Federal Jobs

Performance Review Not As Strong As You Had Hoped? Now What?

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No one wants to receive a poor performance review. But how you respond is important. While you can respond in writing or file a grievance (if you work for the federal government), you may want to consider having a conversation with your boss first. Here is a potential script you can use:

Preparation:

Before approaching your supervisor, you’ll want to prepare. First, take some time and decide what you want to do. Reflect on whether the review was unfair or incorrect, whether it was the first time you received such a review, and whether you are clear on what is expected.

  • If you believe the review was inaccurate, do you have documentation to back up your assertion?
  • If you believe that expectations were not clear, you’ll want to be sure you understand your performance standards.
  • The goal is to assess your performance to get you “back on track.”

Make the Ask:

[Boss name], I’ve been thinking a lot since my review last week, and I’d like to sit down with you to discuss specific aspects of my performance review now that I’ve had a chance to reflect on it.

How It Might Sound:

You: [Boss name], I was kind of shocked by your rating of my performance in last week’s review. Now that I’ve had a chance to think about it some more, I’d like to meet with you to discuss some specific aspects of it. Could we set up a time in the next week to do that?

In the Meeting Itself:

Again, be prepared for the meeting. Make sure you review your performance expectations and you personal documentation of your performance. Plan out what you want to say. Be open-minded; the goal is not to win an argument but to better understand expectations and what you might need to do to meet them.

How It Might Sound:

You: I was pretty defensive in the meeting because I thought I’d been doing a great job. But after looking more closely at the review, I can see there are some things that I need to work on. So that I can improve my performance, I’d like to meet with you monthly — or quarterly at least — so that I can improve my performance for next year’s review. Is that possible?

Boss: We could definitely do check-in meetings at least every other month to make sure you’re on track. But I’ve been pretty clear about our expectations for the areas that you were scored low on, so I’m curious as to the changes you’re going to be making to improve in those areas.

You: Yes, that’s one of the things that I want to talk about in our meetings. While I agree that there are expectations laid out for customer service interactions, for example, there are some things that are ambiguous, and also, you hadn’t said anything to me before about needing to document follow-up interactions, so I was surprised to see that noted on the review. I’m committed to improving my performance, but I want to make sure I’m on the right track.

Boss: Well, I’m happy to discuss some of the specifics, and to clarify anything that you feel is ambiguous. While it’s always been in the customer service guidelines to document follow-up interactions, this is a point of emphasis for management this year, so that’s why it’s noted in the review. But that’s the kind of thing that we can work on throughout the year so it’s not a surprise for you on the annual review. You’re a valued employee, and I am happy to work with you on these issues.

Obviously, not all interactions will be positive but as an employee, you want to do your best to have a win-win outcome.

Need to Write a Bio?

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If you’ve been asked to write a bio, you may be wondering if you can just use your resume and be done. The answer to that is, “no.” A bio and a resume have two different purposes and formats; a bio provides a narrative summary of your professional journey, accomplishments, and a bit of personal information; it serves as an introduction. A resume on the other hand is a highly structured document that communicates your experience, skills, education, and accomplishments; its purpose is to demonstrate your qualifications for a particular position.

Now that you have an understanding of the differences between a bio and a resume, why might you need a bio?

  • To Serve as an Introduction: It introduces you to the audience, helping them get to know you.
  • Establish Credibility: A well-written bio highlights your qualifications, expertise, and achievements, establishing your credibility in your field.
  • Networking: It aids in building professional connections and relationships, as others can understand your background and interests.
  • Personal Branding: A bio can help shape and communicate a personal brand and present your unique qualities and values.
  • Career Advancement: It can contribute to career growth by showcasing accomplishments and expertise, which may lead to new opportunities.
  • Online Presence: In this age of social media, bios, especially on LI (called the About section) are essential and allows you to manage your online presence.

There are different kinds of bios: work bios for your organization’s website, bios for speeches and presentations; and your LinkedIn bio. Each has a different approach, length, and point of view. When sitting down to prepare your bio, you should think about 3 things:

  • The purpose of the bio
  • Your audience
  • What makes you unique

If you’re writing a bio for your organization’s website or something similar, you’ll want to check to see what requirements they have for format, length, and content. Your work bio is typically written in third person and often includes a professional headshot.

Almost all employers and individual hiring managers are using LinkedIn. If you don’t have a bio on LI (under the “About” section). For your LI bio, you can consider using the WHO / WHAT / GOALS structure. Outline:

  • WHO you are
    • WHAT you have to offer (what is unique about you /  your experience
    • What are your GOALS for your career

Your LI bio is typically written in first person and “friendlier” in tone than a formal work bio. And a professional picture (headshot) is critical.

Wherever you are in your career, a bio is a common career document and it is important to do it right.

Check out our Resources for bundles, e-books, courses and more to help you on your career journey!

Ever Thought About Working for the US Postal Service?

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While most of us think about Mail Carriers when we think about the US Postal Service (USPS), in fact, the, USPS hires for a lot of different kinds of positions. Of course there are mail carrier positions but there are also positions in sales, motor vehicle operations, repair, and driving; electronics; accounting; communications; human resources, information technology, and just about anything else you think of.

USPS positions are not traditional federal jobs since the USPS is not a federal agency (it is considered a quasi-government agency). There are more than 30,000 USPS facilitate across the country, 500,000+ employees, and good benefits such as health insurance, good pay, and a pension plan.

Here are some other things to know about getting a job with USPS:

  • The USPS uses its eCareers application system (not USAJOBS) for all USPS applications.
  • In some instances, you may transfer from USPS to the federal government noncompetitively.
  • Veterans’ preference applies in USPS hiring; currently ~100,000 military veterans work for USPS.
  • USPS offers student hiring programs including an intern program, a Professional Development Program for recent college graduates, a developmental program for Industrial Engineers, and an Honors Attorney Program.
  • eCareers allows you to search for positions by key words, location, and functional area.
  • Just like USAJOBS, eCareers users must set up a profile before they apply for a specific position.
  • Don’t forget to include key words from the positions you’re targeting, along with numbers to give your work context and accomplishments to demonstrate that you can achieve results.
  • Some USPS positions require that you take an exam; taking these exams is free—if you see someone online charging to take a USPS exam, you should report it to the US Postal Inspection Service, the Federal Trade Commission, or your state’s Attorney General). If an exam is required, the job posting will list the requirement under “Examination Requirements.”

Want to know more? Check out: https://about.usps.com/careers/.

Fall Is Here, School Is Back In Session, AND It’s Update Your Resume Month!

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Many of us think about September as the beginning of a new year—new fiscal year, new school year—and the definite end of summer. In this spirit, September has been designated “Update Your Resume Month,” you can get in the spirit by updating yours!

Need help getting started? Here are 7 easy things to do:

  1. Assess your existing resume; is your current job included? Is there still content from the 1990’s or early 2000’s? You can remove jobs that are from more than 10 years ago—at the very least, you can minimize them and create a new category called Earlier Professional Experience (or something similar).
  2. Does your resume include recent accomplishments? Those of your who are federal employees, probably had your performance review recently (or coming up shortly). Be sure to include this year’s accomplishments on your resume. And remember, all accomplishments should demonstrate the “so what.” It’s not enough to say you did “x”—you need to show how “x” added value / made a difference.
  3. Did you earn a new degree? New certifications? If so, be sure to add.
  4. Have your contributions been formally recognized? Don’t forget to update your resume for awards—especially those awarded by entities outside your organization.
  5. Has the scope of your work changed?. Do you have more or fewer employees? A larger or smaller budget? Is your area of responsibility different? Numbers help give your work context.
  6. Assess your Summary; is it sufficiently focused? Include key words? If your summary does not accurately represent you and what you’re targeting, fix it.
  7. Review your resume to ensure there are no typos. Even better, have someone else review it for typos; sometimes it’s easier for others to proofread your document.

The above steps can likely be completed in less than an hour—your career is worth it! If you keep your resume updated, you’ll be ready—and not panicked—when the perfect opportunity comes along.

To celebrate this time of year, don’t miss out on the opportunity to invest in your professional growth and secure your path to federal job success by using code BACKTOSCHOOL for 10% off our self-paced online training courses on Teachable by September 30, 2023!

Unlocking Federal Job Opportunities: A Guide For Non-Veterans

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Understanding Eligibility for Federal Jobs

To optimize your job hunt, it’s important to understand how candidates are evaluated. All federal jobs typically require U.S. citizenship, but the nuances lie in the specifics of each posting – e.g., duties, conditions of employment, qualifications, how you will be evaluated, etc. Here’s a breakdown of what you should consider:

1. Direct Hire Positions: These roles allow agencies to recruit directly, bypassing the veterans’ preference. The Bipartisan Infrastructure Deal majorly funds such roles, particularly in fields like cybersecurity, STEM, veterinary services, and contract specializations. Always scrutinize the job details to discern if it falls under direct hire.

2. Excepted Service Positions: These roles deviate from the standard hiring process due to their unique agency-based requirements. Examples include roles within the Intelligence Community, the Federal Bureau of Investigation (FBI), certain financial regulatory agencies, and specific positions within the Federal Emergency Management Agency (FEMA). Additionally, the legislative branch, including entities like the Library of Congress and the Government Accountability Office, also falls under this category, as does every role within the Senior Executive Service (SES).

3. Non-Competitive Appointments: Some candidates might be eligible for positions based on certain considerations, making their appointment process distinct. This includes:

  • Former Peace Corps or AmeriCorps volunteers
  • Military spouses
  • Individuals with disabilities
  • Selected veterans
  • Graduates from certain academic programs

Federal employment offers a wide variety of career opportunities. However, navigating it requires due diligence. Always pay particular attention to details within the job announcement, and when in doubt, don’t hesitate to reach out to the Agency human resource contact at the end of the job posting for clarity.

Initiating Your Job Hunt

Additional information on how to navigate the federal hiring process can be found at USAJOBS. If you’re just setting out on your job-seeking journey or need additional insights, visit https://www.usajobs.gov/help/ for guidance.

‍‍This post was written by Nancy Segal in collaboration with Federal Career Connection, Inc., an independently organized educational nonprofit organization who are grounded in community service and commitment to helping individuals in career transition. Learn more about the partnership by clicking here!

Veterans’ Preference: A Tangible Expression Of Appreciation And Support

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When I think about the many ways our country shows gratitude to our veterans, the most tangible is found in ‘veterans’ preference.’

The roots of veterans’ preference can be traced back to the aftermath of World War I. As soldiers returned home from the grueling battles abroad, the nation recognized the need to reintegrate these brave men and women into civilian life. Beyond parades and memorials, there was a genuine understanding that these individuals deserved opportunities to build their post-war lives. Hence, the preference policy was born, giving military veterans a leg up when seeking government employment.

‍Veterans’ Preference Evolution Through Time

Congress continued to update and provide veterans’ preference to those who served beyond World War I. On March 3, 1865, just prior to the end of the American Civil War, Congress updated veterans’ preference to ensure those who served in the Army and Navy were given preference in civil appointments.

“Resolved by the Senate and House of Representatives of the United States of America, in Congress assembled, [t]hat persons honorably discharged from the military or naval service by reason of disability resulting from wounds or sickness incurred in the line of duty, should be preferred for appointments to civil offices, provided they shall be found to possess the business capacity necessary for the proper discharge of the duties of such offices” (Veteran Hiring in the Civil Service: Practices and Perceptions, August 2014).

Today, under the current the veterans’ preference policy, eligible veterans who apply for federal jobs are given preference over non-veterans. This means that if a veteran and a non-veteran have the same qualifications for a position, the veteran will be given preference and awarded the job. In some cases, veterans may even receive additional points on their application scores.  

The policy has been expanded over time to include not only those who served during wartime but also those who served during peacetime. In addition, the policy applies to not just federal jobs but also some state and local government jobs.

‍The Importance of Veterans’ Preference

One of the main reasons for implementing veterans’ preference was to provide opportunities to veterans who may have been disadvantaged due to their time serving in the military. Many veterans face challenges when transitioning back to civilian life, including finding employment. Veterans’ preference helps to level the playing field and provide veterans with an advantage in the job market.

Another benefit of veterans’ preference is that it helps to ensure that the government has a diverse workforce. Veterans come from all walks of life and have a variety of skills and experiences. By giving them preference in employment, the government is able to tap into a diverse pool of talent.

There are some who argue that veterans’ preference can be unfair to non-veterans who are equally qualified for a job. However, supporters of the policy argue that veterans have made sacrifices for their country and deserve to be given preference in employment opportunities.

While veterans’ preference is an important policy, it is not a guarantee of employment for veterans. Veterans still need to meet the qualifications for the job they are applying for and compete with other candidates. However, veterans’ preference can give them an advantage and help them to better compete in the job market.

In conclusion, veterans’ preference is an important policy that recognizes the sacrifices made by veterans and provides them with opportunities for employment. While some may argue that it is unfair to non-veterans, supporters argue that it helps to ensure that the government has a diverse workforce and provides opportunities to those who may have been disadvantaged due to their time serving in the military.

Learn more about Veterans’ Preference:

‍‍This post was written by Nancy Segal in collaboration with Federal Career Connection, Inc., an independently organized educational nonprofit organization who are grounded in community service and commitment to helping individuals in career transition. Learn more about the partnership by clicking here!