Federal Career Exploration

Are Federal Procurement and Acquisition Jobs Right for you?

Posted on by Betty Boyd

Throughout my federal career, I was involved in acquisition functions. I was a Contract Specialist and a Program Analyst for the Department of the Army. Acquisition functions are found in all of the agencies and branches of the military.

Acquisition Functions

Congress is responsible for the passing of the federal budget and the appropriation of funds. Once these funds are appropriated, the federal government can acquire goods and services to include real property.

The procurement process is initiated through the use of contracts. Government contracting is heavily regulated and subject to many statues and other regulations including the Federal Acquisition Regulation (FAR). All procurement activities must follow the FAR that deals with the federal contracting process.

Each branch of the military and all federal agencies have implemented additional regulations, which are derived from the FAR, and unique to that particular branch or agency’s procurement practices.

Government contracting agents are required to obligate funds, through contracts, for the procurement of goods, services, or real property. Federal employees are assigned agent responsibilities and many contract types and solicitations are used in the procurement process. The federal employee (agent) can negotiate contract terms and conditions and this is strictly controlled by the FAR and other statues.

Once a contract is negotiated, and awarded, the funds are allocated for payment. The contracting officer has signing authority as government contract agent. The agent’s authority is granted by a warrant and the agent cannot deviate from it in any way. The warrant gives the Contracting Officer authority to sign a contract up to a certain dollar amount.

Funds can’t be obligated unless funds are authorized. The Anti Deficiency Act, states that no one can obligate money to make payments on a contract unless the funds have already been authorized. The contracting officer must sign off that funds are available and authorized. They legally obligate the government for the expenditure of funds.

Acquisitions Careers

The contract specialist is the most prevalent job category in the Acquisition career field. The job classification is GS-1102. Other procurement jobs under the GS-1102 series include contractor administrator, contracting officer, and procurement analyst. The salary range for grades GS-05-15 is $31,628.00-$149,333.00. These salaries depend upon the grade level, location, and if it is a non-supervisor or a supervisory position. You can also explore several related occupations including Purchasing GS-1105 and Procurement Tech GS-1106 jobs.

Contract Specialist Requirements

The contract specialist acts a business advisor and assists in the planning to acquire needed goods and services. Contract specialists are in high demand, especially after 9/11. The majority of the procurement activities have become technically complex and of longer duration. Contract Specialists must constantly keep up-to-date with the laws that govern procurement processes.

The contract specialist prepares the proposal package, negotiates the contract if applicable, and awards the contract. Only the contracting officer is authorized to sign and administer the contract once it is awarded. You must be a U.S. citizen to be a contract specialist.

Typically, the entry grade is at the GS-5 level, which is considered a journeyman/training position. At the GS-5 level, you can have either a Bachelor’s degree or equivalent experience. Contract Specialists above the GS-5 level, have the same basic requirements of a Bachelor’s degree. Within that degree an applicant must have at least 24 hours in business-related courses in the following fields: accounting, business, finance, law, contracts, purchasing, economics, industrial management, marketing, quantitative methods, or organization and management. (This requirement can be obtained within the degree or in addition to the degree).

At the GS-07-15 levels, you will need additional specialized experience that includes providing business advice and performing all pre-award and post-award job functions. This additional job experience must be at least 52 weeks in length, is at the previous grade level, and depends upon what grade you are applying.

The contracting officer position starts at a GS-12 level and all the other specialized experience applies. An additional requirement for a contracting officer is a warrant. The warrant gives the contracting officer signing authority (at certain dollar thresholds) to obligate funds for contracts.

Review the related qualification standards for additional information.

Contract Administrator

The contract administrator starts at a GS-11 level and are assigned to the Defense Contract Management Agency (DCMA). DCMA is located all across the United States and overseas.

The main functions include monitoring of contractor’s performance and delivery schedules. Negotiate supplemental agreements for the contracting officer’s signature. Close out contracts once final delivery has been made. A contract administrator should have a broad knowledge of estimating costs, pricing systems, financial policies, and cost control procedures are monitored, analyzed, and evaluated in accordance with financial and contract administration requirements.

Procurement Analyst

The procurement analyst starts at the GS-12 grade level. They still must meet all requirements of the GS-1102 job series. The applicant requires good decision making and analysis skills. They must have customer service experience to resolve difficult contract issues and they often coordinate procurement management reviews. Additionally, they should have a mastery of acquisition concepts, principles, practices, laws, regulations, methods, and techniques.

Challenges of the Acquisition Professional

The acquisition professional is a very specialized job category. The contract specialist must have an understanding of procurement laws and acts as an agent for the federal government to obligate funds. The acquisition process can be very long and tedious due to complex regulations that must be followed. The federal government is constantly reviewing and addressing the acquisition process to make it more manageable.

The acquisition professional plays a vital role as steward of the taxpayer’s dollars. They work to get the best price, timely delivery of services, and ensure the integrity of the procurement process.

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The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

Alternative Work Schedule (AWS)

Posted on by David Scholl

Over the past three decades, the expanding variety of available workplace flexibilities has provided potential applicants with an added incentive in seeking Federal agency positions. The Alternative Work Schedule (AWS) is the longest tenured flexibility initiative, tracing its origin to 1978. Since that time, the availability of AWS programs has become a key recruitment and retention tool along with the student loan repayment program that agencies can now offer to fill critical vacancies.  In addition to reviewing the available AWS options, this post will also seek to provide some insight into the current usage of AWS across the government.

Description of AWS

The term “Alternative Work Schedule” encompasses two general types of work schedules, flexible work schedules (FWS) and compressed work schedules (CWS), each representing a variation to the fixed-schedule 8-hour, 5-day work week.

A FWS consists of workdays with (1) core hours and (2) flexible hours. Core hours are the designated period of the day when all employees must be at work. Flexible hours are the part of the workday when employees may (within limits or “bands”) choose their time of arrival and departure. Within limits set by each agency, a FWS can enable employees to select and alter their work schedules to best fit personal needs and help balance work and family responsibilities. There are various types of FWS arrangements that provide different degrees of flexibility regarding starting/stopping times and core hours. These include flexitour, gliding, variable day, variable week, and maxiflex schedules. OPM’s Handbook on Alternative Work Schedules defines each of these terms and provides a detailed analysis of each option.

If authorized by agency policy or a collective bargaining agreement for unionized employees, an employee may have the option of earning credit hours. These are hours worked in excess of an employee’s basic work requirement (e.g., 40 hours a week), which the employee elects to work in order to vary the length of a workweek or a workday. An employee may carry a maximum of 24 credit hours from one pay period to the next.

As a result of the flexible start/stop times, the overtime rules under an AWS are slightly different from those that apply to a fixed work schedule. When working under an AWS, overtime work consists of hours of work that are officially ordered in advance and in excess of 8 hours in a day or 40 hours in a week. However, overtime does not include hours worked voluntarily, including credit hours, or hours an employee covered by the Fair Labor Standards Act is “suffered or permitted” to work that are not officially ordered in advance.

A CWS meets the basic work requirement of 80 hours in less than 10 work days. Arrival and departure times and non-workdays are fixed. There are no provisions for flexitime or gliding schedules under a CWS program, and credit hours are not permissible. Depending on the applicable agency policy or applicable collective bargaining agreement, employees may be able to select one of 3 CWS options:

  • 5-4/9 Plan: Employee works 8 9-hour days and 1 8-hour day each pay period.
  • 4-Day Workweek: Employee works 4 10-hour days each workweek.
  • 3-Day Workweek: Employee works 3 days of 13 hours and 20 minutes each work week.

A CWS cannot be established among non-unionized employees unless a majority of those employees vote to adopt it. In a unionized organization, only those employees in the bargaining unit are bound by the negotiations establishing the CWS program. Also, any employee for whom a compressed work schedule would impose a personal hardship may be excluded from the program.

AWS Participation

Despite a dearth of historical data, available reports indicate that as much as 40% of the Federal workforce has participated in some form of AWS. The recently issued Federal Employee Viewpoint Survey Results for 2014 indicates that AWS is the single most popular work/life flexibility: 33% of responding employees participate in AWS. Employees consistently cite the scheduling flexibilities that AWS programs facilitate as a primary reason for increased morale and job motivation. Moreover, the Obama administration recently reinforced its support for AWS and other workplace flexibilities by requiring agency heads to make them available to the “maximum extent practicable.”

From a personal perspective, as both a former Office of Personnel Management attorney exposed to numerous agency policies and long-time AWS participant, I found that some form of AWS is widely available to Federal employees in the Washington, D.C. area. Moreover, employees occupying a broad range of clerical, professional, and supervisory job categories take advantage of AWS options where available.

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The information provided may not cover all aspects of unique or special circumstances, federal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

Working for the Central Intelligence Agency (CIA)

Posted on by Betty Boyd

How would you like to work for the Federal Government’s premiere spy agency? The Central Intelligence Agency (CIA) has been in the spy business for 67 years and there are many lucrative job opportunities that await you.

History

The United States has used spies since this country’s inception. Even George Washington, our first president, used spies during the Revolutionary War. The Office of Strategic Services (OSS) was the precursor to the CIA. The OSS was formed during World War II, and collected and analyzed information. Once World War II ended, the OSS was eliminated; other war agencies were transferred to the State and War departments.

President Harry Truman realized that a centralized intelligence organization was necessary. In 1947, he signed the National Security Act and the CIA was born. The CIA is responsible for the coordination of the nation’s intelligence activities, as well as, correlating, evaluating, and disseminating intelligence affecting national security.

In 2004, President George W. Bush restructured the CIA by signing the Intelligence Reform and Terrorism Prevention Act. This act established the position of Director of National Intelligence (D/CIA) and the Director of National Intelligence (DNI) within the CIA. The DNI oversees the Intelligence Community and the National Counterterrorism Center (NCTC).

The CIA of Today

The CIA is comprised of 4 main organizations. The CIA website states, “They carry out ‘the intelligence cycle,’ the process of collecting, analyzing, and disseminating intelligence information to top US government officials.”

Each of these 4 organizations provide the following unique support functions:

  • The National Clandestine Service (NCS) collects foreign intelligence, specifically human source intelligence (HUMINT). CIA officers live and work overseas to establish a network of human “assets” in the field.
  • The Directorate of Intelligence (DI) analyzes a variety of sourced material and provides reports, briefings, and papers on foreign intelligence issues. Their intelligence analysis helps in the formulation of policy that senior policy makers can use.
  • The Directorate of Science and Technology (DS&T) is responsible for using state of the art technology in the assessment and collection of information. They use the expertise from various disciplines that include computer programmers, scientists, and analysts for these assessments.
  • The Directorate of Support (DS) provides international clandestine. They are responsible for financial and medical services, logistics, and the security of CIA personnel. This directorate also offers support within the Intelligence Community.

The People Who Work for the CIA

The mission of the CIA is to “Preempt threats and further US national security objectives by collecting intelligence that matters, producing objective all-source analysis, conducting effective covert action as directed by the President, and safeguarding the secrets that help keep our Nation safe.”

The CIA has many exciting career opportunities from a variety of professions. These include Analysts (operations research GS-1515), Scientists (GS-1300), Engineers (GS-800 Series), cyber security, information assurance, logistics, and Medical services (GS-600). You must be a U.S. citizen to apply for any jobs in the CIA. The main headquarters is in Washington, D.C.

In the Clandestine Service, there is a Core Collector career path. This career path offers 2 entry-level programs, one for ages 21-25 and 26-35. A Core Collector works full time in the Washington, D.C. area and the salary range is from $53,508 to $82,019 depending on time in grade and experience.

The 21-25 year old group goes through the Professional Trainee (PT) Program. They have to have a minimum of a bachelor’s degree. The program gives a person the opportunity to gain valuable experience in different areas at the Washington D.C. headquarters. These assignments help in the training and field deployment.

The 26-35 year old group goes through The Clandestine Service (CST) Program. This is an 18 month long program. The applicant must have a minimum of a bachelor’s degree. In addition, they should also have several years of business and or military experience.

The Core Collector career path has 2 primary job categories. They are designated as either Core Collection Operations Officers (OO) or Collection Management Officers (CMO). In either category, the person is required to be fully engaged in all the activities relevant to clandestine operations while in overseas assignments.

Another unique and interesting career path is Counterintelligence Threat Analyst. This is a full time position, with a salary range from $50,861 to $98,305 and maybe paid higher depending upon a person’s level of experience. An applicant will need a bachelors or a master’s degree in such fields as security, electrical engineering, telecommunications field and a mix of international and technical areas.

The Counterintelligence (CI) analyst has to identify, monitor, and review foreign intelligence entities, who try to collect sensitive security information on U.S. persons, emerging technologies, and other areas of national interest. They collaborate with other intelligence counterparts, produce both long and short-term written assessments, and can brief U.S. policy makers.

The CIA is responsible for protecting our country and their mission is to provide information, insights, and actions that are in support of a tactical and strategic advantage for the United States.

So if you can keep a secret and want to work for the premiere spy agency, then check out the CIA.

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The information provided may not cover all aspects of unique or special circumstances, federal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

Federal Jobs and Compensation at Financial Regulatory Agencies

Posted on by David Scholl

Did you know that there are entire agencies paying their employees significantly higher than those with similar federal jobs in agencies paying pursuant to the General Schedule and Senior Executive Service salary scales? How do they do it and how can you get one of those jobs? Congress provided these agencies with the authority to establish their own pay and benefits programs. This article provides some insight into the amounts of pay and kinds of benefits/subsidies provided by Federal financial regulatory agencies as well as the most prevalent types of positions occupied at those agencies.

Who Are These Agencies?

Although there are a number of financial regulatory agencies, the largest and most well-known of these include the Commodities Futures Trading Commission (CFTC), the Consumer Financial Protection Bureau (CFPB), the Federal Deposit Insurance Corporation (FDIC), the Board of Governors of the Federal Reserve Board (FRB), the National Credit Union Administration (NCUA), the Office of the Comptroller of the Currency (OCC), and the Securities and Exchange Commission (SEC).

Through a series of Congressional actions beginning with the FIRREA in 1989 (link) and ending most recently with the Dodd-Frank Act in 2011 (link), each of these agencies, other than the FRB, either is charged setting employee compensation comparable to the others, or, in the case of the CFPB, comparable to the FRB. The impact of these statutory provisions has resulted in a steady escalation to, and enhancement of, compensation at these agencies over the past twenty years. Superimposed on this comparability mandate is the fact that the National Treasury Employees Union (NTEU) currently negotiates compensation provisions on behalf of employees at each of these agencies other than the FRB and the CFTC, where a petition for representation is pending (check on this).

How Do Salaries Compare to the General Schedule?

By way of illustration, let’s look at some relevant statistics at the largest of these agencies, the FDIC, as compared to the rest of the government. The negotiated compensation agreement between the FDIC and NTEU covering 2010-2013 provides that basic non-supervisory/executive pay will be at least 10% and no more than 40% above comparable GS pay grades. Stated another way, the 2013 salary for a GS-12 (average grade for a Washington, D.C. area employee), Step 10 employee at most executive agencies was $78,355, while the maximum salary of a CG-12 FDIC employee was $109,697. In terms of an overall comparison, the average GS salary for 2013, including locality pay, was $79,030 while the average 2013 FDIC salary, including locality pay, was $123,710, a 56% increase.
Are There Different Benefits?
In addition to the significantly higher salary scales, the following links are some examples of the generous benefit programs provided by the financial regulatory agencies: separate 401(k) plans with agency contributions; distinct agency insurance programs covering health, life, vision, dental, and long-term disability; annual physical exam subsidies; and generous relocation programs. All of these benefits exist independent of the insurance plans and benefits available to other federal employees. Of particular significance is the fact that, besides having its own 401(k) savings plan, the FRB has its own unique pension plan, in which employees of the CFPB may also participate.

What Kinds of Jobs Are Available?

The workforce at these financial regulatory agencies largely consists of: Bank Examiners, Financial Analysts, Economists, Accountants, Attorneys and IT professionals. However, there are also numerous administrative positions in areas such as Human Resources (including Benefits, Labor & Employee Relations, Policy and Training), Equal Employment Opportunity, Procurement and Budget Operations. These administrative positions generally require no financial prerequisites and, as indicated above, are significantly more lucrative than their counterparts at other executive agencies.

Please visit the websites of each of the referenced agencies, usajobs, and search all federal sector and for related jobs by occupation and agency in order to see the full range of available positions.

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The information provided may not cover all aspects of unique or special circumstances, federal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

Federal Jobs – My Personal Journey

Posted on by Betty Boyd

There are many employment options available today in the private and public sectors. We hear so much about the traditional job market that it is easy to overlook some of the most lucrative job options. Have you consider working for the federal government? Federal jobs are plentiful and available nationwide if you know where to look.

I worked for Uncle Sam for 30 years retiring in 2012. I started in the acquisition field as a contract specialist and eventually transferred to an IT profession. My first IT job was as an Information Management Specialist and then I moved to an Information Specialist in policy and planning. Both jobs were in the Information Technology Management Series. I ended my career as a Program Analyst in the GS-0343 Series. My career took a few turns along the way, however, it was interesting and I learned quite a lot.

As my career progressed I was given greater roles and responsibilities. I enjoyed serving my country and for me that was one of the most enjoyable aspects of my work and was one of my reasons for getting up each morning.

It too can be your reason for getting up in the morning along with attractive benefits, good pay, and job security. The benefits are generous to say the least and include; life and health insurance, a 401k plan and a Federal Employee Retirement System (FERS), 13 days of sick leave each year, and vacation time, called annual leave in the federal sector, is accrued based on your length of service. You can also save up to 6 weeks of annual leave and sell that time back to the government when you retire.

Job security is another factor to consider and there are less layoffs, called a Reduction in Force (RIF), in the federal government. Promotion potential depends upon many factors including your motivation, credentials, willingness to relocate, and the agency you work for.

Working as a public servant can be very rewarding. How many jobs or careers for that matter, can you say are truly rewarding? There is a satisfaction in knowing that you are an integral part of something much bigger than you are. You are serving the American public and able to work in challenging environments across the country and in so many different occupations. Duty is a certain aspect of working for the Federal Government that goes beyond just showing up for the job each day.

There are many resources for you to explore federal jobs in your area. Start by visiting www.federaljobs.net, the companion web site for the 11th edition of The Book of U.S. Government Jobs. This book and website walk you through the hiring process and provide the information you need to find jobs, complete a professional federal resume, and prepare for the job interview. Also visit www.usajobs.gov, the official recruiting website for the federal government.
Many assume that the majority of federal employees work in the DC Metro area. Fewer than 15 percent of all federal employees worked in or near Washington, DC. You will find offices and federal jobs in all of the major metropolitan areas. Many smaller cities and rural areas have district or local facility offices that offer opportunities for employment across the country and internationally in over 200 countries.

The Federal Government offers tremendous opportunities with over 900 occupations to choose from! From administrative and management to general labor and trades. The baby boomers will be retiring in greater numbers in the next few years, and young people will be needed to fill these jobs. There are many opportunities to take advantage of if you take the time to seek them out. Start exploring the possibilities today.

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The information provided may not cover all aspects of unique or special circumstances, federal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

 

 

Working for the United States Postal Service – A Personal Perspective

Posted on by Nancy Ledgerwood

I was so excited when I got the call to come to work for the United States Postal Service! I had recently been laid off from another job and this couldn’t have come at a better time. I had always heard that the USPS was a good place to work and I found out it was. The benefits were excellent; 5 weeks of vacation (when I retired), 10 paid holidays, 13 paid sick days, health benefits and good wages!

Working For the U.S Postal Service
Working For the U.S Postal Service

I began my postal career June 1, 1991 at the General Mail Facility (GMF) in Kansas City KS working as a Distribution Clerk. My duties included; sorting parcels, letters and flats, working in the registry cage, running the Flat machine and Bar Code Sorter.

One of my favorite things to do was work on the flat machine. This was a machine that sorted the flats (magazines and newspapers) by zip code. I would sit at a conveyer and the flats would come in front of me and I would have to key the last three digits of the zip code, then the machine would take the flat and dump it in a tub to be delivered to that particular post office. I liked to challenge myself on how fast I could key them in. I was scheduled on Tour 1, which is 10:30 pm to 7 am and I was surprised when I found out I would be working nights. I guess I never gave it a thought as to how the mail got to the post office for the carriers to deliver. I have to admit, it was an adjustment to work those hours and as soon as I could, I put in for a transfer to the Pleasant Hill MO Post Office.

I was able to transfer in August of 1993 and began working the window and sorting mail. I would arrive at the post office around 5:45 am and began sorting the mail for the carriers. We had to sort it by route. It took a little while to learn all the different street names and which route they went on, but doing it day after day, I learned it pretty quickly. We had two city routes and 5 rural routes. The clerks in offices like this usually do a split shift, we come in early to sort the mail and then come back in the afternoon to get all the mail ready for dispatch.

One of my other duties while working at Pleasant Hill was as a substitute City Carrier. I would carry the mail every other Saturday. I’m not much of an “outdoor” person, so this job wasn’t one of my favorite things to do. You had to carry mail in the rain, snow, hail, etc. I liked the days where it was 70 degrees and mail was light! This route was 4 miles long, so it wasn’t that bad compared to the other route, which was 18 miles. I met a lot of nice people along the route and some of them were very good to me including giving me something cold to drink on those hot days. That was so appreciated! That’s one of the nice things about the postal service; there are many, many different jobs. There is one out there for you!

I transferred in 1995 to the Greenwood MO Post Office where I also worked the window and sorted mail. This was a smaller office than Pleasant Hill; we didn’t have any city routes and only 3 rural routes. No more carrying mail! I liked that! I stayed at this post office until 2000, when I transferred to the Bates City MO Post Office. That is one of the nice things about the post office, you are able to transfer and get closer to home. Bates City was only a few miles from my home, which made it so nice. I was the only clerk in Bates City. Whenever the Postmaster was out of the office, such as on annual or meetings at the District Office, I would be the Officer In Charge or Acting Postmaster.

In October of 2003, I was fortunate to be “detailed” in the Personnel Department at the District Offices in Kansas City MO. I learned so much in that position and loved that job. I was responsible for the hiring of career and non-career employees in 700+ post offices, stations and processing plants in Kansas and Missouri. My two-year “detail” turned into 5 years! It was a very rewarding position, because I got to see the excitement on new employees faces just like I had in 1991. The USPS has been very good to me; I had excellent pay, health benefits and now a good retirement. If you are looking for the same things, I strongly urge you to visit http://www.postalwork.net to explore the opportunities and for direct links to the official USPS employment site. Search for any positions that are now available and apply. I don’t think you will be sorry that you did. Good luck to you!

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The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

Direct Hire Authority For Federal Jobs

Posted on by David Scholl

It’s no surprise that many people interested in Federal jobs often are discouraged by the amount of time it can take to complete the hiring process. Following the closing date of a job announcement, the hiring timeline is affected by the rating and ranking process including the application of various hiring preferences, the interview process, reference checks, and the necessary background investigation. Despite efforts by the Obama administration, through the issuance of a Presidential Memorandum, and the U.S. Office of Personnel Management (OPM) to streamline the process, it may still take several months from the submission of an application until the first day of work.

A Direct-Hire Authority (DHA) is perhaps the most effective tool currently available to agencies seeking to expedite the hiring of qualified people in positions that must be filled quickly. The following discussion provides information on current government-wide authorities; outlines the nature of a DHA; indicates what an agency must do to obtain the authority; and explains what applicants should do in order to take advantage of a DHA.

Current Government-Wide Direct-Hire Authorities

At this time, agencies may take advantage of government-wide DHA related to the following occupations:

  • Medical positions (Diagnostic Radiologic Technologist, Medical Officer, Nurse, Pharmacist)
  • Veterinary Medical Officer
  • Information Technology Management (Information Security) positions
  • Federal Acquisition positions covering a broad range of contracting and purchasing jobs
  • Iraqi Reconstruction positions requiring fluency in Arabic or other Middle Eastern languages

Description of Authority

Under a DHA, an agency must demonstrate a severe shortage of candidates or critical hiring need. If one of these conditions applies, the agency is free to hire any qualified applicants into a competitive service position without regard to:

  • the normal rating and ranking process,
  • the application of veterans’ preference, or
  • the “rule of three” selection requirement, under which managers may only select from among the three highest-scoring applicants.

Although OPM may independently authorize a DHA for certain positions/locations, it is more common for individual agencies to submit a request based on their own unique sets of circumstances.

Required Information

In making a Direct-Hire request, an agency must be as specific as possible about the positions it seeks to fill in particular locations, as well as define the time-frame needed for use of the authority.

When making a request based on a severe shortage of candidates, the relevant regulation provides detailed guidance as to how an agency can demonstrate that the position(s) are difficult to fill. OPM finds the following to be the most significant types of evidence: documented results of relatively recent recruitment and training efforts including the use of other hiring authorities and incentives; reports from government organizations and trade associations regarding employment trends and skill shortages; and unique position requirements such as security clearance and medical training.

Under a critical hiring need request, an agency must document the basis for the need and submit evidence as to why the use of existing hiring authorities is impracticable or would be ineffective. Specifically, an agency must point to a provision of law, Presidential directive/initiative, declaration of national emergency, or other unforeseen circumstance that requires the immediate filling of vacancies. OPM also requires the agency to fully describe why other hiring authorities, or options such as transfers, details, or reassignments, cannot meet the immediate need.

Finding a Direct-Hire Position

Don’t be discouraged If you do not qualify for one of the available government-wide Direct-Hire positions. There are likely to be many more positions available as a result of specific agency grants of authority. Agencies must post all Direct-Hire vacancies on usajobs.gov. A recent search revealed over 300 Direct-Hire job postings. In order to insure that you’ve captured the full range of available positions, you should also visit the job postings portal on the website for any agency that hires people with your qualifications and is located in your geographic area(s) of interest.

By way of caution, the use of DHA is not free from controversy. As indicated above, its application negates veterans’ preference, and Congress recently scrutinized HHS’s filling of approximately 1800 Direct-Hire positions in connection with the Patient Protection and Affordable Care Act.

For detailed information regarding DHA, please see the fact sheet on OPM’s website.

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The information provided may not cover all aspects of unique or special circumstances, federal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

Federal Jobs in Information Technology (IT) – Explore the Possibilities

Posted on by Betty Boyd

Information Technology is a constantly growing field and IT Professionals have many options today at their disposal. Explore private sector and federal IT jobs to expand your employment options .

Private Sector IT Professionals versus Public Sector IT Professionals

The private sector employs network administrators, security, and systems analysts. The benefit packages including health insurance, 401k for retirement, sick time, holidays, and vacations can differ greatly from company to company. You must also consider the risk of a layoff, and the promotion potential at a particular company. Certifications and educational requirements are similar for both the private and the public sector.

The federal sector assigns job categories for each occupation and the 2210 job series is specifically for IT jobs. The benefits that the Federal Government offers are generous including health insurance, Thrift Savings Plan (TSP) (a 401k plan), Federal Employee Retirement System (FERS), sick and annual leave is accrued based on how long you work for the government. There are less layoffs, called Reduction in Force (RIF), in the federal government and promotion potential depends upon many factors including your credentials, willingness to relocate, and the agency you work for.

2210 Job Series

The Information Technology Management series (2210) is covered by a Job Family Standard (JFS). This article will explore 2 of these federal jobs, the education requirements, and other qualifications.

The Network Services (NETWORK) includes network administrators, LAN/WAN administrator and others. The required education includes High School and experience or a BS degree or higher for an entry-level job. Network administrators can further distinguish themselves with various certifications, such as CompTIA’s Network+, and Cisco’s CCNA. They have to be able to work in various operating systems and computer platforms, as well as do program, design and modify commercial software. The Occupational Outlook Handbook describes the Network and Computer Systems Administrator in detail.

The Systems Administration (SYSANALSIS) includes system administrator, site administrator or UNIX/Windows administrator. The required education is a Bachelors Degree or higher. Systems administrators include more advanced certifications in Microsoft. The Project Management Institute (PMI) has a Project Management Professional (PMP) certification. The systems analyst should have knowledge of hardware systems and software applications. The Occupational Outlook Handbook link to this career field provides insightful information about job outlook, working conditions, pay and more.

This is just a small sample of the tremendous opportunities that the Federal Government has to offer in IT. Various agencies can offer the IT professional exciting and challenging jobs. Below is a list of agencies that require highly skilled IT processionals.

U.S. Cyber Command (USCYBERCOM)

The U.S. Cyber Command or USCYBERCOM is located in Fort Gordon, GA and is one of the premier places for IT professionals to work. The mission of “USCYBERCOM is to plan, coordinate, integrate, synchronize, and conduct activities to direct the operations and defense of specified DOD information networks. They also prepare to, and when directed, conduct full-spectrum military cyberspace operations in order to enable actions in all domains, ensure US/Allied freedom of action in cyberspace and deny the same to our adversaries.” Here is the link for more information, U.S. Army Cyber Command.

U.S. Army Network Enterprise Technology Command (NETCOM)

NETCOM was realigned in 2014 to a subordinate command under the U.S. Army Cyber Command/2nd Army and their mission is to operate and defend computer networks of the United States Army. Their headquarters are in Fort Huachuca, AZ and they provide direct and indirect support to Army and Joint Coalition forces. Here is the link for more information NETCOM | Home – U.S. Army .

Department of Homeland Security (DHS)

DHS is comprised of 22 agencies and was formed after the attacks of 9/11 in 2001. Their mission is to ” prevent terrorism and enhance security; managing our borders; administering immigration laws; securing cyberspace; and ensuring disaster resilience.” DHS is unique because it impacts all sectors, from across the federal government, state, local, tribal and territorial governments, non-governmental organizations and the private sector all help to carry out this mission. Here is the link for more information U.S. Department of Homeland Security.

What the future holds for IT professionals

All agencies across the federal government will have an increased need for IT professionals to keep our networks properly functioning, protect our infrastructure, and defend against cyber attacks.

The Bureau of Labor statics indicates that the estimated job growth (through 2018) in the field of information technology will add approximately 785,700 new jobs. Moreover, it is projected to grow twice as fast as other occupations. According to the Bureau of Labor (BLS), the average wage of a Network Administrator with a Bachelors Degree is about $77,910 and for a Computer Systems Analyst with a Bachelors Degree is about $85,320.

The future for IT professionals in the federal government is excellent. Agencies continue to expand their automation footprint. Having the right education and certifications will make an IT professional stand out. Our infrastructure and computer networks are under constant attack, there will always be a need for good IT professionals to keep it safe. View all IT job listings for your area.

Helpful Career Planning Tools 

Visit our other informative site

The information provided may not cover all aspects of unique or special circumstances, federal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

Customs and Border Protection (CBP) Officer Jobs

Posted on by Betty Boyd

In part one of this series, we discussed a brief history of the U.S. Customs and Border Protection, and its role in protecting our America’s borders. In addition, the U.S. Border Patrol Agent was featured, today in this final part of this two part series, the Customs and Border Protection (CBP) Officer will be discussed. I interviewed two CBP Officers for this second article.

The CBP Officer’s role is different from that of the U.S. Border Patrol Agent. The CBP Officer enforces laws that secure our borders and fight terrorism. They work in airports and seaports examining cargo and passengers at border stations. On the other hand, U.S. Border Patrol Agents track illegal immigration and smuggling primarily along the Mexican and Canadian borders. Both the Border Patrol Agent and the CBP Officer together help to fight domestic and foreign terrorism.

Economics play an integral role in the security of our borders. According to U.S. Customs and Border Protection (CBP) Field Operations, they “help drive our Nation’s economic engine by facilitating lawful international trade and travel through the enforcement of hundreds of U.S. laws and regulations ranging from agriculture to intellectual property rights”.

Natalia Papachoris, Chief CBP Officer, GS-13 wanted to become a CBP Officer because it offered her the opportunity to do something that she knew would be a challenge. She stated, “I also knew it would be very rewarding. I knew I would receive invaluable training, and that this career would allow me the opportunity to positively impact many people’s lives. As an officer, I am able to interact with hundreds of travelers every day, and I work with some of the most amazing people from all parts of the country.”

Officer Papachoris gets satisfaction from knowing that all of the work the agency does has a great impact on the nation. She states, ” Of course, everyone hears about the very exciting enforcement work we do, which is outstanding; but we also do so much more! A big part of our job entails facilitating trade and tourism into the Unites States. It is very rewarding to know that the work we do not only keeps bad things and bad people out of the country, but it also has a positive impact on the US economy every day.”

The most rewarding part of her job is that she sees the clear outcomes of her work. Natalia explains that, “whether apprehending and denying entry to a traveler with nefarious intentions or seizing harmful contraband, I know my efforts make a difference. I enjoy the constantly varied challenges that are put in front of me and the ability to be flexible and adaptable to solve the problems. I am motivated by the encouragement I receive to think outside the box and be creative.”

Officer Papachoris would advise people entering the field that, “this job has unlimited opportunities. Not only do we have officers working in most every part of the country, but we have international positions as well. The work we do entails so many different jobs; a new officer will have so many possibilities.”

She further states, “We are the first line of defense on our borders! We are responsible for protecting against terrorists, apprehending individuals who attempt to enter the US illegally; for interdicting illegal drugs and other contraband, and we also protect our agricultural and economic interests from harmful pests and diseases. Most importantly, what other job can offer so much? ”

Tommy Sutton, CBP Officer/Program Manager, GS13 applied to CBP out of a fascination with international travel and the desire to be part of one of the greatest missions in protecting our homeland. He stated that, ” whether returning from an international flight or walking across an international border, I would take notice of the CBP officers performing their various functions and be interested in their work. It was clear that they were applying sharp thinking and expert problem solving to quickly make determinations and follow up possible issues with people and things that might not have been lawful. Further, I liked the thought of being part of an agency and tradition that was nearly as old as our country itself. I felt that being part of CBP would be an exciting career.”

Officer Sutton finds his working for CBP rewarding because he can see the clear outcomes of his efforts. He advises those pursuing employment with CBP that, ” you only live once. You owe it yourself to choose an exciting, fun and challenging career. CBP offers limitless opportunities to pursue throughout your career. Whether you chose to stay here at home or venture out to locations throughout the world, you will be met daily with interesting and important work. You will know that you have tangibly and relevantly had a big part in protecting our homeland and the American people.”

The roles of the CBP Officer and the U.S. Border Patrol Agent are our first line of defense in securing our borders and for our fight against terrorism. The goal of the U.S. Customs and Border Protection is to provide the best possible security, this agency will have a lasting impact by protecting our country. According to the a recent announcement, CBP will hire 2,000 additional officers by the end of fiscal year 2015 to enhance security, help reduce wait times and facilitate growing volumes of legitimate goods and travelers that are critical to the health of our Nation’s economy.

Additional resources:

• The economic benefit of a single CBP officer
• Law Enforcement Jobs

Helpful Career Planning Tools 

Visit our other informative site

The information provided may not cover all aspects of unique or special circumstances, federal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

 

U.S. Border Patrol Agents – Working for U.S. Customs and Border Protection

Posted on by Betty Boyd

Every time we turn on the news today border control and immigration is a hot news topic. Tens of thousands of unaccompanied children are crossing our border monthly and flooding the already overtaxed customs and border protection services. Major immigration overall is a legislative priority as the new arrivals and the 11 million or so undocumented residents must be dealt with. There are many border patrol job opportunities currently available and many more to come as necessary funding is approved to improve border security.

Have you ever wondered what a U.S. Border Patrol Agent really does?  This article will explore various facets of the U.S. Customs and Border Protection (CBP) service. With over 60,000 employees, CBP, is one of the largest law enforcement organizations in the world. It’s missions is to keep terrorists and their weapons out of the U.S. while facilitating international trade and travel within the guidelines of our laws. Border Patrol is a department within CBP.

In part one of the series; we will cover what it is like to work for the U.S. Customs and Border Protection service, featuring U.S. Border Patrol Agents. Part two of the series will cover the Customs and Border Protection (CBP) Officer.

Prior to1921 border control was not an apparent priority for the U.S. Government.  Things changed when on January 16, 1920, the 18th Amendment to the Constitution, prohibiting the making, importation, and distribution of alcohol beverages became effective. Additionally, the U.S. Government was limiting the number of immigrants coming to the United States.

Because of these two events, protecting the U.S. border was becoming more important and in 1924, the U.S. Border Patrol was established. Its mission is to be “guardians of our nation’s borders”.  Initially the U.S. Border Patrol only staffed  inspection stations and in 1925 seaports were added. Their role has expanded over the years and today, it is called U.S. Customs and Border Protection, which is part of the Department of Homeland Security.

The U.S. Customs and Border Protection service is the guardian of our nation’s borders and safeguard the American homeland at and beyond our borders. While living in Arizona, in the Sierra Vista area, (60 miles from the Mexico border), whenever I would travel to Tucson, I encountered several U.S. Border Patrol Agents.  They would inspect underneath the vehicle and ask to see my ID. I was grateful for what they were doing to protect our nation.

A U.S Border Patrol Agent must be a U.S. citizen, have a valid driver’s license, and pass the CBP Border Patrol examination. They must also either know or learn to speak Spanish, and their application is assessed for relevant job-related experiences and achievements.  Review the GS-1896 Qualification Standard for  complete information on how to qualify for positions from entry level to higher grade positions.

Additionally, U.S. Border Patrol Agents must be under 37 years of age, the pay grades go from GS-1896-05 to GS-1896-12, the education can range from high school to a masters degree depending upon the job.  Agents must pass a thorough background check, medical examination, drug test, and fitness test.  New hires are sent for 55 days of training at the CBP Border Patrol Academy in Artesia, N.M. The training includes immigration and nationality regulations and laws, Spanish, physical fitness and marksmanship.  There is an additional 40 days for those who need to master Spanish.

U.S. Border Patrol Agents must work overtime and shift work hours often under very harsh conditions and they are subject to random drug tests. Their assignments can be for a short duration or permanent reassignments to any duty location. Every Agent starts their assignments along the Southwest border. They are ultimately responsible for preventing illegal immigrants from crossing the U.S. border, and can confiscate various items that maybe smuggled into our country.

For this article, I interviewed three U.S. Border Patrol Agents from varied backgrounds; all were GS-12s and they replied to the following questions:

  1. Name of Agent, job title and grade.
  2. Why did you join the Border Patrol?
  3. What is the most rewarding part of your job?
  4. What would you say to a young person that would make them want to      work for the Border Patrol?

Here are the interviewee’s answers:

1.  Name of Agent, job title, and grade.

Jacopo Bruni, Border Patrol Agent, GS-12

2.  Why did you join the Border Patrol?

I always had an interest in Law Enforcement. As a recent college graduate with a degree in Criminal Justice, I was looking for a career that would bring adventure, challenges, and satisfaction. The Border Patrol gave me the opportunity to work in my field of study, to see and live in a new part of the country, and to be part of something bigger: the agency responsible with protecting America at the frontline.

3.  What is the most rewarding part of your job?

There are many challenges in the environment we work in. I have found that if you want to be successful, you must work as a team.  The most rewarding part of my career is taking on a difficult task with a team of hard working individuals with different backgrounds to overcome challenges and accomplish goals.

4.  What would you say to a young person that would make them want to work for the Border Patrol?

If you are an ambitious, hardworking, and persistent person, you are off to a good start, because you will need all these traits to be successful.  Our core values are Integrity, Vigilance, and Service to Country. If these align with your own personal values, you will find this career very rewarding.

1.    Name of Agent, job title and grade.

Michael Scappechio, Border Patrol Agent, GS-12

2.    Why did you join the Border Patrol?

Ever since I was a young kid, I knew, and was told by others, that I would work in public service. I had always considered law enforcement, but began to pursue a path in Emergency Medical Response and firefighting.  When I was 18, I began volunteering for a city fire department. Within the department, I met a Border Patrol Agent who explained his career to me. The pride he exuded for the work he did, and the stories that he told made the United States Border Patrol an instant attraction.

3.    What is the most rewarding part of your job?

Simple. Every day is different, and every day is spent with professionals who share a common goal and passion for their work. I am confident that this career will continue to provide this type of work environment for the long haul. In addition, the laws that we enforce and the strategies that deploy are designed to protect America at the first line of defense. Being a part of the effort to protect this country gives me great pride.

 4.    What would you say to a young person that would make them want to work for the Border Patrol?

I was young when the Border Patrol accepted me into their work force. The agency has provided me invaluable skills such as interpersonal, organizational, leadership and public speaking skills. They trusted me, and judged me by my performance, not my age. They provided me premier training, and continue to do so on a regular basis. Through our valuable mentorship program, and career-growth resources, advancement opportunities continue to present themselves. The sky’s the limit. For these reasons, I feel an overwhelming sense of loyalty and appreciation for my agency. They’ll have to kick me out.

1.    Name of Agent, job title and grade.

Matthew Trombley, Border Patrol Agent, GS-12

2.    Why did you join the Border Patrol?

I wanted to join the Border Patrol because every Border Patrol Agent I ever spoke with really enjoyed their job. The wide range of opportunities the Border Patrol offered really interested me. For example, the average Border Patrol Agent has opportunity to perform a vast array of duties such as line watch duties, checkpoint duties, boat patrol, bike patrol, horse patrol, ATV patrols, sensor duties, prosecutions duties the list goes on.

3.    What is the most rewarding part of your job?

Each day as a United States Border Patrol Agent will present itself with various unknown challenges. Overcoming these challenges and gaining experience how to deal with the next challenge while completing the mission of the Border Patrol is very rewarding.

4.    What would you say to a young person that would make them want to work for the Border Patrol?           

I really enjoy my job with the Border Patrol. The Border Patrol is more than a  job it will be a job you will want as a career and a job that will become a way of life.

Part two of this series is about CBP Officers. Here are several links, one is to a vacancy announcement specifically for CBP Officers, and the other talks about their hiring initiatives:

The men and women of the U.S. Customs and Border Protection are our first defense against our borders from terrorists and others whom may want to do harm to the United States.  Their dedication, loyalty, and integrity are unsurpassed in the fight against enemies both foreign and domestic.

If you are interested in a border patrol job you should explore your options and also consider  related federal law enforcement jobs in your area. Seek out all federal job announcements and apply for any vacancy that you meet the basic qualifications for.

Additional Resources

Helpful Career Planning Tools 

Visit our other informative site

The information provided may not cover all aspects of unique or special circumstances, federal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.