Job Qualifications

Federal Recruitment Initiatives

Posted on by Donna Day

The Federal Government is seeking new and creative ways to recruit and retain technical employees, many resources are being used for this effort. Government faces stiff competition when recruiting for areas such as cyber security, information assurance, engineering, information technology, science and math.

With the variety of critical jobs needing to be filled, highly qualified applicants must be properly assessed. The most important selection factor is the ability to perform the duties of the position without undue influence for favoritism or political beliefs and/or values. A process that is fair, systematic and consistent must be used to perform data collection; applicant qualifications can then be compared to job performance ability. A fair and open process fosters the hiring of the most qualified candidates that are capable of performing the task(s) at hand.

Recently, the Federal Government has bolstered its hiring process, focusing on common sense and efficiency. Time to hire has been reduced, resumes and cover letters can now be forwarded in lieu of large application packets, and information on websites is current and user friendly. Furthermore, they improved candidate status and /or selection notifications.

Hiring goals are being achieved through the use of a more favorable and simplified hiring process. Further, current employee retention efforts are being targeted to ensure career opportunities, growth, professional development, training and more are offered in the form of programs, coursework, and mentoring.

Finally, feedback mechanisms and opportunities are being provided on a continuous basis to ensure a vehicle for critical information and communication is established between the agency and the applicant. To date, data obtained from potential and/or new hires help shape and define future hiring strategies, assessments, analysis, processes and procedures. With the Federal Government taking both hiring and retention more seriously, much improvement has been made; disconnects are being addressed, gaps are being closed, and processes are being refined resulting in a more sound, holistic approach to hiring and retention of the most highly skilled, desirable applicants and employees.

Reference:

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.

Background Investigations and Clearance Processing (New & Improved?)

Posted on by Donna Day

Background and security clearance investigation processing delays have created many problems for agencies. The responsibility for these Investigations may soon be transferred to the Department of Defense from the National Background Investigations Bureau (NBIB), who handles them now. The President is expected to issue an executive order to authorize this change in the near future.

With a myriad of agencies, people and elements involved, the consolidation is taking longer than expected. The Defense Information System Agency (DISA) investigations system (NBSIS), has already moved operations to the Defense Security Service (DSS) and reduced its backlog to 541,000 cases. Still a significant backlog by any standard. A final merger of the NBIB and DSS into the new agency (Defense Counterintelligence and Security Agency (DCSA)) will centralize the government-wide security clearance processes including personnel security, vetting and counterintelligence programs.

New technology will automate, collect and execute data required for investigations and will assist with the merger. The new system networks and data collection processes will enhance the sharing of information and collaboration among agencies.

This consolidation is expected to reduce delays significantly. In addition, the development of new processes, policies, and procedures will serve as the foundation for an improved background investigation and security clearance program. There will be over 10,000 federal employees and contract investigators collectively working to decrease waiting periods for security clearances, background investigations and re-investigations.

From a personal perspective and participant of the investigation, re-investigation and clearance processes, efficiency is paramount; the ability to improve upon the security clearance process, not only for new employees, but for required re-investigations will serve as a welcomed
move in the right direction.

Technology, along with knowledgeable and skilled investigators are the key elements that will help to foster efficiencies, streamline processes and procedures, and reduce waiting times for a myriad of individuals and employees.

Many fantastic potential employees who are ‘waiting’ for their background investigations to be completed are lost to other industry competitors and/or state and local government entities. Now, there is finally a much needed, renewed focus on the need to automate, collect and execute data in
preparation for processing clearances and investigations; this is a good thing for the people who work to protect our national security, our future, and our freedom.

References

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.

Understanding Cyber Security Positions – New Guidance from the OPM

Posted on by Donna Day

Cyber security employment is expected to increase dramatically for the foreseeable future due to concerns about cyber security crimes and the war against terror. These concerns have spurred the demand for cyber security professionals across the board and the need to fast track the recruiting process.

Agencies are now able to more easily identify, recruit and retain cyber security professionals that are highly qualified. With guidance from the Office of Personnel Management (OPM), roles and responsibilities have been clearly identified and explained in accordance with an HR/OPM memo dated October 15, 2018. In addition, many positions will fall within the administrative work ‘standard’ of information technology group 2200. A title of “IT cyber security specialist” for example, within the 2210 series of management position listings, will include cyber work.

Organizations are now able to include ‘cyber security’ as a designated title for other occupations that perform this type of work so it helps them to recruit and meet mission goals and objectives more easily. With a myriad of laws, orders, strategies and frameworks, OPM has been able to work with other agencies, Chief Information Officers, and other stakeholders to understand the need for a comprehensive and robust cyber workforce and streamline the guidance.

Definitions of cyber security positions have been challenging and organizations like the Department of Homeland Security (DHS) have struggled to place identifiers, markers and codes for required positions; OPM has made a lot of this guesswork easy with new clarification and identifications. Given that cyber security is multi-faceted, and on the cutting edge of technology, the guidance had to be steadfast and sustainable; in addition, it had to co-exist with science, technology, engineering and math (STEM) positions.

Qualifications include following traditional procedures for ranking, and individual organizations who can determine whether or not additional knowledge, skills and abilities are required and/or competencies should be added as part of their cyber security standard position.

Specific certifications as well must be agency-implemented, as required and become part of the organization’s selection criteria. Finally, organizations must continue to define their factors for ranking and quality of applicant selection for their developing cyber workforce. Subject matter experts in these organizations can use the guidance, to include general and technical competencies set forth by OPM to make this happen by reviewing specific duties, tasks, and competencies required for cyber positions.

These criteria will then serve as the foundation for job analysis and the cyber security workforce build out. Applicants will also be expected to portray creative and strategic thinking, problem solving, negotiations and customer service skills as key soft skill competencies for cyber security professionals. Technical skills, for example, may include computer forensics, surveillance or counter-intelligence for certain agencies.

If you are interested in cyber security / intelligence positions now is a good time to start your job search. Seek out relevant job announcements and apply for all positions that you qualify for to improve your changes of employment.

Reference:

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.

STEM – Science, Technology, Engineering and Mathematics

Posted on by Donna Day

STEM, or Science, Technology, Engineering and Mathematics is an applied approach to a curriculum focusing on these four discipline areas. The importance of these areas in our future, and specifically as part of our government, are considered strategic. Understanding how the world works requires new knowledge, which in turn fosters curiosity; STEM satisfies this quest for knowledge and prepares us for the future. STEM Skills that are acquired include numbers, analysis, empirical data and more. Integrated into every part of our lives, STEM is the foundation for which we learn about ourselves, our environment, and our future.

With the changing world of technology and the explosion of Information Technology, every industry is impacted, and therefore, the need for qualified mathematicians, scientists, engineers and those in the technical areas are expected to fulfill these critical work roles of our future. Since STEM focuses on the critical ways in which we can understand, explore, and engage our world. Now and in the future, it is imperative that our state, local, and federal government, for example, hire these skilled workers in order to plan, implement and manage change that is necessary to meet the demands of security, technology, communication, and more, for protection, privacy and growth across the globe.

The need for STEM skills are diverse and vast. Given that these specific subjects are the very root of most of our corporation, industry, and government business across the globe, they are in high demand from employers. Consistent discovery, solution development, vulnerability discovery, mitigation, and innovation are just a few focus areas that are pertinent under the stem umbrella. Problem solving and technology, for example, will continue to challenge us as a nation; the more prepared we are with STEM knowledge, skills and abilities, the better.

In May of 2018, the United States Office of Personnel Management (OPM) issued direct hire authority (DHA) for several STEM and cyber-security occupations. Given that the knowledge, skills, and ability to work in the Science, Technology, Engineering, and Mathematics (STEM) and cyber-security career fields and occupations are in heavy demand by a variety of organizations and businesses due to mission critical functions and objectives.  OPM recognized this immediate need and made it easier for organizations to streamline efficiencies for recruitment initiatives.

Additionally, recently the Trump Administration offered a new pay system for STEM employees, which will also boost recruitment and retention efforts in these areas. The changes are the first in a focus on STEM along with new public and private sector partnerships in development. Given the prior year’s layers of red tape and regulations, the cumbersome STEM hiring process is now updated and more current with a focus on improving processes, hiring procedures, and job retention.

As part of the hiring process for managers, STEM criteria and a set of requirements are offered by OPM who are continually capturing additional survey information to further define position justifications; qualitative and quantitative data offer specific details that contribute to the hiring process, and challenges have been streamlined to foster recruitment along with incentives for both hiring and retention. See this link that offers additional contact information and activities surrounding the specifics of DHA:

With so many STEM career opportunities, occupations, there are ample references and links to support your search that include:

In conclusion, STEM is critical to our future; knowledge, curiosity, and preparation are key elements of STEM occupations and careers across the globe. Qualified employees with the knowledge, skills, and abilities in these critical areas will serve as the foundation for innovation, security, technology, and protection across the globe. Organizations, and specifically our state, local, and federal government are developing and strengthening critical partnerships to work with private industry, academia, and military to ensure STEM training is robust and widely available. In order to meet the demands of our changing nation, STEM skills, along with innovation and technology are critical to our success; investment in the STEM area is a worthy return on investment for any and all organizations.

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.

2020 Census Recruiting – Federal Careers

Posted on by Scott Lawson

Under the United States Constitution, every ten years, the federal government is obligated to count its population. The United States Census Bureau counts every single resident of the country, as mandated by Article I, Section 2 of the Constitution.

This process is very important from a social, administrative, and political perspective. The data collected during the census is used to determine how many seats each state has in the United State House of Representatives. Furthermore, the same data is used for calculating the amount of federal funds sent to local communities for various reasons – federal aid programs, schools, social programs, and so on. The next census, which will take place in 2020, is especially important because the population is growing in both numbers and diversity. For this process to happen, the government has opened millions of temporary job positions. Here is what you need to know about federal careers in the 2020 census recruiting.

 

2020 Census

How Does the United States Census Work?

Before delving into the main subject of the article, it is important to understand the process behind the United States Census and how it works. In a country as large as the United States, counting each single resident can be a daunting task from a logistical standpoint.

Adding to the difficulty of the process is the fact that the constitutional article mandating the census was introduced over 200 years ago, in 1790, back when the United States had a population of barely 4 million people. Doing the math reveals that in 2010, when the census recorded 308.7 million people, the country had 79 times as many residents as it did in 1790.

But the role of the census extends beyond counting how many seats each state gets allotted in the House of Representatives. It is a valuable tool that can be used to track the shifting demographics of America – like how many people live in urban vs. rural areas, how many people have moved to and away from the cities, how many children live on average in each household, and so on and so forth.

These statistics can be used by the government to introduce reforms that aid certain struggling communities, social welfare programs, and to design public transportation systems. Furthermore, private organizations (real estate companies, hospitals) use the census data to plan housing developments and hospital expansions.

As you can see, the census is a very important process, a reason for which the government hires millions of temporary employees to aid this process. However, not all jobs are temporary, as they are hiring permanent employees as well. Here is what you should know about this.

Why They Need So Many Employees

The shifting demographics as well as the changes in the economic sector have affected the Census Bureau’s recruitment pool in significant ways. Because fewer people are looking for work now than they were in 2010, the Census Bureau has upped the pay rates and simplified the online application process. However, before hiring, the Bureau needs to create a recruitment pool. To apply online, simply access their official website; the application takes about 30 minutes to complete.

How the Census Bureau Hires Employees

The changing demographics and social norms meant that the Bureau had to adapt to the times. Consequently, the Census Bureau has revamped its recruiting strategies to reach as many interested people as possible. These strategies include:

  • Encouraging the media to cover census-related news stories;
  • Using social much to a larger degree than 2010, when the last census took place;
  • Collaborating and partnering with influential local organizations to spread the word about census jobs;
  • Setting up booths in panels at public events such as local markets, job fairs, conventions, fairs in order to reach as many people as possible;

Census Careers

Generally speaking, there are two types of census jobs: regional and bureau. Regional offices conduct surveys continuously, instead of just every 10 years, in order to supply the government with important statistics related to the economy, shifting demographics, and the people. Regional Offices hire field workers that have a keen knowledge of their respective community and how it has evolved over time.

Field workers are the backbone of the whole censusing process as they are the ones interviewing people and asking relevant questions about the community. They go from door to door to verify residential addresses in their respective communities before the 2020 census is mailed, and then return to the streets to interview any individuals who have not had the chance to respond to the census mailing for various reasons.

Census takers have to ask difficult questions that some people might deem invasive, which is why the Bureau makes sure that the interviewers have a keen knowledge of the communities they will be conducting the interviews in. The questions range around the individual’s ethnic background, income, place of birth, and marital status. The data obtained from these questions help the federal government make policy and distribute budgets.

To be eligible for the job of census taker, you must meet the following criteria:

  • Be at least 18 years old;
  • The ability to speak, read, and write in English;
  • Pass a background check;
  • Complete four days of training;
  • Have a valid social security card;
  • Pass a test (more on that below);
  • Have a valid driver’s license;
  • Be a U.S citizen, a legal permanent resident, or a noncitizen that has a work visa and is bilingual.

The test itself contains 28 multiple-choice questions relevant to the position of census taker and lasts about 30 minutes. The test’s purpose is to asses a candidate’s ability to follow a map, record information, do simple arithmetic and perform clerical tasks such as alphabetizing.

The test is not very difficult, but it might be challenging to some because it assesses skills that many people do not use on a day-to-day basis. Furthermore, some states might have a different testing procedure, so make sure to consult your local census office for more information.

As for the pay and working hours, field employees work between 20 and 40 hours per week, for a duration between 5 and 10 weeks. Field workers are paid on a weekly basis. While the federal government covers the costs associated with training and travel, census takers must be open to a flexible schedule – meaning working weekends, evenings, and in drastic weather conditions. The pay is above the minimum wage, and it varies from location to location.

Permanent Jobs

But regional offices are also searching for full-time corporate employees in offices throughout the country. The positions include, but are not limited to:

  • IT staff. IT responsibilities vary from maintaining the database, maintaining the digital infrastructure, aiding employees by offering onsite technical support. It requires experience in the field of tech support. Some IT staff members are focusing on automating certain census processes to reduce the workload of field workers and other employees. (Sample IT Federal Resume)
  • Administrative This department handles all everything logistics-related from handing out tasks and organizing people in teams to coordinating field workers. Some prior administrative and managerial experience is required.
  • Clerical staff. Everything related to permits and documents is handled by this department.
  • Survey statisticians. This department focuses on entering the surveys in the database, creating charts, calculating parameters and everything related to statistics. The job requires experience in statistics and related software. (Typically in the GS-1530 Statistician Series)

Conclusion

The census is an important tool of the federal government which can be used to set the budget, create policy, and distribute welfare and social programs in the areas that need it the most. Due to the sheer scale of the process and the country’s big population, the federal government needs to mobilize millions of citizens for it. If you are interested in either a part-time or a permanent position in the Census Bureau, read through our article and you will get all the information that you need.

Scott Lawson is an HR manager devoted to his career. During his 5-year work span Scott developed a taste for writing and helping others. This materialized into a website called JobApplicationWorld, that aims to help people tackle the hiring process.

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

New Bills for Federal Employees

Posted on by Donna Day

Federal employees will be able to see new changes surrounding the appeals process pertaining to the Merit Systems Protection Board (MSPB). The MSPB is an agency that is an independent part of the Executive Branch who governs the Federal merit system. It was established by the Reorganization Plan No. 2 of 1978 and codified by the Civil Service Reform Act of 1978 (CSRA), Public Law No. 95-454. The CSRA, effective in 1979, was a replacement for the Civil Service Commission. Three agencies surfaced as well as a result: Office of Personnel Management (OPM), Federal Labor Relations Authority (FLRA), and the MSPB. OPM focuses on the federal work force and the FLRA oversees federal labor-management relations. The MSPB took on the employee appeals process and acquired new responsibility when it came to merit systems studies and OPM action reviews. The Office of Special Counsel (OSC) was a part of the MSPB but now works in the Executive Branch as an independent prosecutor for cases that are presented to the MSPB.

Two new bills that are surfacing focus on labor management relationships and removal of employees. Signed in May by the President, the appeals process would now be shorter for federal employees.  Agency leadership are able to bring an adverse action against a particular employee and they can respond within 7-21 days with an appeal for firing, required within the first 7 days.  Additionally, decisions on appeals must be rendered within 30 days, otherwise the original decision is valid. This MERIT Act, as it is called, also offers a probationary period extension for new hires of the federal government. Additionally, a 2 year extension would be applicable to any new senior executive. The reason behind the extension is to ensure proficiency in roles are demonstrated to supervisors who are making decisions on whether employees can become permanent or not. Also, the legislation will have the following effects: 1) Reduction in Force (RIF) and Disciplinary Action appeals would not include the negotiated grievance process; 2) Notification procedures for furlough appeals would be changed; 3) Annuity reduction for a federal employee felony convictions or civil service firing, and 4) Recoupment of bonuses and awards from said employees and executives.

A Re-authorization act was also approved that would impact appeals heading to the MSPB. Fees would be approved for collection for those appealing but not exceeding 50% of the fee required for filing a civil U.S. district court action. Fees can be waived and/or adjusted based on hardship at the board’s discretion. MSPB’s adjudication structure would also impact the burden of proof required to be shown in a disciplinary appeal; mitigation of actions will also be limited for the MSPB. The VA Accountability and Whistleblower Protection Act are housed in this bill, allowing those in Title 38 to appeal to the board directly, instead of a judge.

Hurdles for federal employees may be raised with these bills, and both bills would have a difficult time in the Senate. You can read more about both the MSPB and the Merit Act at the following links:

Reference:

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.

Translator GS-1040-Working for the Federal Government

Posted on by Betty Boyd

This series includes positions the primary duties of which are to administer, supervise, or perform work in rendering from a foreign language into English or from English into a foreign language the spoken or written word where the objective is accurate translations and/or interpretations.

Government Requirements

You must be a U.S. citizen to apply

The yearly salary for a GS-11 is $68,036 to $88,450 per year.

Duties

Interpreters and translators typically do the following:

  • Convert concepts in the source language to equivalent concepts in the target language
  • Compile information and technical terms into glossaries and terminology databases to be used in their oral renditions and translations
  • Speak, read, and write fluently in at least two languages, one of which is usually English
  • Relay the style and tone of the original language
  • Render spoken messages accurately, quickly, and clearly
  • Apply their cultural knowledge to render an accurate and meaningful interpretation or translation of the original message

Interpreters and translators aid communication by converting messages or text from one language into another language. Although some people do both, interpreting and translating are different professions: interpreters work with spoken communication, and translators work with written communication.

Interpreters convert information from one spoken language into another—or, in the case of sign language interpreters, between spoken language and sign language. The goal of an interpreter is to have people hear the interpretation as if it were the original language. Interpreters usually must be fluent speakers or signers of both languages, because they communicate back and forth among people who do not share a common language.

Translators convert written materials from one language into another language. The goal of a translator is to have people read the translation as if it were the original written material. To do that, the translator must be able to write in a way that maintains or duplicates the structure and style of the original text while keeping the ideas and facts of the original material accurate. Translators must properly transmit any cultural references, including slang, and other expressions that do not translate literally.

Translators must read the original language fluently. They usually translate into their native language.

Nearly all translation work is done on a computer, and translators receive and submit most assignments electronically. Translations often go through several revisions before becoming final.

Education

A bachelor’s degree is typically needed to become an interpreter or translator along with proficiency in at least two languages, one of which is usually English.

High school students interested in becoming an interpreter or translator should take a broad range of courses that focus on foreign languages and English writing and comprehension.

Beyond high school, people interested in becoming interpreters or translators have numerous educational options. Those in college typically choose a specific language as their major, such as Spanish or French. Although many jobs require a bachelor’s degree, majoring in a language is not always necessary.

Training

Interpreters and translators generally do not need any formal training, as they are expected to be able to interpret and translate before they are hired. However, those working in the community as court or medical interpreters or translators are more likely to complete job-specific training programs or certificates.

Continuing education is a requirement for most state court and medical interpreting certification programs. It is offered by professional interpreter and translator associations such as the American Translators Association and the National Association of Judiciary Interpreters on a regular basis.

Licenses, Certifications, and Registrations

There is currently no universal certification required of interpreters and translators beyond passing the required court interpreting exams offered by most states. However, workers can take a variety of tests that show proficiency. For example, the American Translators Association provides certification in 29 language combinations.

The federal courts offer court interpreter certification for Spanish language interpreters. At the state level, the courts offer certification in at least 20 languages.

The National Association of the Deaf and the Registry of Interpreters for the Deaf jointly offer certification for general sign language interpreters. In addition, the registry offers specialty tests in legal interpreting, speech reading, and deaf-to-deaf interpreting—which includes interpreting among deaf speakers of different native languages and from ASL to tactile signing.

The U.S. Department of State has a three-test series for prospective interpreters—one test in simple consecutive interpreting (for escort work), another in simultaneous interpreting (for court work), and a third in conference-level interpreting (for international conferences)—as well as a test for prospective translators. These tests are not considered a credential, but their completion indicates that a person has significant skill in the occupation. The National Virtual Translation Center and many other organizations also have testing programs.

The Certification Commission for Healthcare Interpreters offers two types of certifications for healthcare interpreters: Associate Healthcare Interpreter, for interpreters of languages other than Spanish, Arabic, and Mandarin; and Certified Healthcare Interpreter, for interpreters of Spanish, Arabic, and Mandarin.

The National Board of Certification for Medical Interpreters offers certification for medical interpreters of Spanish, Cantonese, Mandarin, Russian, Korean, and Vietnamese languages.

GS-1040 Translator

General qualifications excerpted from Job Announcement SV10193957

Responsibilities

  • Translates a wide variety of technical, legal, medical, and any other documents such as: medical records; legal briefs discussing issues of fact and law; etc.
  • Based on a thorough knowledge of titles II, VIII, and XVI of the Social Security Act, as amended, reviews and carefully selects documents that require translation based on the issues presented in the case.
  • Recommends alternative wording to resolve differences relative to the meaning of illegible entries.
  • Provides a full summarized or partial translation or abstracts of photocopies of articles from foreign language publications.

Qualifications

  • Applicants must have had at least fifty-two (52) weeks of specialized experience equivalent to the GS-9 grade level or higher in the Federal service that has equipped them with the particular knowledge, skills, and abilities to perform successfully the duties of this position, and that is typically in or related to the work of this position
  • To be creditable, experience in translating, interpreting, or other work requiring the use of English and Spanish; or a combination of work (that required English and Spanish) and training at the Defense Language Institute, Foreign Service Institute, or comparable training.

Job Prospects

Note: All Occupations includes all occupations in the U.S. Economy.
Source: U.S. Bureau of Labor Statistics, Employment Projections program

Employment of interpreters and translators is projected to grow 18 percent from 2016 to 2026, much faster than the average for all occupations. Employment growth reflects increasing globalization and a more diverse U.S. population, which is expected to require more interpreters and translators.

Demand will likely remain strong for translators of frequently translated languages, such as French, German, Portuguese, Russian, and Spanish. Demand also should be strong for translators of Arabic and other Middle Eastern languages; for the principal Asian languages including Chinese, Japanese, Hindi, and Korean; and for the indigenous languages from Mexico and Central America such as Mixtec, Zapotec, and Mayan languages.

Demand for American Sign Language interpreters is expected to grow due to the increasing use of video relay services, which allow people to conduct online video calls and use a sign language interpreter.

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.

Understanding Federal Pay Systems

Posted on by Donna Day

Pay plans help to organize and identify information about employee’s pay and the authorizations surrounding the dissemination according to position. They help determine positions, agency relation, or occupational groupings; statistical data is then reported and provided to a myriad of entities such as the OPM, as well as payroll and HR systems in a variety of agencies.

Within the Federal Government, there are a myriad of pay systems that are governed by the Office of Personnel Management (OPM). OPM is the mastermind behind the development, implementation and management of how pay is administered; they set the pay, determine locality along with any special salary requirements and rates, determine bonuses, cost of living and more. Each of the agencies, however, are able to determine their own administration of such policies when it comes to their employees.

Within the Department of Transportation (DOT) for example, they have five levels of pay: Executive, Senior Service, General Schedule, Wage Grade and Pay Banding. Most employees fall under the General Schedule and within that, there are 15 grade levels and steps within each that are aligned with pay compensation.

Within the Federal Aviation Administration (FAA) for example, Pay Banding is utilized to determine the appropriate range of pay for a particular position; locality is not included in the calculation. With a minimum, midpoint and maximum, pay is offered at the lowest base pay rate, median and highest pay rate for that position within the band. Additional information about the FAA’s specific pay banding system can be found here: http://jobs.faa.gov/FAACoreCompensation.htm.

The National Security Agency (NSA) utilizes the OPM pay tables with a 15 grade system and it is based on education, experience and job titles. With the ability for employees to work across the U.S. and beyond, salaries at the NSA are adjusted accordingly to ensure specific cost of living is in accordance with location.

Additionally, some federal employees may receive a specialty pay. Entitled “Law Enforcement Availability Pay (LEAP)”, this example includes Federal Law Enforcement Officers that are poised in criminal investigation work roles. IT management, Cybersecurity and Computer Professionals may also fall under specialty umbrellas. These incentives are put in place by OPM to foster competition and to attract those in demanding skill sets.

The Department of Homeland Security (DHS) has recently implemented measures to recruit, hire and pay its employees off of the traditional General Schedule. With a flexible benefits package, incentives are provided at various stages within the employee’s professional career. In order to recruit top talent effectively, specifically in the areas of Border Patrol and Cyber, DHS has sought and utilized new and improved pay, recruitment and hiring tactics.

The Department of Justice (DoJ) offers the Administratively Determined (AD) Pay Plan that enables Assistant United States Attorneys, Supervisory Assistant United States Attorneys, Senior Litigation Counsel, Special Assistant United States Attorneys and United States Attorneys to take part in this pay for performance based plan.

There are many pay systems that are centered around the traditional General Schedule Pay System. When applying for federal positions the pay system designation is provided on the job announcement along with the position’s pay range. Read the job announcement thoroughly and provide all of the required information to ensure your application is accepted for consideration. There are certain conditions that warrant the applicant to request a higher pay rate than initially offered. You must negotiate a pay increase before signing an acceptance agreement.

References:

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

Memo To New College Grads

Posted on by John Weiss

SUBJECT: WORK RESPONSIBLY

It’s that time of year when college seniors are looking forward to receiving their diplomas after four or more years of time consuming and costly schooling. Parents, college professors and the media have told them that a college degree is the way to a job that will bring satisfaction, fulfillment and a fat paycheck. Get the diploma, send out a few “dynamite” resumes, and a job will follow. Believe that and you might as well look under your pillow for a check to pay off your student loan, compliments of the tooth fairy. Job hunting in the adult world of work is more than sending resumes to job boards. It is a multi-step process, one step of which is writing a resume.

To understand this thing called “work” I believe one needs to take a step back and ask what life itself is all about. Short circuit the philosophy and PC talk and it comes down to this. You are born. You die. And, in between you work in order to survive. Job satisfaction, fulfillment and life/work balance are secondary. We work. We get a paycheck. We buy the big three …food, shelter, clothing…in order to make it to the next day. We spend “left-over money” on technology gadgets, killer apps, insurance, transportation and recreation.  Our money-for-work model has served humankind well for several thousand years…or at least better than the previous model which had people spearing antelope and rabbits for food and clothing, and living in caves to avoid freezing to death.  So how does a newly minted college grad find work, socially meaningful work, that will pay money in order to survive and also bring some sort of job satisfaction and fulfillment?  Let’s explore some of the challenges, and solutions, that new college grads will encounter making their first giant step into the world of work.

WORK CHALLENGES AND SOLUTIONS

  1. The “What’s Next” Challenge. Many college grads have no idea what they will do after receiving their diplomas. There are three choices: proceed to graduate school; join the military, or find a job with a company. Most will elect option three, finding a job in the corporate or government world, which is divided into various industries, companies within those industries and jobs in those companies.  For example, there is the Food industry with Kroger being a company within; in fact Kroger is the largest company in the Food Industry. It sells guns and ammo, too, in a subsidiary division. There are thousands of jobs at Kroger one of which is a corporate level sales representative. A new college grad could pursue that sales job and make good money. The same applies for sales jobs with beer producer, Miller Brewing Company. There will always be plenty of sales jobs with Miller. Also, there are sales jobs with Walmart in its gun and ammo department. And remember companies in the fast growing recreational marijuana business, one of which is The Farm located in Boulder Colorado.

However, will any job in any industry do it?  There are plenty of job with guns, pot and alcohol companies but is that the way you want to spend your working days?

The Solution. Alternatively, how about industries producing products that have social value, like educational publishing companies such as McGraw-Hill, or food distributors like Whole Foods, or home builders like Ryan Homes, or technology companies like Salesforce.com which has been ranked recently as one of the best places to work? With choices like this, why work in toss away industries like firearms, alcohol or pot? A better choice is working for a socially conscious company like Salesforce.com, the cloud computing company serving a useful function in business and education.

  1. The “What Do I Want to Do” Challenge.” So many budding college grads ask what they can do to bring in a paycheck and some sort of job satisfaction. You do not need six weeks with a counselor to figure it out.

The Solution. Record three things for which you have an aptitude. Beside them record three things you like to do. Then match them with industries, and jobs in those industries, that meet your aptitude and interests. For a listing of hundreds of industries and thousands of jobs in them, consult the Occupational Outlook Handbook published by the U.S. Department of Labor. It’s available in print or eBook from Amazon or other resellers.

  1. The “Right Company” Challenge. Knowing what kind of job you would like is one thing. Finding the right employer is quite another.

The Solution. Assuming you have found a job that you would like, the next step is to find companies that offer such jobs in socially conscious industries. Go online and google companies in those industries. For example, enter “Food Producers” and you will come up with many hits, all potential employers. Begin exploring job opportunities on their digital career pages.

Another fool proof way to find a job is to attend job fairs and trade shows that take place each day at major convention centers throughout the country. Some of them are: the Mascone Center in San Francisco; McCormick Place in Chicago; The Washington DC Convention Center in Washington; the Philadelphia Convention Center in Philly; and the Javits Center in New York City. Each large and medium size city has a convention center. Google the one closest to you to find a listing of trade shows and job fairs and attend those you find interesting. Visit the exhibit booths armed with your resume and ask to see the hiring manager for your area of interest, sales, marketing, finance, technology, human resources, etc. Develop a personal relationship with that person and a job interview will follow.

Government jobs are often overlooked. Jobs in the “government industry” are comparable to jobs in the private sector.  They pay well and are socially conscious jobs. Federal government jobs are located in all fifty states, not just Washington DC. For a listing of interesting jobs and how to apply for them go to the leading government job website: www.federaljobs.net.

  1. The “Writing a Resume” Challenge. In most colleges where students pay upwards of $25,000 for tuition per year, training for job hunting consists of a few weeks instruction about writing a “dynamite” resume. The instruction is primarily academic as most professors have never had a job outside of academia. And, there is more to job hunting than writing and submitting a resume.

The Solution. Craft a resume that highlights your education, your part time jobs and internships throughout your college years. Include a major heading, “Technology Skills” and bullet point your areas of expertise. Also include a major heading titled, “Community Outreach” and bullet point your community initiatives dating back to high school.

       Make sure that grammar and spelling are correct. One mistake will disqualify you. No second chances. Do not trust your spelling and grammar checker.  Proofread your resume aloud and have a trusted friend do the same. This advice might sound rudimentary for a college grad but trust me when I tell you that I have witnessed Vice President candidates disqualified because of one spelling error. AND, do not refer to your resume as a curriculum vitae (CV). That is academic talk. Outside of academia it is called a resume.

  1. The “Interview” Challenge. Interviewing is one of the most intimidating challenges in the job hunting process.

The Solution.  Prepare for the interview with a friend by playing question-answer. Practice until you can answer all questions using business vocabulary. Avoid words like “awesome” and “cool.” When a hiring manage asks” Why do want to work for us?” respond, “Because your company produces products and provides services that are socially worthwhile and because your company is profitable.”

Remember to dress appropriately because first impressions are lasting impressions. Do not dress ultra-casually as you see workers dressed in TV advertisements for Google or Microsoft. Dress on the job is one thing; dress for an interview is entirely different. Wear upscale business attire which you will find on websites for national clothing stores.

HOW TO FIND SOCIALLY RESPONSIBLE EMPLOYERS

Google “Socially Responsible Employers.” I did just that and found numerous leads to companies of this kind. One site listed the five most socially responsible employers as: Microsoft (technology), Merck (Pharmaceuticals), The World Bank Group (finance and economic development), The Acumen Fund (global impact investing), and Yingli Green Energy (a solar energy producer).

For additional help finding socially conscious employers, explore companies held in the portfolio of mutual funds listed as “socially aware.” One such is the Vanguard Social Index Fund, whose symbol is VFTSX. Companies held in this fund by Vanguard are screened using social, human rights and environmental criteria. Some of these companies are: Home Depot, Johnson & Johnson, Microsoft, United Healthcare, Facebook, Apple and J.P Morgan Chase.

Using social media for job hunting has its limitations. Use these media for networking and information but do not believe they alone will lead you to the promised land of employment. The one exception is LinkedIn, a site designed exclusively for job hunting. Jobs offers will come only after you develop a personal relationship with the hiring manager or human resources director.   You will find them at trade shows and conferences at convention centers, and by making cold calls, that is, knocking on the doors of employers and asking to see the human resources director.

WORKING WITH THE STARS

Frequently, new college grads have no role model to follow while embarking on a career straight out of college. However, they are out there. In fact, we’re surrounded by them. Let’s break them down into specific categories and take a look.  You may not recognize some of the names; others are well known throughout the world of work

Public Sector Workers. These are workers who chose careers in government. They serve in both elected and appointed positions.

  1. Joni Ernst,S. Senator for Iowa who served in the Military for 20 years before becoming the first female Senator from Iowa. Concurrently she serves as head of the Iowa National Guard.
  2. Nikki Haley, Ambassador to the United Nations and former Governor of South Carolina. She is a Business major from Clemson University. She served as Treasurer of the National Association of Women Business Owners.
  3. Tulsi Gabbard, U.S. Representative from Hawaii and Army veteran who went on several deployments to the Mideast.
  4. Patricia, “Pat” Schroeder, a lawyer and former U.S. Representative from Colorado who authored the Family Leave Program. She was the first woman to run for President of the United States. Many of the work benefits we enjoy resulted from her personal work in Congress.
  5. Condoleezza Rice, former National Security Advisor and Secretary of State. She now serves on the faculty of Stanford University. She is a talented classical pianist and one of the world’s foremost Russian History experts.
  6. The 2,500,000 (read, two million, five hundred thousand) female K-12 school teachers. Guiding the academic, social and moral development of K-12 students is one the most powerful jobs in America. Teachers make a reasonable wage and their careers bring job satisfaction every day.

 Private Sector Workers. These are workers in companies both large and small.

  1. Becky Quick, anchor for Squawk Box, the popular CNBC TV morning finance program. Follow her each morning at 8 AM. Learn about the world of finance from Becky.
  2. Erin Burnett, host of OutFront, a popular CNN evening program. Follow Erin each night at 7 PM. Erin broke into TV as a financial analyst on a CNN evening program.
  3. Marillyn Hewson, CEO and President of defense contractor, Lockheed Martin. Over the past five years Marillyn has created thousands of new jobs, brought wealth to shareholders, and incredible technology innovation to a company dedicated to preserving our national security.
  4. Irene Rosenfeld, Chairwoman and CEO of the second largest publically traded food producer, Kraft Foods.
  5. Angela Braly, Chairwoman, CEO and President of WellPoint, a leader in the healthcare industry. The company is commonly known as Blue Cross Blue Shield Insurance. She is the mother of three children and works hard to balance work and family.
  6. Kate Richard, Founder and CEO, Warwick Energy Group, an oil and gas producer located in Oklahoma City.

MOVING FORWARD

All of our STARS began their path to success in entry level jobs after graduating from college.   By applying their intelligence, energy and passion, they rose through the ranks to attain leadership positions in the socially responsible world of work. If they did it…so can you!

For more information about how to find your way after graduation, read my book titled, WELCOME TO THE REAL WORLD. A Complete Guide to Job Hunting for the Recent College Grad. It is available in paperback and eBook from Skyhorse Publishing, Amazon and B&N.

Send comments to [email protected]

John Henry Weiss

c2018

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

Working for the Federal Government – Environmental Protection Specialist GS-0028

Posted on by Betty Boyd

The environmental specialist series includes positions that involve advising on, managing, supervising, or performing administrative or program work relating to environmental protection programs (e.g., programs to protect or improve environmental quality, control pollution, remedy environmental damage, or ensure compliance with environmental laws and regulations). These positions require specialized knowledge of the principles and methods of administering environmental protection programs and the laws and regulations related to environmental protection activities.

The federal government employs 5,472 in this occupation. The Environmental Protection Agency (EPA) is the largest employer with 2,372 employed. All cabinet level and many large agencies employ workers in this occupation.

Government Requirements

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

The yearly salary for a GS 0028-12 is $73,375 to $108,923.

Typical Duties and Occupational Profile:

Environmental scientists use their knowledge of the natural sciences to protect the environment.

Environmental scientists and specialists use their knowledge of the natural sciences to protect the environment and human health. They may clean up polluted areas, advise policymakers, or work with industry to reduce waste.

Duties

Environmental scientists and specialists typically do the following:

  • Determine data collection methods for research projects, investigations, and surveys
  • Collect and compile environmental data from samples of air, soil, water, food, and other materials for scientific analysis
  • Analyze samples, surveys, and other information to identify and assess threats to the environment
  • Develop plans to prevent, control, or fix environmental problems, such as land or water pollution
  • Provide information and guidance to government officials, businesses, and the general public on possible environmental hazards and health risks
  • Prepare technical reports and presentations that explain their research and findings

Environmental scientists and specialists analyze environmental problems and develop solutions to them. For example, many environmental scientists and specialists work to reclaim lands and waters that have been contaminated by pollution. Others assess the risks that new construction projects pose to the environment and make recommendations to governments and businesses on how to minimize the environmental impact of these projects. Environmental scientists and specialists may do research and provide advice on manufacturing practices, such as advising against the use of chemicals that are known to harm the environment.

The federal government and many state and local governments have regulations to ensure that there is clean air to breathe and safe water to drink, and that there are no hazardous materials in the soil. The regulations also place limits on development, particularly near sensitive ecosystems, such as wetlands. Environmental scientists and specialists who work for governments ensure that the regulations are followed. Other environmental scientists and specialists work for consulting firms that help companies comply with regulations and policies.

Some environmental scientists and specialists focus on environmental regulations that are designed to protect people’s health, while others focus on regulations designed to minimize society’s impact on the ecosystem. The following are examples of types of specialists:

Climate change analysts study effects on ecosystems caused by the changing climate. They may do outreach education activities and grant writing typical of scientists.

Environmental health and safety specialists study how environmental factors affect human health. They investigate potential environmental health risks. For example, they may investigate and address issues arising from soil and water contamination caused by nuclear weapons manufacturing. They also educate the public about health risks that may be present in the environment.

Environmental restoration planners assess polluted sites and determine the cost and activities necessary to clean up the area.

Industrial ecologists work with industry to increase the efficiency of their operations and thereby limit the impacts these activities have on the environment. They analyze costs and benefits of various programs, as well as their impacts on ecosystems.

Other environmental scientists and specialists perform work and receive training similar to that of other physical or life scientists, but they focus on environmental issues. For example, environmental chemists study the effects that various chemicals have on ecosystems. To illustrate, they may study how acids affect plants, animals, and people. Some areas in which they work include waste management and the remediation of contaminated soils, water, and air.

Many people with backgrounds in environmental science become postsecondary teachers or high school teachers.

Education

For most entry-level jobs, environmental scientists and specialists must have a bachelor’s degree in environmental science or a science-related field, such as biology, chemistry, physics, geosciences, or engineering. However, a master’s degree may be needed for advancement. Environmental scientists and specialists who have a doctoral degree make up a small percentage of the occupation, and this level of training typically is needed only for the relatively few postsecondary teaching and basic research positions.

A bachelor’s degree in environmental science offers a broad approach to the natural sciences. Students typically take courses in biology, chemistry, geology, and physics. Students often take specialized courses in hydrology or waste management as part of their degree as well. Classes in environmental policy and regulation are also beneficial. Students who want to reach the Ph.D. level may find it advantageous to major in a more specific natural science, such as chemistry, biology, physics, or geology, rather than earn a broader environmental science degree.

Many environmental science programs include an internship, which allows students to gain practical experience. Prospective scientists also may volunteer for or participate in internships after graduation to develop skills needed for the occupation.

Students should look for classes and internships that include work in computer modeling, data analysis, and Geographic Information Systems (GISs). Students with experience in these programs will be the best prepared to enter the job market. The University Corporation for Atmospheric Research (UCAR) offers several programs to help students broaden their understanding of environmental sciences.

Important Qualities

Analytical skills. Environmental scientists and specialists base their conclusions on careful analysis of scientific data. They must consider all possible methods and solutions in their analyses.

Communication skills. Environmental scientists and specialists may need to present and explain their findings to audiences of varying backgrounds and write technical reports.

Interpersonal skills. Environmental scientists and specialists typically work on teams along with scientists, engineers, and technicians. Team members must be able to work together effectively to achieve their goals.

Problem-solving skills. Environmental scientists and specialists try to find the best possible solution to problems that affect the environment and people’s health.

Self-discipline. Environmental scientists and specialists may spend a lot of time working alone. They need to stay motivated and get their work done without supervision.

Advancement

As environmental scientists and specialists gain experience, they earn more responsibilities and autonomy, and may supervise the work of technicians or other scientists. Eventually, they may be promoted to project leader, program manager, or some other management or research position.

Other environmental scientists and specialists go on to work as researchers or faculty at colleges and universities. For more information, see the profile on post-secondary teachers.

Licenses, Certifications, and Registrations

Environmental scientists and specialists can become Certified Hazardous Materials Managers through the Institute of Hazardous Materials Management. This certification, which must be renewed every 5 years, shows that an environmental scientist or specialist is staying current with developments relevant to the occupation’s work. In addition, the Ecological Society of America offers several levels of certification for environmental scientists who wish to demonstrate their proficiency in ecology.

Work Experience in a Related Occupation

Environmental scientists and specialists often begin their careers as field analysts, research assistants, or environmental science and protection technicians in laboratories and offices.

Some environmental scientists and specialists begin their careers as scientists in related occupations, such as hydrology or engineering, and then move into the more interdisciplinary field of environmental science.

GS-0028 Environmental Protection Specialist

General qualifications excerpted form Job Announcement SWHB187243386264

Responsibilities

  • Develops and conducts hazardous material, hazardous waste, and solid waste investigations for a wide variety of customers involving military and civil environmental activities.
  • Works on small projects alone or may lead a multi-disciplined team of professionals on larger, more complex projects.
  • Serves as an expert on projects involving investigation and cleanup under RCRA and CERCLA.
  • Serves as a technical coordinator planning and administering environmental programs.
  • Determines sampling procedures, field and laboratory testing programs, interprets the resulting data using applicable criteria, guidance and environmental law, performs statistical analyses and prepares reports.
  • Prepares detailed scopes of work and government estimates, participates in negotiations and reviews contractor proposals and submittals for compliance with the negotiated scope and applicable criteria, guidance and environmental laws.
  • Oversees the contractor’s work, directing changes as needed based on changing site conditions, regulator concerns or updated project requirements.
  • Reviews AE submittals, AE prepared plans and specifications and shop drawings for technical adequacy and compliance with environmental regulations.

Specialized Experience

One year of specialized experience which includes:

1) Conduct investigations involving military and civil environmental issues.

2) Conduct studies and analyze data results using applicable criteria, guidance and environmental law.

3) Provide advice and guidance to customers on environmental programs and on-going projects. This definition of specialized experience is typical of work performed at the next lower grade/level position in the federal service (GS-11).

Job Prospects

Source: U.S. Bureau of Labor Statistics, Employment Projections program

Employment of environmental scientists and specialists is projected to grow 11 percent from 2016 to 2026, faster than the average for all occupations.

Heightened public interest in the hazards facing the environment, as well as increasing demands placed on the environment by population growth, are projected to spur demand for environmental scientists and specialists. Many jobs will remain concentrated in state and local governments, and in industries that provide consulting services. Scientists and specialists will continue to be needed in these industries to analyze environmental problems and develop solutions that ensure communities’ health.

Businesses are expected to continue to consult with environmental scientists and specialists to help them minimize the impact their operations have on the environment. For example, environmental consultants help businesses to develop practices that minimize waste, prevent pollution, and conserve resources. Other environmental scientists and specialists are expected to be needed to help planners develop and construct buildings, utilities, and transportation systems that protect natural resources and limit damage to the land.

Environmental scientists and specialists should have good job opportunities. In addition to growth, many job openings will be created by scientists who retire, advance to management positions, or change careers.

Candidates may improve their employment prospects by gaining hands-on experience through an internship.

Resources

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