Strong ECQ Statements Needed To Pass QRB Review

Quality Review Board and Strong ECQs

Getting your Senior Executive Service (SES) resume and application package approved for further review is an accomplishment; it’s another big hurdle to get “past” the Quality Review Board (QRB) a panel of experts who declare your application fit for further consideration. Obtaining the approval of the QRB is one of the more vexing tasks that SES candidates face and it’s why many of the successful ones choose to utilize the services of professional SES resume writers. These writers work with the SES packages every day and have insight and experience to construct Executive Core Qualifications (ECQ) documents that win over the QRB reviewers. A good example is this testimonial offered by a successful SES candidate in a letter written to Barbara Adams, CEO of CareerPro Global, Inc., one of only a few companies to provide expert SES assistance and the only ISO 9001:2008 certified career services company.

Barbara,

“I would like to take this opportunity to express my extreme appreciation for all of Nancy Segal’s hard work which allowed me to be accepted into a Federal SES position.  I contacted CareerPro Global about nine months ago after my ECQs were rejected a second time by OPM’s QRB.  Nancy was assigned to my case at the time and she has been fabulous.  Nancy revised my initial ECQs within two weeks to tell a better story for my next SES opportunity.  Several months ago when I was tentatively selected for another SES position I contacted Nancy and she did not hesitate assisting me in revising the ECQs to make them more current.  Nancy responsiveness has been more than outstanding and her valuable input was much appreciated.  It was made clear to me that Nancy knows exactly what OPM is searching for in reviewing ECQs when I was informed yesterday that my ECQs were approved by the QRB.

Nancy’s efforts and work product allowed me to be accepted into a SES position.  I could not have done it without her.  I highly recommend Nancy to anyone interested in pursuing a SES Federal career.

Again, thanks to CareerPro Global and Nancy Segal.”

Regards.

David L. (last name withheld)  

Integrating the Competencies into Your “Leading People” Narrative

by Barbara Adams, President and CEO of CareerPro Global, Inc.

With very few exceptions, almost every Senior Executive Service (SES) position you apply for will require you to submit Executive Core Qualification (ECQ) narratives. While it is obviously important to ensure the examples you provide match the ECQ titles of Leading Change, Leading People, Results Driven, Business Acumen, andBuilding Coalitions, that’s actually not enough. The best way to write ECQs is to first select a topic that makes sense for that particular ECQ, and then look at the specific competencies and ask yourself whether you can address most or all of them effectively.

For example, let’s talk about Leading People. Imagine a senior military officer who is retiring after 20 years of distinguished service and trying to enter the SES. Now, imagine that he/she is writing his/her Leading People narrative. This individual is clearly a strong leader, and had led organizations of more than 1,000 people and provided executive oversight to 12 different organization comprised of more than 100,000 people stationed around the world.

Now, let’s say this individual provides a great description of all this leadership, but focuses purely on leadership philosophy and the complex missions the organization had to accomplish. Shouldn’t those folks in the Qualifications Review Board (QRB) still be able to tell what a great leader this person is? Maybe, but maybe not. Even though this individual is clearly a seasoned leader with worldwide experience in a variety of field and office environments, the ECQ likely won’t pass muster and the board will deny it.

Why?

Because the competencies were not addressed. The important thing to remember here is that the Office of Personnel Management (OPM) has been very specific about HOW it wants examples presented. So, even though every example is different, every career is different, and there is no “cookie-cutter” way to write an ECQ narrative, there are certain criteria that a strong ECQ should meet. First, OPM wants specific examples presented in the Challenge-Context-Action-Result (CCAR) format. However, more importantly, OPM wants the examples to be expressed through the “lens” of the competencies. If these criteria (along with a few others) are not met, the board will probably reject the applicant’s ECQs.

Let’s get back to our example. It’s not enough that this individual provided an example that clearly “proves” his/her leadership experience. Unfortunately, this applicant failed to tell the story though the lens of the competencies. In other words, while providing this great story of leading large organizations through major challenges, this individual failed to describe how he/she built the team, developed individual members of the team, leveraged diversity, and managed conflict (the four competencies required for Leading People).

One of the best ways to ensure you address the competencies in any ECQ is to turn those competencies into questions, and then answer those questions in the “action” section of your narrative. Regardless of what a great leader you are, and how logical it seems that your Leading People examples demonstrate your leadership, go back to the competencies. If you don’t weave those into the narrative, you are at serious risk of being rejected by the QRB. Here are some of the questions you might ask when writing up your Leading People narrative:

• What did you do to specifically build a more cohesive team environment? Did you hold weekly meetings or social gatherings, or provide incentives, awards, time off, etc.? (team building)

• Did you have to handle conflicts between two or more employees or offices? What did you do to resolve the situation constructively? (conflict management)

• Did you provide opportunities for or encourage staff to enroll in professional development opportunities or extend anyone’s responsibilities to a higher level of job description or expectation? (developing others)

• Did you encourage female candidates in a traditionally male-dominated field or recruit to minority groups? (leveraging diversity)

• Did you select teams for projects that included a diverse mix of individuals—professionally, educationally, culturally, etc.? (leveraging diversity)

• Did you utilize intern programs, fellowships, or other professional development programs to recruit young talent? Did you then arrange for them to be mentored into the mainstream? (developing others/leveraging diversity)

You can find job-winning, OPM-approved samples of SES application packages and a complete set of ECQ builders 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.

ALJ Hiring Update

The 1954 musical Brigadoon featured a mystical town in the Scottish Highlands that appeared to mere mortals only once every hundred years for one day, thereafter to disappear into the mists of time for another century. Similarly the ALJ register opens only for brief periods, then to close again, sometimes for years.

Attorneys who aspire to join the ranks of Administrative Law Judges will have to be prepared at the moment that the “town” appears. With no exam since 2009, many ALJ aspirants are awaiting the opening of this much anticipated event. The ALJ hiring process begins with the establishment of a register of qualified candidates which is maintained by the Office of Personnel Management (OPM). Names of qualified candidates are added only when the examination is announced, an event that has occurred about every 13 months in the last few years. The opening of the exam is long overdue by this standard, and it leaves those anticipating its arrival guessing about the next steps. Unlike Brigadoon, the exam’s appearance does not occur at regularly scheduled intervals. Another large unknown in the process is the uncertainty of Congress’ budget dealings. No examination or hiring can occur until the budget for 2012 is set.

Hiring reform aimed at eliminating arduous narrative-heavy applications was implemented for competitive service positions throughout the federal government in late 2010, but thus far, the ALJ examination process has been untouched from its last few iterations. OPM has formed groups to study the ALJ hiring process to see how it might be streamlined or improved, and there is some speculation that the exam will not open until this new process is established and implemented. Competing rumors say that the existing examination process will used once more in the spring of 2012 under a repeat of the recent, more-familiar process.

Whatever your guess, the Social Security Administration just announced that it will hire retired ALJs to serve on temporary contracts to help alleviate the agency’s backlog while it awaits funding to fill positions on a permanent basis. This may be a clue that we will all wait a little while longer to join the desirable land of ALJs.

What can you do to be ready? Regardless of how a revised process might affect the specific format of the ALJ exam, we bet it will still require a fair amount of writing. Preparing an application based on the last examination announcement will save you invaluable time and help you have your required details all in one place. An effective application features your unique career achievements—with measurable results—that demonstrate why you are a standout among candidates. You will need a federal style resume, as well as narrative content that speaks to your accomplishments in specific competency areas. These are detailed in the 2009 ALJ examination announcement which can be viewed online.

What else can you do? Join online discussions about ALJ issues to stay informed about the latest musings and happenings about ALJ hiring and other relevant issues. Set up an automatic job posting search on www.USAJOBS.gov to receive alerts about ALJ related job postings. And stay tuned right here for future updates.

Elizabeth Juge is CareerPro Global’s primary expert on federal attorney applications, including Administrative Law Judge qualifications and application processes. Drawing on her experience consulting with federal jobseekers and potential ALJ candidates, Elizabeth co-authored Roadmap to Becoming an Administrative Law Judge: How to Find ALJ Jobs, Determine Your Qualifications, and Develop Your Application. She has helped numerous job seekers earn “best qualified” status in their applications and positions on the ALJ register.

Administration unveils new senior executive performance measurements

(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.

“Under the new system, agencies will be able to rely upon a more consistent and uniform framework to communicate expectations and evaluate the performance of SES members,” OPM Director John Berry wrote in a statement Friday.

“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.

Happy New Year

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.

New SES Development Program Seeks to Improve Diversity

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 

by Barbara Adams

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.

TORI! TORI! TORI!

CareerPro Global is pleased to announce some recent wins at the Career Directors International (CDI) annual summit, this year in beautiful Savannah, Georgia. CDI sponsors the TORI awards, Toast of the Resume Industry, and this past Saturday our own Director of Veteran Affairs and Senior Writer, Lee Kelley, won the TORI for Best Military Transition Resume. Lee is also one of our top and most in-demand SES writers. If you want to see more of Lee’s award-winning writing, check him out at our sister blog, http://veteranstransitionhq.wordpress.com/.

Also CPG President and CEO Barbara A. Adams was honored with a special Innovator Award, for bringing quality control and customer satisfaction guarantees to the career management industry with the introduction of the ISO 9001: 2008 certification at our company. If you aren’t sure what this ISO certification means, take a look here to find out why it’s so groundbreaking, bringing regulation to an industry that’s been unregulated for decades: CPG ISO 9001:2008 Certification.

Lee and Barbara weren’t the only TORI winners this weekend. CDI will post a listing of all first, second, and third place winners on their website before year’s end. In the meantime, we send a hearty salute to all the winners! Their work, along with that of the certified writers at CPG, help make this industry strong.  Congratulations!

Senior Executive Service to get standard evaluations

As early as this month, members of the Senior Executive Service will see changes in their performance management system. Recent trends have seen greater weight given to only one of the five core qualifications; the new systems aims to balance the equation, evaluating the SES member as a whole. Rather than overemphasize “results” when evaluating executives’ performance, they want to guarantee at least some consideration of the other four qualifications.

According to the Senior Executive Association, agencies will be able to weight the five qualifications differently, but The Office of Management and Budget will require the “results driven” qualification to make up at least 20 percent of someone’s final score. The other four qualifications will have a minimum weight of 5 percent.

“It’s going to provide some level of uniformity governmentwide on what appraisals look like, while allowing agencies some local discretion,” said Bill Bransford, general counsel for SEA, which represents thousands of SES members. “The idea is to get them on the same page.”

The SEA states that OMB sent an email Sept. 21 that said the new system “will provide a consistent and uniform framework for agencies to communicate expectations and evaluate the performance of SES members, particularly centering on the role and responsibility of SES employees to provide executive leadership.”

The final plan will be unveiled this month, and all federal agencies will transition to it within two years.

But SEA said that designing a new performance management system isn’t the hard part — executing it well is.

“Efforts to re-tool the performance management system are really only valuable in terms of focusing people’s attention on executing the system consistently and well,” SEA said in comments sent to the Office of Personnel Management. “The actual structure is less important than how it’s implemented.”

Share your thoughts with CareerPro Global: Is this change for the better? Will it make any difference in the rating process?

USAJobs 3.0 Update and Tip

There are two important things we wanted to share this morning in regard to searching the new and improved USAJobs 3.0 site.

1) When searching, use the ADVANCED search function. All signs point to this being the best and most effective way to find the vacancies you need during this transition period. If you never used the Advanced feature before, don’t be overwhelmed by all the search options. Just choose the one, two, or even three variables you are looking for and ignore the rest. For example, I might be searching for an IT Security position in Virginia for a GS-9. That’s all the information I need to supply, and the vacancies available for those specifications should appear from my Advanced search query.

2) That leads me to my second point. There are not as many vacancies posted right now as there were before the site shutdown and reboot. Some of the various federal departments simply haven’t had time to post all new vacancies yet. They’ll get there, be patient–just understand that part of the problem is that there are fewer vacancies available (for three or four times the normal amount of site users).

According to OPM spokesman Jeff Neal, the issues the site is experiencing are not technical problems but growing pains that will eventually work themselves out. (Click here for the most recent OPM statements.)  While we wait for these growing pains to work themselves out,  remember that the Career Coaches at CareerPro Global are here to help you navigate through the USAJobs site changes. Drop us a line here here to chat.

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21st Century Career Series: books you can really use

Did you know that besides being the nation’s top resume service, CareerPro Global also writes books? It’s true. This past year, due to public demand, we started publishing our 21st Century Career Series of books.

Currently available are the Roadmap to the Senior Executive Service andRoadmap to Becoming an Administrative Law Judge.  Next month, fittingly on Veteran’s Day, we’ll release our third book in the series, Roadmap to Job-Winning Military to Civilian Resumes.

We could not be more excited about these books. Not only were they fun for us to write but, most importantly, they will be a great resource to those of you who fall into these unique fields and are unsure where to turn for information that is guaranteed to work.

How do we know our Roadmaps will successfully guide you on the path to a new career?  CareerPro Global has an 85% success rate in getting its clients through the door and into an interview. Plus we have a 99.6% satisfaction rate from all of our clients.

Now that is information you can trust.

To purchase the Senior Executive Service and Administrative Law Judge books today, click here To place a pre-order for the Military to Civilian Resumes book,click here.

Do you have any specific questions about our services and how we could be assistance to you? Follow this link to our main website and contact us for a free, no obligation consultation. We’ll be back in touch with you in no time at all.  Contact us for a free consultation today.