ENHANCING EMPLOYMENT OPPORTUNITIES IN THE FEDERAL WORKFOCE

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ENHANCING EMPLOYMENT OPPORTUNITIES IN THE
FEDERAL WORKFOCE
Sponsored by the Equal Employment Opportunity
Special Emphasis Program 25 February 2009
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AGENDA
0800-0915 Recruitment, Placement Special Hiring
Authorities 0915-1030 Resume Writing
RESUMIX 1030-1200 The Interview
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Fort Drum Public Website www.drum.army.mil/garris
on/eeo/default.asp Fort Drum Intranet
(MountaiNet) https//mountainet.drum.army.mil

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RECRUITMENT, PLACEMENT SPECIAL HIRING
AUTHORITIESPatty RookCivilian Personnel
Advisory Center
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STAFFING (RECRUIT PLACEMENT)

• STAFFING STAKEHOLDERS
• CPAC/CPOC RESPONSIBILITIES
• STAFFING TOOLS
• APPOINTMENT TYPES
• WORK SCHEDULES
• TYPES OF VACANCY ANNOUNCEMENTS
• AREA OF CONSIDERATION (WHO MAY APPLY)
• SPECIAL APPOINTMENT AUTHORITIES
• DELEGATED EXAMINING/RULE OF 3
• DoD PRIORITY PLACEMENT

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STAFFING STAKEHOLDERS

• SUPERVISORS/MANAGERS
• APPLICANTS
• CPAC/CPOC STAFF
• EEO REPRESENTATIVES
• LABOR REPRESENTATIVES
• CHRA/DA STAFF
• OPM OFFICIALS

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CPAC FUNCTIONS

• RECRUITMENT STRATEGIES
• DETERMINING HIGHLY QUALIFYING INFO
• COORDINATING UNION ISSUES
• ISSUE JOB VACANCIES
• SCREEN APPLICANTS FOR QUALIFICATIONS
• ISSUE REFERRAL LISTS
• PROCESS SELECTIONS/DATA INPUT
• MAKING JOB OFFERS
• RESHAPE FUNCTIONS
• WORKFORCE PLANNING
• ORGANIZATIONAL ANALYSIS
• RECRUITMENT INCENTIVES

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CPOC FUNCTIONS(PROCESSING CENTER)

• INPUT DATA INTO AUTOMATED SYSTEM
• PROCESS SELECTIONS/OPF FILING
• REGULATORY COMPLIANCE

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MODERN DATABASE

• AUTOMATED REQUEST FOR PERSONNEL ACTION (RPA)
• GATEKEEPER CHECKLISTS
• CURRENTLY DEPLOYED TO DIRECTORATE ADMINISTRATIVE
  PERSONNEL
• ALLOWS AUTOMATED TRACKING OF PERSONNEL ACTIONS
• OUTPUT OF STANDARD FORM 50-B (NOTIFICATION OF
  PERSONNEL ACTION)

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RESUMIX

• AUTOMATED INVENTORY REFERRAL SYSTEM
• NORTHEAST REGION FIRST TO DEPLOY
• MANAGEMENT DETERMINES THE REQUIRED/DESIRED SKILLS
  NEEDED FOR THE JOB
• ONE-TIME RESUME ONLY
• STATUS THROUGH ANSWER
• WILL BE GOING AWAY IN THE FUTURE WHEN ARMY
  IMPLEMENTS ANOTHER METHOD OF RECRUITING

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AVENUES OF RECRUITMENTAppointment Types

• PERMANENT
• TEMPORARY
• TERM

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TYPES OF WORK SCHEDULES

• TYPICAL WORK SCHEDULES USED AT FORT DRUM ARE AS
  FOLLOWS
• FULL-TIME
• PART-TIME
• INTERMITTENT
• SEASONAL

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VACANCY ANNOUNCEMENTS

• Type of announcement determined by management.
• Announcements found on CPOL Webpage
• MERIT PROMOTION (NEBN..)
• DELEGATED EXAMINING (NEBN.D)
• RESUMIX IS CURRENTLY USED FOR BOTH TYPES OF
  ANNOUNCEMENTS

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DETERMINING WHO MAY APPLY

• CURRENT LABOR FORCE
• LABOR MARKET CONSIDERATIONS
• DUTIES OF THE POSITION
• BARGAINING UNIT CONTRACTS

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WHO MAY APPLY (AREA-OF-CONSIDERATION)

• FOUND ON ALL VACANCY ANNOUNCEMENTS
• SELECTING OFFICIAL DETERMINES
• INDICATES WHO APPLICATIONS ARE BEING ACCEPTED
  FROM
• MERIT PROMOTION ANNOUNCEMENTS
• MAY INCLUDE ANY OR ALL OF SPECIAL APPOINTING
  AUTHORITIES FOUND IN UPCOMING SLIDE
• DEU ANNOUNCEMENTS
• OPEN TO ALL INDIVIDUALS WITH OR WITHOUT CIVIL
  SERVICE STATUS (GENERAL POPULATION)

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SPECIAL APPOINTING AUTHORITIES

• CURRENT DEPARTMENT OF ARMY EMPLOYEES
• VRA - VETERANS READJUSTMENT(RECRUITMENT)
  APPOINTMENT ELIGIBLES
• VEOA ELIGIBLES
• 30 OR MORE DISABLED VETERANS
• REINSTATEMENT ELIGIBLES
• TRANSFER ELIGIBLES
• EXECUTIVE ORDER 12721 ELIGIBLES
• NAF/AAFES INTERCHANGE ELIGIBLES
• INDIVIDUALS WITH HANDICAPPING CONDITIONS
• DCIPS INTERCHANGE ELIGIBLES

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NAME REQUEST

• SELECTION OF A CANDIDATE WITH PERSONAL HIRING
  STATUS UNDER A SPECIAL APPOINTING AUTHORITY THAT
  CONFERS ELIGIBILITY FOR NONCOMPETITIVE PLACEMENT
• ALL MANDATORY PLACEMENT PROGRAMS MUST BE CLEARED
  PRIOR TO COMMITMENT

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MERIT PROMOTION ANNOUNCEMENTS

• All individuals referred based on categories
  found in the area-of-consideration are on equal
  referral footing.
• No one category of applicant has priority over
  another.
• Exception - VRA candidates must be grouped in
  veterans preference order

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DEURULE OF THREE

• All DEU referral lists are issued based on the
  rule of three - meaning that only the top 3
  candidates on the list can be referred to the
  selecting official for each vacancy.
• Proper adjudication of veterans preference must
  also take place among the top 3 candidates on a
  DEU list.

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DEU EXAMPLE 1(only one vacancy exists)

• John Doe - nonveteran
• Mary Smith - nonveteran
• Bob Black - nonveteran
• Kathy Sunshine - nonveteran
• Only John Doe, Mary Smith, and Bob Black can be
  referred (remember rule of 3)
• No veterans preference to adjudicate

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DEU Example 2(only one vacancy exists)

• John Doe - 10 point veteran
• Mary Smith - 5 point veteran
• Bob Black - nonveteran
• Kathy Sunshine - nonveteran
• Only John Doe and Mary Smith can be referred to
  the selecting official.
• Bob Black cannot be referred to the manager
  unless both veterans are removed from this list.

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DEU Example 3

• Lori White - 10 point veteran
• Bob Black - nonveteran
• Sue Waters - nonveteran
• Only Lori White can be referred to the selecting
  official.
• Bob Black and Sue Waters cannot be referred to
  the manager unless Lori White is removed from
  this list.

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DEU Example 4

• Lori White - 10 point veteran
• Bob Black - nonveteran
• Kathy Sunshine - 5 point veteran
• Only Lori White and Kathy Sunshine can be
  referred to the selecting official.
• Bob Black cannot be referred to the manager
  unless Lori White is removed from this list.

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TEMPORARY PROMOTION

• USED TO TEMPORARILY PROMOTE CURRENT PERMANENT
  EMPLOYEES
• MAY BE USED IN LIEU OF A TEMPORARY OR TERM
  APPOINTMENT
• UNDER 120 DAYS - NONCOMPETITIVE ACTION
• OVER 120 DAYS - MUST BE A COMPETITIVE ACTION
• Note Prior service during the preceding 12
  months under noncompetitive temporary promotions
  and noncompetitive details to higher graded
  positions counts toward the 120 day total.

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DETAIL -VS- TEMPORARY PROMOTION

• Employee doesnt have to meet qualifications of
  position
• Employees pay stays the same as permanent
  position
• RPA NOT needed if under 120 days to same or lower
  grade
• Made in 120 day increments and limited to one year

• Employee must meet all qualifications to include
  time-in-grade requirements
• Employees pay is set based on the promotion rule
  for pay setting
• RPA ALWAYS required
• May be made in one year increments up to four
  years

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PRIORITY PLACEMENT PROGRAM (PPP)

• PROGRAM FOR STABILITY OF CIVILIAN EMPLOYMENT IN
  THE DEPARTMENT OF DEFENSE
• ALSO REFERRED TO AS STOPPER LIST
• MANDATORY PLACEMENT PROGRAM
• EXTREMELY HIGH VISIBILITY

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PRIORITY PLACEMENT PROGRAM (PPP)

• AUTOMATED REFERRAL SYSTEM
• MATCHES SKILLS WITH VACANCIES
• SOME EXCEPTIONS AUTHORIZED
• MINIMIZE ADVERSE IMPACT OF RIF
• JOB OFFER WELL QUALIFIED
• SUBJECT MATTER EXPERT (SME) CAN BE USED

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PPP ORDER OF REFERRAL

• PRIORITY 1 (P1) - MANDATORY PLACEMENT
• PRIORITY 2 (P2) - ALSO MANDATORY PLACEMENT IF NO
  P1 AVAILABLE
• PRIORITY 3 (P3) - NOT NECESSARILY MANDATORY
  PLACEMENT BUT BLOCKS CERTAIN TYPES OF APPOINTMENTS

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QUESTIONS ?
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RESUME WRITING AND RESUMIX
Dana Mann, Employment Readiness Program 772-9611
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• Building a Strong Resume
• Using key KSAs
• Finding Federal Positions
• Placing/Editing your Resume on to CPOL/Resumix
• Checking Application Status

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RESUME WRITING AND RESUMIX

• RESUME WRITING
• Before your begin
• Supporting Documents (Non-Military)
• Work History (job titles, dates, duties,
  appraisals, accomplishments, employers)
• Honors/Citations/Bonus
• - Community Activities
• - References
• - Transcripts
• Diplomas/Certificates/Licenses
• Special Skills (Computers/Equipment/Foreign,
  Sign Language)
• Supporting Documents (Military Service)
• NCOERs/OERs
• Awards
• Training Records
• DD Form 214
• VA Disability Info

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RESUME WRITING AND RESUMIX
RESUME WRITING (Continued) Now what do you do
with all of the Supporting Documents youve
collected? 1) Place in chronological order 2)
Make a working copy 3) Highlight KSAs KSAs?
KNOWLEDGE SKILLS ASSESMENT What are they?


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Possible KSAs

• Adapted (teaching styles/special tools)
• Administrated (programs)
• Advised (people/peers/job-seekers)
• Analyzed (data/blueprints/schematics/policies)
• Appraised (services/value)
• Arranged (meetings/events/training programs)
• Assembled (financial records/accounts payable)
• Audited (financial records/accounts payable)
• Budgeted (expenses)
• Calculated (numerical data/annual costs/mileage)
• Cataloged (technical publications/parts/correspond
  ence)
• Checked (accuracy/others work)
• Classified (documents/parts)
• Cleaned (houses/auto or machine parts)
• Coached (teams/students/athletes)
• Collected (money/survey information/data/samples)
• Compiled (statistics/survey data)
• Confronted (people/difficult issues)

Constructed (buildings) Consulted (on new
designs/investment strategies/legal
issues) Coordinated (events/work
schedules) Corresponded (with other
departments/colleagues) Counseled
(students/peers) Created (new programs/internet
site/policies/procedures) Cut (concrete/glass/lumb
er) Decided (which equipment to
buy/priorities) Delegated (authority/purchases) De
signed (data systems/greeting cards/announcements/
websites) Directed (administrative
staff/community activities) Dispensed
(medication/information/parts or
supplies) Displayed (results/work
products/artifacts) Distributed
(products/mail) Edited (publications/video
tape/film) Established (objectives/guidelines/poli
cies)


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KSAS Continued
Evaluated(programs/peers/students) Exhibited
(public displays/evidence/plans) Facilitated
(multimedia events/conflict resolution) Framed
(houses/pictures) Generated (interest/support) Han
dled (detailed work/data/complaints/toxins) Hosted
(panel discussions/foreign students/working
group) Implemented (registration system/new
programs or procedures) Improved (maintenance
schedule/systems/administrative
procedures) Initiated (production/changes/improvem
ents) Inspected (physical objects/repairs/electric
al) Installed (software/electrical
systems/parts) Interpreted (languages/laws/schemat
ics/codes) Interviewed (people/new
employees/witnesses) Invented (new
ideas/products) Investigated (violations/crimes/fr
aud/complaints)
Landscaped (gardens/indoor gardens) Led (foreign
tours/campus tours/student outings/camping
events) Listened (to others/to conference
calls) Located (missing information/facilities/par
ts) Maintained (transportation fleet/aircraft/engi
nes/computer systems/machines) Managed (an
organization/team/mail room/retail
store/shift) Measured (boundaries/property
lines) Mediated (between people/civil
settlements) Met (with dignitaries/public/communit
y groups) Monitored (progress of others/water
flow/electric usage/attendance records) Motivated
(workers/trainers) Negotiated (contracts/sales/lab
or disputes) Operated (equipment/machinery/robotic
s) Organized (tasks/libraries/data bases) Painted
(houses/cars/aircraft/interiors) Patrolled
(runways/public places/property/buildings)


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KSAs Continued
Persuaded (others/customers) Planned
(agendas/conferences/events) Predicted (staffing
or budget requirements) Presented (new
products/classes/briefs) Prepared
(reports/meals/presentations) Printed
(books/reports/posters) Programmed
(computers) Promoted (events/new
technology) Proofread (reports/training
materials) Protected (property/people) Published
(reports/books/software) Purchased
(equipment/supplies/services) Questioned
(people/suspects/witnesses) Raised (performance
standards/profits) Recorded (data/sales/video) Rec
ruited (people for hire/executives) Rehabilitated
(people/old buildings) Repaired
(equipment/automotive) Reported (findings/monthly
activity) Researched (legal/diseases) Reviewed
(Program objectives)
Revised (instructional material/outdated
policies) Scheduled (social events/appointments/ex
ecutive calendar) Served (individuals) Sewed
(parachutes/clothing) Signed (for the hearing
impaired) Sketched (charts/diagrams) Spoke
(public) Supervised (others) Taught
(classes/math/science) Tailored
(clothing/services) Televised (conferences/trainin
g events/shows) Tested (new designs/equipment/empl
oyees) Updated (files/libraries/policies/procedure
s) Verified (reports/identity) Volunteered
(services/time) Wrote (reports/training
manuals Welded (bike frames/airframes/metals)


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RESUME WRITING AND RESUMIX

• RESUME WRITING (Continued)
• Now what do you do with all of the Supporting
  Documents youve collected and the KSAs youve
  identified?
• Draft your Resume!
• Prepare in a Word document (save/save/save as you
  go)
• Chronological Format (last employment first)
• Show Employers 1) Responsibilities 2) Results
  3) Relevancy
• Be specific use statistics or numbers when you
  can
• Be Professional
• Be 100 HONEST

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RESUME WRITING AND RESUMIX

• RESUME WRITING (Continued)
• Organize your resume in the following Format
• Heading (Contact Information)
• Objective Statement
• Key Skills Qualifications (briefly)
• Work Experience Knowledge, Skills, Abilities
• Education
• Job-Related Training Courses
• Job-Related Skills
• Job-Related Honors and Awards
• Supplemental Information
• Special Hiring Authorities/Preferences

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FINDING FEDERAL POSITIONS
RESUME WRITING AND RESUMIX

• Locating Federal Job Announcements via the
  Internet
• USA Jobs
• Army Civilian Personnel Online
• Department of the Navy, Civilian Human Resources
  
• Air Force Civilian Employment
• Marine Corps Civilian Human Resources
  
• US Coast Guard
• 
  

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FINDING FEDERAL POSITIONS
RESUME WRITING AND RESUMIX

• Locating Federal Job Announcements via
  Publications
• Army Times
• Air Force Times
• Navy Times
• Marine Corps Times
• Federal Times

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FINDING FEDERAL POSITIONS
RESUME WRITING AND RESUMIX

• Locating Federal Job Announcements via Area
  Resources
• Army Community Service/Air Force/Fleet and Family
  Support Center
• Family Support Center/Marine Corps Community
  Service Center
• Local Government Human Resource Office
• State Employment Commission

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RESUME WRITING AND RESUMIX

• PLACING/EDITING YOUR EXISTING RESUME
• ON TO CPOL AND USING RESUMIX
• - http//acpol.army.mil
• Register on CPOL
• Copy and Paste Existing Resume From Word
  Document on to the CPOL
• Website
• Edit/Add to Existing Resume
• Check Openings / Self Nominate
• Check Status of Applications

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RESUME WRITING AND RESUMIX




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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX

• PLACING/EDITING YOUR EXISTING RESUME
• ON TO CPOL/RESUMIX
• EDITING DOCUMENTS
• Performance Appraisals
• Updated Position Descriptions
• Additional Appointed Duties
• Details
• Completed Objectives (NSPS)
• Award Information
• Training Attended/Completed
• Updated KSAs
• Your Other Life Community Involvement/Activitie
  s/Positions/
• Hobbies/Memberships

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RESUME WRITING AND RESUMIX


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RESUME WRITING AND RESUMIX
Questions? Comments!
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Enhancing Employment Opportunities in the Federal
Workforce

• NOTHING IS CERTAIN ACQUIRE / SEEK OUT
  TRAINING, EDUCATION, KSAs ON A CONTINUOUS BASIS
• INVEST THE TIME EFFORT TO CREATE AND, JUST AS
  IMPORTANTANTLY UPDATE YOUR RESUME

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Enhancing Employment Opportunities in the Federal
Workforce
Dana Mann Employment Readiness Program Business
315-772-9611 Email dana.m.mann_at_us.army.mil

• Employment Readiness hold workshops in Clark Hall
  in classroom C2-23 on Thursdays for continuing
  education and employment.
• March Classes are as follows
• 12 March, Federal Employment Workshop
• 19 March, Resume Seminar
• 26 March, Career Exploration

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• QUESTIONS ?

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The Interview

• Lorrie Guler, Transition Services Manager--ACAP

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InterviewPurpose

• Two-way Process
• EmployerFind the best person for the job
• Can/will you do the job?
• Will you fit?
• What advantage do you pose?
• YouSell yourself, determine your fit

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Types of Interviews

• Individual
• Panel
• Phone
• Stress
• Observational

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Interview Preparation

• Employment tests
• Read/listen carefully
• Take it seriously
• Relax
• Skim test
• Careful consideration before answering
• To guess or not to guess?
• Accuracy versus completion
• Write clearly
• Time management

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Interview Preparation (Cont.)

• 30-second Commercial
• Practical Exercisebefore
• Components
• Greeting
• Experience
• Areas of expertise
• Strengths
• Accomplishments
• Professional style
• Job search strategy
• Practical Exerciseafter

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Interview Preparation (Cont.)

• Anticipate possible questions
• Research the company
• Prepare questions
• Dry run
• SLEEP!
• Allow time for prep
• Know names of interviewers, if possible
• BE ON TIME!

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Interview Preparation (Cont.)

• Look good
• Be punctual15 minutes early
• Body language
• Portfolio
• Pad pen
• Calendar
• Resume
• Application
• Letters of recommendation
• Samples of work
• Notes on the company
• Questions
• Correspondence
• Reference list/letters of reference

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Interview Preparation (Cont.)

• Enthusiasm
• Say Thank You
• Smile

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Stages of an Interview

• Introductory Stage
• Employer Questions
• Applicant Questions
• Closing Stage

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Dress for Success

• General ruleDress one step above
• Visit the company
• Think ahead, prepare for observations
• Men
• Women

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Listening Skills

• Distractions
• Paraphrase interviewers comments
• Focus on key words, main ideas, examples
• Ask questions
• Take notes
• Ensure understanding

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Body Language

• Dress/appearance
• Handshake
• Eye contact
• Sit up straight
• Natural gestures
• Speak clearly
• NO FROWNSSMILE!

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Answering Questions

• Keep answers brief, thorough
• Use evidence
• Think first
• Consider purpose of question
• Do not volunteer information

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Questions Answers

• Tell me about yourself.
• Why did you leave your previous job?
• Why are you leaving your current position?
• What do you consider your most significant
  accomplishment?
• Why do you believe you are qualified for this
  position? Why should I hire you?
• Have you ever accomplished something you did not
  think you could?
• What do you like/dislike about your current
  position?
• How do you handle pressure? Do you like or
  dislike these situations?
• Describe yourself in terms of initiative and
  getting the job done.
• What is the worst or most embarrassing aspect
  about your career?
• How have you grown or changed over the past few
  years?
• What do you consider your most significant
  strengths?
• What do you consider your most significant
  weakness?
• How do you handle petty frustrations such as
  deadlines, difficult people, or silly rules?

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More QA

• What kind of work are you looking for?
• What do you know about this company/position?
• What can you do for us that someone else cannot?
• What goals have you set recently?
• Where do you expect to be in five years?
• What do you think of your supervisor?
• What does your supervisor think of you?
• What do your subordinates think of you?
• How did previous employers treat you?
• What is your management style?
• Would you describe a few situations in which your
  work was criticized?
• What do you expect as a starting salary?
• Tell me about your self Creative? Analytical?
  Good manager? Leader?
• Why did you choose your field of work?
• How do you spend your time?
• Do you prefer working with others or by yourself?
• What kind of boss do you prefer?
• Can you take criticism?

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Illegal Interview Questions

• Are you a U.S. citizen?
• How old are you?
• What is your marital status?
• To what clubs or social organizations do you
  belong?
• How tall are you? Weight?
• Do you have disabilities?
• Do you require accommodations for this job?
• Have you ever been arrested?
• If youve been in the military, were you
  honorably discharged?

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Other Questions

• What if.?
• Salary
• Allow the interviewer to bring it up first
• Wait for a job offer to discuss it
• Research salaries
• Defer Before I can give an answer about
  salary, Id like to know more about the position.

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Your Questions

• Two-fold
• Get information you want about the company
• Reflect your knowledge about the company
• Examples
• How would you describe a typical day on the job?
• What are the promotion possibilities?
• Where does the job fit into the organization?
• To whom would I report?
• With what other positions would I interface while
  performing my duties?
• How would you describe the work environment?
• Do your employees work individually or as a team?
• How would I be trained or introduced to the job?
• Does the job require travel and, if so, how much?
  
• When do you plan to fill the position? Do you
  mind if I call on that day to find out what my
  status is?

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Follow Up

• Thank you note
• Reflect on your performance

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Contact

• Army Career Alumni Program (ACAP)
• Lorrie Guler 772-3284
• Department of Labor
• ACAP
• One Stop 782-9252

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• QUESTIONS ?

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• INTERVIEWING DEMONSTRATIONS