Federal Job Search

Understanding Veterans’ Preference, Part 2/3

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This is the second part of our three-part article on veterans’ preference. In this article, we will discuss the various appointment authorities that federal HR offices may use to hire transitioning military members.

These special authorities represent a few of many appointing authorities that agencies can use entirely at their discretion. Veterans are not entitled to appointment under any of these authorities.

Veterans’ Recruitment Appointment (VRA)
VRA is an excepted authority that allows agencies to appoint eligible veterans without competition, if the applicant is:

  • in receipt of a campaign badge for service during a war or in a campaign or expedition; OR
  • a disabled veteran, OR
  • in receipt of an Armed Forces Service Medal for participation in a military operation, OR
  • a recently separated veteran (within the last 3 years), AND
  • separated under honorable conditions (this means an honorable or general discharge), you are VRA eligible.

Veterans can be appointed under this authority at any grade level up to and including a GS-11 or equivalent. This is an excepted service appointment. After successfully completing 2 years, the veteran will be converted to the competitive service. Veterans’ preference applies when using the VRA authority.

Agencies can also use VRA to fill temporary (not to exceed 1 year) or term (more than 1 year but not to exceed 4 years) positions. If a veteran is employed in a temporary or term position under VRA, he/she will not be converted to the competitive service after 2 years.

There is no limit to the number of times an applicant can apply under VRA.

Applicants must provide acceptable documentation of their preference or appointment eligibility. The member 4 copy of the DD214, “Certificate of Release or Discharge from Active Duty,” is preferable. If claiming 10-point preference, the veteran will need to submit a Standard Form 15, “Application for 10-point Veterans’ Preference.”

Veterans Employment Opportunity Act of 1998, as amended (VEOA)
VEOA is a competitive service appointing authority that can only be used when filling permanent, competitive service positions. It cannot be used to fill excepted service positions. It allows veterans to apply to announcements that are only open to so called “status” candidates, which means “current competitive service employees.”

To be eligible for a VEOA appointment, the applicant’s latest discharge must be issued under honorable conditions (this means an honorable or general discharge), AND the applicant must be either:

  • a preference eligible (defined in title 5 U.S.C. 2108(3)), OR
  • a veteran who substantially completed 3 or more years of active service.

When agencies recruit from outside their own workforce under merit promotion (internal) procedures, announcements must state VEOA is applicable. VEOA eligibles are not subject to geographic area of consideration limitations. When applying under VEOA, the applicant must rate and rank among the best qualified when compared to current employee applicants in order to be considered for appointment. Veterans’ preference does not apply to internal agency actions such as promotions, transfers, reassignments and reinstatements.

Current or former Federal employees meeting VEOA eligibility can apply. However, current employees applying under VEOA are subject to time-in- grade restrictions like any other General Schedule employee.

“Active Service” under VEOA means active duty in a uniformed service and includes full-time training duty, annual training duty, full-time National Guard duty, and attendance, while in the active service, at a school designated as a service school by law or by the Secretary of Defense.

“Preference eligible” under VEOA includes those family members entitled to derived preference.

Applicants must provide acceptable documentation of their preference or appointment eligibility. The member 4 copy of the DD214, “Certificate of Release or Discharge from Active Duty,” is preferable. If claiming 10-point preference, applicants will need to submit a Standard Form 15, “Application for 10-point Veterans’ Preference.”

30% or More Disabled Veteran

30% or More Disabled Veteran allows any veteran with a 30% or more service-connected disability to be non-competitively appointed.

Veterans are eligible if they are:

  • retired from active military service with a service-connected disability rating of 30% or more; OR
  • have a rating by the Department of Veterans Affairs showing a compensable service-connected disability of 30% or more.

This authority can be used to make permanent, temporary (not to exceed 1 year) or term (more than 1 year, but not more than 4 years) appointments in the competitive service. There is no grade level restriction.

When using this authority to appoint on a permanent basis, the candidate is first placed on a time limited appointment of at least 60 days and then converted to a permanent appointment at management’s discretion. When the authority is used for temporary or term appointments, the applicant will not be converted to a permanent appointment.

A copy of the applicant’s DD-214 and SF-15 must be supplied.

Disabled Veterans Enrolled in a VA Training Program
Disabled veterans eligible for training under the VA vocational rehabilitation program may enroll for training or work experience at an agency under the terms of an agreement between the agency and VA. While enrolled in the VA program, the veteran is not a Federal employee for most purposes but is a beneficiary of the VA.

Training is tailored to the individual’s needs and goals, so there is no set length. If the training is intended to prepare the individual for eventual appointment in the agency rather than just provide work experience, the agency must ensure that the training will enable the veteran to meet the qualification requirements for the position.

Upon successful completion, the host agency and VA give the veteran a Certificate of Training showing the occupational series and grade level of the position for which trained. The Certificate of Training allows any agency to appoint the veteran noncompetitively under a status quo appointment which may be converted to career or career-conditional at any time.

Top 10 Jobseeker Mistakes

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Are you making mistakes in your job search? Chances are, you’re making at least one or two — if not more! Run through this list and identify which mistakes you’re currently making — and then follow the suggestions to learn how to stop making that mistake!

Top 10 Job Seeker Mistakes

  1. Looking for a Job vs. a Career. Wait, I shouldn’t look for a job? Don’t just look for a job — look for a career. A calling. What are you meant to do? How can you use your skills, education, and experience for maximum benefit? You may not see that position advertised in a job posting. That doesn’t mean it doesn’t exist. What kinds of problems could you solve for an organization? What kind of organization needs those problems solved? Investigate how you could solve that problem for that kind of organization.
  2. Not Targeting Your Job Search. What kinds of jobs are you interested in? What kind of organization do you want to work for? If your answer is, “I don’t care, I just need a job,” your job search is less likely to be successful than if you spend some time thinking about where you want to work, and what you want to do (and how to get there!).
  3. Not Making It Easy for an Employer to See How You’d Fit In. Generic resumes don’t attract employer attention. Instead, you need to show an employer how you can add value to their organization. You need to customize your tool for the job. You wouldn’t use a hammer to tighten a screw, would you? You can’t use the same resume to apply for vastly different jobs — for example, an Information Technology (IT) position and a job as a budget assistant. Figure out what the key components of the job are, and then showcase how you can do those things in your resume.
  4. Confusing Activity With Action. Are you confusing “busywork” with progress? Are you spending a lot of time researching jobs online and applying for lots of positions? While it’s recommended that you spend at least an hour a day on your job search if you are currently employed (and two to three times that if you are currently unemployed), make sure you are tracking how much time you are spending, and what you are spending it on. Spend your time on high value tasks — like identifying and researching organizations you’d like to work for, and trying to connect directly with hiring managers, and having coffee with someone who works for the organization you’re applying at — and not just simply spending time in front of your computer.
  5. Paying Attention to Other People’s Opinions. “You have to do this,” “Never do that,” “My cousin’s best friend got a job by standing out in front of the organization wearing a sandwich board.” Everyone’s got an opinion about how to conduct a job search. Some of it is confusing, some of it is just plain wrong. Your friends and family can be wrong about how the job search works, and it might hurt your chances to get your dream job. Trust your instincts. Don’t believe everything you read online, and remember that one person’s opinion is just that — one person’s opinion.
  6. Doing the Same Thing Over and Over Again and Expecting Different Results. “I applied for six jobs and haven’t heard anything back.” Well, then something’s not working. Either stop applying for advertised positions, start following up on the applications you’ve already put in, or figure out a different way to connect with your dream job. It’s been said that “the definition of insanity is doing the same thing over and over again and expecting different results.” If what you’re doing isn’t working, do something different!
  7. Not Paying Attention to What Worked For You Before in Your Job Search. This is the opposite of doing the same thing over and over again and expecting different results. This time, we want you to achieve the same result as before — a great job. So look at what worked for you the last time you landed the job you wanted. Were you networking at a professional association meeting? At your child’s basketball game and struck up a conversation with the person next to you? Or did you apply on an agency’s website? Consider doing more of what worked for you last time and see if it works for you again.
  8. Putting All Your Eggs In One Basket. “But this is my dream job!” While that may be true, you will have a better chance of getting a better job if you don’t rely on a single opportunity. Wouldn’t it be great to have two or three job offers to choose from? That’s only going to happen if you diversify your job search. Apply for multiple positions — even a couple you think you wouldn’t necessarily accept. You never know — you might learn in the interview process that it really is your dream job.
  9. Not Spending Enough Time on Your Job Search. You’ve probably heard it said that looking for a job is a job in itself. That’s partially true. Yes, some people will hear about an opportunity from a friend and get hired (sometimes without even applying). But for the vast majority of jobseekers, you’ll have to invest time in getting your resume prepared, applying for positions, following up, and more.
  10. Spending Too Much Time on Your Job Search. On the other hand, it is possible to spend too much time on your job search. It’s easy to get wrapped up in your job search and, the next thing you know, it’s 1 a.m. Remember, one of the best ways to find your next job is talking to people you know. So give yourself permission to “stop working” on your job search and hang out with your friends. (And maybe make some new friends while you’re at it!)

Also, don’t overlook the following common mistakes:

  • Networking The Wrong Way. Second only to not using your network at all is using it incorrectly. Your network is comprised of all the people that you know and also all the people that they know. Don’t just think that because you don’t personally know anyone who works for Organization ABC that you’re out of luck using your network. Ask the people you know who they know. But remember that networking requires relationship building and relationship management. If you haven’t talked to someone for five years, don’t let your first contact with them be, “Hey, can you help me get a job at your organization?” Author Harvey Mackay has a great book on this: “Dig Your Well Before You’re Thirsty.”
  • Being Unprepared For Your Job Search. You need tools to help you succeed in your job search. An updated, targeted resume. A “complete” LinkedIn profile with at least 150 connections. Cover letters. Thank you letters. Answers to the top 20 interview questions you might be expected to answer. You wouldn’t go into battle unarmed; don’t go into a job search unprepared.
  • Not Thanking People Who Have Helped You Along The Way. Once you’ve successfully landed your new job, don’t forget to go back and thank those people who helped you with your job search. That will help ensure they’re willing to help you the next time you’re looking to make a move.

10 Reasons You Were Not Referred To The Hiring Manager

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One constant theme I hear from resume clients is that they know that they are well qualified for a job but did not get referred to the hiring manager and they don’t understand why.

Here are 10 reasons why you could be well qualified but did not get referred:

  1. Your resume does not reflect your qualifications for the specific position. For maximum effectiveness, your resume needs to be tweaked for each job. Make sure that your resume mirrors the language of the announcement and questionnaire. For example, if your resume talks about “cybersecurity” and the job posting uses the term “information security,” you should change your resume to include the words “information security.”
  2. You did not submit all required information. Perhaps you forgot to include your transcript (for positions requiring them) or neglected to include your DD214. Without all of the required documents, your application may not have received full consideration or the highest rating.
  3. You did not give yourself enough credit on the occupational questionnaire. If you did not rate yourself highly on the questionnaire, it is unlikely that your application will be scored at a level to be referred to the hiring manager.
  4. You have time-in-grade but do not meet the specialized experience requirements. Without the requisite specialized experience, it is unlikely that your application will be considered best qualified and referred. Be sure to spell out your possession of the specialized experience requirement in your resume.
  5. Your resume is acronym-laden and full of technical language so Human Resources (HR) reviewers have a hard time telling whether you are qualified or not. Remember, the first audience for your resume is HR; if they don’t understand your resume, it will be hard for you to be referred. And, just because you are applying in your own agency, doesn’t mean that they understand the technical work that you do.
  6. Your resume is too short; you are not likely to achieve success with a 1-2-page resume; a typical federal resume is 4-6 pages. From a federal HR perspective, if it’s not on your resume, you did not do it. HR Specialists are not allowed to make assumptions or draw conclusions about your experience—you need to be specific.
  7. Your resume is too long. If your resume is 10, 12 or even more pages (and you are not a scientist with multiple professional publications, etc.), your resume has far too much content and it is likely that a lot of that content is irrelevant to the job you’re applying for. Make good use of your “resume real estate;” everything on your resume should be focused on the job you’re applying for. Everything else should be eliminated. And there’s no need for your resume to go back 15, 20, or 30 years.
  8. Your most relevant experience is not current. While you will certainly be rated qualified if your relevant experience was a long time ago, it’s going to be hard to be rated best qualified when there are likely applicants who are currently engaged in relevant work.
  9. Your resume is missing relevant accomplishments. If your resume is a list of duties and does not include any accomplishments, it’s like saying, “I do this, I do that, trust me, I do it well…” The strongest resumes include relevant accomplishments.
  10. Your resume is missing metrics. Without metrics, readers of your resume do not know if the budget you manage is $1, $100, $100,000, or $1,000,000. Your resume should include metrics so that reviewers of your resume understand the full scope of your work.
  11. BONUS REASON: You are not applying appropriately. If you have status, you should apply as a status applicant; if you do not have status, you should be applying under delegated examining or all citizens announcements. If you are eligible for specialized appointment authorities, make sure your USAJOBS Profile appropriately supports your eligibility and your resume clearly shows that eligibility.

If you are not putting your best foot forward with each and every application, you are doing yourself and your career a disservice. If you are applying for jobs for which you are fully qualified; responding to the questionnaire appropriately; using a targeted, federal-style resume; and following all instructions in the job posting, you should consistently get referred to the hiring manager.

Special Workforce Authorities for Cybersecurity Professionals

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In July 2016, the Office of Management and Budget (OMB) and the Office of Personnel Management (OPM) jointly issued the Federal Cybersecurity Workforce Strategy to address the need to employ a Federal civilian cybersecurity workforce with the necessary knowledge, skills, and abilities to enhance the security of the Federal digital infrastructure and improve the ability to detect and response to cyber incidents when they do occur. The Strategy presents new approaches and government wide actions to identify, expand, recruit, develop, retain, and sustain a capable and competent workforce to address complex and ever-evolving cyber threats.

Here are some things you might want to know:

  • CyberCorps®: Scholarship For Service (SFS) is a unique program designed to increase and strengthen the cadre of federal information assurance professionals that protect the government’s critical information infrastructure. This program provides scholarships that may fully fund the typical costs incurred by full-time students while attending a participating institution, including tuition and education and related fees. Additionally, participants receive stipends of $22,500 for undergraduate students and $34,000 for graduate students. The scholarships are funded through grants awarded by the National Science Foundation. See https://www.sfs.opm.gov/ for more information.
  • Special pay rates are available for entry- and developmental-level computer engineers, computer science specialists, and Information Technology (IT) Management Specialists. These are rates which are higher than the published GS salary tables.
  • Other incentives, including recruitment and relocation incentives, student loan repayment, and advanced leave accrual, may be available for hard-to-fill positions in cybersecurity.
  • Critical Pay may be available for highly technical and/or scientific positions; see: https://www.opm.gov/policy-data-oversight/pay-leave/pay-administration/fact-sheets/critical-position-pay/
  • There is government-wide direct hire authority for Information Technology Management (Information Security / Cybersecurity for GS-2210-9 through GS-2210-15; there are also agency-specific excepted service hiring authorities for the Department of Defense (DoD), Department of Homeland Security (DHS), General Services Administration (GSA), the Office of Management and Budget (OMB), and the Veterans Administration (VA) for IT security and related positions.
  • There is a temporary authority to use excepted service hiring for digital services staff to support the President’s Management Agenda’s Smarter Information Technology (IT) Delivery Initiative. These appointments are not to exceed September 30, 2017.

None of the above is a guarantee, of course. But, if you are a committed Cybersecurity expert, knowing the federal hiring options can help you navigate the federal hiring process and network your way to success. And be sure to look at: www.cybercareers.gov, your updated source for everything cyber..

Make Your Job Search Part of your Routine, Always Network

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I often hear comments along the lines of, “I’ve never had to look for a job, they have always just fallen into my lap.” While that may have been true in the past, for most of us, a successful job search requires organization and effort. You will need to develop a routine to be successful in your job search. It is important to do something to move your job search forward every day. You will need to create a new set of priorities and schedules—and write it down so you can hold yourself accountable.

Since you’re employed but seeking new opportunities, you need to make an extra effort to make time for your job search. Be consistent in the amount of time you spend each week looking for a job. Don’t spend 40 hours one week and then nothing for the next two weeks! The hardest part is getting started. Once you get the momentum into your search, you will want to keep moving forward. Set a schedule and stick to it.

First you need to decide whether you’re looking for another federal job or if you want to transition to the private sector. If you want another federal job, you should create a search agent on USAJOBS. The search agent should target the agencies, positions, grades, and occupations you’re interested in. You should also update your federal resume, making sure to include quantifiable accomplishments and metrics to give your work context. In addition, take a look at your LinkedIn Profile (you have one, right?). While the federal government doesn’t typically use LinkedIn to conduct job search, hiring managers will often look at LinkedIn to “check you out” prior to interviewing. You can and should use LinkedIn for networking—reach out to potential contacts and let them know you’re thinking about making a change, and ask them to notify you if they have an opening that might be of interest. You should also network in person; attend professional meetings if possible and let your friends and others know that you’re open to a job change.

If you have decided to transition to the private sector, the underlying concepts are the same; you need to have a private sector resume that uses key words, has accomplishments and metrics, and shows that value you offer to a potential employer. If you haven’t written a private sector resume in many years, please know that they have changed. The old “objective” statement at the top of the resume has been replaced with a “qualifications profile” that immediately showcases who you are and what you have to offer a prospective employer. Likewise, it is considered old fashioned to include a section on references in your resume; instead, you should have a separate reference page.

Unlike the federal government, most of the private sector uses Applicant Tracking Software (ATS) to screen applicants. If you’re applying online for a position — whether through a company’s own website or a portal like Indeed or Monster — it’s likely that your resume and application will be entered into a database. This makes ensuring that you customize your resume for each job posting essential, as ATS is searching for key words.

Networking is essential for a private sector job search; even with the widespread usage of ATS, it’s humans that still do the actual hiring. Having a referral from someone already in the organization you are targeting is very helpful. Research consistently indicates that more than 40% of jobseekers identify networking as the reason they found their most recent job. Social media is also critical to your private sector job search; many recruiters and companies use LinkedIn to “source” applicants. Your LinkedIn presence should present a positive professional image—and your other social media, such as Facebook, should not undercut that image. You should also make sure that the job titles and dates on your resume match those on LinkedIn.

It is also important to track your job search. Keep a list of the jobs you applied for, the dates you applied, and the results. You may also want to keep copies of the specific job postings so that you can properly prepare for interviews when called. Prepare a list of people in your network and then develop a log of when you reached out, what you discussed, and any appropriate follow up. Sign up with various job search boards, but be careful about putting personal information such as addresses, social security numbers, and the like, in the public domain. Read professional journals so you know what is going on in your industry. Attend job fairs. Develop your references. And most importantly, do something every day to further your job search!

Creating a Job Search Plan

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I often hear comments along the lines of, “I’ve never had to look for a job, they have always just fallen into my lap!” While that may have been true in the past, for most of us, a successful job search requires organization and effort. You will need to develop a routine to be successful in your job search. It is important to do something to move your job search forward every day.   You will need to create a new set of priorities and schedules—and write it down so you can hold yourself accountable.

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