CareerPro Global, Inc.This is a great service for Veterans departing from service, they did an outstanding job translating the things we do in our specific jobs to civilian terms. At the time of delivery I was blown away with what they did with my experience! Highly recommended
-SFC T. Buskey U.S. ARMY (RET)
Why those of us at CareerPro Global love our jobs:
“Dear Peggi,
“Thanks goes out in a very large part to the wonderful resume that you prepared for me, I got a new job!!!!!! I got a job as an Assistant Management Analyst with promotion potential to a Management Analyst. The job is a big promotion for me and actually goes two grades higher than the job that I have now.
“The resume that you did for me was geared towards a Management Analyst position. I got the job within my agency and it was the very first job I applied for since you did the resume for me. In fact the resume was so good that the folks that interviewed me commented on how well it was written and one of them even said they were going to use some ideas for their resume as well.
“Thanks again,
“ E. R., Federal Reserve Board of Governors”
The following link to the White House Blog gives more information on Reverse Boot Camp for our Armed Forces members leaving the service.
http://www.whitehouse.gov/blog/2012/07/25/transitioning-our-service-members
Here are links to specialized web sites operated by CareerPro Global, Inc., the only known careers company to operate with the prestigious ISO 9001:2008 certification.
For Senior Executive Service positions, the highest level of government employee, frequently working for cabinet-level offices.
For Federal Resumes and guidance on the often complicated federal vacancy application process.
For Military Transition, assisting many thousands of veterans since 1986. For Federal job positions specializing in USAJobs, AVUE, Quickhire and other agency-specific input formats.
For specialized Executive Core Qualifications or ECQs that accompany the Senior Executive Service (SES) applciations.
For Knowledge, Skills and Abilities (KSA) statements, formerly used as standalone documents, now frequently embedded directly into federal resumes.
For general purpose, civilian, corporate plus military and federal resume services and career coaching.
In 2010, the President’s Management Council started a working group to explore ways to improve SES performance evaluation, and ultimately recommended a new standardized system. In 2011, top Office of Personnel Management (OPM) leadership stated that the challenging financial environment and other issues were placing a strain on the SES workforce.
Consequently, OPM has released a new performance management system for the SES. The new measurements are designed to improve the evaluation process through a standardized framework to not only communicate performance expectations, but also evaluate performance.
That framework integrates the five Executive Core Qualifications (ECQs) used to assess potential SES employees during the application process. The five core competencies are: Leading Change, Leading People, Results Driven, Business Acumen, and Building Coalitions.
Although SES employees have always been expected to provide executive leadership and oversight, the new emphasis on the ECQs in performance measurement places a sharper emphasis on individual results. In the new framework, senior executives will be assessed in their official performance evaluations in each of the five ECQ areas (on a scale of one to five).
Any executive who receives a final rating of “unsatisfactory” will be removed or reassigned. The same thing applies to any executives who receive two ratings at less than Level 3 within three years, or two Level 1 ratings within five years.
In Fiscal Year 2010, more than one-third of all SES members received the highest possible rating on their performance evaluations. It will be interesting to see how these new performance measures will affect those metrics. In the meantime, the importance of the ECQs in general will become even more prominent.
Think about it: Those applying for an SES position already have to provide well-written examples of their career accomplishments in each of the 5 ECQs while incorporating 28 competencies throughout. It was seen as almost a rite of passage, which it was.
But now, the ECQs won’t just be the way you describe your experience when applying for the SES; they will be the very cornerstone on which your ongoing performance (and job security?) is assessed and recorded in your official records.
The SES requires a dynamic balance of leadership, strategic thinking, and specialized experience. To enter the SES, your ECQs must demonstrate that you have the right balance, and they must show results. I predict that integrating the ECQs into the new SES performance measurement system will put a sharper focus on results across the SES in years to come, and that can only be a good thing.
Perhaps the collective standard of the SES has been raised a bit—or perhaps a lot. Only time will tell.
You can find job-winning, OPM-approved samples of SES application packages in our book, Roadmap to the Senior Executive Service. Get your copy today by clicking on this link or searching the title on Amazon.
Barbara Adams is the President and CEO of CareerPro Global, Inc. (CPG). She has been on the leading edge of SES application development for decades. Committed to providing world-class service, she has also built an SES writing team that has assisted more than 2,500 clients develop their application materials. Ms. Adams has been featured on TV and radio and as a presenter at numerous career conferences. CPG recently sent a team to instruct senior officials at Warner Robins Air Force Base, Georgia, in best practices for developing their SES application materials. She is the co-author of the new book, Roadmap to the Senior Executive Service: How to Find SES Jobs, Determine Your Qualifications, and Develop Your SES Application.
(Reposted from GovExec.com)
The Office of Personnel Management on Friday unveiled a new performance management system for the Senior Executive Service.
Originally slated for completion in September 2011, the new measurements aim to streamline the way top managers in the federal government are evaluated.
“This system focuses, in particular, on the role and responsibility of SES employees to achieve results through effective executive leadership,” Berry said. “The new system will also provide the necessary flexibility and capability for appropriate customization to better meet the needs of all agencies and other federal organizations (e.g., offices of inspectors general).”
The President’s Management Council started a working group in 2010 to examine ways to improve SES performance evaluation. The recommendation to create a standard system came out of that group.
In a February 2011 memo to SES members, Office of Management and Budget Deputy Director for Management Jeffrey Zients and Berry wrote that tight budgets, along with a growing workload, impending retirements and limited opportunities for development were straining the executive-level workforce.
Under the new management system, the core qualifications that determine a candidate’s entry into the SES are applied to performance evaluations — a move that makes sense, said Carol Bonosaro, president of the Senior Executives Association. The five core competencies are: leading people, leading change, results driven, business acumen and building coalition.
Executives who receive a final rating of “unsatisfactory” will be removed or reassigned; those who receive two ratings at less than Level 3 (of five levels) within three years will also be removed or reassigned, as will those who receive two level 1 ratings within five years. Overall, the SEA is “pleased” with the new system, which Bonosaro said “does tighten the level of performance.”
Some senior executives have expressed concern over whether they will be rated fairly under the new measurement, fearing an administration could give out lower performance ratings for its own political benefit.
Under the current system, “plenty of executives have seen their ratings lowered without explanation,” Bonosaro said.
In fiscal 2010, more than one third of all SES members received the highest possible rating.
“Having clarity about performance standards, that’s all fine, but I think [senior managers] are just going to see if this is going to produce a different experience, or a better experience” with performance evaluations, she added.
Dear Readers,
The entire staff of CareerPro Global wishes you and yours a happy, healthy, and prosperous 2012. Let’s make it the best year ever.
CareerPro Global president and CEO Barbara Adams is featured monthly in the Career Tip of the week Column in FedManager.com, a free interactive weekly e-report for Federal Executives, Managers, and Supervisors. Below is her latest column. Subscribe to FedManager.com to be sure not to miss another column.
New SES Development Program Seeks to Improve Diversity
The Asian American Government Executives Network (AAGEN) is doing their part to enhance diversity among the ranks of the Senior Executive Service. Specifically, they have launched a pilot SES Development Program with support from the White House Initiative on Asian Americans and Pacific Islanders (AAPI), the U.S Office of Personnel Management, and the U.S. Equal Employment Opportunity Commission.
According to AAGEN’s website, “Asian Americans and Pacific Islanders are underrepresented in the Federal government’s Senior Executive Service. The SES Development Program will identify potential SES candidates and help AAPI employees develop the skills they need to advance their careers…”
Further guidance indicates that they are currently seeking 20 individuals (GS-15 or higher), whom they will help prepare for the SES selection process through intensive training, education and mentoring. Selected candidates must become AAGEN members, and “pay it forward,” by participating as an AAGEN Mentor to other lower GS level equivalent candidates.
This program represents another boost in the momentum towards diversity in the federal workforce that has been growing for the past several years. In 2009, President Obama signed Executive Order 13515, reestablishing the White House Initiative on Asian Americans and Pacific Islanders and the President’s Advisory Commission on Asian Americans and Pacific Islanders.
Since then, the Initiative and Commission have partnered with people across the country on critical issues of importance to the AAPI community. For instance, they have hosted over 200 events including national summits, and workshops in 23 states and 50 cities, reaching more than 22,000 people.
In August 2011, President Obama signed another Executive Order (13583), this one designed to establish a government-wide initiative for promoting diversity and inclusion.
Candidates for the AAGEN SES Development Program can only participate if they obtain permission from their managers, and if their agencies agree to cover travel-related costs. For more information on applying, visit the AAGEN website.
Most importantly, agencies must get their applications in by December 16, 2011.
Barbara Adams is the President and CEO of CareerPro Global, Inc. (CPG). She has been on the leading edge of SES application development for decades. Committed to providing world-class service, she has also built an SES writing team that has assisted more than 2,500 clients develop their application materials. Ms. Adams has been featured on T.V. and the radio, and as a presenter at numerous career conferences. CPG recently sent a team to instruct senior officials at Warner Robins Air Force Base, Georgia in best practices for developing their SES application materials. She is the co-author of the new book, Roadmap to the Senior Executive Service: How to Find SES Jobs, Determine Your Qualifications, and Develop Your SES Application.
This past week has been jam-packed with federal and military news–so much, in fact, that if I gave each a separate post you’d be here reading until Thanksgiving. Below are links to some of the best and brightest web articles of the past week.
The top news, of course, is Veteran’s Day. The staff of CareerPro Global work with the exceptional men and women of the military every day–we are, in fact, dedicated to assisting them with their transitions into civilian life and have been since 1986. We are in awe of the exceptional work and sacrifice given by these spectacular folks. Any many of our own are veterans themselves.
We salute our veterans–as well as those who are still in active duty and those who have given their lives for their country. You have our appreciation and love.
Do you know how Veteran’s Day came to be? Here is the history of the Day: http://www.va.gov/opa/vetsday/vetdayhistory.asp
CareerPro Global is working on an exceptionally exciting high-visibility initiative for veterans that is coming soon from the White House, Joining Forces, and we are giving vets a sneak peek of our material here: http://veteranstransitionhq.wordpress.com/2011/11/11/joining-forces-for-veterans-day/
Learn more about the Joining Forces intiative: http://www.whitehouse.gov/joiningforces/resources
More big news of the day for veterans–assitance from the top: http://www.marketwatch.com/story/senate-passes-legion-backed-jobs-bill-for-veterans-2011-11-10
The Veteran’s Administration opened a new site today to assist veteran’s looking for federal work: http://vaforvets.va.gov/
Has anyone else seen the clever television ads from the Post Office, reminding viewers than many of their workers are veterans? Here’s the story behind the ad: http://federaldaily.com/articles/2011/11/08/bill-would-affect-many-vets-in-postal-workforce-unions-say.aspx
And my favorite topic, UAJobs.gov–it looks like they’ve got yet another change up their sleeves: http://www.govexec.com/dailyfed/1111/110811al1.htm
The Office of Personnel management is finally acknowledging and taking responsibility for the kerfuffle surrounding the launch of USAJobs VG.3.
“We made some mistakes,” OPM’s Chief Information Officer Matthew Perry said at a media briefing. “There are no questions that we got overwhelmed.”
The new site, which went live Oct. 11, received nearly 45 million page views on its second day and a total of 39,642 help desk complaints to date on topics including login difficulties, unreceived email notifications and nonworking search parameters.
“I want to first apologize to all applicants who were dealing with trouble of the last three weeks,” Perry said.
Security concerns drove OPM to bring the site in-house, Perry said. When USAJobs was contracted out to Monster.com in its previous iterations, federal employee job resumes co-mingled with those of the private sector on Monster’s servers, potentially leaving government workers vulnerable to identify theft, according to some on the Chief Human Capitol Officers Council, which includes representatives from every major federal agency.
Though there were errors in search functions, Dillaman said OPM’s response has been effective and the problems have “gone from being a wave of critical system function issues to . . . very specific types.”
Dillaman said OPM could not have prepared for the high volume of initial site traffic. “If you have ever been to the mall the day after Thanksgiving, you know what it’s like when everybody hits the doors at once,” she said, adding that OPM did not have the time necessary to “fine-tune” the site prior to its launch.
Response from users has been overwhelmingly negative for USAJobs 3.0, which faced a five-hour shutdown Nov. 1 despite an increase in servers. About 667,000 applications to date have been submitted on USAJobs 3.0. Perry said that no federal agencies have had difficulties posting jobs to the site.
“I’m not here to declare victory or that we’re done. We will continue to refine this every week,” Perry said.
See the entire story at http://bit.ly/thnBJV.
