|
- Military Resumes
- Civilian Resumes
- Military Federal Resumes
- Government Contractor Resumes
- Secret Clearance Job Resumes
- Federal Resumes
- Federal KSAs
- Resumix
- SES Applications
- ECQs and TQs
|
Articles and News
Check here for updates and information affecting federal and other employment issues.
CareerPro Global Receives 2011 Industry Awards
Using KEYWORDS in your SES application
Navy CHART moving to USAJOBS 9/30/11
Five-Page SES Resume
Reality Check: Are You SES Material?
What Career Fields Will Grow in 2011?
Jobs for Wounded Warriors - Article from DODLive
SES Pay Raises Taper Off - Read FedManager.com Article
Six Tips on Getting Into the Senior Executive Service
How Federal Jobs are Filled
The Cost of Being Unemployed
Administrative Law Judge (ALJ) Positions – Great Opportunity
The Federal Hiring Frenzy
CareerPro Global ISO 9001 Certification - Release
Memorandum on SES Service from OPM Director
Six Tips For Getting Into the Senior Executive Service
There is one question that federal managers consistently ask me: "How do I become an SES?"
Created by Congress in 1978, the Senior Executive Service (SES) is a 7,000 member elite cadre of federal leaders who are performing cutting-edge work and delivering vital services, from protecting the homeland to revitalizing our economy.
If you are striving to become a member of this elite corps, start by examining the Office of Personnel Management's Executive Core Qualifications (ECQs). The five ECQs--leading change, leading people, results driven, business acumen and building coalitions--are designed to assess your executive experience and potential.
The ECQs are a great road map for your leadership development; however, to enhance your qualifications, it's important that you also gain broad experience and training. The SES federal employees that I interact with all have had very diverse leadership experiences and training, which have enabled them to develop into the leaders that they are today.
To help you on your path to the SES, I consulted with agency colleagues who have served in the SES for some insider advice. Here are their tips on how federal leaders can become senior government executives:
1. Do your homework. Take time to understand the ECQs and to honestly evaluate yourself relative to them. You will also want to familiarize yourself with the agencies' Executive Resources Boards (ERBs) and Qualifications Review Boards (QRBs), which are keys to the SES recruitment and selection process. Yes, it's an alphabet soup, but they're the rules of the game.
2. Let your agency know you're interested. Don't assume that your senior executives can read your mind. Express your interest in the SES and have a conversation around what it will take for you to become an executive.
3. Get moving. Leaders chart their own course. To demonstrate the ECQs, you'll need a broad base of experience and a strong network. Leadership development programs can help you too. If your supervisor wants to reward you for a job well done, instead of a small bonus, consider asking for an opportunity to attend a management development program. Become active in a professional association, volunteer for an inter-agency task force and constantly read leadership books and articles to help develop your strengths and identify your weaknesses.
4. Set personal-growth stretch goals, and meet them. For example, write and submit an article or an op-ed for a professional journal, volunteer to speak at a conference or suggest a new agency project then volunteer to lead or implement the effort.
5. Find mentors. Seek out successful agency leaders that you respect to find out what has helped them become successful and, especially, how they overcame adversity.
6. Know when it's time to move on. While you might be able to stay in one organization for most of your career and rise to the top, senior leaders are increasingly seeking people with experience in multiple organizations and work environments when filling their senior positions. To advance, you may need to move out of your comfort zone.
Finally, this last piece of advice is perhaps the best: become the best at what you do and then don't stop there.
Senior executives, how did you make it into the SES? What advice and tips do you have for federal managers interested in the process? Please let me know by either posting your comments online or sending an email to fedcoach@ourpublicservice.org.
Return To Top Of Page <<<
Changes in SES Application Requirements: The Five-Page Resume
Although there are conflicting opinions on how hiring reform in the federal government is affecting the Senior Executive Service (SES) hiring process, there have definitely been some changes in SES vacancy announcements. For example, just a couple of years ago, 8-, 10-, or even 12-page SES resumes were still very common. However, as early as 2009, some agencies began placing a five-page limit on SES resume submissions.
Many perceive the growing popularity of the five-page restriction in SES resumes as a trend toward shorter, more concise presentations, and associate it with the ongoing hiring reform in the federal government. After all, one of the stated goals in the President’s memo on hiring reform is to “improve the quality and speed of agency hiring by…reducing substantially the time it takes to hire mission-critical and commonly filled positions.”
If you are at the level of applying for an SES position, then you could probably fill one of those 10-page resumes with all of your experience. Obviously, it can be difficult to fit an entire career’s worth of experience into only five pages. However, there are additional restrictions. More and more SES vacancy announcements do away with full Executive Core Qualification (ECQ) and Technical Qualification (TQ) narratives and require the applicant to “address” them within the body of the five-page resume.
This can be challenging, and here are two very simple but effective methods you can use:
Be straightforward. You can simply include a short summary of each of the five ECQs somewhere in your resume. For each one, it is best to summarize a specific example using the Office of Personnel Management’s (OPM) preferred Challenge, Context, Action, Result (CCAR) format. When you do this, you will be tempted to simply list the ECQ you are addressing (Leading Change, Leading People, etc.).
The new OPM 2010 SES Guide states, “It is not necessary or even advisable to annotate the resume with ECQ titles.” Notice the guide did not say that it was not allowed, but only that is was not “necessary” “advisable.” For the record, some of the newest members of the SES Corps have listed the titles of the ECQs they are summarizing, so some individual agencies do not seem to mind.
Having said that, I strongly recommend that you use your own best judgment, follow the exact rules in the job announcement, and pay close attention to OPM’s guidance. Perhaps the best method is to be straightforward in summarizing the ECQs, but instead of including the titles, simply bold or capitalize keywords that clearly demonstrate which ECQ you are addressing.
You can also use a straightforward approach to address any TQs required in your five-page resume. Simply list the TQ at either the beginning or the end of the resume and then summarize your response using CCAR.
Be subtle. Another method is to address the ECQs/TQs in a more subtle way, and simply “weave” them throughout your work history. Again, you can capitalize or bold certain words to make them stand out. People have been successful using this method, as well, but by being so subtle, you do increase the chance that the person reviewing your resume will overlook your accomplishments or won’t make the connection to the ECQs/TQs.
So, whether it’s related to hiring reform or a simple coincidence, throughout 2010, there has been a dramatic increase in these types of application restrictions, especially from the Department of Homeland Security (DHS). Only you can decide if you want to be straightforward or subtle, but now you should have some easy methods for handling SES vacancy announcements that require you to address ECQs/TQs in a five-page resume presentation.
Barbara Adams is the President and CEO of CareerPro Global, Inc. (CPG). She has been on the leading edge of SES application development for decades. Committed to providing world-class service, she has also built an SES writing team that has helped more than 2,500 clients to develop their application materials. Ms. Adams has been featured on T.V. and the radio and as a presenter at numerous career conferences. CPG recently sent a team to instruct senior officials at Warner Robins Air Force Base, Georgia in best practices for developing their SES application materials. She is the co-author of the forthcoming book, Roadmap to the Senior Executive Service: How to Find SES Jobs, Determine Your Qualifications, and Develop Your SES Application.
Return To Top Of Page <<<
Maybe you are a civil servant who has been highly successful at the GS-14 or GS-15 level for a while, and your SES colleagues are nudging you to go for it. Or maybe you are a corporate executive, poised to make the transition and apply your business acumen to the federal government.
On the other hand, you might be a senior military officer at the O-5 level or above, and you have held multiple command positions. Now you are ready to leave the military, but you’d like to continue to serve by working within the federal government. The SES seems like it could be a good fit.
Having the drive, ambition, passion, and vision is important, but it may not be enough, unless you can demonstrate in your application materials that you do indeed possess the experience, training, and background to thrive in the SES.
To give you an idea of the level of performance I am referring to, consider these real-world accomplishments people have recently cited in their SES application materials:
An Air Force Colonel (O-6) had experience leading large multi-functional Department of Defense organizations of up to 800 personnel. As the Commanding Officer of one of these, he led seven subordinate organizations in a massive human capital and workforce realignment that included increasing one division from 120 to 400 personnel and relocating several hundred employees. He overcame conflict, competition for resources, and both internal and external pressure to drive positive change and meet all major milestones.
One seasoned GS-15 serving as Principal Deputy Director of a major Division in Department of the Army led numerous high-visibility initiatives, developing policy, providing expert guidance and oversight, and managing program budgets in excess of $6B. Recognizing shifting priorities and the need to realign them with strategic goals, she convinced senior officials to discontinue one of the highest visibility incubation programs and make major funding shifts. She ultimately gained approval for obligation of more than $48M while streamlining and prioritizing the organization’s efforts.
In another case, a corporate executive and consultant was hired as Director, Global EEO Initiatives for a major Fortune 500 company. In response to growing federal non-compliance issues with $500M in government contracts, he directed a robust gap analysis to better identify any employment liability related to non-compliance with federal regulations. He developed a strategic compliance vision and plan, then led execution of the operating plan. Ultimately, he brought all operating divisions into compliance within 12 months.
As you can see, members of the SES represent a broad range of professional and personal backgrounds, and they come in all shapes and sizes. To help determine if you are SES material, ask yourself these seven questions:
- Do you share a broad perspective of government and a public service commitment that is grounded in the Constitution?
- Are you interested in serving in the key positions within federal government just below the top Presidential appointees?
- Would you like to serve as one of the major links between Presidential appointees and the rest of the federal workforce?
- Are you qualified to lead and oversee nearly every government activity in one of approximately 75 federal agencies?
- Do you have the personal and professional passion to serve as one of the top executives in federal government?
- Are you a visionary leader and able to build alliances, overcome change and challenge, and communicate effectively with a broad range of customers?
- Do you possess solid management and leadership skills in order to produce optimum results with limited resources?
If you answered YES to these questions, and you have the senior-level experience to substantiate it, then OPM wants to hear from you!
Return To Top Of Page <<<
How Federal Jobs are Filled
By Barbara Adams, CPRW, CEIP, CMRC, CFRW
The federal government is the nation’s single largest employer, with more than 35,000 vacancies listed on its official Web site, www.USAJobs.com, per day. However, many people who attempt to gain employment with the federal government often find the process to not only be intimidating, but also frustrating.
While many agencies within the government fill their vacancies much in the same way as private companies, there are some very notable differences. One of the biggest sources of confusion to the job-seeker exploring federal employment for the first time is understanding the types of vacancies and the eligibility criteria for each.
Unlike the private sector, where a candidate submits a resume and cover letter for a vacancy for which a candidate believes they possess the qualifications, the federal government operates a little differently.
To begin with, there are three categories of federal jobs within the executive branch. Each category has its own unique set of criteria for eligibility, including but not limited to specific education levels, security clearances, professional certifications and licenses, and, in some limited cases (such as FBI special agent positions), age and physical condition mandates.
The Three Categories of Federal Jobs
Competitive Service - This covers jobs that fall solely under the Office of Personnel Management’s (OPM) jurisdiction and which are subject to the civil service laws passed by Congress to ensure that applicants and employees receive fair and equal treatment in the hiring process. Candidates are chosen from an applicant pool based on their qualifications and how closely they meet the desired competencies stated in the vacancy announcement. Competitive service jobs cover the majority of federal employment opportunities. The objective is to identify the best qualified candidates for the vacancy. Applicants typically consist of persons from the private sector, the federal employment ranks, and former military service personnel who are attempting to transition to post-military employment.
Excepted Service - Excepted service positions are excepted by law because the agencies offering these types of positions have direct ties to national security and/or intelligence functions. Examples of positions that fall under excepted service include attorneys, chaplains, and medical doctors, because for these types of jobs, it is difficult to use standard qualification requirements such as what’s used in competitive jobs to rate applicants. Examples of agencies that fill the bulk of their vacancies via excepted service include the Central Intelligence Agency, the Department of State, the National Security Agency, and the Federal Bureau of Investigation (FBI). While civilian, transitioning military, and existing government professionals are invited to apply for these positions, they need to be aware that these jobs are usually filled under a special circumstance, such as part-time or temporary positions in remote locations or when there is a critical hiring need. Also, since these jobs are directly tied to national security, candidates will typically need to pass a government security screening, a physical fitness test, and other special criteria depending on the position. Excepted service positions are not required by law to be posted on USAJobs.com. Candidates who are interested in these types of position should consult the official Web sites of the agencies that offer this type of employment opportunity.
Senior Executive Service (SES) - The SES was established by Title IV of the Civil Service Reform Act of 1978 and focuses on top management positions within the federal government (those at a GS-15 or higher). These professionals are the equivalent of Directors, Vice Presidents, and CEOs of medium- to large-scale companies in the private sector. They are the people who are given the challenges associated with leading the continuing transformation of the federal government. Unlike the competitive and excepted service jobs, SES positions are not graded; instead, salary is linked to individual performance. Members of the SES are not eligible for locality pay. There are two ways in which a candidate may apply for SES positions. The first is to apply directly to a federal agency offering an SES vacancy. The second is to apply to the federal agency’s SES Candidate Development Program (SESCDP), to gain the eligibility necessary for a career appointment to an SES position without further competition.
Competitive Service Jobs: Who’s Eligible for Employment
The basic criterion for Competitive Service jobs is United States citizenship. A candidate will submit an application packet consisting of a federal resume (which varies from a civilian resume), and other documentation such as a Knowledge, Skills, and Abilities (KSA) statement; formal education transcripts, DD-214s, and others. Eligible candidates are then grouped into three categories:
- Candidates who have applied and met the qualification requirements for a specific vacancy announcement. This is the most common method of entry for candidates who are new to the federal hiring process.
- Candidates who have civil service status. These are candidates already employed by the federal government who are eligible for noncompetitive movement within the competitive service. When these candidates are chosen for positions, it’s usually the result of a merit promotion, reassignment, transfer, or reinstatement.
- Candidates that qualify for a special noncompetitive appointing authority established by law or executive order. This category includes military veterans who are eligible for Veteran’s Preference points, or members of the Peace Corps.
Return To Top Of Page <<<
The Cost of Being Unemployed
If you are unemployed, it is critical for you to understand how much salary you are actually losing by being unemployed.
According to the U.S. Department of Labor (Bureau of Labor Statistics), the unemployment rate is currently above 10%. This represents over 15 million people; the highest national rate since April, 1983. Of those who are unemployed, over 35% have been jobless for 27 weeks or more.
The BLS states the average duration for a job search is 28.1+ weeks.
This means if you were earning $70,000 and it took you 28 weeks (140 business days) to find a new job -- you lost $37,660 by being unemployed!
Professional career assistance can help to reduce the averages above. Trimming just a week or two off your job search can save you a significant amount of money, whether in savings, or in lost income. In most cases, the cost of professional services can be less than one week's lost salary.
Please refer to the chart to see how you are affected.
Salary/Loss of Gross Pay Calculations
| Salary |
Weekly Pay Loss |
| $40,000 |
$770 |
| $50,000 |
$960 |
| $60,000 |
$1,155 |
| $70,000 |
$1,345 |
| $80,000 |
$1,540 |
| $90,000 |
$1,730 |
| $100,000 |
$1,925 |
| $120,000 |
$2,310 |
| $140,000 |
$2,690 |
| $160,000 |
$3,075 |
| $180,000 |
$3,360 |
| $200,000 |
$3,845 |
Return To Top Of Page <<<
Federal Hiring Frenzy
The federal government continues to hire at a torrid pace according to a recent study by Aon Consulting and Monster Government Solutions. Why? To replace the baby boomers that are beginning to retire en masse, to fill the ever-increasing need for qualified national security workers and professionals, and employment consideration for our veterans. Of the 600,000 new hires anticipated between now and the end of 2012, nearly half will be considered mission-critical. The total figure to be hired represents about one-third of the overall federal workforce—in other words, there is a huge turnover of talent in progress right now and you could be part of it. It sounds like a lot of hiring and possibly smacks of wasteful government spending, but in historical terms, even with all the new hiring the federal workforce at the end of 2012 will actually be smaller than what it was in 1967, according to Max Stier, Executive Director of the Partnership for Public Service, from the article in govcentral.monster.com. Among the biggest growth agencies is the Department of Homeland Security, where over 65,000 openings are forecasted. Another large opportunity will be found with the Department of Veterans Affairs, where over 48,000 jobs will be filled to support a huge increase in the administration of benefits. Anyone having recently dealt with the VA for benefit services can attest to this need. The study shows other large growth areas, including over 54,000 positions in medical and public health agencies, 52,000 jobs in security and protective services, 31,000 openings in compliance and enforcement, 23,000 opportunities in legal areas, and 17,000 positions in administration and program management.
Hot Jobs
The hottest professions are for attorneys, paralegals, human resource professionals (many mission-critical roles), biological and science experts, border patrol agents, customs officers, food inspectors, compliance staff, tax examiners, accountants, auditors, and engineers. In fact, there are about 2,000 total job types open at any given time. A quick search on www.usajobs.gov will reveal some 30,000 current openings, and it’s a simple process to locate job types or locations with the robust search tools provided. Lucrative opportunities are found in the Senior Executive Service, the highest career level of government where savvy leaders bring talent and vision to positions reporting to cabinet-level organizations. In addition, retiring or separating military members often search out second careers in the federal government to take advantage of their excellent training and, in almost all cases, their veteran’s preference in the hiring process.
Hot Locations
More than 85% of federal jobs are located outside of Washington, D.C. The states with the highest number of federal employees are: California, Virginia, Texas, Maryland, Florida, Georgia, Pennsylvania, New York, Washington, and Ohio. Many jobs also feature overseas locations for those seeking a change of scenery or perhaps a bit more excitement in their career.
Huge Interest
With the repressed economy, competition for federal jobs is at an all-time high, meaning that the federal government has a unique chance to hire some of the best talent available at a time when the country needs supremely qualified workers and professionals to steer agencies through tough times. That should not discourage anyone from applying, however. It does take time and patience to properly apply for federal jobs, and most agencies are very methodical about their hiring process—translation: it could take months to hear back on an application and the overall hiring process may seem maddeningly slow, but to their credit most agencies are exceedingly thorough and overtly fair in their evaluations and hiring. If you are a worthy candidate and you properly apply for a vacancy, you stand an excellent chance of being considered for the position.
Hidden Value
Some federal government jobs offer recruitment bonuses to attract the best of the best, with figures of $10,000 to $60,000 not unheard of, as well as repayment of student loans. In most cases, a commitment of several years’ service will be required to secure the bonus or repayment.
Not Rocket Science
Although NASA may actually need rocket scientists, you don’t have to be one in order to get the attention of hiring managers. Above all—and not surprisingly—the ability to speak and write clearly and effectively is consistently in demand. The “new” federal government is looking for visionary leadership, strength of character, and initiative. When applying for a position, these traits must be baked into your application.
Yes, but…
There’s always a but, isn’t there? The “but” in this case is that applying for a federal job, even for entry-level positions, can seem overly complicated. There are several different application formats and methods depending on the hiring agency, and they all have different requirements for content, text character size, and composition. Many require extensive narrative responses to experience and skill questions. All are screened by computer software that searches for key words and skills, and your application must be geared to both pass the computer screening and be supremely readable and compelling for the hiring or human resources manager. Failing to meet the basic requirements for size, structure, and extras (DD-214, college transcripts, etc.) automatically gets your application the boot. No bending of the rules; no give and take. It’s strict, but like we said before, the process is eminently and ultimately fair.
Where to turn
Many potential applicants choose to employ the professional services of seasoned resume writers with significant experience creating successful federal government resumes and applications. For a modest investment—in many cases, less than the amount of one paycheck over a long and fruitful government career—a truly qualified resume service pays for itself many times over. Many try on their own, and have ultimately sought the resources and insight offered by companies such as CareerPro Global and its team of certified writers. With an ISO 9000 design process, in business since 1986, CareerPro stands alone among the nation’s best resume writing companies, and is ready to help with your federal government resume or military transition resume project.
Return To Top Of Page <<<
ISO 9001 Certification Achieved
Contact:
Barbara Adams, President, CareerPro Global, Inc.
(800) 471-9201
badams@careerprocenter.net
Careers Company Achieves Industry-First ISO 9001 Certification
Macon, GA (August 2, 2010) CareerPro Global, Inc., of Macon, GA, a 24-year old resume and career coaching company has achieved coveted ISO 9001:2008 certification – the first such company in this industry to embark upon and receive this widely-acknowledged standard of business performance. The careers field, while offering valuable services to job seekers and career achievers has an assortment of privately sponsored writer and coaching certifications but nothing that is universally accepted or that provides a consistent performance standard across the industry.
Barbara Adams, President of CareerPro Global, said, “By meeting rigorous ISO 9001 standards, CareerPro Global, Inc. has achieved accountability in an industry that to date has no formal, accepted management system measurement.” She added, “Quality, customer service and a proven, repeatable process are the ingredients to successfully assist our civilian, military and federal clients earn jobs.”
The International Organization for Standardization (ISO) is the world's largest developer and publisher of International Standards. ISO is a network of the national standards institutes of 163 countries, one member per country, with a Central Secretariat in Geneva, Switzerland, that coordinates the system.
Some of the requirements in ISO 9001:2008 include procedures to address all key business processes, monitoring systems to track effectiveness, adequate record keeping, checking output for defects and providing corrective action, and continuously facilitating improvements. Certification to the ISO 9001 standard certifies that formalized business processes are being applied.
###
About CareerPro Global:
In business for over two decades, CareerPro Global Inc. develops professional resumes and provides career counseling with a focus on military transition and federal executives. The company’s professional writing team is strategically deployed across the U.S., with expert resume writers in several states. With headquarters in Macon, Georgia, the company has produced over 50,000 resumes and provides educational material and guidance for its clients and the industry. For more information, call (800) 471-9201 or go online at www.careerproplus.com
Return To Top Of Page <<<
What Career Fields Will Grow in 2011?
By Barbara Adams, CPRW, CEIP, MMRW, CFRW
www.careerproplus.com and www.militaryresumewriters.com
As 2010 passes away into history as one of the most tumultuous and disappointing years for American job seekers, all eyes turn to 2011 with a combination of hope and dread. As bleak as things remain for an American economy that continues to bleed jobs and red ink, all is certainly not lost. Despite the often over-hyped news reports, jobs are still available and people are still being hired. So where are the Hot Jobs expected to be found in the coming year?
Some of the top career fields expected to grow in 2011 include:
Information Technology
Computer jobs took a major hit over the past couple of years as wavering companies put costly upgrade projects on hold and delayed hardware and software purchases. Many of these projects can’t be put off any longer. The advances in IT capabilities and the benefits they bring to corporations make network improvements a virtual necessity to remain competitive.
Health Care and Medical
As the population ages, more health care professionals are needed. Most of these positions require a significant investment of time, money and study, however, so many positions are in high demand. Concerns over changes in health insurance laws and malpractice lawsuits have driven many out of the industry as well, but if you care about taking care of people, an investment in yourself can really pay off in this field. Many professional medical and dental assistant or medical billing specialist positions don’t require attending years of medical school.
Social Services and Teaching
The fact that many people are out of work actually increases the need for jobs like technical trainers, life coaches, and social workers. Accounting and customer service personnel are needed to maintain unemployment records and process unemployment or welfare checks and food stamps. Counselors and office workers for unemployment centers offer hope and guidance to many who need it the most.
Arts and Communications
You have a better chance at getting struck by lightening (twice) than to make it big as an actor or musician, but many people find steady work in the Arts. Graphic design, promotional writing, advertising, and events management remain in high demand, as do technical and support positions for convention centers, public events, radio stations, and computer game developers.
Construction
One of the hardest hit areas of the economic collapse was construction, led by the housing bubble burst that led to a corporate halt of any construction or renovation that wasn’t absolutely necessary. As the economy returns, however, those long-delayed projects will come back in full force. Even now, do-it-yourselfers are turning to licensed handymen and local hardware stores to seek advice or services for home improvements. If you’re ambitious and handy with tools, you may find a rewarding career here, even if it means many smaller jobs rather than showing up at a large construction site. Certain government regulations now mandate complete replacement of older air conditioning and heating units with energy smart devices, rather than repair serviceable equipment. Many companies will need additional sales, customer service and office staff.
Accounting
As people default on loans and credit, companies need to hire more accountants to maintain accurate books and follow up on collection efforts. As tax laws become more labyrinthine, people skilled at finding deductions are worth their weight in gold – sometimes literally.
Science
Science continues to advance in various areas of research. Many positions are filled by technicians who learn on the job, supporting larger research efforts by handling repetitive tasks and testing procedures. You don’t need to be a rocket scientist to work in rocket science.
Homeland Security
Ever since 9/11, Homeland Security has been growing. In a field that is constantly changing to face new challenges, skilled law enforcement, military and Intelligence personnel are in high demand, as are research analysts, writers and support personnel. the Transportation Security Authority continues to expand, requiring trainers who can develop course materials on a variety of topics.
Travel and Tourism
As people adjust to new income levels, eventually they take the time to reward themselves with at least a weekend getaway. As the value of the American dollar continues to shrink against the Euro, more and more are planning “staycations,” where they take a vacation but stay closer to home. As a result, local restaurants, hotels and nearby tourist attractions are starting to see a resurgence in travel dollars.
Which field is right for you? That depends on you. As tempting as it is to jump into anything that will give you a paycheck, you don’t want to be miserable. Try to find jobs in a field you truly enjoy. If you have to take a job just to pay the bills that doesn’t mean you have to end your job search. Keep your eyes open and keep a positive attitude. There are opportunities out there, even if you may have to look harder nowadays to find them.
Return To Top Of Page <<<
MEMORANDUM FOR THE SENIOR EXECUTIVE SERVICE
(SEE RECRUITMENT SECTION BELOW)
FROM: Jeffrey D. Zients, Federal Chief Performance Officer and Deputy Director for Management, Office of Management and Budget (OMB)
John Berry, Director, Office of Personnel Management (OPM)
DATE: February 18, 2011
SUBJECT: Senior Executive Service Initiative
The President’s State of the Union address highlighted wide-ranging challenges facing our country and the need to improve government operations to meet those challenges. In September 2010, you received a memo that outlined the Administration’s Accountable Government Initiative (AGI) and our plans to embrace technological innovations and management best practices to improve effectiveness, efficiency, and customer service. As leaders across Federal agencies, members of the Senior Executive Service (SES) are at the forefront of transforming government operations. Your leadership and expertise are critical to our success, and we appreciate the talent, knowledge, and perspective you bring to navigating this difficult terrain.
At the very time we need ever greater output and performance, the SES is under tremendous pressure. Today’s economic environment constrains agency budgets and Federal employee pay; these limitations complicate developing, recruiting, and retaining senior executives. You are consistently asked to do more with less against a backdrop of heightened accountability for performance and too few professional development opportunities. At the same time, the best organizations know that especially in challenging economic times, investing in their senior executives pays off.
In the context of these challenges and others we have heard from you and your colleagues, last May the President’s Management Council (PMC) launched a collaborative, cross-agency initiative to strengthen the SES corps. To shape this project, we consulted with a range of experts, including past and present SES, the Senior Executives Association, and the Partnership for Public Service. Three PMC-chartered working groups analyzed key issues and identified potential enhancements, which we want to share with you. This document summarizes proposals to:
• Improve SES professional development programs
• Streamline burdensome administrative processes
• Strengthen personnel performance management
• Expand and diversify executive talent pipelines
Your insights and engagement will be essential to translating these ideas into reality. The PMC will provide ongoing leadership and oversight, while the Office of Management and Budget (OMB), the Office of Personnel Management (OPM), and agency Chief Human Capital Officers (CHCOs) will direct specific initiatives. In the next few months, we will reach out to you for input. Meanwhile, you can share ideas with us at SESPolicy@opm.gov.
Thank you for your dedication, commitment, and service. As we progress in this ongoing effort, we will continue to update you and look forward to your input. PRESIDENT’S MANAGEMENT COUNCIL SENIOR EXECUTIVE SERVICE INITIATIVE 2
Overview
The Senior Executive Service (SES) was established by the 1978 Civil Service Reform Act, with the vision of a senior management corps whose members would have shared values, a broad perspective of government, solid executive skills, and mobility across agencies. More than 30 years later, SES members are the backbone of Federal executive leadership and play a crucial role in addressing unprecedented challenges facing our nation and transforming government operations – but the system itself has not fully achieved its founding vision.
In May 2010, the President’s Management Council (PMC), working with the Chief Human Capital Officers (CHCO) Council, launched a collaborative, cross-agency initiative to strengthen the SES corps through enhanced senior leadership engagement, career development, personnel performance management, and recruitment. Coordinated by the Office of Management and Budget (OMB) in partnership with the Office of Personnel Management (OPM), the project was structured in three working groups – comprising more than 50 people from 19 agencies – that analyzed key issues, evaluated potential improvements, and identified a set of recommendations to benefit the SES corps in the years ahead.
This memo summarizes the working groups’ focal areas and anticipated initiatives to implement their recommendations. Given the broad scope and complexity of SES roles, this set of programs is not comprehensive. As this effort evolves, more areas will likely be added to maintain an SES corps that is prepared for new challenges.
Senior Leadership Engagement
The involvement of senior agency leaders is critical to effective career development and performance management. Particularly at the highest levels (i.e. Secretaries, Deputy Secretaries, Under Secretaries, Assistant Secretaries, and the equivalent), agency leaders need to visibly engage with the SES on key issues – setting clear expectations, actively partnering with SES members, and communicating the value of executives’ contributions. To better engage these senior agency leaders in SES issues, related activities include:
• The White House and OMB will work with agencies to identify opportunities for direct engagement with SES members, such as activities related to implementation of the Government Performance and Results Modernization Act of 2010
• OMB and OPM will work closely with leadership councils that have overlapping interests in SES issues, particularly the PMC, CHCO Council, and Performance Improvement Council
• Senior agency leadership will be expected to conduct agency-specific SES forums to address the range of issues pertinent to executives
Career Development
While leading organizations deeply invest in executive development, resource constraints in the Federal government (including both time and funding) often limit opportunities for professional development. Even in challenging and changing times, the Federal government must help equip its executives with the qualities and capabilities required to meet the leadership demands of 21st century. To maximize executive effectiveness and potential while growing skill sets to ready the corps for future challenges, Federal agencies need to emphasize executive development. One opportunity for significant investment is fostering a connected and cohesive corps through centralized solutions, such as shared developmental offerings, a central database of job and rotational opportunities, and a directory of current SES members that facilitates communication and enables tapping into critical skills in times of need. Related activities include: PRESIDENT’S MANAGEMENT COUNCIL SENIOR EXECUTIVE SERVICE INITIATIVE 3
• An executive’s first year is essential to productivity, retention, and overall success; to that end, OPM will roll out a one-year onboarding program to facilitate the transition into executive roles and foster a culture of ongoing learning and development
• OPM and the Federal Executive Institute (FEI) will design a government-wide leadership development approach, including shared candidate development curriculum across agencies, more frequent SES orientation programs, and subsequent centralized cohort gatherings
• OPM and FEI will also work with agencies to expand ongoing networking and professional development for current SES members, including through the identification of best practices for agency customization and implementation
• To cultivate a diverse rising generation of SES talent with broad organizational experience and skills to lead in today’s complex inter-agency environment, OPM and OMB will coordinate a pilot project with agencies to enable rotational opportunities for high-potential staff at the GS 13-15 level
Personnel Performance Management
Personnel performance management is central to successful operations in any work setting. Particularly in the Federal government, where SES members are not eligible for locality pay or national comparability raises, performance planning and implementation of assessments and performance-based awards become critical. It can be difficult to constructively link staff appraisal systems to agency performance, while aspiring to stretch goals can seem at odds with achieving meaningful measurable results. Streamlining administrative burdens and reshaping the SES appraisal system certification process will help improve agency-level implementation. Related activities include:
• Supported by OPM and the CHCO Council, agencies will identify and implement best practices to enhance personnel performance planning, monitoring, assessment, and recognition
• OPM, OMB, and an agency working group will streamline the appraisal system certification process, focusing requirements and regulations on a set of priority outcomes and management goals and fostering dialogue and collaboration between OPM/OMB and agencies; this involves finding ways to strengthen the linkage of appraisal systems to agency performance goals and mission, developing a more tailored, results-oriented approach
Recruitment
While the retirement pattern varied in recent years, projections indicate more than half of the SES could leave government service in the next five years – taking with them significant knowledge and expertise. In addition, through the biennial allocation process, a number of agencies have or may receive new SES spaces to meet future needs or address legislative changes, increasing the urgency to build deep and diverse pipelines of talent. Given this confluence of daunting demographic challenges, agencies will have to pursue multiple approaches, coupling active recruitment of current staff with talent channels outside their agencies and government. Related activities include:
• Across agencies, develop a shared capacity to market and recruit within and outside government for SES positions, linking to existing efforts to increase diversity and reach out to veterans
• Working from a framework developed by OPM and agencies, a new pilot group will broaden use of a resume-based SES hiring model, implementing related tools and templates to expand talent pipelines and incorporate procedural efficiencies
• To supplement agency-level recruitment efforts, OPM and OMB will organize a set of pilot agencies to conduct an external talent search and collaboratively create a diverse pool of SES candidates with strong leadership and general management skills
• OPM will oversee a working group focused on the Qualifications Review Board to define a revised model that includes potential improvements related to staffing, timeliness, and effectiveness
Return To Top Of Page <<<
NAVY CHART MOVING TO USAJOBS 9/30/11
In an ongoing effort to improve the applicant experience, the Department of the Navy (DON) will be replacing the CHART application system with the USAJOBS online system. USAJOBS is the federal government's official one-stop source for federal jobs and employment information.
After September 30, 2011, all DON job vacancies will be posted on the USAJOBS website and the CHART job search functionality and job vacancies will be removed.
For non Department of the Defense (DoD) employees, CHART will no longer be accessible after October 12, 2011. If you are a DoD or DON employee you may access CHART via a computer on a registered Government network (which may also require CAC authentication) until 30 December, 2011. Only resume and status information will be available for view.
DON will no longer use DON nationwide Open Continuous Announcements (OCAs) to gather applications for upcoming and anticipated vacancies. Most vacancies will be filled using individual vacancy announcements with identified closing dates. For frequently filled jobs at a particular DON installation or activity, activity specific OCAs may be opened. You can be notified via email for posted vacancy announcements by using the USAJOBS Saved Searches feature.
PREPARING FOR THE MOVE
1. Before September 30, 2011, you should access your CHART account at
https://chart.donhr.navy.mil/ and print and save an electronic copy of your online CHART resume.
2. Create a USAJOBS account at www.usajobs.gov and either upload a resume or build a resume using your current CHART resume information. The DON created a specific fact sheet outlining the key steps to transfer your information. It is available at
www.public.navy.mil/DONHR/employment/hiringreform. (Please note that USAJOBS will be down for a major upgrade from 6 to 13 October 2011.)
3. Check out the online applicant tool kit and frequently asked questions located at
www.public.navy.mil/donhr/Employment/hiringreform/Pages/ApplicantToolkit
.aspx.
4. Explore USAJOBS and its different features, create saved searches for jobs of interest and locations, sign-up to receive email alerts for when announcements are posted.
5. Non DoD employees: Before October 12, 2011, make a final check of CHART information and any related status updates.
6. DoD and DON employees: Before December 30, 2011, make a final check of CHART information and any related status updates.
Specific questions regarding your CHART account can be sent to CHART@navy.mil; questions on the transition to USAJOBS should be sent to DONhrfaq@navy.mil.
Department of the Navy
Civilian Human Resources
Return To Top Of Page <<<
Call us at (800) 471-9201 today
to start the next step in your career.
(800) 471-9201
Toll Free
(478) 742-2442
(478) 742-2882 (fax)
Written content and logo design copyright © 2002-2009 CareerPro
Global, Inc.
173 Pierce Avenue
Macon,
Georgia 31204
21stCenturyResumes.com
is not affiliated with the U.S. Government or
the Armed Services of the United States.
CareerPro
Global, Inc, d/b/a 21stCenturyResumes.com
|
