Updating Your Federal Resume:

1. Updating Your Federal Resume: Office of Human Capital Career Services June 18, 2015 Michelle Carroll, M.A., CCMC, Career Coach Anne Hull, M.Ed., Career Coach Michele Pulaski, M.A., NCC, Career Coach 10/10

2. POLL What Shape Is YOUR Resume In?? • Great! I usually get interviews each time I submit for a posting. • Just Ok, It has worked in the past, but could use some tweaks. • I submit for positions but don’t make the cert…is it my resume? • Needs help, I haven’t updated it since I took my last job

3. WORKSHOP OBJECTIVES • The Purpose of the Federal Resume • What’s IN and what’s OUT • Analyzing a vacancy announcement • Effective Resume Writing Strategies • Effective Resume Formatting Strategies

4. Who Are Your Audiences? • RESUMIX Automated Staffing System • HR staffing specialist • Hiring officials

5. Federal Resume Myth Busting What’s OUT What’s IN Use USAJobs.gov or NASAjobs.nasa.gov 22k Characters/ 6 pages Last 10 years experience CCAR • SF-171 and OF 612 • No Page limit • List all work experience • KSAs [essays]

6. Resumes: NASA STARS Requirements • Use USAJobs Resume Builder • No special characters (e.g. bullets) • No longer than 22K characters • Submit electronically 10/10

7. Top 5 mistakes • Not targeting your resume to the job • Not meeting specialized experience • Not following instructions • Spelling and grammar • Too general - not specific Error-free! 10/10

8. Keys to the Vacancy Announcement • Locate “Duties” & “Specialized Qualifications” sections • identify key action words and phrases. • Identify required skills, knowledge and abilities. • Identify your matching skills, knowledge and abilities. • include pertinent training, and education. • Use technical terms in your resume commonly used in your occupation.

9. Targeting – Key Words • The “Right Word” = Big message • Skills, experience, credentials • Industry Jargon 10/10

10. Analyzing a Vacancy Announcement You Try It… • Refer to the vacancy announcement provided to you. • Analyze vacancy announcement • Identify key skills/competencies in vacancy announcement • What key information/skills will help you write your resume? • Be prepared to share: • What key information/skills and competencies did you identify? • How would you use that information when writing your resume?

11. USAJobs Resume: Major Categories • Identifying Information • Work Experience • Education • Licenses/Certifications • Job-Related Training More…

12. USAJobs Resume: Major Categories • Language Skills • Organizations/Affiliations • Professional Publications • Additional Information • Honors/Awards • Activities • “Other” 10/10

13. Work Experience Section • Include all information USAJobs requires • Write in Reverse Chronological Order • Go back 10 years, more if related • Use Accomplishment Statements to describe relevant experience 10/10

14. Resume Content Writing Strategy C - Challenge – State the task, project, challenge, or, C – Context – Give the situation, issue or context A - Actions/Steps –Describe specific actions you took to address the challenge. Did you develop something? Did you solve a problem? Did you make recommendations? What skills, knowledge and abilities did you use? R - Results/Outcomes – Give specific examples of results of your actions and quantify when possible.

15. YOUR UNIQUE PROCESS https://cmstool.nasa.gov/ 10/10

16. Quantify and Qualify Time and Money • Saved • Managed • Efficiencies • Beat deadlines

17. Quantify and Qualify • Quality • Improvements • Errors reduced/eliminated • Quantity • How much? How many? • How often? 10/10

18. Results and Outcomes Who used what you did, and for what? What value did you add? How were customers served? Did you receive any recognition or awards? 10/10

19. C.A.R. Skills-Based Accomplishment Statement Poorly Written • Serve as Agency Safety Training Program Officer. Established Safety Training Program. Created flexible schedule for delivery. 10/10

20. C.A.R. Skills-Based Accomplishment Statement Better • Serve as Agency Safety Training Program Officer. Established an Agency-wide Safety Training Program with a curriculum of 22 classroom and 50 on-line courses. Created flexible schedule of offerings to work around schedules of Safety Officers. 10/10

21. C.A.R. Skills-Based Accomplishment Statement Best • Serve as Agency Safety Training Program Officer. Established an Agency-wide required Safety Training Program with a curriculum of 22 classroom and 50 on-line courses. Created flexible schedule of offerings to match rigorous work demands of Safety Officers. Resulted in improved compliance with NIH, OSHA and ISO regulations. 10/10

22. Steps to Writing a Strong Accomplishment Statement • Decide on the relevant challenge, task, project, issue or situation for this requirement • List all the actions you took to resolve or accomplish the challenge or task. (What did you do? Did you develop something? Did you solve a problem? Did you make recommendations?) • Identify the skills, knowledge, and abilities used • Specify the outcomes or results

23. Checklist for a C.C.A.R. Statement • Have you included skills, knowledge and abilities related to the language used in the vacancy announcement? • Have you omitted any unique, but relevant experience or skills that will distinguish you? • Is there nonessential information – “nice to have” but not helpful in meeting mandatory qualifications? • Have you adequately described major characteristics of your occupation or background and the skills most common to your occupation?

24. Additional Helpful Tips • Prepare work experience text in MS Word and copy/paste into resume builder. • Use active voice but omit personal pronouns (“I”, “my”). • Use action verbs (e.g., manage, provide, analyze, collaborate). • Use present tense except for completed actions. • Keep a log – challenges, successes, recognition, etc.

25. Questions about Accomplishment Statements?? 10/10

26. Education Section • List Colleges, Universities, Tech schools etc. or post- graduate course work in reverse chronological order (most recent to least recent) • Include coursework specifically needed for the position and noted on the announcement • Relevant Coursework, Licensures, Certifications • Exclude high school information

27. Other Sections Job-Related Training • Professional development • Select most recent, pertinent and relevant • List in reverse chronological order • Course name and date completed Language Skills Organizations/Affiliations Professional Publications

28. Additional Information Section Use for information not covered elsewhere that will enhance your qualifications: • Honors/Awards • Volunteer/Community Activities • Other Relevant Experience/Background

29. Provide the full range of classification and staffing support to a variety of organizations characterized by complex or unusual positions, unstable structures and functions, inadequate or hard-to-define candidate pools, and other such complications. Evaluates position management in assigned organizations and provides assistance to supervisors and operating officials on ways to improve structure, work distribution, and the use of employee skills. Performs special reviews and surveys in conjunction with manpower and management analysis surveys, to identify problems in alignment, supervisor / employee ratios, delineation of duties and responsibilities, career development opportunities in the organization structure, employee retention, delegations of authority, and economy of the grade structure. Reports to operating officials and makes recommendations for reorganization, expansion, consolidation of functions, establishment of trainee level and intermediate positions, changes in skills distribution, etc. Analyzes and classifies individual position. by request and during surveys. Gathers and studies data on the job content, knowledges and skills involved. Determines the responsibilities and extent of authority of the position. in relation to other positions. Determines the correct classification by comparison to existing classification standards and prepares necessary evaluation statements in either narrative or factor evaluation statement (FES) format. Explains the standards, classification decisions, the impact of designated duties on class., and complaint and appeal procedures to employees, supervisors, and operating officials or managers. Reviews requests for Advance-in-Hires. Applies three R's method in determining eligibility for Relocation, Recruitment Retention Bonuses. Studies and advises managers and supervisors on staffing requirements, resources, and problems in assigned offices. Identifies long and short range personnel needs based on review of such factors as past and expected turnover, availability of candidates, career development patterns, and reorganization proposals. Advises on junior level intake, use of developmental and upward mobility jobs, changes in skills requirements, and other approaches that may help in staffing the organization and in improving employee productivity, moral, and retention. Coordinates analyses and recommendations with other personnel and management specialists as appropriate. Executes recruitment, placement, reduction-in-force (RIF), and related programs for assigned organizations. Takes all appropriate steps and actions to appoint, promote, detail, reassign, demote, and transfer IAW established policies, regulations and program goals. Makes full use of special employment programs for students, youth, veterans, the handicapped, under utilized employees, minorities, and disadvantaged candidates. Successful Resume Formatting Styles • Outline Format • Bulleted • Short paragraphs (4-6) Provide the full range of classification and staffing support to a variety of organizations characterized by complex or unusual positions, unstable structures and functions, inadequate or hard-to-define candidate pools, and other such complications. Evaluates position management in assigned organizations and provides assistance to supervisors and operating officials on ways to improve structure, work distribution, and the use of employee skills. Performs special reviews and surveys in conjunction with manpower and management analysis surveys, to identify problems in alignment, supervisor / employee ratios, delineation of duties and responsibilities, career development opportunities in the organization structure, employee retention, delegations of authority, and economy of the grade structure. Reports to operating officials and makes recommendations for reorganization, expansion, consolidation of functions, establishment of trainee level and intermediate positions, changes in skills distribution, etc. Analyzes and classifies individual position. by request and during surveys. Gathers and studies data on the job content, knowledges and skills involved. Determines the responsibilities and extent of authority of the position. in relation to other positions. Determines the correct classification by comparison to existing classification standards and prepares necessary evaluation statements in either narrative or factor evaluation statement (FES) format. Explains the standards, classification decisions, the impact of designated duties on class., and complaint and appeal procedures to employees, supervisors, and operating officials or managers. Reviews requests for Advance-in-Hires. Applies three R's method in determining eligibility for Relocation, Recruitment Retention Bonuses. Studies and advises managers and supervisors on staffing requirements, resources, and problems in assigned offices. Identifies long and short range personnel needs based on review of such factors as past and expected turnover, availability of candidates, career development patterns, and reorganization proposals. Advises on junior level intake, use of developmental and upward mobility jobs, changes in skills requirements, and other approaches that may help in staffing the organization and in improving employee productivity, moral, and retention. Coordinates analyses and recommendations with other personnel and management specialists as appropriate. Executes recruitment, placement, reduction-in-force (RIF), and related programs for assigned organizations. Takes all appropriate steps and actions to appoint, promote, detail, reassign, demote, and transfer IAW established policies, regulations and program goals. Makes full use of special employment programs for students, youth, veterans, the handicapped, under utilized employees, minorities, and disadvantaged candidates. 10/10

30. Competency Based Outline Format • Identify your accomplishments and experience by competency • Use ALL CAPS for competency headings • Use 4-6 lines of space to write your accomplishment under the heading • Space between accomplishments 10/10

31. QUESTIONS ~ THOUGHTS ~ COMMENTS 10/10

32. One on One • Confidential Coaching Sessions • Career Success Strategies • Career Assessments • Job Search Strategy • Individual Development Plans (IDP) • Professional Development Training and Workshops • Contact the Goddard Learning Complex Career Services today! • Phone: 301-286-5794 • Email: gsfc-career-services@mail.nasa.gov • WEB: http://ohcm.gsfc.nasa.gov/career/home.htm TAKE YOUR CAREER TO NEW HEIGHTS

33. Career Coaches Michelle M. Carroll, M.A., CCMC Michele Pulaski, M.A.,NCC R. Anne Hull, M.Ed. Take Your Career to New Heights Call: 301-286-5794 Email: gsfc-career-services@mail.nasa.gov