Welcome Guest! To enable all features please Login or Register.

Notification

Icon
Error

Federal Career Planning and Development

Are you looking to get promoted?
Maybe a change in your federal career?
Need tips on resume writing to land a federal job?
Or how to increase your salary or get a pay raise?

Join this active discussion with others climbing the same challenging career ladder.

Consider ordering some helpful resources or read today's top news stories on federal employee pay, benefits, retirement, job rights and other workplace issues by visiting FederalDaily.com.

2 Pages<12
Options
Go to last post Go to first unread
frankgonzalez  
#21 Posted : Tuesday, November 14, 2017 6:31:27 AM(UTC)
frankgonzalez

Rank: Senior Member

Groups: Registered
Joined: 8/8/2008(UTC)
Posts: 4,286

Thanks: 41 times
Was thanked: 697 time(s) in 532 post(s)
Originally Posted by: computerscott2 Go to Quoted Post
If you are basing it on your pay/rank, make sure it is in the same field. Just because you were a Gunnery Sgt as a police officer does not mean you equal a GS-11 IT specialist.
I would add that an Officer (O-1 and above) are not generally considered technical experts as NCOs/Warrant Officers are, and so simply being a rank and a title may not qualify you as a civilian. You do need to be able to show you actually did the tasks required by the position you are looking to get hired into.

Example: Had an Army LtCol/O-5 who retired and applied for an EEO Manager position. He felt he was qualified for the position as he was the EO Chief for his last assignment. His resume (which I looked at prior to the interviews...I wasn't on the resume rating panel which selected the people for us to interview) threw up quite a few red flags for me. Of course, I was a Military EO Advisor for over a decade and went to DEOMI in 1996, and had worked with Army EOAs in the past so understood what the Army did in these roles. The main red flags in the resume for me were the frequent use of the terms "managed", "over saw" and "supervised" and nothing showing he had actually done any actual interviews or been directly involved in any EEO complaints as a counselor, etc.

As the LtCol discovered during the interview, he had little to no technical knowledge of the civilian EEO world, and being an EEO manager would require him to actually have this knowledge and experience. I give him full credit as half way through the interview (we had just asked him question 5 of 10 questions), he stopped the interview and said "I have just realized I should know all this stuff if I want to work in this field. I guess I need to aim a little lower and get some hands on experience first. So..I'd like to withdraw from consideration." Please note: none of the questions were overly complicated for anyone with more than a year or two of practical experience in this field (things like "Explain the EEO complaint process to include the required timelines." and "Who can file an EEO complaint? - If they answer contractors, follow-up question of "Under what circumstances can a contractor file a complaint?")

Make certain your resume shows you did the things being looked for in the announcement and be prepared to discuss them in the interview...

You should have voted Cthulu...the greatest of all Evils
oujosh29  
#22 Posted : Tuesday, November 14, 2017 12:49:33 PM(UTC)
oujosh29

Rank: Rookie

Groups: Registered
Joined: 2/24/2017(UTC)
Posts: 44
United States
Location: Oklahoma

Was thanked: 9 time(s) in 8 post(s)
Originally Posted by: OverQualified Go to Quoted Post
I'm a 30% or more disabled veteran, and thus eligible for VRA. I was about 2/3 of the way through my CPT time when I decided to get out. Have a successful 2 year company command on my resume.

After the stress of being a leader in the Army and also because I was entertaining thoughts of eventually starting my own business, I ended up taking a GS-5 position with the idea of taking it easy while I explored other interests.

After a while my viewpoint has changed and I'd like to start applying for positions more in line with my experience and skills. That shouldn't be an issue as I am eligible for VRA. However, it is an issue because it seems that virtually no one in the HR departments of agencies around here understand that I don't have a TIG requirement under VRA. I just got a rejection letter from a job posting on USAJobs saying that I do not meet TIG requirements. Another guy that works in my office who is also a veteran says he's been stuck in his GS-7 job because our HR department insists to him that he has to meet TIG. He tried to explain VRA to them, but they just act obtuse like they don't know what he's talking about.

My question is, how do I get some support on this? Is there a centralized point of contact for this issue that I can notify of this problem so that they set these people straight?


Even with VRA you still have to qualify for the positions by education or relevant federal experience which means time in grade applies. You can't just apply and say "hey, I was a officer in the military, I want start as a GS-11". It doesn't work like that. And while the agency "could" just jump you to an 11, they don't have to. Maybe I misunderstood your post, but you seem to be thinking the VRA is a get a good job free card, and its not.
Joe!  
#23 Posted : Friday, December 01, 2017 12:11:57 AM(UTC)
Joe!

Rank: Rookie

Groups: Registered
Joined: 8/25/2014(UTC)
Posts: 36
Man
United States

Thanks: 13 times
Was thanked: 13 time(s) in 12 post(s)
The advice in this thread is really good. I came in at a lower grade just to get my foot in the door. I took a 7/9/11/12 ladder. At 7 I changed my first work experience in the job builder to more of an executive summary and I did the math for the HR rep for what I believe in my experience represented the TIG requirements. I.e. xyz position at 52+ weeks doing x desired experience. My referral rate as a 7 for 11/12 graded positions went to almost 100%. Prior to doing that, my resume got kicked back from HR for TIG most of the time, with me having to ask a second party to review. They would see a Grade 7 in chronological order and reject for TIG - this is very natural when you think about the sheer volume of applicants they have to review.

One of the larger misconceptions I see floating around is that VRA should entitle you to a free pass.

Edited by user Friday, December 01, 2017 12:15:43 AM(UTC)  | Reason: Not specified

thanks 1 user thanked Joe! for this useful post.
cyberfx1024 on 12/1/2017(UTC)
j2huggies  
#24 Posted : Friday, December 01, 2017 7:39:32 PM(UTC)
j2huggies

Rank: Groupie

Groups: Registered
Joined: 2/2/2015(UTC)
Posts: 90
Man
United States
Location: Baldwin, MD

Thanks: 4 times
Was thanked: 3 time(s) in 3 post(s)
If you are 30%, try getting on at 10pt CPS instead of VRA, its normally a non-compete
-J Hughes
USAF Veteran 2004-2012
DA Security Guard (GS-5) Aberdeen
COE 10/26/2017
FOE 11/10/2017
EOD 11/27/2017
Rss Feed  Atom Feed
Users browsing this topic
Guest
2 Pages<12
Forum Jump  
You cannot post new topics in this forum.
You cannot reply to topics in this forum.
You cannot delete your posts in this forum.
You cannot edit your posts in this forum.
You cannot create polls in this forum.
You cannot vote in polls in this forum.


This page was generated in 0.960 seconds.