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The Best Federal Resume Format! Outline Format Federal Resume It is Easy to Read by HR!

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Title: Ten Steps to a Federal Job tm, 4th Edition Author: Bonny Day Last modified by: jreed2 Created Date: 7/13/2015 11:20:04 PM Document presentation format – PowerPoint PPT presentation

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Title: The Best Federal Resume Format! Outline Format Federal Resume It is Easy to Read by HR!


1
The Best Federal Resume Format!Outline Format
Federal Resume It is Easy to Read by HR!
6
  • Uses small paragraphs for readability
  • ALL CAPS keywords should match the keywords in
    the announcement
  • Add accomplishments
  • Copies and pastes into USAJOBS

1
2
Tips for Wounded Warrior Resumes
6
1) Include a short descriptionThis is Toran
Gaal, Wounded Warrior on recumbent bicycle
riding across the US, Summer 2015.
See Book Page 97
2
3
Tips for Wounded Warrior Resumes
6
2) Include Internships
See Book Page 97
See Book Page 97
3
4
Tips for Wounded Warrior Resumes
6
3) Show Education and Training
See Book Page 98
4
5
Tips for Wounded Warrior Resumes4) Highlight
Transition Skills Training
6
See Book Page 98
5
6
Improve Your Resume with the Factor Evaluation
System
6
Resumes are graded on these criteria
  • KNOWLEDGE What knowledge do you have to help you
    do your job?
  • SUPERVISORY CONTROLS Who are you in charge of?
    Are you independent?
  • GUIDELINES USED What laws or regulations are you
    an expert in? May include Legislation, Manuals,
    SOP, Policies, References
  • COMPLEXITY How complicated is your job?
  • SCOPE EFFECT Who do you talk to and work with?
    What is the scope of your work? Is it local,
    regional, worldwide?
  • PERSONAL CONTACTS AND PURPOSE OF CONTACTS Who
    are your customers? Are they nearby or do you
    work with them through email, etc.? How many
    customers do you support? Local? Global?

See Book Page 100
6
7
Improve Your Resume with the Factor Evaluation
System
6
Resumes are graded on these criteria
  • KNOWLEDGE What knowledge do you have to help you
    do your job?
  • SUPERVISORY CONTROLS Who are you in charge of?
    Are you independent?
  • GUIDELINES USED What laws or regulations are you
    an expert in? May include Legislation, Manuals,
    SOP, Policies, References
  • COMPLEXITY How complicated is your job?
  • SCOPE EFFECT Who do you talk to and work with?
    What is the scope of your work? Is it local,
    regional, worldwide?
  • PERSONAL CONTACTS AND PURPOSE OF CONTACTS Who
    are your customers? Are they nearby or do you
    work with them through email, etc.? How many
    customers do you support? Local? Global?

See Book Page 100
7
8
Dont Use Just One Resume!
6
  • Do not write one federal resume and use it to
    apply for all positions.
  • Do not just submit your private industry or TGPS
    resume as your federal resume.
  • Do not upload your resume into USAJOBS. Use the
    resume builder instead.

8
9
Step 7 KSAs, Accomplishments, and Questionnaires
7
  • Have you heard that KSAs were eliminated?
  • Now they are everywhere!

9
10
KSAs Are Now Covered in 5 Areas!
7
  1. KSAs in the resume work experience
  2. KSAs in the resume accomplishments
  3. KSAs in the Questionnaire narrative questions
  4. KSAs in the Questionnaire multiple choice
    questions
  5. KSAs as part of the Behavior-Based interview

See Book Page 102
10
11
Write KSAs with the CCAR Format
7
  • Context
  • The context should include the role you played in
    this example. Were you a team member, planner,
    organizer, facilitator, administrator, or
    coordinator? Also, include your job title at the
    time and the timeline of the project. You may
    want to note the name of the project or
    situation.
  • Challenge
  • What was the specific problem that you faced that
    needed resolution? Describe the challenge of the
    situation, such as disorganization in the office
    or a major project stalled. The challenge can be
    difficult to write about.
  • Action
  • What did you do that made a difference? Did you
    change the way the office processed information,
    responded to customers, managed programs? What
    did you do?
  • Result
  • What difference did it make? Did this new action
    save dollars or time? Did it increase
    accountability and information? Did the team
    achieve its goals?
  • POPULAR KSA CCAR BUILDER http//www.resume-place
    .com/ksa_builder/template/

See Book Page 103
11
12
Ten Rules for Writing KSA Accomplishments
  • One excellent example
  • Different examples for each accomplishment
  • 300 words or less
  • Give Specific Examples
  • Spell out Acronyms
  • Use First Person I for accomplishments
  • Add metrics and results
  • Include all parts of your life
  • 6 to 8 lines long for readability
  • Proofread

See Book Page 104
12
13
KSAs in the Resume
7
See Book Page 105
13
14
KSAs in the Questionnaire
7
See Book Page 107
14
15
KSAs in the Questionnaire Multiple Choice
Questions
7
See Book Page 107
15
16
KSAs Are Part of Your Behavior-Based Interview
7
See Book Page 109
16
17
Sample Cover Letter
7
Free Cover Letter Builder http//www.resume-plac
e.com/fedres_builder/cover_letter/
See Book Page 111
17
18
End of Part 2, Step 5 to 7Questions?
7
  • STEP 5 Analyze Vacancy Announcements for
    Keywords
  • STEP 6 Write Your Outline Format and Paper
    Format Federal Resume
  • STEP 7 KSAs in Your Federal Resume and
    Assessment Questionnaires

18
19
Step 8 Apply for Jobs with USAJOBS
8
  • Part 1 Get ready on USAJOBS
  • Part 2 Apply for jobs on USAJOBS

20
How to Apply USAJOBS
8
Edit Your Profile Answer carefully!
See Book Page 113
21
How to Apply USAJOBS
8
Contact Info Use your home email address
See Book Page 114
22
How to Apply USAJOBS
8
Personal Information
See Book Page 118
23
How to Apply USAJOBS
8
Eligibility Documentation DD-214, SF-15, SF-50
See Book Page 115
24
How to Apply USAJOBS
8
Veterans Preference
See Book Page 116
25
How to Apply USAJOBS
8
Veterans Preference
See Book Page 117
26
How to Apply Collect Your Documents!Military
Documents Are Critical
8
  • Include ALL of the requested documents
  • DD-214
  • Statement of Service (prepared by your Command)
  • SF-15 (if claiming 10 point veterans
    preference)
  • VA Letter
  • Transcripts
  • Training Certificates

27
How to Apply Collect Your DocumentsSpouses
Critical For Noncompetitive Eligibility
8
  • Include ALL of the requested documents
  • PSC Orders
  • Marriage Certificate
  • Other documents to prove eligibility

28
Important Vacancy Announcement Components
  • Competitive or Excepted Service
  • Competitive service agencies fill positions
    through a competitive selection process and are
    subject to civil service laws passed by Congress.
    Everyone gets a chance to compete!
  • Excepted service agencies (positions) do not need
    to fill jobs through a competitive process, and
    are not subject to appointment, pay and
    classification rules in Title 5, USC.
  • Some agencies have both competitive and excepted
    service positions.
  • http//www.fedsmith.com/2010/11/28/federal-job-cla
    ssifications-competitive-vs-excepted/


See Book Page 138
29
Competitive vs. Excepted
Competitive Service
Excepted Service
  • You cannot earn status
  • You are hired at-will, more like private industry
  • You can earn raises according to performance
  • You may be hired or fired for special reasons
  • Open jobs do not have to be publicly announced
  • You do not have to compete for your job with the
    general public
  • You can earn tenure a.k.a. status over time
  • Status allows you some hiring benefits
  • You cannot be easily fired
  • You earn raises according to a formula of time
    served
  • Open jobs must be posted online
  • You must compete for the job with the general
    public

See Book Page 138
30
Agencies Can Differ by Types of Service
Competitive Service
Excepted Service
See Book Page 139
31
Important Vacancy Announcement Components
  • How you will be Evaluated
  • Category Rating (Gold, Silver, Bronze)
  • Rule of Three
  • Minimum score required for consideration
  • How Veterans Preference is applied (more
    discussion coming)
  • Required Documents
  • Proof of eligibility (DD 214, SF-15, VA letter,
    Schedule A letter, etc.)
  • Proof of qualifications (Resume, transcripts,
    etc.)
  • Veterans' preference does not guarantee veterans
    a job and it does not apply to internal agency
    actions such as promotions, transfers,
    reassignments and reinstatements.


32
Veterans Preference
  • Veterans' preference eligibility is based on
    dates of active duty service, receipt of a
    campaign badge, Purple Heart, or a
    service-connected disability. Not all active duty
    service may qualify for veterans' preference.
  • Only veterans discharged or released from active
    duty in the armed forces under honorable
    conditions are eligible (Honorable and General
    Discharges) for veterans' preference.
  • If you are a "retired member of the armed forces"
    you are not included in the definition of
    preference eligible unless you are a disabled
    veteran OR you retired below the rank of major
    (O-4) or its equivalent.

33
Why is Veterans Preference important? If you
want a Federal job?
  • Your veterans preference will be applied to your
    application.
  • Your preference could help you to move to a
    higher Category Bucket above Non-Vets!

34
Types of VeteransTP Non-Disabled
Vets(previously known as 5 points)
  • Most veterans fall under the TP category
  • Served during a war
  • In a campaign or expedition and received a medal
    or badge
  • For more than 180 consecutive days, other than
    for training, during the period beginning
    9/11/01, and ending the last day of Operation
    Iraqi Freedom

See Book Page 141
35
Types of VeteransDisabled Veteran
Categories(Previously known as 10 points)
  • CPS disability of 30 or more
  • CP disability of at least 10 but less than 30
  • XP less than 10 disability or derived
    preference for certain family members

See Book Page 141
36
NEW! Good News! You can apply for a federal
position before you transition out! Veterans
Opportunity to Work (VOW) Act
  • The Veterans Opportunity to Work (VOW) to Hire
    Heroes Act of 2011, provides seamless transition
    for Service members, expands education and
    training opportunities for Veterans, and provides
    tax credits for employers who hire Veterans with
    service-connected disabilities.
  • Ask for a Statement of Service

37
Agencies prefer that you wait until 120 days out,
however.
  • Veteran's Preference  When applying for Federal
    jobs, eligible veterans should claim preference
    on the Occupational Questionnaire in the section
    provided and provide a legible copy of DD-214(s)
    showing all dates of service as well as character
    of service (honorable, general, etc.).
    Additionally, veterans with service-connected
    disability of 10 or more must also submit a copy
    of their official statement from the Department
    of Veterans Affairs, or from a branch of the
    Armed Forces, certifying their service-connected
    disability and/or their receipt of compensation
    for service-connected disability.  If the
    military member is within 120 days of separation
    and does not yet have a DD214, the member may
    instead submit any written document from the
    armed forces that certifies the service member is
    expected to be discharged or released from active
    duty service in the armed forces under honorable
    conditions not later than 120 days after the date
    the certification is signed.

38
What Happens to My Application?
  • Applications for Federal employment are assessed
    in a methodical manner to determine eligibility
    first, basic qualifications second, and then
    rated to determine level of qualification
    (category).
  • Based upon the current mandated hiring reform,
    the majority of agencies are now using a Category
    Rating assessment method.

See Book Page 140
39
Category Rating Ranking
  • Applicants who meet basic qualification
    requirements are ranked by being placed into one
    of three pre-defined quality categories, instead
    of being ranked by individual numeric score order
  • Gold (Best Qualified, i.e., 95-100)
  • Silver (Well Qualified, 85-94.9)
  • Bronze (Qualified, 70-84.9)

See Book Page 141
40
Category Rating - Selection
  • Names of all eligible candidates in highest
    quality category are referred on the Certificate
    of Eligibles to selecting official for
    consideration.
  • Selecting official selects from among eligible
    candidates in the highest quality category
    (without being limited to the top three eligible
    candidates)
  • Preference eligibles are listed ahead of non-
    preference eligibles within each quality category
  • Veterans preference is within each quality
    category
  • Within the categoryany vet may be selected
    disabled veterans do not have priority over
    non-disabled veterans

See Book Page 140
41
Applying Veterans Preference
  • Veterans with a compensable service-connected
    disability of 10 or more (CP and CPS) are placed
    at the top of the highest quality category (Gold)
  • Example CP or CPS vet scores an 84 (Bronze
    category), they are move to the Gold category
    based on disability rating of 10 or more (except
    for scientific or professional positions at the
    GS-9 level or higher)

See Book Page 141
42
More Federal Hiring Programs and Preferences for
Veterans
  • Veterans Recruitment Appointments (VRA)
  • Up to GS-11 or equivalent
  • Veterans are hired under excepted appointments to
    positions that are otherwise in the competitive
    service
  • 30 or More Disabled Veterans
  • May be appointed to any position for which he or
    she is qualified, without competition
  • Veterans Employment Opportunities Act (VEOA)
  • Gives eligible veterans access to jobs otherwise
    available only to status employees
  • Agencies can fill positions using these
    authorities without posting the announcement

See Book Page 144
43
Federal Hiring Programs and Preferencesfor
Veterans
  • Wounded Warrior Hiring
  • Wounded Warriors may be hired into the Federal
    government using any of several special
    appointing authorities granted by the Office of
    Personnel Management
  • 30 Percent or More Disabled Veterans (38 U.S.C.
    4214 and Public Law 107-288)
  • Veterans Recruitment Appointment (VRA) (5 U.S.C.
    3301, 3302)
  • Schedule A (persons with disabilities) (5 CFR
    213.3102(u))

See Book Page 144,146
44
Federal Hiring Programs and Preferencesfor
Everyone
  • Direct Hire
  • Jobs are not required to be posted online
  • Under Office of Personnel Management Direct Hire
    Authority authorized by Part 337, Subpart B,
    Title 5 of the Code of Federal Regulations (5
    CFR). The Rule of Three, Veteran's Preference and
    traditional rating and ranking of applicants do
    not apply to the Direct Hire process
  • HOT DIRECT HIRE POSITIONS
  • IT Specialist, CyberSecurity, MSW and other
    medical professionals

See Book Page 143
45
Federal Hiring Programs and Preferencesfor
Everyone
  • Pathways
  • For those in school or recently graduated
  • Includes internships and a recent graduate
    program
  • First Pathways vacancy announcement was posted
    July 2012
  • Schedule A Hiring Program
  • Though not specifically for veterans, the
    Schedule A authority for people with
    disabilities, 5 CFR 213.3102(u), is an excepted
    authority that agencies can use to appoint
    eligible veterans who have a severe physical,
    psychological, or intellectual disability

See Book Pages 143 146
46
How Veterans Preference Is Applied
  • Lets follow an example of 9 applicants, with 3
    vets and 1 disabled vet
  • Anne (a non-vet)
  • Cory (a non-disabled vet)
  • Aida (a non-vet)
  • Dom (a disabled vet)
  • Sheila (a non-disabled vet)
  • Chris (a non-disabled vet)
  • Mario ( a non-vet)
  • Betty (a non-vet)
  • Suzie (a non-vet)

See Book Page 141
47
How Veterans Preference is AppliedFirst,
applicants are rated

Status Rating
Anne Non-vet Best
Cory Non-disabled vet Good
Aida Non-vet Good
Dom Disabled vet Good
Sheila Non-disabled vet Better
Chris Non-disabled vet Best
Mario Non-vet Best
Betty Non-vet Better
Suzie Non-vet Good
See Book Page 141
48
How Veterans Preference Is AppliedBest
Qualified Group Gets Referred

Status Rating Preference Bucket
Anne Non-vet Best Best Qualified
Cory Non-disabled vet Good TP Qualified
Aida Non-vet Good Qualified
Dom Disabled vet Good CP Best Qualified
Sheila Non-disabled vet Better TP Well Qualified
Chris Non-disabled vet Best TP Best Qualified
Mario Non-vet Best Best Qualified
Betty Non-vet Better Well Qualified
Suzie Non-vet Good Qualified
See Book Page 141
49
How Veterans Preference Is AppliedCPS and CP
rise to the top of the highest quality category
Qualified preference eligibles with a compensable
service-connected disability of 30 or more (CPS)
and those with a compensable service-connected
disability of more than 10 but less than 30
(CP) are placed at the top of the highest quality
category with other veterans who scored in this
category. Note Merging the highest quality
category (Highest Qualified) with the next lower
category (Well-Qualified) requires placing the
qualified preference eligible at the top of the
newly merged quality category.
See Book Page 141
50
Veterans Preference One Exception

The Category Rating Process does not add
veterans preference points but protects the
rights of veterans by placing them ahead of
non-preference eligibles within each category. 
Preference eligibles who meet the minimum
qualification requirements and who have a
compensable service-connected disability of at
least 10 percent must be listed in the highest
quality category (except in the case of
scientific or professional positions at the GS-9
level or higher).
See Book Page 141
51
How Veterans Preference Is AppliedFinal Order
of Applicants

CP rises to the top even though rating was good,
not best.
Status Rating Preference Bucket
Dom Disabled vet Good CP Best Qualified
Chris Non-disabled vet Best TP Best Qualified
Anne Non-vet Best Best Qualified
Mario Non-vet Best Best Qualified
Sheila Non-disabled vet Better TP Well Qualified
Betty Non-vet Better Well Qualified
Cory Non-disabled vet Good TP Qualified
Suzie Non-vet Good Qualified
Aida Non-vet Good Qualified
See Book Page 141
52
Applicationmanager.govPart 2 The
Multiple-Choice Questionnaires
8
See Book Page 121
53
USAJOBS Quiz
8
  • How many resumes can you add to your resume
    builder account?
  • Is it better to upload your resume or build the
    resume in the builder?

54
Follow-up Techniques
9
See Book Page 125
55
USAJOBS Application Tracking
9
See Book Page 126
56
Step 10 Interview for a Federal Job
10
57
Performance Based Interview is a TEST!
10
See Book Page 131
58
Types of Federal Interviews
10
See Book Page 132
59
Typical Performance-Based Interviews
10
See Book Page 134
60
End of Part 3 Step 8 to 10Questions?
  • STEP 8 Apply for Jobs with USAJOBS
  • STEP 9 Track and Follow-up
  • STEP 10 Interview for a Federal Job
  • QUESTIONS???
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