Federal Job Search

What is the Rule of Many?

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If you have been in the government for a while, you are likely familiar with the Rule of 3 and/or Category Rating. Both of these terms refer to candidate lists provided to hiring managers from which they may select while ensuring that eligible veterans receive appropriate priority.

In a memorandum called, Reinvigorating Merit-Based Hiring through Candidate Ranking, OPM issued new guidance modernizing federal hiring by eliminating the Rule of 3 and replacing it with the Rule of Many. The Rule of Many is meant to provide hiring managers for both competitive and excepted service positions with a broader selection pool that emphasizes practical skills and merit by measuring both through various skills-based assessments.

Here are some of the highlights:

  • The Rule of Many rates candidates numerically using assessments. In addition, candidates are listed on the hiring certificate in rank order for selection. Veterans preference is taken into account in the scoring.
  • This process may be used for hiring under delegated examining (when vacancies are posted as open to all US citizens) when agencies use numerical ratings of applicants. It may also be used for hiring in the excepted service.
  • Unlike Category Rating which puts candidates into predetermined “buckets” such as best, qualified, highly qualified, etc.,  the Rule of Many uses numerical rankings for candidates and hiring lists are presented in numerical order. Basically, it combines the Rule of 3 and Category Rating.
  • Agencies may use the Rule of Many OR Category Rating to fill positions; the Rule of 3 may not be used. Hiring managers are not typically limited to 3 candidates.
  • When the Rule of Many is used, veterans preference points (either 5 or 10 points for CPS and CP disabled vets) are added to the score of candidates. Veterans with a 10% or more compensable rating are put at the top certificate (hiring list) except for Professional and Scientific positions (as defined by OPM) at GS-9 and above.
  • Job postings must state that they are using the Rule of Many when applicable.

The above is a lot, especially for people not that familiar with how federal hiring works. To summarize this in plain language, here’s what you need to know about the Rule of Many:

  • Your eligibility and rank will be based on scored assessments.
  • Your application may be among a larger pool of candidates considered than under previous rules.
  • Veterans with qualifying disabilities are still given preference as required by law.
  • Agencies are required to select fairly and document decisions clearly.

HR policies can be complicated and this information is not meant to be all inclusive.

Want more? Ask your Human Resources Representative or see:https://www.opm.gov/chcoc/latest-memos/reinvigorating-merit-based-hiring-through-candidate-ranking.pdf

Federal Hiring Freeze Update

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On October 15, the White House issued an Executive Order (EO), Ensuring Continued Accountability in Federal Hiring. Here is a summary of what you need to know:

  • The hiring freeze is not over. According to the EO, “No Federal civilian position that is vacant may be filled, and no new position may be created,” with exceptions outlined in the EO.
  • The policy applies to all agencies and Departments, regardless of their funding  sources.
  • By mid-November, every agency should have a Strategic Hiring Committee with senior officials, including the Deputy head of the agency and the Chief of Staff to the agency head. They will approve the creating or filling of vacancies.
  • The Committee will ensure that hiring is, “consistent with the national interest, agency needs, and the priorities of [the] Administration.
  • Agencies are directed to improve operational efficiency and reduce redundancy, and reduce contractors, among other things while prioritizing filling national security, homeland security, and public safety positions.
  • The order does not affect the ability of agencies to provide Social Security, Medicare, or veterans’ benefits.
  • The order does not affect positions related to immigration enforcement.
  • OPM may grant exceptions as appropriate. There are also carve-outs for Schedule C (political positions) and a few other things.

The bottom line is that the hiring freeze remains in effect for most positions. Federal employees should be aware that the pressure to reduce the size of government continues into 2026.

If you are interested in staying with the government, you should make sure your 2-page resume is ready to go; opportunities are likely to be limited.

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Think You Might Get RIF’d?

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It is a challenging period for federal employees. The Office of Personnel Management (OPM) estimates that the federal workforce will have 350,000 fewer employees by the end of 2025. Additional cuts are expected for 2026. So it behooves every federal employee to prepare for further potential cuts. Here are 7 things to know about:

  1. Get a copy of your eOPF and check it carefully to ensure it is complete and accurate. Alert your HR office in writing of any problems. While you can still request your eOPF after separation, several media outlets are reporting that HR offices are overwhelmed with requests and HR staffs are depleted. The sooner you start, the better. And it is best practice to keep a hard copy of every SF-50 whether or not you think you might leave the government.
  2. If you are RIF’d and in the competitive service, you are entitled to advanced notice and appeal rights. Excepted service rights are more complicated and depend on individual situations and agencies. Again, if you plan to appeal, recognize that the Merit Systems Protection Board (MSPB), the Equal Employment Opportunity Commission (EEOC), and similar agencies are also overwhelmed and resolution is unlikely to be quick.
  3. You should not wait to start considering your options. The current job market is challenging and most recruiters are suggesting job searches will take 6-9 months—or more. Of course, you could be the exception but why take the chance?
  4. What about becoming a contractor? Federal contractors have been a traditional place for separating federal employees to land. However, many federal contractors are also laying off staff,. especially in the National Capitol Region, so targeting federal contractors only may not be the answer for everyone.
  5. What about getting another federal job? Competitive service employees who are RIF’d have CTAP (Career Transition Assistance Program) and ICTAP (Interagency Career Transition Assistance Program) rights. Basically employees who have been RIF’d must receive priority consideration in their own agency (CTAP) or in another federal agency (ICTAP) for positions at their grade or below in the same commuting area if they  are rated well qualified or higher. CTAP and ICTAP candidates must be offered a position before someone from outside the advertising agency is selected. RIF’d employees interested in exercising their CTAP / ICTAP rights must follow the instructions on the vacancy announcement. https://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/
  6. Can I come back to the government if I retire? The short answer is yes—in many cases. Employees in this category are called reemployment annuitants. The specific rules and impact on a person’s annuity depend on the applicant’s  retirement system and the kind of reemployment. https://www.fedweek.com/experts-view/want-to-un-retire-returning-to-work-for-the-government/
  7. Ethics requirements can be complicated depending upon your federal position and agency. Employees should check with their Ethics Officer before reaching out to potential employers. https://www.fedweek.com/issue-briefs/oge-addresses-post-employment-restrictions-other-ethics-issues-for-deferred-resignation/

This is just a brief overview of things to be thinking about if you believe you might be RIF’d. Individual circumstances vary and it is those individual circumstances which affect eligibility and other details.

Thinking About Those 4 New Questions for Federal Applications?

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As many of you know, the Office of Personnel Management (OPM) will be implementing 4 essay questions for new federal employees, GS-5 through 15. Agencies are also being encouraged (but not required) to use the questions for existing federal employees seeking promotions and reassignments.

Here are the 4 questions:

  1. How has your commitment to the Constitution and the founding principles of the United States inspired you to pursue this role within the Federal government? Provide a concrete example from professional, academic, or personal experience.
  2. In this role, how would you use your skills and experience to improve government efficiency and effectiveness? Provide specific examples where you improved processes, reduced costs, or improved outcomes.
  3. How would you help advance the President’s Executive Orders and policy priorities in this role? Identify one or two relevant Executive Orders or policy initiatives that are significant to you, and explain how you would help implement them if hired.
  4. How has a strong work ethic contributed to your professional, academic or personal achievements? Provide one or two specific examples, and explain how those qualities would enable you to serve effectively in this position.

Essay responses are considered voluntary, limited to 200 words, and not be scored or rated, according to OPM. Responses may only be reviewed by hiring managers and agency leadership (not HR). Applicants must certify that they completed the essays themselves, without the use of AI or a consultant.

If you do decide to respond to the essay questions, here is a possible approach for each question:

  • For question 1, think about:
    • A specific constitutional principle or founding ideal that resonates with you (e.g., separation of powers, individual rights, democratic governance)
    • A concrete example that demonstrates this principle in action
    • Make a clear connection between example and how it prepared you for federal service
    • Mention the specific role and how your constitutional commitment will guide your work
  • For question 2, think about:
    • Brief statement of your approach to efficiency (data-driven, process improvement, stakeholder engagement, etc.)
    • 2-3 concrete examples with specific metrics (cost savings, time reduction, improved outcomes)
    • Different types of improvements: process streamlining, technology implementation, resource optimization)
    • Clear connection to how these  skills apply in the federal role
  • For question 3, think about:
    • Brief acknowledgment of your research into current administration priorities
    • 1-2 specific Executive Orders or policy initiatives (use actual titles/numbers)
    • Clear explanation of why these resonate with you personally or professionally
    • Specific, actionable steps you would take to implement them in role
    • Understanding of potential challenges and how to address them
  • For question 4, think about:
    • Brief discussion of your work ethic philosophy (persistence, accountability, excellence, etc.)
    • 1-2 specific examples from different contexts (professional/academic/personal)
    • Clear demonstration of the challenges you overcame through work ethic
    • Quantifiable results or meaningful outcomes
    • Direct connection to how these qualities will benefit the federal role

Some agencies have already implemented these questions—they are effective government-wide on October 1, 2025. You’ll need to read job postings carefully. If you are thinking about federal employment and wish to respond to the questions, you may want to start drafting your responses now.

How To Convert Your Federal Resume To The New 2-Page Style

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Thinking about converting your multi-page federal resume to the new 2 page style? The hiring freeze should lift for many agencies in July or so; you’ll want to be ready! Many federal employees’ resumes are 4-6+ pages (the longest I’ve seen is 67 pages and it included footnotes!!). Getting your resume down to 2 pages will take a strategic approach and some effort.

Here are some ideas that might help:

  • Focus on the past 10 years; most resumes these days only go back 10 years or so–no need to include what you did in the 1990s.
  • Edit your training and awards–and think horizontally, rather than vertically. Rather than listing training, certification, awards, and whatever, one to a line, list them horizontally with a pipe or a bullet in between.
  • Be sure to include strong accomplishments (not just duties).
  • Use symbols such as $, M, %, rather than spelling out dollar, million, percent; ditto for using numerals rather than spelling out numbers.
  • Include key words from the postings you’re targeting.
  • Use a .5 margin all around (nothing smaller) and 11-point font (again, nothing smaller) unless the job posting specifies otherwise.
  • Include key words from the new essays that will be required for positions at the GS-5 through 15. It is still unclear whether they essays will apply to current federal employees but it doesn’t hurt to include at least some of the key words.
  • Include required information such as current grade, job series, title, employer, City, ST, hours per week, and supervisor. Again you want to think horizontal, rather than vertical.
  • Recognize that OPM is working on changing USAJOBS (there’s no way to control how many pages your resume is in the current system) so if you’re applying, recommend that you upload your resume rather than use the builder.

These are just some ideas to fit your experience into the new 2 page format. Agencies are supposed to start the transition to the 2 page version at the end of this month with full implementation scheduled for October first (which is closer than it sounds).

The details for the new Merit Hiring Plan are still being fleshed out but there is no reason that you cannot start on your resume re-do today!

If you’re needing further assistance, don’t hesitate to contact us and reach out about our resume writing services.

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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