Public Health Analyst (GS-0685) Jobs With the Federal Government

Posted on February 24, 2018January 14, 2022 by Betty Boyd

The federal government employs 3,837 public health program specialists of which 216 work overseas. The Department of Homeland Security is the largest employer with 3,591 followed by the Agency for International Development with 271.

Public health analysts may specialize in Federal public health programs, but do not usually represent those programs in dealings with non-Federal agencies and organizations. Their personal contacts are typically with people within HHS and they are primarily concerned with analyzing and evaluating the actual or potential effectiveness of current or projected public health programs in achieving objectives.

In this series public health program specialists supervise, direct, or perform work which involves providing advice and assistance to State and local governments and to various public, nonprofit, and private entities on program and administrative matters relating to the development, implementation, operation, administration, evaluation, and funding of public health activities which may be financed in whole or in part by Federal funds; or, conducting studies and performing other analytical work related to the planning, development, organization, administration, evaluation, and delivery of public health programs; or, other similar public health program work.

The job was featured by the Communicable Disease Center (CDC) and we want to briefly talk about this agency. This agency was founded in 1942 and is located in Atlanta, GA.

It is part of the Department of Health and Human Services, and is the nation’s premiere agency in promoting prevention and preparedness in the area of health.

(From the CDC website)

2017 Fast Facts

Headquartered in Atlanta, Georgia
Facilities in 10 additional locations in the U.S.
More than 12,000 employees in nearly 150 occupations
Field staff work in all 50 states, DC, Guam, Puerto Rico, the US Virgin Islands, and more than 120 countries
CDC’s budget in 2017: $7.2 billion

What CDC Does

CDC is ready 24/7 to respond to any natural or manmade event.
By connecting state and local health departments across the U.S., CDC can discover patterns of disease and respond when needed.
- CDC can deliver lifesaving medicines from the Strategic National Stockpile to anywhere in the U.S. in 12 hours or less.
Good decision-making on health depends on the right information. CDC monitors health, informs decisionmakers, and provides people with information so they can take responsibility for their own health.
Local and state labs must be able to safely detect and respond to health threats in order to prevent premature death, injury, and disease. CDC trains and guides state and local public health lab partners.

CDC Saving Lives

CDC helps save lives by responding to emergencies, providing expertise, developing vaccines, and detecting disease outbreaks wherever they arise. Staff work to strengthen local and state public health departments and promote health programs that are proven to work.

CDC Protecting People

CDCs scientists collect and analyze data to determine how threats to health affect specific populations. This work protects people from hundreds of public health threats every year.

During 2015 and 2016, CDC conducted more than 750 field investigations in 49 states, 5 U.S. territories, and in at least 35 different countries. Investigations help determine what made people sick and if others have been exposed.

Government Requirements:

You must be a U.S. citizen to apply.

The yearly salary for a GS-12-14 is $75,705.00 to $150,349.00.

Typical Duties and Occupational Profile:

Medical and health services managers, also called healthcare executives or healthcare administrators, plan, direct, and coordinate medical and health services. They might manage an entire facility, a specific clinical area or department, or a medical practice for a group of physicians. Medical and health services managers must direct changes that conform to changes in healthcare laws, regulations, and technology.

Duties

Medical and health services managers typically do the following:

Improve efficiency and quality in delivering healthcare services
Develop departmental goals and objectives
Ensure that the facility in which they work is up to date on and compliant with laws and regulations
Recruit, train, and supervise staff members
Manage the finances of the facility, such as patient fees and billing
Create work schedules
Prepare and monitor budgets and spending to ensure departments operate within funding limits
Represent the facility at investor meetings or on governing boards
Keep and organize records of the facility’s services, such as the number of inpatient beds used
Communicate with members of the medical staff and department heads

Medical and health services managers work closely with physicians and surgeons, registered nurses, medical and clinical laboratory technologists and technicians, and other healthcare workers. Others may interact with patients or insurance agents.

Medical and health services managers’ titles depend on the facility or area of expertise in which they work.

The following are examples of types of medical and health services managers:

Nursing home administrators manage staff, admissions, finances, and care of the building, as well as care of the residents in nursing homes. All states require licensure for nursing home administrators; licensing requirements vary by state.

Clinical managers oversee a specific department, such as nursing, surgery, or physical therapy, and have responsibilities based on that specialty. Clinical managers set and carry out policies, goals, and procedures for their departments; evaluate the quality of the staff’s work; and develop reports and budgets.

Health information managers are responsible for the maintenance and security of all patient records and data. They must stay up to date with evolving information technology, current or proposed laws about health information systems, and trends in managing large amounts of complex data. Health information managers must ensure that databases are complete, accurate, and accessible only to authorized personnel. They also may supervise the work of medical records and health information technicians.

Medical and health services managers must effectively communicate policies and procedures with other health professionals.

Most medical and health services managers have at least a bachelor’s degree before entering the field. However, master’s degrees are common and sometimes preferred by employers. Educational requirements vary by facility and specific function.

Education

Medical and health services managers typically need at least a bachelor’s degree to enter the occupation. However, master’s degrees are common and sometimes preferred by employers. Graduate programs often last between 2 and 3 years and may include up to 1 year of supervised administrative experience in a hospital or healthcare consulting setting.

Prospective medical and health services managers typically have a degree in health administration, health management, nursing, public health administration, or business administration. Degrees that focus on both management and healthcare combine business-related courses with courses in medical terminology, hospital organization, and health information systems. For example, a degree in health administration or health information management often includes courses in health services management, accounting and budgeting, human resources administration, strategic planning, law and ethics, health economics, and health information systems.

Work Experience in a Related Occupation

Many employers require prospective medical and health services managers to have some work experience in either an administrative or a clinical role in a hospital or other healthcare facility. For example, nursing home administrators usually have years of experience working as a registered nurse.

Others may begin their careers as medical records and health information technicians, administrative assistants, or financial clerks within a healthcare office.

Important Qualities

Analytical skills. Medical and health services managers must understand and follow current regulations and adapt to new laws.

Communication skills. These managers must effectively communicate policies and procedures to other health professionals and ensure their staff’s compliance with new laws and regulations.

Detail oriented. Medical and health services managers must pay attention to detail. They might be required to organize and maintain scheduling and billing information for very large facilities, such as hospitals.

Interpersonal skills. Medical and health services managers discuss staffing problems and patient information with other professionals, such as physicians and health insurance representatives.

Leadership skills. These managers are often responsible for finding creative solutions to staffing or other administrative problems. They must hire, train, motivate, and lead staff.

Technical skills. Medical and health services managers must stay up to date with advances in healthcare technology and data analytics. For example, they may need to use coding and classification software and electronic health record (EHR) systems as their facility adopts these technologies.

Licenses, Certifications, and Registrations

All states require licensure for nursing home administrators; requirements vary by state. In most states, these administrators must have a bachelor’s degree, complete a state-approved training program, and pass a national licensing exam. Some states also require applicants to pass a state-specific exam; others may require applicants to have previous work experience in a healthcare facility. Some states also require licensure for administrators in assisted-living facilities. For information on specific state-by-state licensure requirements, visit the National Association of Long Term Care Administrator Boards.

A license is typically not required in other areas of medical and health services management. However, some positions may require applicants to have a registered nurse or social worker license.

Although certification is not required, some managers choose to become certified. Certification is available in many areas of practice. For example, the Professional Association of Health Care Office Management offers certification in medical management, the American Health Information Management Association offers health information management certification, and the American College of Health Care Administrators offers the Certified Nursing Home Administrator and Certified Assisted Living Administrator distinctions.

Advancement

Medical and health services managers advance by moving into higher paying positions with more responsibility. Some health information managers, for example, can advance to become responsible for the entire hospital’s information systems. Other managers may advance to top executive positions within the organization. Advancement to top level executive positions usually requires a master’s degree.

GS-0685-Public Health Analyst

General qualifications excerpted from Job Announcement #HHS-CDC-OM-17-1949748

Responsibilities

As a Public Health Analyst you will:

Serves as a special projects officer and conducts comprehensive research, review and analyses on a wide variety of public health-related programs to provide a wide variety of staff papers that address multi-functional issues.

Serves on review committees, study groups, public health task groups, or comparable groups delegated responsibility for reviewing and developing public health policies, procedures and guidelines.

Reviews and assesses the effectiveness of current public health policies and determines where new or changed policies are required to effectively execute public health programs, missions, and functions.

Provides executive management with recommendations to improve and/or overcome shortfalls and deficiencies and formulates alternative courses of action for the solution of complex cross cutting issues.

Prepares Congressional testimony, policy documents, briefings, reports, summaries, responses to requests for information, and other substantive documents.

Qualifications
MINIMUM QUALIFICATIONS:
GS-12: Applicants must possess at least one year of specialized experience equivalent to at least the GS-11 grade level in the Federal Service. Specialized experience is experience which is directly related to the position which has equipped the applicant with the particular knowledge, skills and abilities (KSAs) to successfully perform the duties of the position to include experience providing assistance in evaluating and analyzing public health program operations (examples: HIV/AIDS, TB, infectious diseases, and immunization).
GS-13: Applicants must possess at least one year of specialized experience equivalent to at least the GS-12 grade level in the Federal Service. Specialized experience is experience which is directly related to the position which has equipped the applicant with the particular knowledge, skills and abilities (KSAs) to successfully perform the duties of the position to include experience independently evaluating and analyzing public health program operations (examples: HIV/AIDS, TB, infectious diseases, and immunization).
GS-14: Applicants must possess at least one year of specialized experience equivalent to at least the GS-13 grade level in the Federal Service. Specialized experience is experience which is directly related to the position which has equipped the applicant with the particular knowledge, skills and abilities (KSAs) to successfully perform the duties of the position to include experience evaluating and analyzing public health program operations (examples: HIV/AIDS, TB, infectious diseases, and immunization) to include advising management on implementation and improvement initiatives.

Job Prospects (Excerpted from Occupational Handbook (OOH) published by the Department of Labor)

Job prospects for medical and health services managers are likely to be favorable. In addition to rising employment demand, the need to replace managers who retire over the next decade will result in some openings. Candidates with a master’s degree in health administration or a related field, as well as knowledge of healthcare IT systems, will likely have the best prospects.

Resources

Helpful Career Planning Tools

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.

Financial Manager GS-0510 Jobs

Posted on January 19, 2018January 14, 2022 by Betty Boyd

Working as a Financial Manager (GS-0510) with the Federal Government

The federal government employs 13,078 in this occupation of which 79 work overseas. The DOD is the largest employer of this series with 2,409 accountants, the VA employs 775 and the Department of the Army employs 1,067 civilians in this category. This series is used in all cabinet level departments, most large agencies and many small agencies.

This series covers positions that advise on or administer, supervise, or perform professional accounting work that requires application of accounting theories, concepts, principles, and standards to the financial activities of governmental, quasi-governmental, or private sector organizations. The work includes:

series covers positions that advise on or administer, supervise, or perform professional accounting work that requires application of accounting theories, concepts, principles, and standards to the financial activities of governmental, quasi-governmental, or private sector organizations. The work includes designing, developing, operating, or inspecting accounting systems;
prescribing accounting standards, policies, and requirements;
examining, analyzing, and interpreting accounting data, records, and reports; or
advising or assisting management on accounting and financial management matters.

Accounting theories, concepts, principles and standards address these types of duties:

determining the boundaries of an accounting entity;
recognizing and measuring revenues;
matching revenues and expenses by applying methodologies such as accrual accounting and depreciation;
defining and measuring costs by applying methodologies such as standard, process, job-order, and activity-based costing; and, full disclosure on financial statements.

Government Requirements:

You must be a U.S. citizen to apply
The yearly salary for a GS-7 to 9 is $35,359 to $81,541 per year

Typical Duties & Occupational Profile:

Financial Managers perform data analysis and advise senior managers on profit-maximizing ideas. Financial managers are responsible for the financial health of an organization. They produce financial reports, direct investment activities, and develop strategies and plans for the long-term financial goals of their organization.

Duties

Financial managers typically do the following:

Prepare financial statements, business activity reports, and forecasts
Monitor financial details to ensure that legal requirements are met
Supervise employees who do financial reporting and budgeting
Review company financial reports and seek ways to reduce costs
Analyze market trends to maximize profits and find expansion opportunities
Help management make financial decisions

The role of the financial manager, particularly in business, is changing in response to technological advances that have substantially reduced the amount of time it takes to produce financial reports. Financial managers’ main responsibility used to be monitoring a company’s finances, but they now do more data analysis and advise senior managers on ways to maximize profits. They often work on teams, acting as business advisors to top executives.
Financial managers also do tasks that are specific to their organization or industry. For example, government financial managers must be experts on government appropriations and budgeting processes, and healthcare financial managers must know about topics in healthcare finance. Moreover, financial managers must be knowledgeable about special tax laws and regulations that affect their industry.

The role of the financial manager, particularly in business, is changing in response to technological advances that have substantially reduced the amount of time it takes to produce financial reports. Financial managers’ main responsibility used to be monitoring a company’s finances, but they now do more data analysis and advise senior managers on ways to maximize profits. They often work on teams, acting as business advisors to top executives.

Financial managers also do tasks that are specific to their organization or industry. For example, government financial managers must be experts on government appropriations and budgeting processes, and healthcare financial managers must know about topics in healthcare finance. Moreover, financial managers must be knowledgeable about special tax laws and regulations that affect their industry.

The following are examples of types of financial managers:

Controllers direct the preparation of financial reports that summarize and forecast the organization’s financial position, such as income statements, balance sheets, and analyses of future earnings or expenses. Controllers also are in charge of preparing special reports required by governmental agencies that regulate businesses. Often, controllers oversee the accounting, audit, and budget departments of their organization.

Treasurers and finance officers direct their organization’s budgets to meet its financial goals. They oversee the investment of funds and carry out strategies to raise capital (such as issuing stocks or bonds) to support the firm’s expansion. They also develop financial plans for mergers (two companies joining together) and acquisitions (one company buying another).

Credit managers oversee their firm’s credit business. They set credit-rating criteria, determine credit ceilings, and monitor the collections of past-due accounts.

Cash managers monitor and control the flow of cash in and out of the company to meet business and investment needs. For example, they must project cash flow to determine whether the company will have a shortage or surplus of cash.

Risk managers control financial risk by using strategies to limit or offset the probability of a financial loss or a company’s exposure to financial uncertainty. Among the risks they try to limit are those that stem from currency or commodity price changes.

Insurance managers decide how best to limit a company’s losses by obtaining insurance against risks, such as the need to make disability payments for an employee who gets hurt on the job or the costs imposed by a lawsuit against the company.

Education

A bachelor’s degree in finance, accounting, economics, or business administration is often the minimum education needed for financial managers. However, many employers now seek candidates with a master’s degree, preferably in business administration, finance, accounting, or economics. These academic programs help students develop analytical skills and learn financial analysis methods and software.

Licenses, Certifications, and Registrations

Although professional certification is not required, some financial managers still get it to demonstrate a level of competence. The CFA Institute confers the Chartered Financial Analyst (CFA) certification to investment professionals who have at least a bachelor’s degree, 4 years of work experience, and pass three exams. The Association for Financial Professionals confers the Certified Treasury Professional credential to those who pass an exam and have a minimum of 2 years of relevant experience. Certified public accountants (CPA’s) are licensed by their state’s board of accountancy and must pass an exam administered by the American Institute of Certified Public Accountants (AICPA).

Work Experience in a Related Occupation

Financial managers usually have experience in another business or financial occupation. For example, they may have worked as a loan officer, accountant, securities sales agent, or financial analyst.

In some cases, companies provide formal management training programs to help prepare highly motivated and skilled financial workers to become financial managers.

Advancement

Experienced financial managers can advance to become chief financial officers (CFOs). These executives are responsible for the accuracy of an entire company’s or organization’s financial reporting.

Important Qualities

Analytical skills. Financial managers increasingly are assisting executives in making decisions that affect their organization, a task that requires analytical ability.

Communication skills. Excellent communication skills are essential because financial managers must explain and justify complex financial transactions.

Detail oriented. In preparing and analyzing reports such as balance sheets and income statements, financial managers must be precise and attentive to their work in order to avoid errors.

Math skills. Financial managers must be skilled in math, including algebra. An understanding of international finance and complex financial documents also is important.

Organizational skills. Because financial managers deal with a range of information and documents, they must stay organized to do their jobs effectively.

(Some of the above information was excerpted from the Bureau of Labor ooh.gov website)

GS-0510-Financial Management Analyst/Accountant/Auditor
General qualifications excerpted from job Announcement # DE-10047630-17-SMS.

Duties

The selectee for this position will serve as a Financial Management Trainee with the Financial Management Career Program (FMCP).

The Financial Management Trainee Program (FMTP) is a 24-month training program for entry-level financial managers referred to as “Trainees.” To qualify for this program, you must have earned a qualifying bachelor’s degree within the past two years. Recent college graduates are hired by the FMCP for the DON as entry-level (GS-7/9/11) financial management analysts, accountants, and auditors (job series 501, 510, and 511, respectively). Trainees are officially assigned to the FMCP but are stationed at various Navy and Marine Corps activities, referred to as “Homeports,” throughout the DON. Following successful completion of their 24-month training program, Trainees graduate from the program and are considered for placement in suitable positions at their Homeports.

“The Financial Management Associate Program (FMAP) is a 24-month program for mid-level financial management personnel referred to as “Associates.” To qualify for this program, you must have earned a qualifying master’s degree within the past two years. Recent college graduates with relevant financial management analyst experience are hired by the FMCP as DON mid-level (GS-9/11/12) Financial Management Analysts, Accountants, and Auditors (job series 501, 510, and 511 respectively). Associates are officially assigned to the FMCP but are stationed at various Navy and Marine Corps activities, referred to as “Homeports.” Following successful completion of their 24-month program, FMAP Associates graduate from the program and are considered for placement in suitable positions at their Homeports”.
This is a Financial Management Level I certified position per the National Defense Authorization Act (NDAA) 2012, Section 1599d. This certification level must be achieved within prescribed timelines. Certification requirements are outlined in the DoD Instruction 1300.26.

Qualifications

The Direct Hire Authority for Financial Management Experts in the Department of Defense is used to appoint qualified candidates who possess a finance, accounting, management, or actuarial science degree, other related degree, or equivalent experience, to certain positions within the competitive service

Applicants applying to the Accountant or Auditor positions must meet the following basic education requirement:

Degree: accounting; or a degree in a related field such as business administration, finance, or public administration that included or was supplemented by 24 semester hours in accounting. The 24 hours may include up to 6 hours of credit in business law. Combination of education and experience: at least 4 years of experience in accounting, or an equivalent combination of accounting experience, college-level education, and training that provided professional accounting knowledge. The applicant’s background must also include one of the following:

1)Twenty-four semester hours in accounting or auditing courses of appropriate type and quality. This can include up to 6 hours of business law;

2) A certificate as Certified Public Accountant or a Certified Internal Auditor, obtained through written examination.

3) Completion of the requirements for a degree that included substantial course work in accounting or auditing, e.g., 15 semester hours, but that does not fully satisfy the 24-semester-hour requirement of paragraph A.

(a) the applicant has successfully worked at the full-performance level in accounting, auditing, or a related field, e.g., valuation engineering or financial institution examining;

(b) a panel of at least two higher level professional accountants or auditors has determined that the applicant has demonstrated a good knowledge of accounting and of related and underlying fields that equals in breadth, depth, currency, and level of advancement that which is normally associated with successful completion of the 4-year course of study described in paragraph A.

of 24 semester hours in accounting, the applicant’s education, training, and experience fully meet the specified requirements.

Additional information

This position is covered by the Department of Defense Priority Placement Program.

This position has promotion potential to the GS-11 (Trainee Program) or GS-12 (Associate Program) grade. If selected below the full performance level, incumbent may be noncompetitively promoted to the next higher grade level after meeting all regulatory requirements, and upon the recommendation of management. Promotion is neither implied nor guaranteed

Job Prospects (Excerpted from Occupational Handbook (OOH) published by the Department of Labor)

Employment of financial managers is projected to grow 19 percent from 2016 to 2026, much faster than the average for all occupations. However, growth will vary by industry.

Services provided by financial managers, such as planning, directing, and coordinating investments, are likely to stay in demand as the economy grows. In addition, several specialties within financial management, particularly cash management and risk management, are expected to be in high demand over the next decade.

In recent years, companies have accumulated more cash on their balance sheets, particularly among those with operations in foreign countries. As globalization continues, this trend is likely to persist. This should lead to demand for financial managers as companies will be in need of cash management expertise.

There has been an increased emphasis on risk management within the financial industry, and this trend is expected to continue. In response to both the financial crisis and financial regulatory reform, banking institutions will place a greater emphasis on stability and managing risk rather than on maximizing profits. This is expected to lead to employment growth for risk managers.

The depository credit intermediation industry (which includes commercial and savings banks) employs a large percentage of financial managers. As bank customers increasingly conduct transactions online, the number of bank branches is expected to decline, which should limit employment growth in this sector. However, employment declines are expected to mainly affect clerical occupations, such as tellers, rather than financial managers. From 2016 to 2026, employment of financial managers is projected to grow 14 percent in this industry.

As with other managerial occupations, jobseekers are likely to face competition because there are more applicants than job openings. Candidates with expertise in accounting and finance—particularly those with a master’s degree or certification—should enjoy the best job prospects.

Resources

Helpful Career Planning Tools

Where to Find Help after Being Fired or Laid Off

Posted on December 18, 2017January 14, 2022 by John Weiss

There are times when workers find themselves walking in a dark cloud of anxiety or even depression after being fired or laid off. They look for slivers of daylight but find nothing but more darkness. The universe seems unresponsive. They do not want much, maybe just someone who says, “I understand where you are. Just take my hand and I’ll help you out of this mess.” That person may be a career coach, career counselor, or an outplacement service, all career care providers.

Reaching out to a career care provider takes courage, understanding, and a good deal of common sense. Where do you find them? What do their services cost? What are their qualifications? And what do these outplacement services really do? All are valid questions. Let’s deal with career coaches and counselors first.

CAREER COACHES AND CAREER COUNSELORS

Go online and enter “career coach and career counselor,” and you will find an array of hits naming specific individuals, with or without titles. Some are named Joe Smith, Life Coach, or Mary Jones, Executive Career Counselor, or Robert Brown, PhD. Who are the successful ones? Who are the pretenders? Let’s look for answers to help you see daylight, to find a break in the dark cloud.

Career coaches are providers who are solution oriented. They focus on helping clients define career objectives, like finding an industry that includes nonprofit companies where passion for the mission is as important as bottom line. They exude a spirit of optimism, educate you about the job market, and show you how to navigate your way through the world of work. Most will help you craft a resume and provide job-hunting rubrics. Some are former human resources directors or executive recruiters. Almost all have experience working in the corporate world.

Career counselors perform many of the same services as career coaches but extend their efforts to uncovering any emotional, behavioral, or psychological barriers that might impede your search for the meaning of work and a new career. Some are certified psychologists or former human resources directors or both. Many hold a master’s degree in counseling and are certified by the National Board of Certified Counselors. They can help you work through complex issues, like why it is that you always have problems with authority figures like your former boss.

All career coaches and career counselors charge a fee for their services, which are delivered by phone, Skype, email, or in face-to-face meetings. The fees can range from $75 to $500 for a forty-five- or sixty-minute session. Some career coaches and counselors offer package deals that contain a certain number of sessions spread out over a certain amount of time. Others offer their services on an as-needed basis. Personal sessions will cost more than phone sessions. Specialized sessions will cost more than general sessions. For example, some providers work only with executive-level clients, like former presidents, CIOs, CFOs, or CEOs, whose career searches target positions of like kind. Fees for such clients will be considerably higher.

Few coaches and counselors will advertise their fees online, which means that everything is negotiable. Do not hesitate to negotiate a mutually acceptable fee with a provider. Do not be intimidated by a fancy shingle like “Dr. Aldus Geronimo, Certified Career Counselor.” Everyone is open to negotiating fees . . . even PhDs.

Career counseling services provided by a certified psychologist or psychiatrist may be covered by your medical insurance. Check with your career care provider and insurance company.

Assessing Provider Credentials

The background and experience of coaches and counselors vary widely. Some have no formal training while others have had training at bricks-and-mortar institutions. Many have completed online certification programs. The most reputable coaches and counselors have written certifications for successfully completing coaching and counseling programs. Here are some of the more reputable training organizations for career coaches and counselors. All award written certifications for successful completion of training courses. Use the information provided by these resources to assess the credentials of career coaches and counselors.

International Coach Federation (ICF), www.coachfederation.org. This is a highly regarded coaching organization that provides online certification courses for coaches. Access this site for information about the coaching business generally and about suggestions for finding the right coach or counselor that will suit your needs.

National Career Development Association, www.NCDA.org. This respected organization dates back to 1913 and provides not only credentialed programs for coaches, but also assistance for those seeking help in a particular location. For example, go to the website and enter your home zip code in the box beneath the section titled “Need Career Help?” and you will find the names and contact information for coaches and counselors within a fifty-mile radius of your home.

Those who successfully complete the NCDA career coaching program receive the Global Career Development Facilitator (GCDF) certificate. When you are interviewing prospective coaches, always ask if they have this certification.

Professional Association of Resume Writers and Career Coaches (PARW C/C), www.parw.com. This organization provides intensive career coaching training and awards those who successfully complete the course with the Certified Professional Career Coach (CPCC) credential. In addition, PARW C/C offers credentials to coaches who complete training for interviewing techniques and for resume writing, and it offers help for those starting their own businesses.

The Academies, www.theacademies.com. The founder and CEO of this organization is Susan Whitcomb, an author and expert trainer for career coaches. Her work is frequently quoted in the New York Times and the Wall Street Journal. Coaches who are trained at the Academies are well versed in all facets of career building. Earmark coaches with the Academies certifications.

AARP, www.aarp.org. For a low membership fee of $16 per year, workers age fifty and over can access their many benefits. One of them is career counseling for unemployed workers or for workers making a career change.

HOW TO SELECT A CAREER COACH OR COUNSELOR.

Select a career coach using the same common-sense rules that you would apply in making any serious business decision. They are:

Make a plan that defines your needs and expectations from a coach or counselor.
Contact your network for referrals to professionals specializing in your field of interest and expertise.
Go online to find providers in your local area.
Interview each person on your list, personally or by phone.
Learn the coach’s fee structure and how payments are structured.
Ask for referrals to their previous or present clients.
Ask for a written statement describing their experience in coaching including how many assignments they have completed.
Learn their education background including career coaching certification.
Learn if they provide a trial counseling session.
Review the extent of their business experience.

Coach Selection Resources

There are online resources that provide information about career coaching generally and about criteria for selecting the right person. Here are three reliable sources.

International Coach Federation (ICF), www.coachfederation.org, is the premier global organization for training life and career coaches

NOOMII. The Professional Coach Directory, www.NOOMII.com. This online service recommends coaches based on your stated goals.

Kathy Caprino, Women’s Career Coach and Leadership Trainer, http://kathycaprino.com.

Kathy is one of the most celebrated career coaches in the world. She was laid off in mid-career and after much soul searching started her own business focusing on career training and coaching. She offers a free subscription to her weekly newsletter and valuable rubrics for moving forward in your career. Be sure to read her article “The Top Five Regrets of Midlife Professionals.”

Career coaches and counselors are typically caring individuals who are passionate about lending support and direction to laid-off or fired workers. Many have had that experience and understand your predicament. When it seems that you are nearing the end of your own self-help resources, reaching out to a coach or counselor is a wise decision.

OUTPLACEMENT SERVICES

Outplacement is not a mom-and-pop business; rather, it is a large industry with national or multinational companies in its fold. Employers frequently provide bricks-and-mortar or virtual outplacement services for mid-level and above workers they let go. This service is expensive and costs the employer upwards of $5,000 per each let-go employee. For high-level executives, outplacement services could cost the employer as much as $25,000 per executive. If your employer did not include outplacement in your severance package, you can purchase it as an individual.

The traditional outplacement service consists of group sessions in an office setting. Weekly or semi-monthly group sessions held at an office location and spearheaded by an experienced leader/teacher, offer much-needed support for laid-off or fired workers. A spirit of mutual support and assistance are invaluable aids to the let-go person still working through the grieving period or in job hunting mode. It is reassuring to know that you are not alone in this battle. I myself can attest to the effectiveness of this model, having attended group outplacement on-location in Philadelphia after having been laid off from a technology consulting firm that was purchased by a competitor. For example, when I reported to the group leader, he took me into his office for a private counseling session. That was followed by a half-day group meeting with other laid-off workers where we exchanged experiences and offered each other support and direction. Six weekly meetings followed. Our leader provided excellent rubrics for crafting a resume and tips for interviewing. We devoted part of our weekly meetings to reviewing a wide array of companies in the area who were potential employers. Also, we had access to computers and could immediately go to the Internet to access potential employers using the rules we had just learned in class. Most helpful in my experience was the group interaction. I learned that I was not the only one in a tough spot. The entire experience hastened my trip through the grieving process. Try to find an outplacement service that still offers that kind of personal service.

Today some outplacement services are rendered online, by email, phone, Skype, or a combination of these options. Individual attention is what the current model advertises. Services included in most packages are general career counseling, resume preparation, interviewing techniques, industry and company evaluations, cover and follow-up letter writing, and referrals to recruiters or human resources directors. Most outplacement companies advertise one-on-one sessions focused on the items you select.

Outplacement Resources

To find an outplacement provider, use the same techniques suggested for finding a career coach. When you go online, make sure to localize your search. If you live in New York, try to find a service in the NY Metro area, not in San Diego. Here are several references to get you started:

Top Outplacement Firm Sites, top20sites.com/top-outplacement-firms-sites. This service ranks outplacement firms located in a specified geographical location, a valuable feature because working with a company close to home renders effective outcomes.
Quest Outplacement, questoutplacement.com. Quest offers a variety of one-on-one outplacement packages to individual let-go workers. The cost varies between $850 and $2,950, depending on the length of time and the support items offered. Their support is through phone and online tools. They do not provide an office location.
Lee Hecht Harrison, lhh.com. LHH is a multinational recruiting and outplacement firm with three hundred offices scattered throughout the United States and abroad. Home offices are in Woodcliff Lake, New Jersey. The company has been in business for fifty years and has a sterling reputation for quality service.

Always review the reputation of any outplacement firm using the following two sources, which provide references, recommendations, and evaluations that will help you make the right decision:

Glassdoor, glassdoor.com
Com, www.outplacing.com

FAITH BASED CAREER CARE PROVIDERS

Employing a career coach/counselor or an outplacement firm is a serious business decision. Finding the right provider, one with whom you connect personally and professionally, is key to a successful outcome. However, help does not stop here. There are additional services providers that tackle the career rebuilding process from a different perspective. These are faith based organizations, which are located in every community.

Being fired or laid off, especially when in mid-career, can be one’s worst nightmare. Political correctness refers to being let go as a challenge, but a fired or laid-off worker realistically calls it a problem, a huge problem, one that needs multiple resources to resolve. When the paycheck stops and you have bills to pay, like a home mortgage or apartment rent, property taxes, car payments, utility bills, insurance premiums, childcare, school or college tuition for the kids, and the unforeseen mega-bill for replacement of a heating system that quits in the middle of the winter, you have more than a “challenge.” You have a very serious problem.

Added to the monetary problem is the angst that accompanies being fired or laid off and the tension generated in the job-hunting process. What’s left is a worker who needs a comforting hand and down-to-earth friendship in order to move forward and out of the cloud of uncertainty. Finding your way to a new career that offers a paycheck to keep the wolf from the door, plus job satisfaction, plus a sense of purpose, is a multifaceted problem requiring help from multiple sources. Career coaches, counselors, and outplacement services can help fix the multiple problems, but there are other resources as well.

So where does one find support, the kind of support that not only offers practical solutions, but also addresses the various stages of the grieving process? Many work through it on their own. Others reach out to friends and family. And some workers, who can’t find their way out of the cloud on their own or with help from friends, turn to faith based resources such as:

Career workshops offered by a local church or place of worship of any denomination.
Discussion groups led by a staff member of the theology department of a college or university.
Counseling sessions with members of the clergy.

Each option has merit. Knowing which to use will save time and result in a better outcome. Here’s a succinct review of each.

Local Church Counseling Services

Places of worship are noted for providing courses of every kind after Saturday or Sunday services and throughout the week. One does not have to be a member of a particular church to attend, but using the services of your own faith can be reassuring. All are welcome at all churches, at any time.

To learn what is being offered at a local church simply Google its name and look at the website. For example, I entered “Old St. Patrick’s Church in Chicago.” What I found was an impressive list of services provided by the church staff, including personal counseling from a parish member whose credentials included an MBA from Northwestern and a master’s degree in counseling.

Workers living in medium and large cities throughout the country will find a host of career-related services provided by Jewish career services. For example, in Louisville, Kentucky, you will find a very active center, The Jewish Family and Career Services (JFCS). Its services include career counseling, job-hunting advice and leads for jobs in the local area and nationwide as well.

College and University Spiritual Resources

Some colleges and universities throughout the country have departments of divinity whose reach goes beyond academics. Staff members not only work with students in a traditional academic environment, but also reach out to the community. Outreach includes workshops on traditional theological topics and secular issues such as career planning and counseling for workers seeking support while unemployed.

Everyone who lives within reach of a college or university will find career-related initiatives that come in different flavors. Some are informal discussion groups; others are formal classes held on a regular schedule. For example, one such group is the Princeton Faith and Work Initiative, www.princeton.edu/faithandwork. It meets monthly on a pre-announced Saturday morning at Nassau Presbyterian Church, located on the Princeton New Jersey campus of Princeton University. It is led by Dr. David Miller, who earned his PhD in social ethics from Yale University after working in the private sector for sixteen years in business and finance with multinational companies in the UK and the US.

The group accomplishes its mission through a mixture of teaching, lectures, conferences, discussion groups, and research. Attendees include workers of all rank from companies representing multiple industries.

This is just one example of a spiritual resource from a college that sheds light on the relationship between work and faith, and offers support for workers seeking a new beginning in the workplace. Check online for a college or university near you that offers career related discussion groups or workshops.

Counseling from a Clergy Member

Advice and guidance are always available from clergy members of your local place of worship. Some clerics will hold one-on-one sessions for general counseling regarding the problems related to your unemployment status. Others will lead group discussions on career-related topics. These are caring, compassionate, and resourceful women and men whose mission is helping people connect faith, work, and family on life’s journey.

Some clergy members have broad and deep experience in the secular workplace acquired before they entered the ministry. Many have had teaching and counseling experience. Their networks include hiring managers from companies representing diverse industries. All are sympathetic listeners who offer not only sound advice, but also the hand of friendship to those in need.

MOVING BEYOND THE TEMPORAL

When all else seems to have failed, laid off workers have another option, seeking help from the God of their faith.

Throughout my career in the staffing business, I have witnessed events that have no logical explanation. After applying the rules for solving problems and coming up dry, I believe there must be something else working behind the scene that goes beyond the temporal into a realm that includes the supernatural, like a God, a Force, or the Universe. For our purposes let’s call that Supreme Being, God.

There Are No Atheists in Foxholes

So what does all of this have to do with job hunting? You may have heard the proverb “There are no atheists in foxholes.” The origin of this proverb is attributed to a World War II correspondent, Ernie Pyle, who reported what was happening on the front line of battle, a very unfriendly place.

For those not familiar with war jargon, here is what it means. When soldiers are on the battlefield and see bombs dropping and bullets flying, and witness their buddies to the left and right being blown to smithereens, these soldiers instinctively call on God to save their lives. Their prayers to God are ones of supplication: “God, please spare my life!”

Job hunting is much like fighting in the trenches as you may have experienced. Following that traumatic experience, being let go from your job in the middle of a career that you thought was forever, life has not been easy, especially the job-hunting part. If you have been fighting on the battlefield of the workplace for six months or more with no success, you will get the analogy. Job hunting is not easy. It is not for the timid. It is not for the faint of heart. The competition is fierce. You never know when and where the next defeat will occur.

The proverb “There are no atheists in foxholes,” could easily read, “There are no atheists among job hunters fighting in the workplace for a few bucks to buy food, shelter, and clothing.”

God at Work

My experience as an executive recruiter is replete with examples that point to a Force working with workers who have made every conceivable effort on their own and with help from career counselors to find solutions to their unemployment challenges. I have named that Force working in the background The Job God.

Some might say “Oh my Lord, this is nuts, plain nuts, to posit that God has any interest in how we find work to provide food, shelter and clothing for our existence here on Earth.” Well, everyone has a theory about why things happen as they do, and our theory seems to be as plausible as those of counselors, economists, and others like Malcolm Gladwell.

Connecting

How do you reach out to your God? What do you say? How do you petition God for a favor such as success in finding a job? You might recall prayers learned in childhood religious training; you memorized them and recited them back to your parents or teacher. They meant little because they did not come from you. Even today, prayers we hear during religious services may sound contrived and hold little meaning. A meaningful prayer must come from you, from your inner core.

So how do you begin the prayer journey? By hastily fabricating one on your smart phone or iPad? Handwriting it on a sheet of paper in flowery prose? Anything will work, but we suggest composing your prayer in the vernacular of your faith. It does not have to be eloquent or put in writing. Make it conversational. Ask God’s help in the same way you would ask one of your friends for a favor. For example, immediately after the attacks on the World Trade Towers on 9/11, two Air Force fighter jets hurriedly took off from their base in Arizona and headed toward New York City and New Jersey to intercept any other attacks. The importance of getting there quickly was more important than fully arming the planes, so they took off semi-prepared. It was a dangerous mission. In a CNN interview with the pilots after the mission was completed, one of them told the interviewer they realized the extreme danger heading into combat without being fully armed, and as they were flying toward the action they prayed the pilot’s prayer, “God, don’t let me screw this up.” A prayer does not have to be eloquent, only sincere.

If you need examples that go beyond your own prayer, we offer these resources:

Tevye’s Sabbath Prayer from the play Fiddler on the Roof.
The Lord’s Prayer, available online or from the Bible.
Sample Prayers. Thoughts about God. thoughts-about-god.com/reflecting/sample-prayers.htm.

This article is an excerpt from my book, Moving Forward in Mid-Career. A Guide to Rebuilding Your Career after Being Fired or Laid Off. It will be available January 9, 2018, in paperback or eBook from Skyhorse Publishing Inc., Amazon, Barnes & Noble and independent book stores.

Helpful Career Planning Tools

Visit our other informative site

http://FederalJobs.net (Explore occupations and find jobs)
http://fedcareerinfo.com (A career management workbook for federal employees)
http://federalretirement.net (Retirement & other federal employee benefits)

Mediator GS-0241 Jobs With the Federal Government

Posted on December 11, 2017January 14, 2022 by Betty Boyd

This series includes all positions that involve providing mediation assistance to labor and management in the settlement or prevention of industrial labor disputes connected with the formulation, revision, termination or renewal of collective-bargaining agreements. The paramount qualification requirement of all positions in this series is ability and skill in applying the techniques of mediation in dealing with the parties to a dispute. The application of these techniques in the settlement of industrial labor disputes needs knowledge of the field of labor-management relations, particularly of collective-bargaining principles, practices, and processes; understanding of economic, industrial, and labor trends, and of current developments and problems in the field of labor relations; and knowledge of applicable labor laws and precedent decisions.

(This series applies only to mediator positions in the Federal Mediation and Conciliation Service and in the National Mediation Board.) There are approximately 183 mediators employed in this series.

Federal Government Requirements:

You must be a U.S. citizen to apply
The yearly salary for a GS-13 is $89,285 to 116,068 per year

Typical Duties & Occupational Profile:

In the private sector a mediator is also referred to as arbitrators, and conciliators.

Arbitrators, mediators, and conciliators facilitate negotiation and dialogue between disputing parties to help resolve conflicts outside of the court system.

Duties

Arbitrators, mediators, and conciliators typically do the following:

Facilitate communication between disputants to guide parties toward mutual agreement
Clarify issues, concerns, needs, and interests of all parties involved
Conduct initial meetings with disputants to outline the arbitration process
Settle procedural matters such as fees, or determine details such as witness numbers and time requirements
Set up appointments for parties to meet for mediation or arbitration
Interview claimants, agents, or witnesses to obtain information about disputed issues
Prepare settlement agreements for disputants to sign
Apply relevant laws, regulations, policies, or precedents to reach conclusions
Evaluate information from documents such as claim applications, birth or death certificates, and physician or employer records

Arbitrators, mediators, and conciliators help opposing parties settle disputes outside of court. They hold private, confidential hearings, which are less formal than a court trial.

Arbitrators are usually attorneys, business professionals, or retired judges with expertise in a particular field. As impartial third parties, they hear and decide disputes between opposing parties. Arbitrators may work alone or in a panel with other arbitrators. In some cases, arbitrators may decide procedural issues, such as what evidence may be submitted and when hearings will be held.

Arbitration may be required by law for some claims and disputes. When it is not required, the parties in dispute sometimes voluntarily agree to arbitration rather than proceed with litigation or a trial. In some cases, parties may appeal the arbitrator’s decision.

Mediators are neutral parties who help people resolve their disputes. However, unlike arbitrators, they do not render binding decisions. Rather, mediators help facilitate discussion and guide the parties toward a mutually acceptable agreement. If the opposing sides cannot reach a settlement with the mediator’s help, they are free to pursue other options.

Conciliators are similar to mediators. Although their role is to help guide opposing sides to a settlement, they typically meet with the parties separately. The opposing sides must decide in advance if they will be bound by the conciliator’s recommendations.

Arbitrators, mediators, and conciliators are usually lawyers or business professionals with expertise in a particular field.

Arbitrators, mediators, and conciliators learn their skills through a combination of education, training, and work experience.

Education

Education is one part of becoming an arbitrator, mediator, or conciliator.

Few candidates receive a degree specific to the field of arbitration, mediation, or conflict resolution. Rather, many positions require an educational degree appropriate to the applicant’s field of expertise, and a bachelor’s degree is often sufficient. Many other positions, however, require applicants to have a law degree, a master’s in business administration, or some other advanced degree.

Work Experience in a Related Occupation

Arbitrators, mediators, and conciliators are usually lawyers, retired judges, or business professionals with expertise in a particular field, such as construction, finance, or insurance. They need to have knowledge of that industry and be able to relate well to people from different cultures and backgrounds.

Training

Mediators typically work under the supervision of an experienced mediator for a certain number of cases before working independently.

Training for arbitrators, mediators, and conciliators is available through independent mediation programs, national and local mediation membership organizations, and postsecondary schools. Training is also available by volunteering at a community mediation center.

Licenses, Certifications, and Registrations

There is no national license for arbitrators, mediators, and conciliators. However, some states require arbitrators and mediators to become certified to work on certain types of cases. Qualifications, standards, and the number of training hours required vary by state or by court. Most states require mediators to complete 20 to 40 hours of training courses to become certified. Some states require additional hours of training in a specialty area.

Some states require licenses appropriate to the applicant’s field of expertise. For example, some courts may require applicants to be licensed attorneys or certified public accountants.

Important Qualities

Critical-thinking skills. Arbitrators, mediators, and conciliators must apply rules of law. They must remain neutral and not let their own personal assumptions interfere with the proceedings.

Decision-making skills. Arbitrators, mediators, and conciliators must be able to weigh facts, apply the law or rules, and make a decision relatively quickly.

Interpersonal skills. Arbitrators, mediators, and conciliators deal with disputing parties and must be able to facilitate discussion in a calm and respectful way.

Listening skills. Arbitrators, mediators, and conciliators must pay close attention to what is being said in order for them to evaluate information.

Reading skills. Arbitrators, mediators, and conciliators must be able to evaluate and distinguish important facts from large amounts of complex information.

The occupational profile was excerpted from the Occupational Handbook (OOH) published by the Department of Labor.

GS-0241-Mediator (Excerpted from USA Job Announcement)

The Federal Mediation and Conciliation Service promotes the development of sound and stable labor management relationships; prevents or minimizes work stoppages by assisting labor and management to settle their disputes through mediation; advocates collective bargaining, mediation and voluntary arbitration as the preferred process for settling issues between employers and representatives of employees; develops the art, science and practice of conflict resolution; assists government agencies in the effective use of alternative dispute resolution through support, training, and the provision of neutrals; and fostering the establishment and maintenance of constructive processes to improve labor-management relationships, employment security and organizational effectiveness.

Responsibilities

As a Mediator you will be responsible for promoting the development of sound and stable labor-management relationships by advocating the practice of collective bargaining, mediation and arbitration. You will also be responsible for fostering the establishment and maintenance of constructive joint processes to improve labor-management relationships and preventing or minimizing work stoppages through the use of mediation, relationship development training and other joint processes. Mediators also provide a wide range of alternative dispute resolution (ADR) services to help government entities reduce litigation costs, including mediation of discrimination and other claims, workplace conflict management training, facilitation, systems design and negotiated rulemaking. Additional duties for the incumbent include:

Mediating labor-management disputes involving initial or successor collective bargaining agreements in situations which range from a moderate degree of difficulty to those which are highly complex due to their economic impact, the number and difficulty of issues involved, the existence of an actual work stoppage or the imminent threat of one, and/or a history of difficult labor-management relations.
Performing research necessary to understand the dispute, the industry or field involved, the labor relations history of the parties and all other pertinent facts or background information. Works with parties to develop an understanding of the issues involved, as well as their interests and positions. Utilizing factual information and analysis of the overall situation, as well as knowledge of the mediation process and techniques, to determine the action or approach to be taken. Assisting parties in dealing with the media on sensitive matters of public concern.
Identifying opportunities and responding to requests to mediate significant grievances arising during the term of a collective bargaining agreement. Helping parties resolve disputes that might otherwise present obstacles in future rounds of collective bargaining. Improving labor-management relationships through the process of resolving significant and/or backlogged grievances.
Providing relationship development training (RDT) designed to help labor and management jointly improve their working relationship and the overall day-to-day labor-management relations climate. Assessing relationship and works with parties to develop and deliver customized training programs designed to enhance efficiency, productivity and job security. Utilizing a variety of program delivery methods, including live and/or web-based online collaborative processes where appropriate.
Mediating and/or facilitating a variety of alternative dispute resolution (ADR) matters for government entities, including discrimination claims, other workplace conflicts, regulatory compliance, regulatory negotiations, multi-party conflicts and other disputes which are of a particularly unique, difficult, or complex nature. Identifying potential customers and negotiates reimbursable agreements in coordination with supervisor.
Engaging in education, outreach and advocacy activities to increase awareness of FMCS conflict resolution services and programs. Utilizing creative approaches to identify and/or create opportunities to inform public about FMCS dispute resolution services.
In all service delivery areas, utilizing current and creative means and approaches to help parties resolve disputes and manage conflict; maintaining current knowledge and awareness of major developments in field of labor-management relations, ADR and conflict management, generally; keeping apprised of developments involving specific industries, occupations, and bargaining issues, as well as new techniques and theories involving ADR; collaborating with managers and mediators to develop new and innovative approaches.
Utilizing technology resources to accomplish the administrative and service delivery functions of the position. As the resources develop, utilizing new technologies and electronic communications platforms to creatively and efficiently accomplish the work, including, but not limited to, researching, scheduling meetings and conferences, training and delivering certain services using the newest software and web-based platforms. In the format established by the Service, mediators are responsible for making factual and timely reports regarding collective bargaining mediation, grievance mediation, relationship development training, alternative dispute resolution services and education, advocacy and outreach activities.

In order to be found qualified for the GS-13 Mediator position with FMCS; your resume must clearly reflect your full-time collective bargaining process experience. This experience can be gained by having served as the Chief/Lead Spokesperson/Second Chair/Benefits Expert (representing labor or management) in the negotiation of collective bargaining agreements or while serving as a Mediator or Facilitator with parties engaged in the collective bargaining processes.

There is no education requirement for the government mediator job position.

Job Prospects (Excerpted from Occupational Handbook (OOH) published by the Department of Labor)

Because arbitrators, mediators, and conciliators deal extensively with legal issues and disputes, those with a law degree should have better job prospects. In addition, lawyers with expertise or experience in one or more particular legal areas, such as environmental, health, or corporate law, should have the best job prospects.

Credits

USAJOBS GS-0241 (Mediator Federal Job List)
Private Sector Job List
The Occupational Outlook Handbook
Qualification Standards

Helpful Career Planning Tools

Human Resource Specialist (GS-0201) Positions in Government

Posted on November 22, 2017January 14, 2022 by Betty Boyd

Human resources (HR) specialists provide a variety of human resources management (HRM) services as well as consultation on the most effective alignment of HR systems to support strategic goals and objectives and produce the results that accomplish the agency mission. Management relies on these specialists and systems to help them apply merit system principles to attracting, developing, managing, and retaining a high quality and diverse workforce. Employees rely on these specialists and systems to provide information and assistance that sustain important features of the employer-employee relationship, such as employee benefits. These specialists provide products and services for a wide variety of employee categories that involve different systems with different statutory and regulatory authorities.

The federal government employs 27,736 human resource specialists of which 494 work overseas. The Department of the Army is the largest employer with 5,615 civilians employed followed by the Department of the VA with 3,492 and the Department of the Navy with 2,450. All cabinet level and large agencies employ this occupation in fairly large numbers.

The development of creative, results-driven approaches to recruitment and placement, strategic rewards, continuous learning, and employee and labor-management relations is an increasingly important function of the HR office. As a result of greater demand for strategic approaches, HR specialists have assumed an integral and critical role in planning and decision-making processes in addition to assuring that merit system principles are observed in executing HRM actions. Although this latter role is essential and fundamental, it has been significantly expanded in most HR offices to include advisory services essential to providing management with the tools necessary to properly plan, develop, organize, manage, and evaluate mission-oriented programs. This requires:

significantly heightened sensitivity on the part of the HR specialist to the mission and goals of the organization;
knowledge to identify HRM issues, problems, and opportunities potentially affecting the accomplishment of these goals; and
expertise with a wide spectrum of functional specializations and their interrelationships

Federal Government Requirements:

You must be a U.S. citizen to apply
The yearly salary for a GS-12 is $72,168.00 to $93,821.00 per year

Typical Duties & Occupational Profile:

Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training.

Duties

Human resources specialists typically do the following:

Consult with employers to identify employment needs
Interview applicants about their experience, education, and skills
Contact references and perform background checks on job applicants
Inform applicants about job details, such as duties, benefits, and working conditions
Hire or refer qualified candidates for employers
Conduct or help with new employee orientation
Keep employment records and process paperwork

Human resources specialists are often trained in all human resources disciplines and perform tasks throughout all areas of the department. In addition to recruiting and placing workers, human resources specialists help guide employees through all human resources procedures and answer questions about policies. They sometimes administer benefits, process payroll, and handle any associated questions or problems, although many specialists may focus more on strategic planning and hiring instead of administrative duties. They also ensure that all human resources functions comply with federal, state, and local regulations.

The following are examples of types of human resources specialists:

Human resources generalists handle all aspects of human resources work. They may have duties in all areas of human resources including recruitment, employee relations, compensation, benefits, training, as well as the administration of human resources policies, procedures, and programs.

Recruitment specialists, sometimes known as personnel recruiters or “head hunters,” find, screen, and interview applicants for job openings in an organization. They search for applicants by posting listings, attending job fairs, and visiting college campuses. They also may test applicants, contact references, and extend job offers.

Education

Applicants seeking positions as a human resources specialist usually must have a bachelor’s degree in human resources, business, or a related field.

Coursework typically includes business, industrial relations, psychology, professional writing, human resource management, and accounting.

Work Experience in a Related Occupation

Some positions, particularly human resources generalists, may require previous work experience. Candidates can gain experience as human resources assistants, in customer service positions, or in other related jobs.

Licenses, Certifications, and Registrations

Many professional associations that specialize in human resources offer courses intended to enhance the skills of their members, and some offer certification programs. For example, the Society for Human Resource Management (SHRM) offers the SHRM Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP). In addition, the HR Certification Institute (HRCI) offers a range of certifications for varying levels of expertise.

Certification usually requires passing an exam, and candidates typically need to meet minimum education and experience requirements. Exams check for human resources knowledge and how candidates apply their knowledge and judgment to different situations.

Although certification is usually voluntary, some employers may prefer or require it. Human resources generalists, in particular, can benefit from certification because it shows knowledge and professional competence across all human resources areas.

Advancement

Human resources specialists who possess a thorough knowledge of their organization, as well as an understanding of regulatory compliance needs, can advance to become human resources managers. Specialists can increase their chance of advancement by completing voluntary certification programs.

Important Qualities

Communication skills. Listening and speaking skills are essential for human resources specialists. They must convey information effectively, and pay careful attention to questions and concerns from job applicants and employees.

Decision making skills. Human resources specialists use decision making skills when reviewing candidates’ qualifications or when working to resolve disputes.

Detail oriented. Specialists must be detail oriented when evaluating applicants’ qualifications, performing background checks, maintaining records of an employee grievance, and ensuring that a workplace is in compliance with labor standards.

Interpersonal skills. Specialists continually interact with new people and must be able to converse and connect with people from different backgrounds.

The occupational profile was excerpted from the Occupational Handbook (OOH) published by the Department of Labor

GS-0201-Human Resource Specialist (Excerpted from USA Jobs Announcement)

Responsibilities

As a Human Resources Specialist you will have responsibility for providing operational services in the areas of recruitment/placement, classification, performance management, benefits, employee relations, labor relations, employee development & training, and HR Information Systems.

Typical assignments may include:

Recruitment and Placement – Advising management on recruitment strategies, sources, and special programs that emphasize affirmative action.

Classification – Developing and evaluating job descriptions by applying position classification criteria and supplemental guidance to determine title, series, and grade.

Employee Benefits -Administration of the Civil Service Retirement System (CSRS), Federal Employees Retirement System (FERS), FEHB, FEGLI, Long Term Care Insurance, Flexible Spending Account and the Thrift Saving Plan (TSP) programs; administering the Federal Employee Compensation Act (FECA) Program.

Performance Management – Providing advice, assistance, technical and policy guidance to management concerning their responsibilities throughout the rating cycle for appraising employee performance.

Employee/Labor Relations- Providing a full range of advisory services, assistance, and policy guidance to management officials and employees concerning all aspects of the labor-management and employee relations programs that include labor relations, disciplinary and adverse actions, performance-based actions, grievances (negotiated and administrative), appeals, drug-testing, and premium pay entitlements; supporting managers and supervisors on identifying and resolving complex personnel issues and other supervisor-employee relationships that tend to cause dissatisfaction.

Human Resources Development – Providing advice and assistance to management concerning determination of training needs, sources of needed training, planning to meet identified needs, and evaluation of results.

HR Information Systems – Providing technical advice and assistance on the design, implementation and operation of human resources (HR) automated systems.

Qualifications

To qualify at the GS-12 grade level:

Applicants must possess at least one-year experience equivalent to at least the GS-11 grade level in researching, interpreting and applying appropriate Federal laws, regulations, policies and guidelines in at least one human resources functional areas (e.g., recruitment and placement, classification, employee relations, labor relations, including performance management and employee benefits, and employee development & training and HR information systems).

Job Prospects

Job prospects for human resources specialists are expected to be favorable, particularly in companies that provide human resources services to other organizations.

Overall, candidates with a bachelor’s degree and professional certification should have the best job prospects.

Credits

USAJOBS GS-0201 (Human Resources Specialist Federal Job List)
Private Sector Job List
The Occupational Outlook Handbook
Qualification Standards

Helpful Career Planning Tools

Electronics Technician Positions in Federal Government

Posted on October 29, 2017January 14, 2022 by Betty Boyd

There are many occupations in the federal government that require electronics technician skills both in the General and Wage Grade Schedules. The primary General Schedule (GS) occupation is the electronics technician GS-0856. The postal service also hires electronic technicians to service their mail delivery automation equipment.

The federal government employs 8,072 GS-0856 electronics technicians of which 222 work overseas. The Department of the Army, Air Force and Navy are the largest employers with 5,368 civilians followed by The Department of Justice with 806 and the Department of Transportation with 537. Many cabinet level agencies and a few large independent agencies such as NASA employ electronics technicians.

Many GS-0856 electronic technicians can qualify for related jobs such as system specialists with the Federal Aviation Administration (FAA) in the Transportation Specialist GS-2101 Series. These jobs require additional training at the FAA academy in Oklahoma city for each specialty. Randy Baldwin, featured in this article, and Dennis Damp, host of this service, spent many months in training at the academy throughout their careers first as a GS-0856 technician and later as GS-2101 system specialists. The GS-2101 series with the FAA offers work in automation, communications, navigation, and surveillance / radar occupations.

You will also find many opportunities in the WG-2600 Electronic Equipment Installation and Maintenance Family. This job family includes occupations involved in the installation, repair, overhaul, fabrication, tuning, alignment, modification, calibration, and testing of electronic equipment and related devices, such as radio, radar, loran, sonar, television, and other communications equipment; industrial controls; fire control, flight/landing control, bombing-navigation, and other integrated systems; and electronic computer systems and equipment.

There are 10,299 federal wage grade workers employed in the WG-2600 group of which 68 work overseas or in the U.S. Territories. The largest employers are the Departments of the Army, Navy, and Air Force with 8,411 civilians employed. The Veterans Administration employs 233, and the Treasury Department 144. Other cabinet level and a few large independent agencies employ small numbers of this group.

Additionally there are 866 civilians that work in the WG-3300 Instrument Work Family.

Interview with Randy Baldwin

Randy Baldwin started his federal government civilian career with the Federal Aviation Administration (FAA) as an electronics technician (GS-0856) after discharge from the U.S. Air Force and ended his career as a Special Projects Officer, GS-14, in Leesburg, VA. He was interviewed for this article to provide insight into this occupation.

Mr. Baldwin had an extensive and diverse career with the federal government and after retiring he went on to start several successful companies including Just Write Laser Engraving.

He started his career in 1971 originally working for the Navy as an electronics Wage Grade technician. Since there were limited advancement prospects, he searched for positions in the GS-0856 job series. Randy applied for FAA positions in both the Eastern and Southern regions. He was originally hired in Athens, GA as a GS-856-09 electronics trainee. Randy said this was the best decision he could have made for career progression and to take care of his family. He retired at the GS-14 pay grade.

Randy’s last position, before retiring, was special projects officer. He states that every day was different from the next and a challenge. He represented the Eastern Region’s engineering organization. One of the projects he handled was initiating computer control monitoring of various environmental systems, such as air, heat, and fuel. Another major project was coordinating the upgrade of all underground fuel storage tanks to both Environmental Protection Agency (EPA) and state standards.

Randy’s greatest challenge was successfully completing an Engineering Mathematics for Engineering Technicians home study course. Randy said that you had to pass the course. If you did not pass it, “you might as well look for another job.” Another course Fundamentals of Radar, was a four-month course in Oklahoma City, Oklahoma. Again, this was a make or break course for your career, as before he passed it and went on to bigger and better opportunities in the FAA.

The FAA invests considerable time and resources to training their specialists. To retain your position initially trainees must pass fundamental courses that impart the knowledge they will need for advanced systems training.

Randy emphasizes, to be successful “work hard and you will be rewarded. Apply yourself, do a good job and take pride in that. The reward may not come at once, and not even by the same people you currently work for.” Working hard is the best advice that Randy has to offer others.

Electronic Technician (GS-0856) Qualifications

The electronic technician series covers technical positions supervising, leading, or performing work involving applying:

knowledge of the techniques and theories characteristic of electronics, such as a knowledge of basic electricity and electronic theory, algebra, and elementary physics;
knowledge of electronic equipment design, development, evaluation, testing, installation, and maintenance; and
knowledge of the capabilities, limitations, operations, design, characteristics, and functional use of a variety of types and models of electronic equipment and systems related to, but less than, a full professional knowledge of electronic engineering.

Federal Government Requirements:

You must be a U.S. citizen to apply
The yearly salary for a GS-12 is $79,720 to $103,639 per year

Typical Duties & Occupational Profile:

For this article we will cover electrical and electronics engineering technicians for the private sector.

Electrical and electronics engineering technicians help engineers design and develop computers and other electrical and electronic equipment.

Electrical and electronics engineering technicians help engineers design and develop computers, communications equipment, medical monitoring devices, navigational equipment, and other electrical and electronic equipment. They often work in product evaluation and testing, using measuring and diagnostic devices to adjust, test, and repair equipment. They are also involved in the manufacture and deployment of equipment for automation.

Duties

Electrical engineering technicians typically do the following:

Put together electrical and electronic systems and prototypes
Build, calibrate, and repair electrical instruments or testing equipment
Visit construction sites to observe conditions affecting design
Identify solutions to technical design problems that arise during the construction of electrical systems
Inspect designs for quality control, report findings, and make recommendations
Draw diagrams and write specifications to clarify design details of experimental electronics units

Electrical engineering technicians install and maintain electrical control systems and equipment, and modify electrical prototypes, parts, and assemblies to correct problems. When testing systems, they set up test equipment and evaluate the performance of developmental parts, assemblies, or systems under simulated conditions. They then analyze test information to resolve design-related problems.

Electronics engineering technicians typically do the following:

Design basic circuitry and draft sketches to clarify details of design documentation, under engineers’ direction
Build prototypes from rough sketches or plans
Assemble, test, and maintain circuitry or electronic components according to engineering instructions, technical manuals, and knowledge of electronics
Adjust and replace defective circuitry and electronic components
Make parts, such as coils and terminal boards, by using bench lathes, drills, or other machine tools

Electronics engineering technicians identify and resolve equipment malfunctions and then work with manufacturers to get replacement parts. They also calibrate and perform preventative maintenance on equipment and systems.

These technicians often need to read blueprints, schematic drawings, and engineering instructions for assembling electronic units. They also write reports and record data on testing techniques, laboratory equipment, and specifications

Education

Programs for electrical and electronics engineering technicians usually lead to an associate’s degree in electrical or electronics engineering technology. Vocational–technical schools include postsecondary institutions that serve local students and emphasize training needed by local employers.

Community colleges offer programs similar to those in technical institutes but include more theory-based and liberal arts coursework. Some of these colleges allow students to concentrate in computer electronics, industrial electronics, or communications electronics.

Prospective electrical and electronics engineering technicians usually take courses in ANSI C, C++ programming, Java programming, physics, microprocessors, and circuitry. The Technology Accreditation Commission of ABET accredits programs that include at least college algebra, trigonometry, and basic science courses.

Important Qualities

Logical-thinking skills. Electrical and electronics engineering technicians must isolate and then identify problems for the engineering staff to work on. They need good reasoning skills to identify and fix problems. Technicians must also be able to follow a logical sequence or specific set of rules to carry out engineers’ designs, inspect designs for quality control, and put together prototypes.

Math skills. Electrical and electronics engineering technicians use math for analysis, design, and troubleshooting in their work.

Mechanical skills. Electronics engineering technicians in particular must be able to use hand tools and soldering irons on small circuitry and electronic parts to create detailed electronic components by hand.

Observational skills. Electrical engineering technicians sometimes visit construction sites to make sure that electrical engineers’ designs are being carried out correctly. They are responsible for evaluating projects onsite and reporting problems to engineers.

Problem-solving skills. Electrical and electronics engineering technicians create what engineers have designed and often test the designs to make sure that they work. Technicians help to resolve any problems that come up in carrying out the engineers’ designs.

Writing skills. These technicians must write reports about onsite construction, the results of testing, or problems they find when carrying out designs. Their writing must be clear and well organized so that the engineers they work with can understand the reports.

Licenses, Certifications, and Registrations

The National Institute for Certification in Engineering Technologies (NICET) offers certification in electrical power testing. This certification would benefit those technicians working in the electric power generation, transmission, and distribution industry.

ETA International also offers certifications in several fields, including basic electronics, biomedical, and renewable energy.

The International Society of Automation offers certification as a Control Systems Technician. To gain such certification, technicians must show skills in pneumatic, mechanical, and electronic instrumentation. In addition, they must demonstrate an

understanding of process control loops and process control systems.

The occupational profile information was excerpted from the Occupational Handbook (OOH) published by the Department of Labor.

GS-0856 Electronics Technician (Excerpted from USA Job Announcement)

Specialized Experience

These duties are relevant to a GS-09 to GS-13, and you must have at least one year of experience for the next successive grade.

GS-09

providing assistance with collecting and evaluating electronics equipment performance data.

GS-10

providing assistance with collecting and evaluating electronics equipment performance data
interpreting and analyzing designs, diagrams, and schematics to evaluate feasibility.

GS-11

providing assistance with collecting and evaluating electronics equipment performance data
interpreting and analyzing designs, diagrams, and schematics to evaluate feasibility
evaluating faults in the operational configuration of electronic systems and equipment.

GS-12

providing assistance with collecting and evaluating electronics equipment performance data
interpreting and analyzing designs, diagrams, and schematics to evaluate feasibility
evaluating faults in the operational configuration of electronic systems and equipment
developing designs, diagrams, and schematics for technical feasibility

GS-13

providing assistance with collecting and evaluating electronics equipment performance data
interpreting and analyzing designs, diagrams, and schematics to evaluate feasibility
evaluating faults in the operational configuration of electronic systems and equipment
developing designs, diagrams, and schematics for technical feasibility
analyzing and diagnosing faults in the operational configuration of electronic systems and equipment.

Job Prospects:

(Source: U.S. Bureau of Labor Statistics, Employment Projections Program)

Employment of electrical and electronics engineering technicians is projected to decline 2 percent from 2014 to 2024.

Some of these technicians work in traditional manufacturing industries, many of which are declining or growing slowly. In addition, employment of these technicians in the federal government is projected to decline. However, employment growth for electrical and electronics engineering technicians will likely occur in engineering services firms as companies seek to contract out these services as a way to lower costs.

Electrical and electronics engineering technicians also work closely with electrical and electronics engineers and computer hardware engineers in the computer systems design services industry. Demand for these technicians overall is expected to be sustained by demand for workers in this industry because of the continuing integration of computer and electronics systems. For example, computer, cellular phone, and global positioning system (GPS) technologies are being included in automobiles and various portable and household electronics systems.

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A Career Mindset

Posted on October 24, 2017January 14, 2022 by Donna Day

How can we look to history to help guide us on how we approach our professional career, now? In a world of uncertainty, complexity and confusion, how can we remain steadfast in what it is that ‘we’ want to do…how will we contribute to society while satisfying our own needs. How can we obtain the skills, knowledge and abilities to poise ourselves to make good, sound decisions when it comes to our career and professional training, etc? These are questions that can be answered if we look to our ancestors…how did they do it? How did they become satisfied in their careers; should we do what we love, first, and figure out how to get paid for it?

With many professionals today looking for career growth in a technologically changing world, how are they to do it, like their mothers and fathers did, and ensure sustainment and happiness? Currently, many folks feel that a year in one job is ‘too long’….which, in reality, isn’t a long time, but sometimes it just feels that way. Managers, then, are a key component to job satisfaction; they need to ensure they are mentoring and assisting employees with their wants, needs, desires, while equally assessing and enhancing their knowledge, skills, and abilities to do so. Given this scenario, the employee too, needs to determine what their particular ‘success’ looks like; money is not a motivator for everyone so the worst thing you can do is base success on how much you make. Instead, each individual needs to determine, on their own, what satisfaction is for them, and then success will follow. Maybe you are looking for more time off with your family or an opportunity to go back to school or do some traveling with your company…whatever it is, this is what your approach should be, instead of chasing the dollars. A job that maybe doesn’t pay as well as you’d like, but offers a great work/life balance with good benefits and opportunities to advance is maybe what you really want.

Being independent and focusing on the contributions you will make to the company will bring forth collaboration and goal setting with your manager. Your willingness to be happy in the moment and commit to the “now” will showcase your satisfaction to your leadership; it’s not that you don’t want to advance, of course you do, and you will…but you need to take a stoic stand at some point and ‘enjoy’ your success, regardless of where you are. By realizing that you are in between the current and desired state is a necessary part of moving forward; many of us don’t do this. Instead, we are constantly looking for more…more ways to change, more things to do, more ways to increase salary, etc.; relax….it’ll come. The key to remaining steadfast in a crazy and changing world is to stay calm; make contributions to society and to your position, take an interest in yourself, enjoy the happy. It’s okay to embark on professional development, training, etc. to better yourself…you are working on your desired state, just be sure that you leave some time to realize where you are and what you have achieved, thus far. In order to love what you do, you have to give yourself time to enjoy what you have accomplished…it’s okay, you will get to the next goal…and its okay to take your time.

Reference:

Washington Post. (2017, Sep). The mind you need for the career you want.

Career Planning Tools

Rebuilding Your Persona and Character After Being Fired or Laid Off

Posted on October 17, 2017January 14, 2022 by John Weiss

It comes when you least expect it. It comes when you can least afford it. It comes when you thought your “safe” job was forever. Usually the event takes place at about 3 PM on an ordinary work day when your boss calls you in for a “friendly” chat. It can happen anywhere: in an office setting, on a construction site, or in a retail store. Where and when it happens does not matter. The results are the same for every worker; a president, a retail clerk, an editor, a truck driver, a sales representative, or an IT director.

This event is being fired or laid off by your employer and it has many different names; fired, laid off, downsized, reorged out, rightsized, riffed, whacked, kicked out, canned or just plain “let go.” How often does it happen? Each day 50,000 American workers lose their jobs. That’s over 20 million workers per year!

LOSING YOUR PERSONAL IDENTITY

The ramifications of job loss are staggering, particularly for mid-career workers who have serious family and financial obligations like a home mortgage, car payments, insurance, child care, and high school or college tuition. When your boss says, “this is your last day on the job” your world seems to be coming apart at the seams. You are no longer Mary Jones, Marketing Director for General Electric, or Joe Smith, Sales Manager for Metlife Insurance; now you are just plain Mary and Joe. No job title or company name to define who you are. No salary and benefits to render you a self-sufficient human being. No money for food, shelter, clothing and other modern day necessities. Next to divorce or death of a loved one, being fired or laid off is the most traumatic event a worker can experience.

This event has no favorites. When you are fired or laid off you might think, “Wait a minute. It can’t happen to me. I’m sixty years old and letting me go would be age discrimination.”

“I’m African American. Downsize me and that’s racial discrimination.”

“I’m a woman. Fire me and that’s gender discrimination.”

Dream on. There is no mercy when your employer decides to shrink the payroll. You are going, no matter what you are or who you are. You are finished. Done. Kaput. Wiped out. Welcome to the real world!

THE GRIEVING PROCESS

When you are escorted from the job site to your car or public transportation, the grieving process sets in and it is not pretty. It usually begins with humiliation, followed by anger, resentment, depression and finally acceptance.

Humiliation

Humiliation affects workers in many different ways. To some it means losing face, degradation, confusion, and shame. To others it means indignity, disgrace and dishonor. Whatever it means personally, your ego is crushed like nothing else. “How could this be happening to me? I’ve played by the rules, met job objectives and my reward is being let go.” You just can’t believe you are the target of a blood-letting at your employer.

And what about the talk from former coworkers? “What are they thinking and saying about me? Do they believe that I did something seriously wrong? And how about my family? Walking in the door and saying I’ve been fired will be extremely painful.” This loss of dignity, this utter humiliation, sets you up for the next stages in the grieving process, anger and resentment.

Anger and Resentment

Anger and resentment are usually directed at the boss and/or the human resources director, but it could reach as far as the president or CEO. “How could ‘they’ do such a thing to me, an honest and dedicated worker?” To shortcut the anger stage, remember that your being let go was in all probability not personal. It was most likely the result of a general company initiative to save money. Employers do not lay off workers without serious forethought because hiring another worker is very costly. When you trace the chain of events that led to your being let go, it most frequently comes back to the numbers. Most workers move past the anger stage by hurling some juicy epithets at their former employer, ones that you would not want to see in print. If you are still in this stage, try it. Tell your former boss and the HR director in no uncertain terms how you feel. Get it off your chest, in private, and then move on.

Depression

Most workers enter a state of self-pity after suffering a serious misfortune that has multiple ramifications, like losing a job along with a paycheck and benefits. You can short circuit this phase of the grieving process by remaining positive about the future. In America, a country that employs 155,000 million workers, there is always something out there for those who know how to hunt for a job.

The best solution to head off depression is to remain active. Devise a job hunting plan as soon as possible making your number one priority personal networking by attending conferences and job fairs where you will meet potential hiring managers. Sitting at home and texting your friends and acquaintances a tale of woe could lead to depression and sessions with a psychologist or psychiatrist. If you find yourself in such a state, do seek professional counseling.

Acceptance

After being out of work for a month or more, you will meet others who suffered the same fate. This did not happen only to you. Statistics from the U.S. Department of Labor, www.bls.gov, reveal that: each day 50,000 workers are laid off or fired in the United States; and, that today’s workers will change jobs six times during their working years.

This is not the end of the world. In America, jobs are always available for workers who know what they want and know how to implement a job hunting plan.

There are some positives after suffering job loss. First, you will have time to examine your career goals, and second, you will have time to examine and possibly rebuild your persona and character. This is important because a character flaw could have been responsible for your being let go.

REDEFINING YOUR PERSONA AND IMPROVING YOUR CHARACTER

Being fired or laid off is traumatic, but it does have two specific benefits.

It opens the door to examining and possibly reshaping your persona.
It provides an opportunity to rebuild your character.

Redefining Your Persona

The word persona derives from the Latin where it originally meant a theatrical mask. In theatrical terms, it translates into an assumed personality. In today’s world it refers to that part of your personality exposed to the public. It is the apparent you that people see and it may be different from your character, the real you. It is you who created your persona, either consciously or subconsciously.

People in the public eye such as TV personalities, actors, and politicians frequently assume a certain persona that appeals to their target audience. Take politicians, for example. They want to be viewed by constituents as caring for their welfare and the needs of the country as a whole, but in reality, some politicians use public office for personal gain.

Persona in the private sector is similar. Look at your own persona in the workplace. If you were in a leadership position, i.e. the boss, what was your persona? Was it in conflict with the real you? Did you portray yourself as the good, compassionate, helpful, caring boss dedicated to making the company great? However, did you assume this persona, this mask, to hide your real motivation; to oust your boss and move up in rank and compensation? Could it have been the reason why you were let go from your job as Regional Sales Manager in a staged “reorganization” while your friend Mary, another Regional Sales Manager was kept on the payroll? Only you can answer that after a private, honest meeting with yourself.

Before implementing your job hunting plan discover who you really are. Were you the one who used every chance to derail your boss while playing Mister Good Guy? If your introspection reveals a difference between your persona and the real you, take measures to make these two competing entities one and the same. How do you begin? With honesty. If you have any doubts about how you are seen, ask your former boss and coworkers what they thought of you, no holds barred.

Rebuilding Your Character

For our purposes, we define character as the aggregate of traits and features that form and identify the real you. Your character is the set of values and ethics that you hold dear. They determine not only what you say, but also how you act.

This period of downtime provides an excellent opportunity to learn who you really are. Looking back, you might find that the real you became lost in the corporate culture, maybe disguised by a preoccupation with political correctness. In the course of your previous job, you may have forgotten what you truly believe or how you feel. It’s time for a homecoming with yourself to find out who you really are.

To begin the process of rebuilding character, you need a foundation upon which everything else rests. We like the foundation stones posited by Character Counts!, a nonprofit organization dedicated to character education. One of their constructs is the Six Pillars of Character, which act as the foundation for building character. They are: trustworthiness, fairness, respect, caring, citizenship, and responsibility. You can review this material at: www.charactercounts.org.

MOVING FORWARD

The rebuilding process may be filled with fear, doubts, maybes, should haves, would haves, and could haves. However, it is not these burdens that will drive you to distraction. Rather, it’s the regrets over yesterday and the fear of tomorrow. Learn from the past but do not accept the past as prologue. Get rid of the two demons, regret and fear, that will inhibit your growth. Move forward with confidence. Using your intelligence, energy, passion, and your revised persona and character, you will succeed. The world is yours for the taking!

TAKEAWAYS

Persona is the face you present to the public at large.
Character is who you really are.
Persona and character must work in harmony for growth in your career.
Regrets about the past and fear of the future are two demons that will inhibit your growth. Let go the regrets. Face the future with confidence and hope.
Integrity and trust form the foundation for your character.
Having good character means being who you are even when nobody is watching.

For additional information about rebuilding your character after being fired of laid off, please refer to my book, Moving Forward in Mid-Career: A Guide to Rebuilding Your Career after Being Fired or Laid Off. It will be available in paperback or eBook In December 2017 from Amazon, Barnes & Noble and Skyhorse Publishing Inc.

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http://FederalJobs.net (Explore occupations and find jobs)
http://fedcareerinfo.com (A career management workbook for federal employees)
http://federalretirement.net (Retirement & other federal employee benefits)

Using Social Media for a Career Change

Posted on October 10, 2017January 14, 2022 by Donna Day

Facebook, Linked In and Twitter are all fantastic sources of marketing – for yourself! These are free tools that we can use to search out a new career, or perhaps look for some professional development opportunities or just some inspiration. All of these social media sites are great avenues to exchange information, collaborate with colleagues, friends, co-workers, etc. In addition, many large and small businesses are utilizing these applications to showcase ‘hot jobs’ and to search out new and unique talents. Retiring? No problem – these social media sites also provide a myriad of part-time and volunteer opportunities as well.

Facebook is not only a social media and communication mecca, but it also serves as an opportunity to utilize social media for career opportunities. Perhaps you are looking into making a career change and want to know a bit more about a company, its culture, employees, benefits, work/life balance opportunities and more — Facebook is your answer! More and more companies are reaching out to individuals across the globe to market, network and attract potential employees on this site. Not only will you be able to interact directly with company leadership and professionals, you will be able to post comments, ask questions and explore their key goals and objectives, strategic vision and purpose. Facebook is a platform whereby individuals can do their homework, learn a great deal about others and their potential industry, and then make a decision. A great career resource tool, Facebook is a ‘must’ for the job seeker; you can look as you wish and post what you’d like about yourself ..all while potential employers are just a click away.

Twitter is another social media tool that revolutionizes communication. More companies and their employees are tweeting about a myriad of opportunities, expectations, job listings, culture, salaries and more. If you are looking for a career change or perhaps just thinking about one, Twitter can provide those details that may help you in your decision making. More and more companies are posting open houses, career fairs, internships and more as the interest grows. With the explosion of cybersecurity these days, Twitter is one of the first to utilize their platform as a tool; they routinely offer a variety of cyber options for part-time, full time, students, executives and professionals…all in a tweet. You can list yourself as a ‘follower’ to receive routine updates on those venues or persons of interest; or perhaps take part in tweeting what you are looking for.

These social media platforms are a two way street; by taking a proactive approach you can learn about your (next) potential employer while controlling what you would like them to know about you. Whether by posting a resume, asking questions, or indicating interest in a particular skill set, these emerging technologies are a critical component of career decision making. User friendly and easy, these tools can get you connected in no time, globally, to a network of individuals that can shape your next career move. Give it a try….do some homework and create your profile, you will be glad you did!

References:

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Cybersecurity Startups to Watch/Funding Opportunities

Posted on October 5, 2017January 14, 2022 by Donna Day

Cybersecurity surrounds the hardware, software and services that protect a compilation of computers, networks, data and infrastructure. There are many forms of protection to include risk management, access control, incident response, destruction and more. Many startups are working to protect against these threats – from hackers, malware, and/or criminals that would seek to do harm. With such a variety of opportunities in cyber space, and the growing sophistication of hackers and criminals, companies are eagerly looking to becoming a part of this endeavor (Blankenship, n.d.).

The explosion of cybersecurity has had its impact on everyone, we see an increasing number of business start-ups in specific areas like: cloud infrastructure, data centers, incident response, risk assessments and more. The cybersecurity market has become flooded with a myriad of startups hoping to gain a foothold in this highly competitive space. In addition, there is a lot of funding up for grabs; grants are available in upwards of $25 million with expected increases over the next several years. Movers and shakers in the cybersecurity niche can expect to acquire funding, particularly if they are unique in their security products, tools or services.

Some of those notable in the industry are as follows (Chickowski, 2017)

Bitglass – cloud access
Bromium – malware protection and solutions
Cyence – risk modeling platform for insurance
Darktrace – anomaly protection (self-learning platform)
Demisto – information sharing and collaboration platform
Druva – cloud platform
io –security and compliance monitoring
Fugue –cloud operating system/enforcement
IntSights -Cyber attack detection and response platform
Kenna – Risk intelligence and vulnerability platform (prioritizing and remediating vulnerabilities)

Funding and investments into firms, like those above are becoming more prominent. Security firm Trend Micro has recently become the latest organization to throw their hat into the cyber investment opportunity world. Headquartered in Japan, Trend Micro is offering $100 million tied to opportunities in the internet of things (IOT) space. Trend Micro is famous for its IT security products, particularly in the areas of antivirus and threat protection; they are seeking fresh ideas, innovation and new approaches. Organizations, like Trend Micro, believe these investments are critical to its core business process; insights uncovered will foster improved business models, close gaps and address skill shortages…the learning will not only benefit the startup but also TrendMicro as well (Russell, 2017).

One new focus area is that of phishing attacks; cybersecurity companies and startups in particular are flocking to develop threat management platforms for this issue. They tackle the problems of these specific emails and work to mitigate them; developing phishing attack solutions and protections can save businesses massive amounts of money, not to mention their reputations.

Cybersecurity funding deals topped $866 million in the first quarter of 2017 with an additional $588 million worth of investments in third quarter on over 50 deals. Private funding has also topped $3.93 billion this year with a total of 509 deals, putting it on track to become a 2017 record. Examples include: Tenable Network Security in Columbia, MD ($302 million); Tanium inc. in California ($295 million), Lookout, inc. in California ($281 million), OpenPeak in Florida ($233 million) and CrowdStrike ($256 million) (Stewart, 2017).

With the trend of startups focusing on specific security issues, they have an extremely bright future. Whether looking at incident response, process automation or protection, there is much room of any and all to capitalize on their craft. Opportunities in the cyber space are plentiful, and with the increasing demand for security protection, startups are in the driver’s seat to success.

References:

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Working as a Financial Manager (GS-0510) with the Federal Government

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A Career Mindset

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Using Social Media for a Career Change

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