Federal Jobs

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!

Understanding the Terms Used on Federal Job Postings

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Federal job postings can be confusing if you don’t understand the terminology they use. Here are some terms you should know:

SF-50The SF-50 is a permanent record in your Official Personnel Folder that documents and reports all personnel actions. If you are not a current or former federal employee, you will NOT need one of these.
SF-15The SF-15 “Application for 10-point Veterans’ Preference” is used by Federal agencies and OPM examining offices to adjudicate individuals’ claims for veterans’ preference.
DD-214The DD-214, “Certificate of Release or Discharge from Active Duty”, is issued to military members upon separation from active service. It contains information about the veteran’s dates of military service and separation. Member 4 copy is best recommended for determining eligibility. It provides the disposition (honorable, other) at the time of discharge.
Certificate of EligiblesA list of eligible and qualified applicants created for the hiring manager. Also known as a Referral list, one will receive this notice once they have been referred to the hiring manager.
Area of ConsiderationA list of eligible and qualified applicants is created for the hiring manager. Also known as a Referral list, one will receive this notice once they have been referred to the hiring manager.
Career AppointmentThe type of appointment an employee receives after working for the Federal Government for three years.
Competitive StatusThe group of people that an agency will accept applications from to fill a job. This may include a specific location or whether the applicant is a current federal employee, a current federal employee working for a specific agency or the public.
Delegated ExaminingThe competitive application and hiring process an agency uses to hire someone who has never worked for the Federal Government. A job that says it is Open to the public will use the delegated examining hiring process.
Specialized ExperienceWork experience that is directly related to the work to be performed in a job. For maximum consideration, you need to demonstrate your specialized experience.
Application or Job QuestionnaireSome jobs require you to answer several questions as part of the application process. You will see a link to preview the job assessment questions—read these questions before you apply for the job. Your resume must support your answers to the job questionnaire. Your responses to the assessment questionnaire are how you will be rated and per your score, determines if you make the referral list.
Why was my application not qualified?A person’s basic eligibility for assignment to a position in the competitive service without having to compete with members of the general public in an open competitive examination. Once acquired, status belongs to the individual, not to a position.
To learn more about applying for federal jobs check out our self-paced online training course Preparing a Federal Job Application!

I Showed My Resume To (Whoever) And They Said (Whatever)

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While it can be a good idea to get feedback on your resume, who you ask and what you ask are important. Everyone has an opinion about your resume, especially if you ask them for their opinion.

It’s important to be strategic about who you ask to review your resume.

There are a couple of people you should ask for feedback, and specific tasks for each of them.

The first is someone who knows you — and your work — well.

This might be a close friend, a spouse or significant other, or a past colleague. (Why not a current colleague? Be careful who you let know you’re looking for a new job. Some bosses presume you’ll stay with your current employer forever and may perceive it as disloyal that you’re looking. You can’t count on your current co-workers to keep your job search completely confidential.)

You want this person to review your resume and answer the following three questions:

  • Do you see anything I need to change or correct?
  • Does this sound like me?
  • Is there anything I should add?

The second is someone who hires for jobs in your field or industry.

This might be a past supervisor (perhaps someone you’re using as a job reference). It should be someone who is currently hiring, not someone who used to hire candidates. The job search process changes rapidly, and the advice that you may get from someone who hasn’t reviewed resumes in a while might be dated. (For example, the one-page resume is no longer a big deal in the age of electronic resume submission—and is totally inappropriate for federal resumes, which easily range 4-6 pages.)

Remember, though, that the person involved in hiring likely sees resumes only after they have made it through the applicant tracking system (ATS) software or made it past Human Resources (HR).

Don’t ask just anyone for feedback. Too many opinions can lead to “analysis paralysis” where you become obsessed with perfection instead of getting started using your resume in your job search.

Need assistance with resume writing? Check out our services and resources!

How To Apply For Senior Executive Service (SES) Positions

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Like almost all positions in the federal government, positions in the Senior Executive Service (SES) are required to be posted on USAJOBS. The minimum posting time is 14 days, although many SES positions run longer. No big surprise here. But did you know that not all SES postings require that you submit Executive Core Qualifications (ECQs) as part of your SES application?

Agencies have 3 methods they can use to post SES positions: traditional, resume-based, and accomplishment record. There are a few other nuances related to SES applications as well. When you’re thinking about applying for a SES position, the first thing you want to do is carefully review the posting to see which method is being used. Here’s a quick summary of the different SES application methods:

  • Traditional Method. When most people think about applying for a SES position, they are thinking about the traditional method. This involves a SES resume, a full set of Executive Core Qualifications (10 pages, prepared consistent with Office of Personnel Management guidance), and Technical Qualifications (TQs) (also known as Professional Technical Qualifications or Mandatory Technical Qualifications). SES applications that are posted using the traditional method can easily run 20 pages (10 pages for ECQs, a 5 page resume, and typically 4-6 pages for TQs, depending on the number of TQs and their length). This represents the vast majority of SES postings.
  • Resume-based Method. Under this approach, applicants only submit a resume (typically 5 pages but check the posting to be sure). Resumes must include evidence of the candidate’s possession of the ECQs and any TQs listed in the announcement. Some agencies using this method require separate TQs to be submitted with the resume. If a candidate is selected by the agency, they then need to prepare ECQs for submission to OPM before they can be appointed to the SES. Some Departments and agencies use the resume method exclusively for their SES postings while others use a mix of traditional and resume based.
  • Accomplishment Record Method. This approach is also more streamlined than the traditional method. In this method, applicants submit a resume and short narratives addressing selected competencies (e.g., strategic thinking) underlying one or more ECQs and any technical qualifications. Narratives addressing the competencies are normally limited to one page or less per competency. I generally do not see this approach used that often but it is the approach the Department of Homeland Security (DHS) has been using for its SES Candidate Development Program (CDP) application for the last several years.
  • Excepted Service SES-equivalent positions. There are a number of excepted service agencies. SES equivalent level postings in these agencies (FAA, the financial regulatory agencies such as the SEC and OCC, DEA, and more) generally do not require ECQs and if they do, those ECQs are not submitted to OPM for approval.
  • Certain Department of Defense (DoD) SES positions. Under the NDAA of 2019, the DoD was provided authority to eliminate the requirement for certification of ECQs by the Office of Personnel Management for initial SES appointments in DoD. DoD may appoint no more than 50 individuals in any calendar year using this authority. People selected under this authority cannot be selected for other SES positions that do not fall under this authority without approval of their ECQs by OPM.

There are other SES application options as well. Before deciding to apply for a SES position, be sure to read the posting carefully to ensure you understand the application process itself.

Interested in learning more about the SES? Check out our self-paced online training course Preparing a Senior Executive Service Package!