR 213. 3102(u), is an excepted authority that agencies can use to appoint eligible veterans who have a severe physical, psychological, or intellectual disability See Book Pages 143 45 & 146
How Veterans’ Preference Is Applied Let’s follow an example of 9 applicants, with 3 vets and 1 disabled vet • • • See Book Page 141 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)
How Veterans Preference is Applied: First, applicants are rated 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 See Book Page 141
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 Qualified Betty Non-vet Better Well Qualified Suzie See Book Page 141 Rating Preference Bucket Non-vet Good Qualified Best Qualified TP Qualified
How Veterans’ Preference Is Applied: CPS and CP rise to the top of the highest quality category Qualified preference eligibles with a compensable service-connected disability of 30% or more (CPS) and those with a compensable service-connected disability of more than 10% but less than 30% (CP) are placed at the top of the highest quality category with other veterans who scored in this category. Note: Merging the highest quality category (Highest Qualified) with the next lower category (Well-Qualified) requires placing the qualified preference eligible at the top of the newly merged quality category. See Book Page 141
Veterans’ Preference: One Exception The Category Rating Process does not add veterans’ preference points but protects the rights of veterans by placing them ahead of non-preference eligibles within each category. Preference eligibles who meet the minimum qualification requirements and who have a compensable service-connected disability of at least 10 percent must be listed in the highest quality category (except in the case of scientific or professional positions at the GS-9 level or higher). See Book Page 141
How Veterans’ Preference Is Applied: Final Order of Applicants CP rises to the top even though rating was good, not best. Status Preference Bucket Dom Disabled vet Good CP Best Qualified Chris Non-disabled vet Best TP Best Qualified Anne Non-vet Best Qualified Mario Non-vet Best Qualified Sheila Non-disabled vet Better Betty Non-vet Better Cory Non-disabled vet Good Suzie See Book Page 141 Rating Non-vet Good Qualified Aida Non-vet Good Qualified TP Well Qualified TP Qualified
Applicationmanager. gov 8 Part 2: The Multiple-Choice Questionnaires See Book Page 121 52
8 USAJOBS Quiz • How many resumes can you add to your resume builder account? • Is it better to upload your resume or build the resume in the builder? 53
9 See Book Page 125 Follow-up Techniques 54
9 USAJOBS Application Tracking See Book Page 126 55
1 0 Step 10: Interview for a Federal Job 56
1 Performance Based Interview – is a TEST! 0 See Book Page 131 57
1 0 See Book Page 132 Types of Federal Interviews 58
1 0 See Book Page 134 Typical Performance-Based Interviews 59
End of Part 3: Step 8 to 10 STEP 8: Apply for Jobs with USAJOBS STEP 9: Track and Follow-up Questions? STEP 10: Interview for a Federal Job QUESTIONS? ? ? 60
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