Finding a federal job is not all that difficult.  Go to USAJobs.gov and you will see thousands of jobs listed for numerous career fields all over the US and the world.  The measure of difficulty comes into play as you begin researching how to apply for these jobs.  One would think that all the agencies accept the same formats, require the same information, and provide easy to follow instructions on how to apply for vacancies.  Well, it is easy if you use the right approach.  How pressed are you to find a job?  Do you need one right away, or are you currently employed and have the ability to wait through the lengthy process to becoming a federal employee.  If you are pressed for time, the government is not the place to begin your search.

This article will address one of the most important factors in obtaining federal employment.  Writing KSAs.  What are KSAs, you ask? They are specific narrative statements that pertain to the qualifications and experience you posses that are directly related to the position you are applying for.  It will also address the important personnel review process. Understanding the personnel review process and the importance of good KSAs is critical to your success in being hired by the Federal government.

Finding Federal Jobs that Interest You

Again, go to the USAJobs.gov web site and you can find employment from entry to executive levels.  All have specific pay grades and ranges available based on your particular experience.  Once you have found a job that appeals to you, read the vacancy announcement very carefully.  Take notice of the particular skills they require and verbiage used within the vacancy announcement.  Just as there are key words and key phrases that SEOs use to rank websites and blogs, there are also key words and key phrases that can be utilized in demonstrating your Kowledge, Skills, and Abilities to the staffing specialist that reviews your entire application package.

You can have the best resume in the world, but your answers to the KSAs are what the rating official will use to determine whether you make that “best qualified” ranking list.  This is the list you want to be on once your package has been reviewed and the weight placed on your KSAs is vital to being selected as a “best qualified” candidate.

Understanding The Personnel Review Process

Your completed application will be sent to the specific federal agency you are making your application to. This can be done most times on-line, however, there are certain agencies that require you to fax your entire package to a specific location. This will include your federal-style resume or OF-612 and KSAs particular to the vacancy announcement. The announcement may also ask for supplemental information as well. You have to very carefully read the instructions to determine what they want, i.e., college transcripts, DD-215, your last supervisory evaluation, or other applicable information. Ensure that you have included everything they request in the announcement.  Be thorough, lots of people never make it past this point.

A Personnel Staffing Specialist will review your package to ensure it’s complete and all required documents are in the package.  He/she will then review your resume to determine whether you meet the basic qualifications for the job. If you meet the basic qualifications they will review the entire package to determine whether you meet minimum qualifications.  Again this information will be contained within the vacancy announcement.  If you are qualified, they will usually decide at this point whether you are qualified or highly qualified.  Meeting either of these requirements will ensure a review next of your KSAs.  This is the final determination in your package as to whether you are referred to the hiring authority.

KSAs can be ranking and rating factors, evaluation factors and job ranking elements, supplemental statements or a written test.  More importantly, they are used as an elimination tool, which is why they are so important.

Writing Your KSAs

First, you want to think about the specific experience you have and how it pertains and relates to the vacancy.  This can, for some people, be a tricky analysis as they have a difficult time translating their experience to the specific specialties and qualifications contained within the vacancy announcement.

Everyone, no matter whether you are a new college graduate with little practical experience, or a seasoned veteran within a particular field can demonstrate desirable qualifications.  Often times they are not the hard skills you posses, but the soft skills you have developed though school, previous employment, a hobby, volunteerism, etc. that can demonstrate a practical Knowledge, Skill, and Ability.  More and more, employers are focusing on these soft-skills.  They are measures of emotional intelligence which are critical to any organizations’ bottom line.

Next, I highly recommend you print out the vacancy announcement so you can readily refer to it as you write your KSAs.

As you begin to think about your skills and writing KSAs, start by developing an outline.  Don’t worry about all the content initially.  Just start with an outline of positions you have held and see if you can’t define a few particular accomplishments for each position.  Once you have your outline developed, begin to add content to each item.  Remember; refer to the vacancy announcement as you relate your experience and qualifications to the requirements within announcement and make sure they correlate.  Using keywords taken from the vacancy announcement throughout your descriptions with help to align the points you make within your KSAs to the specific qualifications for the position.

Most federal positions require KSAs of some sort.  Sometimes they are specifically requested by name, other times you will be directed to an on-line application form that will require an essay sort of response.  Make no mistake, this is still a KSA and should be written accordingly.  There are varying opinions regarding how long your KSAs should be and there is always a maximum stated within the announcement.  I am of the mindset that they should be as long as needed.  What I mean by that is use verbiage and language that conveys your message, clearly and concisely, and make it interesting to read.  You have to elaborate and use colorful descriptive language to express your supporting points and convey your meaning.  It is a balancing act and it is also specific to the sort of vacancy you are applying to.  Exercise your best judgment and read and re-read your KSAs.

Here are some tips to remember where you are writing your KSAs

Read the vacancy announcement carefully

• Gather the information needed to begin writing
• Be specific
• Be precise
• Get to the point
• Do not ramble
• Use lots of examples
• State specifically what you have done
• Do not use acronyms
• Present yourself in “clear and plain” language
• Do not borrow language from the position description

Once you have your KSAs written and your happy with the way they read, be very comfortable with the examples you site and the message you convey.  If your KSAs land you on that “best qualified” list, the next step will be a personal interview where you can then capitalize even more on all the great personal characteristics you possess and further substantiate your qualifications and why you are the right candidate for the job!

I worked in retail for nearly ten years for a large grocery chain, based out of California in the early 80’s.  I worked from the lowest level in the organization up though every department, up to being responsible for balancing all the income and managing the customer service and front office functions.  Working this closely with the public for such an extended period of time, I had some reservations about committing to a managerial position within the company, though I was actively pursued and encouraged by my superiors to move into formal management of the entire store.  I always had a way of dealing with difficult people, no matter whether they were co-workers or the public at large, but it was something I really didn’t enjoy doing at the time.  So, I quit my job, went to school and learned all I could about computer systems, and thusly, my entrance into the IT profession in the early 90’s.

I began my twelve year career as an IT professional, much the same way I did in retail; from entry level, working as a computer assistant, performing the most basic operations, to ultimately becoming the Director of Information Services for a relatively large resort management and timeshare company.  I discovered early on again, I had a flair and undeniable capability for communicating and dealing with diverse and difficult individuals and groups. Only this time, I rather enjoyed the challenges of dealing with so many different personalities and building productive working relationships. I also discovered that I possessed a tremendous aptitude for grasping difficult technical concepts and information; putting it all together; and relating it back in both technical and non technical laymen’s terms to develop systems and build solid relationships with people the people I worked with.  Additionally, I discovered that certain workplace cultures existed that made it difficult for me to achieve my goals as an IT professional.  I took two years off and embarked on a completely new path with a government agency who shall remain nameless as I am prohibited from blogging or posting anything on the Internet regarding my work.

I decided that serving my county in this particular capacity was a worthwhile pursuit and I began working for this agency in September 2004.  Again, I started out at the entry level.  After one and one half years I was recognized and promoted.  Which brings me to my latest disappointment and previously perceived failure.

I have now been with the agency for nearly three and one half years and was pursuing a supervisory/managerial position.  Again, I had built solid, strong working relationships with both my superiors and subordinates and assumed additional responsibilities as a certified instructor.  From the time I applied for the position, I modestly admit that the overwhelming majority opinion was that I was the de facto candidate for one of the three positions available.  My attitude was always to never presume anything and that was what I attempted to communicate throughout the very lengthy decision-making process.As with any organization, there are cultures that exist that are beyond our control.  The organization I work for is certainly no exception.  I found out on Thursday that I had in fact, not been selected as one of the next Supervisors.  I was deeply disappointed, not only in myself, but also with the selecting official ultimately responsible for the final decision.  I was given numerous assurances and validations that I was unequivocally qualified and was one of the most effective and respected leaders and communicators within our organization. As I listened to his remarks, I couldn’t help being puzzled by all the commendation specifically laid upon me and I couldn’t help but wonder why this man made the decision not to promote me. He truly seemed uncertain about the success of one candidate in particular, but was totally willing and committed to assuring everybody in his formal announcements that his selections were the best candidates for the job. During our discussion, he conveyed how the rating system was established and how it was of his own making. Candidates were rated based on their KSA’s, narrative statements government jobs require that showcase a potential candidates particular knowledge, skills, and abilities in performing the duties specific to the job; their respective resume; their performance with the interview panel; and seniority with the agency (not necessarily in that order and weighted based on catagory).

As I pondered our discussion over the next couple of days, it occurred to me that perhaps I was not selected for the simple fact that I had not been with the organization for as long a period and there was a certain measure of weight placed on how long all the candidates had worked for the agency.  I was told of the top four candidates, of which, I was number four; we were all within 1 (one) point rating of one another.  It didn’t occur to me at the time, but all had been with the agency since its inception, which meant their respective start dates were two+ years prior to my own.  So, from my point-of-view, given the weight to the various measurements the panel used, I had a little more than half the time-in-grade as the other candidates and some considerable ground to make up based upon that requirement to score where I did.  So essentially, in my view, I out performed the others candidates in one or more of the other areas to have come so close in my overall rating.  I don’t consider any system we humans define in order to be fair to be free from flaws or bias to some degree, but when you work in government, the paradigm of fairness takes on an entirely new meaning. 

The longer I thought about this, the more I had to consider my own perceptual acuity in measuring the levels of integrity others posses, especially my superiors.  I had a tremendous amount of respect for this man and a strong professional relationship based out of trust but to me, he made a risky choice and a choice he clearly had reservations about as he explained his decision.  He developed the rating system, but he also possessed the authority to make a decision outside the rating instrument.  So, either he was just delivering a line, to make me feel better in the wake of disappointment, or he truly meant what he was saying.  Either way, the measure of trust I had placed in our professional relationship has been  deminished.  Which brings me finally to my own reconciliation to controlling my own destiny.

Through all the personal history I recite in this post about my own journey though my professional development, one thing remains constant in my mind.  I am the best candidate for the job of controlling my own professional destiny with a proven track record that will lead to success!  I have discovered where my strengths and weaknesses lye, and have learned, sometimes the hard way, to adapt and grow. Initially, I analyzed the defeat as a failure, but actually, as a fellow blogger recently quoted in his article, Fear of Failure and Home Based Business, “champions are born in the labor of defeat.”  I couldn’t agree more.  I have pondered starting my own business for years and have always used fear as an excuse not to do it.  But really, there is noting to fear, because you have nothing to lose and everything to gain.  The options are undeniably clear to me by using my own career as an example; continue to allow others to arbitrarily determine my achievements and success based on tools or influences outside themselves; or allow myself complete liberation from the undeniable control of others by taking a ride on the wings of an eagle and soaring freely in the success and accomplishment of my very own making.  Which one would you chose?  I’ll take the eagle, I’ve come to far not to read the signs pointing me in my own direction. 

Far more to come!