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Government Jobs in 2005

Derrick Dortch is a career counselor who specializes in government job searching and military transition. Currently, he is president of The Diversa Group, a career counseling firm that focuses on entrepreneurship, leadership and organizational consulting, training and development. He also runs The Career Success Group as well as Targeted Resumes.

In addition, Derrick is a Flotilla Staff Officer and career counselor with the United States Coast Guard Auxiliary, a branch of the Department of Transportation and as of March 2003, a part of the newly created Department of Homeland Security.

Until recently, Derrick was assistant director at Georgetown University's MBNA Career Education Center. There he served as a career counselor, an employment advisor and was responsible for the center's educational technology & marketing.

He also served in the United States Marine Corps in various capacities from combat operations in Operation Desert Shield/Desert Storm to career counseling, training and administration. Derrick holds a Master's of Education in Counseling and Student Development from Tuskegee University.

Editor's Note: Washingtonpost.com moderators retain editorial control over Live Online discussions and choose the most relevant questions for guests and hosts; guests and hosts can decline to answer questions.

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Derrick Dortch: Happy New Year! Well I can truly say that I am glad we have made it to 2005. That is a blessing. Welcome to our first show of 2005 I hope everyone had a great holiday season and is refreshed and ready for the New Year. This year the government will be hiring and there are definitely jobs out there for you. Today we will be discussing the government job search and trends for 2005.

Before we begin I want to first extend all of our prayers and thoughts to the over 150,000 people who lost their lives due to the Tsunami on December 26th. If you have not given to the cause of helping all those affected rebuild their lives I would ask that you please do. We have not seen a tragedy of this proportion and they due indeed need our support. There are many places to give including the American Red Cross, Americares, UNICEF and many others

Well today we have a great show lined up. I am honored to have on the show John Palguta, Vice President of Policy and Research for the Partnership for Public Service. Today we will be discussing trends in government jobs for 2005. We will take any questions you have on the government hiring process and how to get a job in the federal government. We will also take any questions that relate to security clearances and other career issues.

Before we begin let me give you some more information about John and his career. John's 34-year government career peaked with his appointment as Director of the Office of Policy and Evaluation of the U.S. Merit Systems Protection Board in June 1997. He previously served as Deputy Director. As Director, he had overall responsibility for the Board's statutory mission to conduct periodic studies of federal human resources management policies, programs, and procedures to determine if they were operating in accord with statutory merit systems principles and were achieving their intended purposes. Reports from those studies were directed to the President and the Congress.

Mr. Palguta was a career member of the Senior Executive Service. Mr. Palguta joined the Board in December 1979. Prior to joining MSPB, he was a branch chief in the personnel office of the U.S. Office of Personnel Management.

Well without further delay let's get to your questions. I have listed some events of interest below. Thank you for attending and participating. ENJOY THE SHOW!

Some events and items of interest:
Expediting the Security Clearance Process: New Law, New Opportunities for Federal Contractors Breakfast Seminar
http://www.itaa.org/events/event.cfm?EventID=1205
January 25, 2005 - 7:30 am (ET)
Sheraton Premiere Tyson’s Corner Hotel
ITAA Contact - Shannon Zelsnack, szelsnack@itaa.org

TECHEXPO Top Secret Career Fair - 1/11/05
10:00 AM - 4:00 PM - BWI Marriott in Baltimore, MD
Find out more at IntelligenceCareers.com or at techexpousa.com

TECHEXPO Top Secret Career Fair - 1/19/05
10:00 AM - 4:00 PM - Tyson’s Corner Ritz Carlton in McLean, Va.
Find out more at IntelligenceCareers.com or at techexpousa.com

Intelligence Careers Career Fair - 1/18/05
11:00 AM - 4:00 PM - Hampton Inn in Alexandria, Va.
Find out more at IntelligenceCareers.com

Intelligence Careers Career Seminar - 1/20/05
1:00 PM - 2:00 PM - Holiday Inn in Linthicum, Md.
Find out more at IntelligenceCareers.com
ICi Career Fair -2:00 PM - 7:00 PM - Holiday Inn in Linthicum, Md.

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Derrick Dortch: John, I know the Partnership by its mission statement works to make the government an employer of choice for talented, dedicated Americans through educational outreach, research, legislative advocacy, and hands-on partnerships with agencies on workforce management issues. Tell everyone a little more about the Partnership's work and how it goes about making the government an employer of choice.

John Palguta: Thanks for asking Derrick. The short answer is that the Partnership for Public Service is a nonpartisan, nonprofit organization that works with federal agencies to change the government workplace so it can better recruit and retain the best workers. The Partnerships also supports a legislative reform agenda to improve government's effectiveness; inspires young people to serve through a national college and university campaign; provides reliable research and prudent advice on the challenges facing the federal workforce; and helps to raise awareness and improve public attitudes about government service.

In its activities and publications, the Partnership focuses its energy on achieving leverage through entrepreneurial partnerships and collaboration. We emphasize action, accomplishments, and measurable results to serve as a catalyst for change. One initiative that I would like to draw particular attention to is our "Service to America Medals" program, which recognizes outstanding federal employees in several categories. Nominations for the next round of awards is currently open (until March 1) and information is available at www.servicetoamericamedals.org.

Your readers might also be interested in knowing that the Partnership was founded in 2001 by Sam Heyman, a former federal employee and a Harvard law school graduate who heeded the "call to service" by joining the U.S. Department of Justice in the early 1960's and eventually becoming an Assistant U.S. Attorney for the District of Connecticut. He had to leave government service in 1968 to help run a family business after the death of his father. However, knowing first-hand that good government is vital to the interests of the nation and that good government is dependent on having good people in government, Mr. Heyman pledged $25 million to establish the Partnership to help the federal government attract and retain a highly qualified and motivated workforce.

Additional information about the Partnership and our activities can be found on our website at www.ourpublicservice.org.

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Derrick Dortch: John, What are some of the agencies with the best recruiting practices? What are some of the agencies needing to improve their recruiting practices?

John Palguta: A number of federal agencies are working hard at being or becoming good recruiters. As the Partnership for Public Service identifies successful practices we try to share the practices and associated "tools" via a "Solutions Center," on our website. (See http://www.ourpublicservice.org/solutions/.) We currently have case studies posted there that detail successful recruiting practices by the Social Security Administration (SSA), the Government Accountability Office (GAO), NASA, and the Transportation Security Administration (TSA). We plan to add additional case studies on an ongoing basis since there are clearly some other "best practices" out there in the federal government.

We also are aware of several forward-thinking federal organizations that are actively striving to improve their hiring and recruitment practices and have been willing to go public with their efforts as part of an "Extreme Hiring Makeover" initiative in partnership with us and several private sector organizations that are donating their time and services.

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Derrick Dortch: On October 12 your organization released a report showing your finding about troubling weaknesses in the ways the federal government assesses and selects its employees. What are you seeing are some of the ways the government needs to improve their hiring process? What agencies seem to have the most trouble with their hiring process?

John Palguta: It's difficult to make generalized statements about the problems with the federal hiring process because, first of all, we're talking about a highly decentralized process and, secondly, it's not a single process but rather a series of interrelated steps that starts with workforce planning (i.e., figuring out what type of talent is needed in the organization) and continues on to recruitment efforts, applicant assessment and selection practices, methods for ensuring that the best candidates will accept a job offer, and then making sure that the new hire is well integrated into the organization.

The Partnership report that you reference is titled, "Asking the Wrong Questions: A Look at How the Federal Government Assesses and Selects Its Workforce," and it focuses on what is clearly a weak link in the process for many but not all federal agencies. In the report we do identify several federal organizations that have managed to develop some commendable approaches to applicant selection. It's not a comprehensive list but it includes the Bureau of Citizenship and Immigration Services and Customs and Border Protection in the Department of Homeland Security, the Bureau of Labor Statistics, and the Internal Revenue Service. A copy of the full report can be downloaded at: http://www.ourpublicservice.org/usr_doc/PPS_ASSESSMENT_REPORT.pdf

In summary, certainly some parts of the federal hiring process are "broken" but different parts are broken for different agencies and it can vary by occupation and even geographic location! Overall, however, it's fair to say that no federal agency is satisfied with where they are on every step in the process but that some agencies are further along than others in making needed improvements to that process.

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Arlington, Va.: With all of the budget problems facing the government, what federal agencies, if any, will be doing any hiring in 2005?

John Palguta: Even without an increase in the size of the federal workforce, there's likely to be close to 100,000 members of the current 1.86 million non-postal service executive branch workforce who retire or otherwise leave government in 2005 and most of those people will need to be replaced. We also know that even if some agencies are facing some budget related staff reductions, others will need to add staff in response to congressional mandates and/or increased workloads. So, in 2005 the federal government will need to make a significant number of new hires. Also, since approximately 70 percent of current federal jobs are professional or administrative in nature (vs. clerical, technical, or trades and crafts), there are likely to be a good number of opportunities for highly skilled individuals and knowledge workers. Overall, however, competition for most of these jobs will also remain high so well-qualified applicants should not be discouraged if they are initially unsuccessful in their search for a federal job—there will be plenty of opportunities out there. I think you'll see some hiring , even if only replacement hiring, by most federal agencies.

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Derrick Dortch: John, what are you seeing as some of the critical positions/jobs that the government is trying to fill? We hear about intelligence, defense and homeland security positions often but what are some of the positions in the government that are under the radar screen that people should be aware about? As a follow up, what are positions that are not so critical but should still be considered in their government job search?

John Palguta: Given the size of the federal government, it's a good bet that somewhere in the federal government in the next two years there will be a need to hire someone in just about every occupational category you can think of. However, there will clearly be greater needs in some categories than others. The Partnership is currently in the final stages of a report on federal hiring needs that we are doing in conjunction with the National Academy of Public Administration and under a grant from the New York Times Research Group. That report should be out early next month (February) and will provide a detailed analysis of the hiring needs of the 24 largest federal departments and agencies over the next two years. So you may want to be on the look out for that report.

What I can tell you now is that you're correct in that a good number of defense, intelligence, and homeland security positions will need to be filled. In addition, however, there will be significant needs in the health professions (physicians, nurses, pharmacists, medical technicians, and nursing assistants); in engineering and science (including all engineer disciplines, biological sciences and physical sciences) and a need for accounting and budget professionals.

While these areas are likely to be among the occupational groups where the greatest numbers of hires may be made, there will still be plenty of jobs that need to be filled outside these areas. We know, for example, that FAA will be focusing on hiring Air Traffic Controllers over the next few years. So I would advice any potential applicants out there to not restrict their job search unnecessarily but rather to be open to any possibilities that are of interest to them.

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Pentagon City, Va.: Hi Derrick,

I received a DOD secret clearance in November 2002. I am now submitting a clearance upgrade to TS SSBI. I have no foreign contacts, travel, or any drug issues, etc. The only thing is that I was born in another country to U.S. parents. However, I have always been a U.S. citizen and have lived here since I was an infant. Any idea how long I can expect this upgrade to take? As I haven't traveled or moved much in the past several years, I'm hoping it will be fairly simple. Do you think the fact that my clearance investigation was so recent that it will make it go any faster?

Derrick Dortch: Good morning Pentagon City,

Thanks for your question. Given the information you told me your clearance should not take too long. It seems that you will not raise any red flags and you may be given an interim Top Secret in 26 - 45 days. For you to get the full TS with SSBI it may take 6 months to 1 year. Right now there is a significant backlog in the clearance process. Things are improving but it is still taking about 180 days or more to clear individuals. The fact that you have a secret will help because and investigator and adjudicator will not be starting from scratch.

All you can do is sit back and be patient. If you have any information you can give to help them fill in any blanks or speed up the process then make sure you submit it to your security officer. In about a month check with them to see how things are going. Also do me a favor and let me know when you get the clearance.

Take care and have a Happy New Year!

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Derrick Dortch: John, Do you see any improvements in 2005 with the government hiring process and if so what are they? What trends do you see in government hiring in 2005?

John Palguta: Well, I tend to be an optimist so my answer is yes, I do think we'll see some improvements in 2005. Part of the basis for my optimism is that unlike some years in which federal workforce issues were "below the radar" and given little attention, civil service issues are a high priority item and have been now for several years. For example, "strategic management of human capital" is one of only five government-wide initiatives in the President's Management Agenda and federal agencies are "scored" quarterly on their progress in this area. The Government Accountability put federal human capital on their "high risk" list a few years ago and they have been closely monitoring efforts in this regard as have a number of members of Congress.

We've also seen several legislative reforms over the last few years with a significant impact on federal human resources management and those reforms should start paying off as agencies start implementing new HR policies and practices made possible by the new legislation. In 2005, for example, we should see some major changes in the Department of Defense and Department of Homeland Security based on previous legislation. The "Intelligence Reform and Terrorism Prevention Act of 2004" should also have a positive impact.

We're also starting to see other federal agencies begin to make greater use of some government wide HR flexibilities such as using student loan repayments as a recruitment incentive for hard to fill jobs. Of course, change on the large scale we're seeing is never easy and there are bound to be some rough spots for government. In addition, budgets will be very tight for most federal agencies in 2005, and beyond, and that will make it more challenging to make improvements. Overall, however, I think we will still see improvements in 1) the ability of federal agencies to shorten the hiring process somewhat without sacrificing quality; 2) improvements in vacancy announcements and job advertisements as more agencies strive to provide information in plain English; 3) better outreach efforts by agencies to ensure applicants are well matched to the needs of the job; and) more use of pay flexibilities or recruitment or retention bonuses to attract well qualified individuals to hard to fill positions.

Finally, I think I mentioned in an earlier response that we are working with three innovative federal organizations on a "Extreme Hiring Makeover." I forget to mention that those three organizations are Those three organizations are the Department of Education, the National Nuclear Security Administration in the Department of Energy, and the Centers for Medicare and Medicaid in the Department of Health and Human Services. I think all three of these organizations are future recruitment success stories. More information on this effort is available at www.extremehiringmakeover.org.

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Derrick Dortch: John, what programs and initiatives are the government taking to increase hiring of needed people? Recently the government announced start of the start of The Senior Executive Service Federal Candidate Development Program to recruit talent at the highest levels. As a former member of the Senior Executive Service do you feel this program will help in bringing in the right talent? What other programs is the Partnership seeing that is helping to bring in talented people and specialized groups (minorities, veterans, disabled, etc)?

John Palguta: I think the Senior Executive Service Federal Candidate Development Program is a great idea and apparently so did the 4,700 applicants who put their hat in the ring for the 20 position that will be filled during the first year of the program! Clearly, with that kind of an applicant base from which to draw, the program should bring in some great talent. Hopefully, in the future more agencies will be interested in participating so that more positions can be filled.

Several agencies have also been focused on developing their own special programs to expand the talent pipelines. The Department of Health and Human Services, for example, has been getting good results from their "Emerging Leaders" program. In the first year of that program, they attracted 8,000 candidates for 62 slots. Another interesting example of talent development is in the IRS "Change Leaders" program. While not a recruitment program, per se, the IRS effort focuses on developing their internal talent. Of course, that provides some great opportunities down the road for new hires in IRS. Similarly, NASA has an interesting leadership development program called "Leadership Alchemy." These latter programs are the subject of case studies posted on the Partnership's website at http://www.ourpublicservice.org/solutions/solutions_topic.htm?attrib_id=7143.

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Washington, D.C.: How do you get a clearance if you have prior convictions?

Derrick Dortch: Hello Washington, D.C.,

Thanks for your question. A person with prior convictions can possibly get a clearance but it depends on the crime that you were convicted on and the level of the charges. If the conviction was a not a felony and a misdemeanor then you may have chance. Under the Adjudicative Desk Reference it discusses criminal conduct. It says that the concern is a history or pattern of criminal activity creates doubt about a person's judgment, reliability and trustworthiness.

Conditions that could raise a security concern and may be disqualifying include:

a. Allegations or admissions of criminal conduct, regardless of whether the person was formally charged;
b. A single serious crime or multiple lesser offenses.

These are conditions that could mitigate security concerns include:
a. The criminal behavior was not recent;
b. The crime was an isolated incident;
c. The person was pressured or coerced into committing the act and those pressures are no longer present in that person's life;
d. The person did not voluntarily commit the act and/or the factors leading to the violation are not likely to recur;
e. Acquittal
f. There is clear evidence of successful rehabilitation.

So to answer your question it your ability to get a clearance really depends on your level of criminal conduct. It has been serious and is on a felony level then you probably will not get a clearance. If you have multiple lesser offenses then this could also pose a problem. If it is some isolated incidents and they are not recent you may be good to go. If you have more questions contact me at dtd@diversagroup.com

Also find out more at the ADR by going to this link;
http://www.dss.mil/nf/adr/crime/crimeF.htm

Take care.

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Arlington, Va.: Born abroad of U.S. parents is not an issue.
Sorry, Derrick, but because of the OPM takeover and other issues 18 to 24 mos. from the time the paperwork submitted is the average. OPM investigations are awful, they do not meet DOD scope and do not resolve issues. Approx 40% have to be returned for additional work despite what OPM bureaucrats say.

A DOD adjudicator

Derrick Dortch: Thanks for your insight my friend. Happy New Year to you. I knew the takeover of DSS security clearance work by OPM would cause some delays but my goodness. I hope the situation gets better soon.

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Washington, D.C.: Hello,

I have 15 years of federal gov't service. I am presently unemployed and temping off and on. My background is Payroll and personnel assistant. I would like to get a job with CIA, DOD, DOJ (agencies under Homeland Security). I will accept a clerical position to get my foot in the door until I receive my Degree in Criminology.

I have only been interviewed a few times and either the response has been I am over qualified or the recruiter tries to place me on a temporary assignment in accounting or HR. It has been a year since being permanently employed. I still have 30 more years before retirement.

How do I get employment with the Homeland Security arena?

Also how long does it take for a NACI Security Clearance to expire?

Thank you in advance for your assistance.

John Palguta: If you already have 15 years of federal government service, it's likely that you have "reinstatement eligibility" meaning that an agency that is interested in hiring you can do so without going through the fully open competition process. Make sure you prominently mention your prior service in your applications. Also, you might want to send a resume and a cover letter directly to the agencies in which you are interested and not wait until you see a formal vacancy announcement. Being willing to take a lower level, i.e., clerical position is also a good strategy since it's often easier to move up in a federal agency than it is to get hired in the first place. If an agency is interested in talking to you, they can also answer your question about the length of time for a previously granted security clearance to expire. I want to say two years but don't put money on it. Perhaps Derrick can help on that part of your question. Good luck in your federal job search!

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Washington, D.C.: Will there be another "Best Places to Work in the Federal Government" report this year?

John Palguta: Indeed there will be! For those who are now aware of the "Best Places" initiative that we do in partnership with American University, they may want to check out www.bestplacestowork.org. The information currently on that website is based on a government wide employee survey conducted in 2002 by the U.S. Office of Personnel Management. OPM has recently completed a 2004 survey and as soon as the data from that survey are available, we will update the site. We're hoping that data will be available soon!

There is also a lot of information on the "best places" website about each agency listed, e.g., how many people they employ and how many they hired last year. In my opinion, every agency on the list is a great place to work! Our best places website simply gives you more information about them.

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Washington, D.C.: What is a typical timeframe for getting a top-secret clearance for naturalized U.S. citizens? I have four job offers from top federal agencies and am currently undergoing background investigations for all the four of them. One of these investigations started as early as late 2001, and the most recent one started a year ago. None of them have yielded a clearance yet. I am willing to give up my successful career in the private sector to become a public servant. What, do you think, are the chances of this wish coming true? What is the typical timeframe please?

Thank you.

Derrick Dortch: Hello Washington, D.C.,

Thanks for your question. Your story is becoming all too familiar. Security clearances are now taking anywhere from 6 months to 2 years in time. It is very dependent on the priority level of the jobs, your background, and your contacts with people from your country of origin, travel, etc. Since you are a naturalized citizen it does take time for a background investigator to check into your connection with family and people from your country of origin as well as other areas.

With the changes in the security clearance process as dictated by the new Intelligence Reform bill passed last year I am hoping that things will get better but the truth of the matter is the backlog is great and you may have some more waiting to do. There are many changes taking place but it will take some time for them to be fully implemented and go into effect. For the clearance in 2001 you should be heard something by now. I would suggest you contact your security officer or point of contact at each job and see what your status is. Check to see if there is anything you can do to speed things up.

I encourage you to hang in there. We need people with your experience, skills and qualifications. Let me know how things work out.

Take care and I wish you the best.

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Arlington, Va.: In DOD only Sec 986 of USC applies to criminal convictions. If you served 366 days or more you are ineligible for a security clearance even if the arrest and time served was a one time isolated incident that happened back in 1975 for example. The various service secretaries and SECDEF can grant an appeal but they are very rare. Problem originated because Congress thought DOD was handing out too many clearances to murderers, etc.

Derrick Dortch: Thank you my friend.

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Washington, D.C.: John - How do the feds decide on a step in a grade when making a job offer? I've heard that they always give step 1, despite that the notices give a salary range up to step 10. Is this true? Thanks.

John Palguta: As with many of the federal HR regulations and requirements, there are usually exceptions. While many federal agencies do have a policy of making jobs offers at the step 1 of the 10-step grade level, there are situations where this is discretionary and not mandatory. I suggest that if you are being made a job offer or even during the interview phase that you ask directly whether starting at a higher step in the grade is an option. Most agencies will give you a direct answer and you may be pleasantly surprised!

By the way, down the road the General Schedule pay system may well become a thing of the past as more federal agencies are given the option of going to a system of pay bands. This will increase the ability of agencies and applicants to negotiate starting pay.

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Bowie, Md.: Whew!!! Took me awhile to find you on the site, but glad I did!

Are there any repercussions for now declining a job that required a background investigation, esp. financial ramifications? I've waited 11 months, still have "unofficial" clearance, but was informed in October I would be scheduled to start with training 01/03/05, that was the "earliest" start date.

Background: Job #1 made a conditional offer of employment 02/2004. They contacted my then-employer in June, so I had to quit. Thankfully, he has let me stay on as a 1099 employee. I haven't really heard a peep from job #1 until recently. They called to say I'd get all relevant information to my start date one week prior. The whole process has been nerve-wracking and made me lose total confidence in this company.

Of course, being a homeowner and normal person with bills, I kept looking for employment "just in case". Well, that's now happened. I accepted a great job, job #2. It's double the salary of job #1, 110% better benefits and a place I've wanted to work for 10 years!!

I want to tell job #1 "thanks, but couldn't wait anymore" but for some reason I think they said if I quit I'd have to pay for my own clearance. Since I haven't officially started, is this true?

Thanks

Derrick Dortch: Hello Bowie,

If you have found employment with a company that you have always wanted to work for, is great and has 110% better benefits your answer is to clearly stay with that company. There are no ramifications for you turning down job # 1. The companies do not pay for their own clearances. The government does. They are not being honest when they are telling you that you may have to pay for your own clearance. This is sometimes a trick that is used by some unsavory employers to get people to stay and continue in this long process after they have found another job.

Unless you have signed some form of contract that I am unaware of, you are fine. Turn down Job #1 with confidence and continue with Job #2 and enjoy your work, life and New Year. Please contact me directly at dtd@diversagroup.com if you have any problems.

Take care.

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Derrick Dortch: John, what advice do you have for people who are searching for government jobs right now? Many people get frustrated with the process of completing KSAs, questionnaires and other statements in order to apply. What advice can you give that will help people going through the process of a government job search or considering it?

John Palguta: First of all, I would advise federal job seeks to practice perseverance! While many federal agencies are trying hard to streamline their hiring processes and to become more applicant friendly, it can still be a long process in many cases and competition for many of the jobs will be tough. However, there are also a lot of great opportunities so it can pay to hang in there. Some other words of advice are as follows:

-- Be realistic in your job search. Look carefully at what's required for the job. If you think you're really not a good match for the job even if you have the basic qualifications, you may be right and you could use your time more productively by focusing on applying for other jobs, which are a better match. The "shotgun" approach to job applications tends not to be very effective.

-- Do your homework. There is a typically lot of information about each agency on its website and you should understand the basic mission of the agency as well as the specific job. If you're not sure after reading the job announcement whether a particular job is a good fit, call the agency contact listed on the announcement and ask for more information.

-- Look broadly in your job search. While seeking a job at the highest grade level for which you qualify may seem like the right thing to do, the percentage of jobs filled with outside candidates vs. internal candidates decreases as the grade level increases. Sometimes coming in at a lower level increases your odds of being made a job offer. Also, being willing to move to a different geographic area can greatly expand the possibilities. For example, over 85 percent of all federal jobs are located outside of the Washington, D.C. area.

-- Take time in completing an application to be thorough and thoughtful. Responding to a request to describe how one possesses the listed knowledge, skills, and abilities for a give job can be a pain the neck the first time you do it, it's an important part of the application process and worth doing well. Be sure to save your responses since it will be helpful in preparing future applications and the process will become easier as you prepare for future applications.

-- Finally, there are a number of resources available to the federal job seeking trying to learn more about the whole federal hiring process and how to write a good job application. The Partnership for Public Service provides some good background reading in this regard and links to other materials on its website at www.ourpublicservice.org under the tab labeled "Work for USA."

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Washington metro area: Is there any evidence to suggest that some of the defense agencies and the CIA may decrease their spending over the next few years as the White House scrambles to balance their budget?

I am contemplating applying to those agencies, but fear that they too will see their share of cutbacks. I currently work for a federal civilian agency and our office is feeling the effects of the spending (1% across the board) cuts for FY 2005.

Derrick Dortch: Hello, D.C.,

Thanks for your question. Right now CIA, DoD, DHS, DOJ and anything dealing with national and homeland security will be receiving the bulk of new monies as well as budget increases. These increases are affecting other agencies in a bad way and some have had to cut positions, hire contractors, and scale back recruiting. Right now with our current climate being focused on the Global War on Terrorism (GWOT) work for CIA, DOD, DHS, DOJ and other related agencies is one of your best bets. I see this trend of increases in budgets in these areas continuing for at least the next 5 years.

Take care and let me know how your search goes.

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Washington, D.C.: Are there any solid venues to begin to solidify an accounting profession for one with an accounting degree 2+ years after graduation with no formal experience? Most accounting job criteria, entry level or beyond, ask for an average of 3 years experience and range from accepting "some high school" and up. Sometimes it seems like experience rather than education is desired, but I thought it was the other way around and now I have a degree and no experience. Is there a suggestion for people like me that won't cause a major career setback?

John Palguta: Within the federal government, a degree in accounting could be all that you need for an entry level (i.e., GS-5 or 7 grade level) accounting job. And advancement in the federal government can be rapid, especially during the first several years for good performers. I would definitely explore some of the possibilities, particularly in the IRS, the Securities and Exchange Commission, or the Government Accountability Office. Although, almost all federal agencies use accountants!

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Hanover, Md.: Do you think the contractors' claim around here that it's hard to find cleared people a bit bogus? Reason is, that a while ago I was looking for a job and submitted my resume to Lockheed who was looking for cleared people. I had a master of in engineering with a DOD top secret and CI poly.

I got the runaround from them as hiring managers were supposedly difficult to find by the person processing my resume. I ended up going to a different contractor and recently got my top secret with full scope poly with NSA. I would imagine with this, that it would still be hard to change jobs since even with the government, it takes a long time to get one's application processed, if at all.

Derrick Dortch: Hello Hanover,

I think that you currently have a situation where there are numerous contractor and subcontractors and within that number there are a few who have very bad recruiting and hiring practices. Lockheed is a great company but it seems as if you ran into some unprofessional recruiters and some bad hiring practices. It happens even with the best companies.

Many companies are looking for cleared individuals because of the backlog in clearing those without clearances. That number is still small in comparison to the number of jobs needing to be filled. I am just glad you secured your other position and are good to go now.

Take care, thanks for your comments and questions and have a Happy New Year.

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Bethesda, Md.: I recently interviewed for a fed. job, then was asked to complete a security check. Despite this, I have yet to receive an offer. Should I expect an offer letter - or does it not work that way in govt.?

John Palguta: If you've been interviewed and asked to submit information so that the federal agency could complete a security check, the odds are good that they will eventually get back to you with a firm job offer. However, rather than wait and wonder, I suggest you call the HR office for that agency and inquire about the status. Depending on the nature of the security clearance being sought, it can be a lengthy process but an agency HR specialist should be able to give you an update.

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Arlington, Va.: Hi John,

I have two questions.

1. Are there any provisions in the federal hiring code to match the salary (or at least come close) for a job candidate who is a mid-level management executive in the private sector?

2. I have accepted a job offer with a grade/salary that's way too low compared to what I am making now and planning to renegotiate once I actually get my clearance. In my situation if the step is increased from 3 to 10, the federal salary could come somewhat close to my current one in the private sector. What are the chances that the government will match my current salary?

John Palguta: As I mentioned in a previous reply, there are provisions for adjusting the starting salary for an new employee in certain circumstances. Unless there is a special salary rate that's been established for an entire occupation, the decision to adjust the starting salary is discretionary for the agency. I would certainly ask. As to the chances that the agency will agree, that will depend on a number of factors including any internal guidelines they've established for themselves and how much they want you! Keep in mind, however, that the hiring manager may not have the authority to change the offer, but you'll not know unless you ask. Good luck.

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Washington, D.C.: Are there organizations other then DSS performing security clearances? Also, besides the NSA and CIA, who does not use DSS?

Derrick Dortch: Hello D.C.,

It used to be that DSS, OPM, CIA, NSA, FBI, etc. did perform their own clearances. DSS and OPM performed the bulk because they covered DOD, Military and many other government agencies. There are some changes that have been made in the past couple of months. OPM has now taken over the security clearance process from DSS. Now OPM will clear and adjudicate all for DOD, Military, and many other government agencies. The second change is with Intelligence Reform Bill. It says this;

PERFORMANCE OF SECURITY CLEARANCE INVESTIGATIONS.— withstanding any other provision of law, not later than 180 days after the date of the enactment of this Act, the President shall, in consultation with the head of the entity selected pursuant to subsection (b), select a single agency of the executive branch to conduct, to the maximum extent practicable, security clearance investigations of employees and contractor personnel of the United States Government who require access to classified information and to provide and maintain all security clearances of such employees and contractor personnel. The head of the entity selected pursuant to subsection (b) may designate other agencies to conduct such investigations if the head of the entity selected pursuant to subsection (b) considers it appropriate for national security and efficiency purposes. (2) The agency selected under paragraph (1) shall— (A) take all necessary actions to carry out the requirements of this section, including entering into a memorandum of understanding with any agency carrying out responsibilities relating to security clearances or security clearance investigations before the date of the enactment of this Act; (B) as soon as practicable, integrate reporting of security clearance applications, security clearance investigations, and determinations of eligibility for security clearances, with the database required by subsection (e); and (C) ensure that security clearance investigations are conducted in accordance with uniform standards and requirements established under subsection (b), including uniform security questionnaires and financial disclosure requirements.

All this says is that there is suppose to be one single agency that supervises the security clearance process. This agency has not been chosen. It may be OPM or someone else but that is to be determined. So now every agency including CIA, etc will have to fall under this one agency. Of course there will be exceptions so we will have to wait and see what happens.

Thanks for your question.

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Desperate in D.C.: Hi,
My current job contract ends soon and I want to work for the government. I have over 10 years experience in program management (health/nonprofit), but I don't have a college degree. I am mid-40s and I decided to go back to school but it will be at least 3 years before I have my BA. To bolster my resume I am thinking about also taking (at the same time) a USDA paralegal certification course (14 weeks) & a government contracts course do you think this will help me get a mid-level government job?
Belinda

John Palguta: Dear Desperate,

Some federal jobs (e.g., engineer, accountant, lawyer) have a positive educational requirement that mandates some college level courses or certification but many do not. So the lack of a degree should not be a barrier to federal employment unless the job sought is in the first category and the job vacancy announcement will tell you that. I think additional training or certification (e.g., a government contracts course) could be helpful if it's directly related to the job to which you are applying. Finally, you mention a desire for a "mid-level" job and I'm not sure what level you are targeting. A general rule of thumb, however, is that the higher the grade level the tougher you're competition will be. So to the extent you can be flexible on the grade level you're willing to accept, the greater the opportunities. I wish you success in you search!

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Fairfax, Va.: How does one get started in applying for government jobs and obtaining security clearances?

John Palguta: The short answer is that you should focus on applying for the jobs. If a federal agency wants to hire you, they'll take care of seeking a security clearance for you. I think my reply to a previous question will give you some suggestions on how to approach the job search process in the federal government. Good luck.

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Washington, D.C.: Do you feel that the federal government will end up contracting Federal positions in an effort to save money?

I think that KSA'S were created because important information is being left out of the one page resume'

Derrick Dortch: Hello D.C.,

The federal government is already contracting many positions in an effort to save money. This works sometimes and other times it doesn't. The government will only contract only so much of its work but contracting is not going away and depending on the administration it may become a bigger part of the way things are done.

As far as KSAs are concerned I do not think they are a bad thing. A federal resume should never be one page. It should be targeted and can be 3 - 5 pages in length. A person’s government job search should be targeted and not random. You should target positions that you are qualified for and have the experience and skills to do the job. If you do this then answering the KSA does not become such a burden. KSAs are like interview questions or any other screening method. They have been developed to find the best-qualified people to do the job. If you can prepare your KSAs in the right way then you prepare yourself to win the interview. I do understand the frustration of KSAs but I do encourage you to take your government job search serious and also take the development of your self-marketing tools (resume, federal resume, KSAs, etc) serious as well. Tell success stories, use the CCAR or SAR method to tell your accomplishments.

CCAR
Challenge
Context
Action
Results

SAR
Situatin
Action
Results

Use these methods in both your federal resume and KSAs. It is also effective in private sector resumes.

I hope this helps. We have some great resources about KSAs on our site:
www.federalresumeksacenter.com

Take care.

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Centreville, Va.: Not to sound like sour grapes but are you sure the govt. is even trying to hire people?

It seems to me that various agencies aren't particularly interested in hiring. If you post your resume on USA Jobs, you will have zero hits on it after several months. This has happened to me and several friends who work in various fields.

On another occasion, my information was forwarded to a selection official after applying to a Homeland Security job. Two months went by and when I contacted them they simply sent me an e-mail that stated that the opening had been closed.

I, and several people I know, are not applying for high level, specialized positions. We're talking GS4- GS7. It is my opinion that the govt. is missing out on a large pool of talented people due to their own byzantine hiring process.

John Palguta: To quote a former President, "I feel your pain." Yes, the federal hiring process in some agencies can be byzantine and many agencies do not do enough to keep applicants informed about the status of the jobs to which they've applied. Those agencies are shooting themselves in the foot since they'll lose out on some of the best candidates who will simply not wait around. This is slowly changing and some agencies are clearly better that others. I hope you'll not give up, however, since the government does need good people and it does finally end up hiring quite a few new employees each year.

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Springfield, Va.: We often hear of selecting officials bemoaning the fact that when they finally get a hiring certificate the most qualified applicants have already found other employment. Recently, I've heard one selecting official with an opposite problem -- the most qualified applicant won't be available for another 6 months. This presents another set of problems. Have others experienced this problem? Any thoughts on how to handle this one?

John Palguta: You're right on the first point, government loses out on some great applicants if the process drags on too long. The other situation, wherein the candidate is not ready yet, is much less common but it happens. In that case, however, the hiring manager simply has a decision to make, can he or she wait that long for the most qualified or do the needs of the organization and the qualifications of the next most qualified candidate dictate that the job offer go to the latter candidate.

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Springfield, Va.: I applied for P.G. County police and passed all the requirements before the final two that were polygraph and drug test. When I finished the polygraph, I was told by the detective that I did well on it. But couple days later I was told they were discrepancies with the polygraph and that I could not go forward. I'm confused and wanted to know who can I talk to dispute this or should I just let it go? Also, would this hinder me when applying for other Police departments through out the Washington area? Thanks

Derrick Dortch: Hello Springfield, Va.,

I am sorry to hear about what happened. First I would see if you can talk to someone about appealing the decision and retaking the polygraph. Try to find out what are the areas of concern. Write a formal letter appealing the decision, indicating that you told the truth and that you would like to be given the opportunity to retake the polygraph. Be humble in your approach.

As far as other police departments and other law enforcement jobs are concerned it may pose a problem is they ask have you ever applied to or been through the hiring process with any other police agency. If they ask this you will need to be honest. I have found that some people are given a second chance. The key is to be honest and let others know that you were telling the truth. Some police agencies do not use the polygraph so you may not have to worry about that. Contact me directly at dtd@diversagroup.com if you have anymore questions.

Take care and I wish you the best.

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John Palguta: Derrick, this has been great fun but I see we're close to running out of time and I don't want to overstay my welcome! Thanks much for inviting the Partnership for Public Service to participate in today's chat and thanks to all of your readers who sent in such great questions! I'm only sorry we couldn't answer more of them!

Regards, John Palguta
Partnership for Public Service

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Washington, D.C.: How does a government "outsider" understand the meaning in the government level titles like GS-3....GS-7....and so on. Is that experience, qualifications, salary, of level of security? I think its means Government Salary, but I am not sure (that just may be a silly guess of mine). But, is there a site that tells the meaning and any direct correlations?

Derrick Dortch: Hello Washington,

I have to answer you quickly because we have to wrap up at 12:30. GS means General Schedule and the numbers GS 9 - 13, GS 13 - 15, etc. mean what level the job is classified on and what the pay scale will be for that job under the particular GS level. The best way to learn more about the government process is to go to the Office of Personnel Management (OPM's) website at www.opm.gov. You can also go to USAJOBS at www.usajobs.opm.gov - both site have an abundance of information about government jobs. Contact me directly at dtd@diversagroup.com if you need more assistance.

Take care.

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Washington, D.C.: I would like to know with the upcoming job cuts to some of the government employees in the District's government and other state governments. Is there any way that the government can or should create jobs overseas as a result of the tsunami (Asia) for the men and women who are or have lost their jobs.

With all the money that the government is sending to Asia to help with the recent problems...can the United States allow Americans to go there and work and earn some of the money to help re-build that country.

What about these men and some of these women that are about to be released from prison. They have paid their debits to society, why not give them the opportunity to re-establish their credibility with society and go over there and help re-build that nation.

Shouldn’t the government's first priority be to it's people here at home?

Would this, or could this, again be something that the government should and could do?

Wanda Barnes

Derrick Dortch: Wanda,

You have some good comments. Unfortunately we have to go. Contact me directly at dtd@diversagroup.com if you need assistance.

Take care.

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Derrick Dortch: Well that is all the time we have. WOW!!! we had a great show today with some great questions. Let me give a big thanks to John Palguta
Vice President, Policy and Research for the Partnership for Public Service. He has been a great guest and we appreciate his work and the staff of the Partnership for all they do. Thank you to John and everyone at the Partnership. As usual I also want to thank my great producer Andrea Browne for all of her great work.

We will be back on February 4th with another great show. Our topic will be Careers in Counter Terrorism. My guest will be Jennifer Hardwick, Senior Director at The Terrorism Center. It will be another great show so make sure you stop by.

Happy New Year! Have a great month of January, give back, and stay safe. I will see you in February. Take care.

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