Career Planning

Writing a Strong Self Assessment

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With the implementation of caps on high performance ratings, writing a strong self assessment in preparation for your performance review is more important than ever. It is your opportunity to “tell your story” and prove your worth with strong, metric driven accomplishments.

1. Let’s Get Started: Hopefully you’ve been training your performance throughout the rating period. Tracking your performance means keeping a file of your accomplishments, numbers, deliverables, awards / recognition from supervisors and customers, and other similar documents. In addition you’ll want to gather:

  • Your performance plan
  • Your organization’s goals

        With your information in hand, you want to organize your documents by critical element so you’re ready to write.

        2. Prepare your Accomplishments: Just like writing accomplishments for your resume, you’ll want to focus on the results you achieved, rather than your duties and activities. Consider:

        • What was the outcome?
        • Who benefited?
        • What problem was solved?
        • How did my work support organizational goals and a specific critical element?

        3. Consider Using CCAR to Frame Your Accomplishments

        • Context: What were you responsible for? What was going on?
        • Challenge: What was difficult or unique about what you had to do?
        • Action: What specifically did you do to solve the challenge?
        • Result: What was the impact of your efforts (and how did it support organizational goals?

        Don’t forget to include the skills and behaviors you exhibited. For example, Improved processes…, Enhanced customer service…, Displayed resilience….Keep your accomplishments specific. It’s not enough to say you did “x”—you need to show how “x” made a difference / added value.

        4. What NOT to do:

        • Simply repeat your position description.
        • List duties without describing results.
        • Exaggerate accomplishments.
        • Use vague statements such as “worked hard” or “did a great job.”
        • Submit a self-assessment without examples or evidence.

        Good luck! And if you find that you did not track your performance closely enough this year, keep that in mind as we enter FY 2027. It is your responsibility to ensure that your performance is fully understood by your supervisor.

        Looking for more tips to strengthen your professional performance and advance your career? Follow us on LinkedIn, YouTube, Instagram, Facebook, and BlueSky for practical career advice, the latest workforce news and insights to help you succeed!

        What is the Difference Between a RIF and a Transfer of Function?

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        While being separated from the organization can be a result of either a RIF or a Transfer of Function, these are two different kinds of personnel actions with differing rules and procedures. It is important to understand the differences between them.

        Reduction in Force:

        When an agency must abolish positions due to reorganization, shortage of funds, insufficient personnel ceiling, or lack of work, the RIF regulations establish procedures for determining how employees are released and whether an employee has retention rights to a different position. In determining who is affected by a RIF, agencies take 4 factors into account:

        1. Tenure of employment (type of appointment—permanent, TERM, temporary, etc.)
        2. Veterans’ preference
        3. Length of service
        4. Performance ratings

        Transfer of Function:

        A transfer of function takes place when a function ceases in one competitive area, and moves to one or more other competitive areas that do not perform the function at the time of transfer. OPM’s transfer of function regulations apply only when, after transfer, the gaining competitive area uses Federal employees to perform the function. For example, a transfer of function does not take place when after transfer the gaining competitive area performs the work through contract employees, a reimbursable agreement with a different competitive area, or by members of the Armed Forces. The movement of work solely within a competitive area is a reorganization, and is not a transfer of function.

        A transfer of function also takes place when the entire competitive area moves to a different local commuting area without any additional organizational change. A transfer of function may be intra- or interagency. The transfer of function regulations use the same procedures for both types of transfers.

        An employee has no right to transfer with the function unless the alternative in the competitive area losing the function is separation or demotion by reduction in force.

        An agency may always direct an employee’s reassignment to another position (regardless of location) in lieu of transfer of function rights. The vacant position may be in the same or in a different classification series, line of work, and/or geographic location.

        Finally, there are realignment actions that are not considered a transfer of function. An employee has no right to transfer with a function if, at the time of transfer, the gaining competitive area performs the same type of work as the function that is transferring from the losing competitive area. Also, an employee has no right to transfer if the function does not cease in the losing competitive area at the time of transfer. In these situations, the employee has a right to compete in a reduction in force in the losing competitive area if the agency does not offer the employee another position at the same grade. The offered position may be in the same or in a different local commuting area. The agency must use adverse action procedures to separate an employee who declines relocation (e.g., by reassignment, change of duty station, realignment, etc.) to a different local commuting area.

        As you can see, this gets pretty complicated and employees’ individual situations matter. This is just intended as a basic overview. Again, it is important to understand the nuances and recognize that different actions have different procedures and employee rights.

        If you have any questions or need resume writing assistance, don’t hesitate to contact us!

        Developing Strong Accomplishments

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        We are in a highly competitive job market; many employees do work that is similar to yours. How do you differentiate yourself? Through the use of accomplishments.

        Accomplishments are different than duties; duties tell what you did; accomplishments tell how well you did it. Most employers want to see your successes—and hope that you will bring that same success to them!

        One way to think about accomplishments is to use the CAR method. CAR stands for challenge-actions-result. Here are several examples:

        Challenge: Accidents increased by 25% over the past year.

        Actions: Updated internal safety plan, created and distributed a new safety guide for staff, and instituted new training program for employees to reduce accidents and injuries.

        Results: In just 3 months, employee accidents were reduced by 30%–the lowest in more than 5 years.

        Challenge: Customer complaints about slow response times.

        Action: Developed a new ticketing system and trained staff on efficient workflows.

        Result: Reduced average response time from 48 hours to 12 hours

        Challenge: High costs in the supply chain.

        Action: Negotiated new contracts with vendors and optimized inventory management.

        Result: Cut supply costs by 15% annually

        Ideally, the accomplishments you identify should relate to the role you’re pursuing. Here is a guide to writing CAR accomplishments:

        1. Identify the Challenge

        Start by thinking about situations where you faced a problem, a goal, or a responsibility. The challenge doesn’t have to be dramatic—it could be anything from improving a process to meeting a tight deadline.

        • Describe the Actions You Took

        Next, explain what you did to address the challenge. Focus on your specific contributions, not just what the team did. Use strong action verbs like improved, initiated, created, led, or developed.

        • Show the Results

        Finally, describe the outcome of your actions. Whenever possible, quantify your results with numbers, percentages, or other measures. If you can’t quantify, describe the positive change or recognition you received.

        CAR accomplishments are not just for your resume; they work for interviews as well. Using strong accomplishments—and quantifying your impact—on the challenges you faced, the actions you took, and the results you achieved, you’ll present yourself as a proactive and successful candidate—exactly what employers are looking for!

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        Navigating a Sudden Job Loss

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        Losing a job is often unexpected and almost always jarring. Being resilient, however, is critical. Here are some steps you can take to move forward.

        What To Do Immediately:

        • Take a deep breath. When a layoff is unexpected, it can trigger many emotions — including anger, fear, and anxiety. Give yourself permission to feel these emotions, but take a deep breath and recognize that you don’t have to do anything right now.
        • Retrieve all important work documents and files from your employer’s system. If you haven’t already done so, back up your personal files, emails, and documents from work-related accounts. Collect performance reviews, letters of commendation from supervisors and customers, and records of certifications and trainings.
        • Review your severance package (if you were offered one). Carefully go through the details of your severance, including information about your final paycheck, benefits, and unemployment eligibility. Clarify any ethics rules or confidentiality agreements that might affect your job search.
        • File for unemployment benefits. File immediately, as it can take time for approval (and some states have a one-week waiting period). Do a search for “unemployment benefits + (your state)” to find the information you need.
        • Check your health insurance options. If you had health insurance through your employer, you may be eligible to continue your coverage through COBRA. However, that may be more costly than pursuing health insurance through the federal marketplace, available at healthcare.gov), a short-term health insurance plan, or coverage through a spouse’s plan.
        • Pause all automatic payments. Make sure that any subscriptions, memberships, or services that were tied to your work email or credit card are stopped or changed to your personal email and payment method. Cancel anything nonessential. .
        • Refrain from social media rants. Future employers often search for candidates’ social media profiles, so keep yours positive and professional.

        What to do in Week 1:

        • Update your job search documents. The first step is to update your resume and LinkedIn profile. Ensure your documents are up-to-date and tailored towards the role you want next. Focus on accomplishments, not standard responsibilities.
        • Reach out to your network. Let your friends, family, and former colleagues know you’re searching for a new job. Networking is one of the best ways to find new opportunities. Connect with them on LinkedIn. Ask past colleagues and supervisors for LinkedIn Recommendations.
        • Consider short-term employment. While searching for your next full-time position, consider freelancing, contract, or gig work to stay financially afloat.
        • Create a budget. One of the most important things to do after a layoff is to stabilize your finances.
        • Set daily goals. Without a work routine to keep you on track, it may be difficult to focus your time. Establish a schedule that includes setting aside specific time each day to complete job applications and network.
        • Join industry-specific groups or forums. Online communities can help connect you with job leads, networking opportunities, and moral support.

        The First Month (Solidify Your Job Search)

        • Enhance your skills. Upskill and expand your knowledge. Spend time taking free or affordable online courses that can enhance your employability.
        • Prepare for interviews. The goal is to get in front of an interviewer, so start practicing early. Being well-prepared increases your chances of success in the interview — and being offered the job! Prepare your answers to common interview questions, and record yourself answering questions, or role-play a job interview with a friend or colleague.
        • Differentiate yourself. Assess your online presence. Do you stand out? If not, consider starting a blog, creating an online portfolio, or posting regularly on LinkedIn.
        • Check out job fairs and hiring events. Attend virtual or in-person job fairs where multiple companies and recruiting firms are represented. Practice your introduction — be able to describe yourself effectively in 30 seconds or less. And be prepared to address your job loss — if it comes up, provide a concise, positive explanation. (“I was one of six employees let go when my department was eliminated, but I’m ready to take on a new challenge focusing on my project management and leadership experience.”)
        • Apply consistently. A steady stream of applications increases your chances of securing an interview. Apply for 5-7 jobs every week. Tailor the resume and cover letter to the position you’re applying to. Keep track of the jobs you’ve applied for and follow up with recruiters and hiring managers 7-10 days after applying, when possible.
        • Practice self-care. A job search can be emotionally exhausting. Prioritize your mental and physical health while you are unemployed.

        Networking Mastery

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        Research suggests that anywhere as many as 80% of jobs are filled through networking. Networking can also be an important factor in a shorter job search. But how can you exercise your networking muscle?

        Here are 10 different areas to focus on as you build your network:

        • Networking Foundations
        • Building Connections
        • Strengthening & Deepening Connections
        • Broadening Your Network
        • Leveraging Social Media for Networking
        • Expanding Beyond Your Comfort Zone
        • Offering Value to Your Network
        • Going the Extra Mile
        • Deepening Relationships
        • Reflecting & Reinforcing Your Networking Efforts

        Here are a few suggested actions in each of the areas to get you started; I’m sure you’ll be able to think of more!:

        Networking Foundations
        • Define your networking goals (for example: finding a mentor, a certain number of new LinkedIn connections, five new job opportunities, etc.)
        • Set a specific target for the number of people you want to connect with during this challenge
        • Craft your 30-second elevator pitch (that clearly communicates who you are, and what you do) so you can use it with new contacts
        • Identify your top 3 ideal networking connections
        Building Connections
        • Send a LinkedIn connection request (with a personalized message) to someone in your industry
        • Comment thoughtfully on someone’s LinkedIn post
        • Join a LinkedIn group relevant to your profession or industry and introduce yourself
        • Ask a colleague to introduce you to someone they know who could help you grow your network
        Strengthening & Deepening Connections
        • Write a personalized follow-up email to someone you met recently
        • Reach out to an influencer in your field and ask for advice on a specific topic
        • Share an article or resource with someone in your network
        Broadening Your Network
        • Attend an event outside your industry to meet people with different perspectives and meet new types of professionals
        • Attend a community volunteer event or participate in a charity event to meet new people
        • Send a LinkedIn message to a recruiter to inquire about career opportunities
        Leveraging Social Media for Networking
        • Create a professional bio for your social media profiles that clearly states who you are, and what you do
        • Host a LinkedIn Live or Instagram Live session discussing a topic of interest and invite others to join and contribute
        • Curate a list of recommended resources (books, podcasts, tools) and share it with your network
        • Share a professional accomplishment on LinkedIn and tag people who helped you get there
        Expanding Beyond Your Comfort Zone
        • Join a meetup group related to an interest you want to explore further
        • Reach out to someone who is a few steps ahead of you in your career and ask for advice
        • Attend a cross-industry event to expand your networking horizons
        Offering Value To Your Network
        • Offer to write a testimonial or LinkedIn Recommendation for someone you’ve worked with
        • Share a job opportunity that may be a good fit for someone in your network
        • Make an introduction between two people who could benefit from each other’s expertise
        Going the Extra Mile
        • Host a virtual “office hours” session where you answer questions from your network
        • Attend a conference and actively network with speakers and attendees
        • Send a “just checking in” email to someone you haven’t spoken to in a while, even if you don’t need anything from them
        • Send a thank you note to someone who has helped or mentored you recently
        Deepening Relationships
        • Send a “check in” message to someone you haven’t talked to in a while
        • Ask a colleague or connection for feedback on a project or presentation
        • Invite a connection to a free industry-related event or webinar that could benefit them
        • Arrange for a casual coffee chat with someone you’ve recently connected with to get to know them better
        Reflecting & Reinforcing Your Networking Efforts
        • Review your connections and identify key relationships you want to strengthen
        • Review your networking activities and determine which methods were most successful in helping you build meaningful relationships
        • Create a list of three action steps to continue improving your networking
        • Reflect on the types of people you’re connecting with and whether you’d like to broaden your network even further
        • Check-in with your key connections to see if there’s any way you can provide further value to them

        Remember, the purpose of your network is not to get you a job but rather to build strong relationships to enhance your career through mutually beneficial relationships—whether it leads to a job or not. The time to build your network is NOW so it is there to support you no matter what happens to your career.

        What Should I Do Before I Leave the Government—or Plan to Stay?

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        As you know, the period to decide whether you want to accept deferred resignation is Friday, February 6. If you are thinking about accepting deferred resignation –or even if you’re not, there are several things you should do to prepare:

        1. Every employee should have a copy of their Official Personnel File (OPF or eOPF). You OPF includes every Standard Form 50 you have received as a government employee. These documents prove your status and career track. You need a copy of your record in case there is a problem of any kind—or you decide you want to come back to federal service at some point
        2. If you have been employed by several agencies, your prior agencies’ SF-50’s should be in your OPF. If not, you can request these from the National Personnel Records Center (NRPC) in St. Louis. Information about the NRPC can be found at this website: https://www.archives.gov/personnel-records-center.
        3. Check your SF-50 for accuracy. You want to do this before you separate and let Human Resources (HR) know in writing of any errors before you separate. Errors could include transposed numbers in your Social Security Number, incorrect documentation of your veterans preference, inaccurate Service Computation Date (SCD)—you could be missing military service or service at other agencies—and other such concerns. Be sure to keep copies of any communications with HR.
        4. Review your leave and earnings statement, again for accuracy, and let your payroll office of any issues in writing.
        5. Most military vets already have copies of their DD-214 and SF-10; if not, get a copy from your OPF.
        6. Get a copy of your agency ethics / conflict of interest policy. Depending upon your individual position and agency, you may be subject to a “cooling off period” in your next employment. It’s better to understand any limitations before you reach out to potential employers. Such limitations may apply to lower level employees as well as more senior personnel.
        7. Make copies of your recent performance reviews and self assessments. These will be helpful in drafting accomplishments for your resume and in prepping for interviews.
        8. Record your supervisor’s and colleagues’ personal contact information for future use as a reference.
        9. Remove personal emails and the like from government systems. Do not remove anything from your computer or other files than belong to the government. If you have questions, contact your records manager.
        10. Verify that you understand the implications of your decision. Accepting deferred resignation is irrevocable. Before finalizing your decision, you may want to speak with your financial advisor and attorney.

        The more prepared for your separation you are, the easier your transition. Good luck!