1. How to get a job in the
Federal Government
by Olivia Crosby
D
esigning the International Space Station, uncovering
security threats, conserving the Florida Everglades, cre-
ating an ad campaign to combat disease—these are ex-
amples of just a few of the tasks done by workers in the Federal
Government.
With more than 1.7 million jobs and over 400 occupational
specialties (excluding postal service and military workers), the
Federal Government offers more choices than any other single
employer in the United States. Whatever your interest and back-
ground, you can probably find a Government career to match.
People get jobs in the Federal Government in the same way
Olivia Crosby is a contributing editor to the OOQ, (202) 691-5716.
2 Occupational Outlook Quarterly • Summer 2004

2. If you’re looking for a job, consider the Nation’s
largest employer. Each year, the Federal Government
hires thousands of new workers. Here’s how to become
one of them.
that they get most jobs in the private sector: by finding Jobs are found throughout the Nation and across the
openings and submitting a resume or application. But world. As the map on page 5 shows, about 87 percent
searching for a Federal job can be more complicated than of Government jobs are outside of the Washington, DC,
other job searches. That’s because of regulations designed area. About 3 percent are in foreign nations.
to keep the hiring process fair. Job titles are standardized. What’s more, the Federal Government hires people
Resumes are more detailed. And job qualifications are for hundreds of occupational specialties, the largest of
more specific. which are shown in chart 2 on page 8. For some occupa-
Tailoring your search to the Federal Government’s tions, including forest conservation technician and geog-
rules will increase your chances of getting a job. Read on
rapher, the Federal Government is the primary employer.
to discover the types of jobs available in the Federal civil
(See the OOChart in this issue of the OOQ.)
service and the qualifications required. Then, learn how
to find and apply for jobs. Information geared toward stu- With so many choices, you may need to sort through
dents and recent graduates is on page 16. Tips for career scores of openings to find a job that fits. Your search
changers are on page 19. And page 25 summarizes the will be more fruitful if you understand Federal job titles,
Federal job search as a 5-step process. identify jobs for which you are qualified, and start with
the right resources.
Exploring the options and
preparing for the hunt The trouble with titles
When hunting for a Federal career, you have a myriad The Federal Government uses a set of standard occupa-
of choices. Federal jobs are spread across more than 100 tional titles, also called occupational series, to describe
agencies and bureaus, each with its own mission and each its jobs. Some titles—such as carpenter and chemist—are
overseeing its own hiring and recruitment. The largest easy to understand. Others require interpretation. A per-
agencies are shown in chart 1. son interested in marketing might look for positions with
Occupational Outlook Quarterly • Summer 2004 3

3. Chart 1
Federal agencies with the most employment, March 2004
U.S. Department of Veterans Affairs 232,644
U.S. Army 223,086
U.S. Navy 179,806
U.S. Department of Homeland Security 160,078
U.S. Air Force 151,806
U.S. Department of the Treasury 126,260
U.S. Department of Agriculture 102,397
U.S. Department of Justice 102,280
U.S. Department of Defense, other 100,294
U.S. Department of the Interior 71,531
U.S. Social Security Administration 64,687
U.S. Department of Health and Human Services 63,429
U.S. Department of Transportation 57,723
U.S. Department of Commerce 37,288
U.S. Department of State 23,517
National Aeronautics and Space Administration 19,091
U.S. Environmental Protection Agency 18,525
U.S. Department of Labor 15,997
U.S. Department of Energy 15,072
U.S. General Services Administration 12,568
U.S. Department of Housing and 10,325
Urban Development
Federal Deposit Insurance Corporation 5,389
Smithsonian Institution 4,997
U.S. Department of Education 4,574
U.S. Securities and Exchange Commission 3,570
0 50000Source: U.S. Office of Personnel Management, Central Personnel Data File
100000 150000 200000 250000
4 Occupational Outlook Quarterly • Summer 2004

4. Distribution of Federal workers, March 2004
13 percent 12
21 percent percent
39 percent
Washington, DC:
8 percent
Alaska: 1 percent
Hawaii: 1 percent
International: 3 percent
Note: U.S. territories not included.
Percents do not sum to 100 due to rounding. Source: U.S. Office of Personnel Management, Central Personnel Data File
the title market analyst, for example, but he or she also overlook is technical writer. In the private sector, that title
might want positions with the more unusual title of trade usually refers to jobs writing about science or comput-
analyst. Both involve marketing products. ers. But in the U.S. Government, technical writing is any
So, how can you find all the titles that fit your skills? writing that requires specialized knowledge. The position
If you are a college graduate, start by scanning the list on could relate to law, education, or any other subject.
pages 11-13. It shows how different occupational titles Jobseekers also need flexibility because titles in the
relate to various college majors. If you have a degree in Federal Government are often not as current as those in
history, for example, titles such as archivist or historian the private sector. Consider Web designer. The Govern-
could be a perfect match. But so might other titles, such ment does not use that name, but it does hire people to
as writer-editor or foreign affairs specialist, that are men- do that type of work. Web designing jobs might be listed
tioned under different liberal arts majors. under visual arts specialist; public relations specialist; or,
Some of the job titles you’ll find are unique to the if the job requires technical computer skills, information
Federal Government. Program analyst is the most com- technology manager. A good strategy for finding posi-
mon example. Workers with this title evaluate Govern- tions is to search for many different titles or by broad
ment programs, make recommendations for change, and occupational group.
tell decisionmakers what resources programs need. If Recognizing the confusion that job titles can cause,
research, policy analysis, or business is your interest, try the Federal Government provides some help. The Gov-
this title. ernment’s employment website, www.usajobs.opm.gov,
Jobseekers need to be flexible in their search because provides definitions for many job titles. The site also
titles used by the Federal Government are often broader offers quizzes that relate career interests to job titles. And
than private sector ones. One title that people often for more detailed information about titles, check the U.S.
Occupational Outlook Quarterly • Summer 2004 5

5. Office of Personnel Management’s Occupational Clas- ing the GS code. The coding systems used to classify
sification Manual, available online at www.opm.gov/fed- jobs vary by agency, but the most common system is
class/text/hdbktoc.htm. the General Schedule (GS). The GS assigns every job a
grade level from 1 to 15, according to the minimum level
Qualifications required of education and experience its workers need. Jobs that
In nearly all cases, Federal employees must be U.S. citi- require no experience or education are graded a GS-1,
zens. Beyond that, qualifications vary. for example. Jobs that require a bachelor’s degree and no
Qualifications. The Government hires people with experience are graded a GS-5 or GS-7, depending on an
nearly every level of education and experience—from applicant’s academic credentials and an agency’s policies.
high school students with no experience to Ph.D.’s with The table below shows the GS levels for entry-level
established careers. Jobs in some occupations, such as workers with different amounts of education and little or
engineer, ecologist, and lawyer, require that workers have no work experience.
a bachelor’s or graduate degree and credit for specific College degrees only qualify you for a particular
college classes. Other occupations require experience, grade level if they are related to the job. For occupations
education, or a combination of both. A few, such as office requiring general college-level skills, a bachelor’s degree
clerk, require no education or experience to start. in any subject can qualify you. But other occupations
The qualifications needed for each job are described require a specific major.
in detail in the vacancy announcements that advertise job After gaining work experience, people often qualify
openings. Each job also has a code that corresponds to its for higher GS levels. In general, 1 year of experience re-
minimum requirements. Understanding these codes will lated to the job could raise your grade by one GS level in
speed your search. most clerical and technician positions. In administrative,
Shortcut to matching your qualifications: Crack- professional, and scientific positions, GS level increases
GS levels by education
GS-1 No high school diploma
GS-2
High school diploma
(GS-3 for clerk-steno positions)
GS-3 1 year of full-time study after high school
Associate degree or 2 years of
GS-4
full-time study after high school
GS-5 or GS-7,
Bachelor’s degree or 4 years of
depending on agency policy and applicant’s
full-time study after high school
academic credentials
Bachelor’s degree plus 1 year of
GS-7
full-time graduate study
GS-9 Master’s degree or 2 years of
(GS-11 for some research positions) full-time graduate study
GS-9 Law degree (J.D. or LL.B.)
GS-11 Ph.D. or equivalent doctorate or
(GS-12 for some research positions) advanced law degree (LL.M.)
6 Occupational Outlook Quarterly • Summer 2004

6. reer Centers also provide Internet
access for jobseekers. Contact in-
formation for Federal Employment
Centers and One-Stop Career Cen-
ters is available in the blue pages of
the telephone book or by calling the
U.S. Department of Labor’s toll-
free career information line: 1(877)
US2-JOBS (872-5627).
Without the Internet, you can
conduct a search by telephone, fax
machine, or mail.
Finding openings
The U.S. Office of Personnel Man-
agement maintains a central data-
base, called USAJOBS, that lists
nearly every Federal job opening
available to the public. Searching
this database online or by telephone
is the first step to finding a job.
Jobseekers can also contact agencies
directly for assistance and for infor-
mation about special hiring pro-
grams. Finally, jobseekers shouldn’t
abandon traditional methods, such
as reading classified ads and attend-
ing job fairs. Many agencies use ads
USAJOBS lists nearly all Federal job openings available to the public. and fairs to supplement their recruit-
ing efforts.
in increments of two until you reach a GS-12. After that,
GS level increases one level at a time. USAJOBS: The official source
With each additional year of experience at a higher The first place to check for job openings in the Federal
level of responsibility, your GS level could continue to in- Government is the USAJOBS website or automated tele-
crease until it reaches the maximum for your occupation. phone line. If there’s a Federal job that needs to be filled,
it’s likely to be listed here. In fact, in most cases, agencies
Resources online and off are required to advertise job openings on the USAJOBS
Applying for a Federal job is often simpler if you have system.
access to the Internet. Although every part of the applica- Website searches. The USAJOBS website,
tion process can also be completed offline, the Internet www.usajobs.opm.gov, allows visitors to sort openings
allows for faster searching, completion, and submission by occupation, location, occupational group, keyword,
of applications. grade level, salary, and Government agency. The ad-
Jobseekers can visit a Federal Employment Center vanced option allows visitors to search by any or all of
for free access to the Federal employment websites. these factors simultaneously.
Many of the U.S. Department of Labor’s One-Stop Ca- In a system that often holds more than 18,000 job
Occupational Outlook Quarterly • Summer 2004 7

7. Chart 2
Top 25 occupational series in the Federal Government, March 2004
Occupation Employment
Miscellaneous clerks and assistants 74,380
Miscellaneous administration and program positions 69,185
Information technology management positions 64,209
Safety technicians 50,548
Nurses 49,521
Management and program analysis positions 46,791
Secretaries 40,666
Criminal investigators 39,078
General attorneys 29,132
Social insurance administration positions 27,735
Contact representatives 27,379
Contracting positions, including 27,269
contract officers and specialists
Air traffic controllers 23,440
General business and industry positions 23,178
General inspection positions, including 22,613
investigators and compliance officers
Medical officers, including doctors 22,400
Human resources management positions 22,067
Electronics engineers 20,490
General engineers 18,903
Tax examining positions 17,653
Engineering technicians 17,474
General biological science positions 15,549
General education and training positions, 15,335
including instructors and consultants
Correctional officers 15,060
Budget analysis positions 14,388
0 1000020000300004000050000600007000080000 Data File
Source: U.S. Office of Personnel Management, Central Personnel
8 Occupational Outlook Quarterly • Summer 2004

8. postings a day, pinpointing the best possibilities takes every week.
savvy sorting. This is especially true when job titles are Automated telephone system. The USAJOBS auto-
unfamiliar. If you are looking for a specific job title, mated telephone system, available by calling (703) 724-
search for it immediately using the occupational se- 1850, is the offline alternative to the website. It lists the
ries function. But remember: one Federal title does not same openings and is available 24 hours a day. Customer
necessarily cover all the jobs that use a particular skill or service representatives are available weekdays from 8
include a certain task. To cast a wider net, search by oc- a.m. to 8 p.m. eastern standard time.
cupational group. Although the system changes periodically, it gives
An alternative approach is to start searching by callers search options that are similar—but not identi-
geographic location. Some locations might have only a cal—to the ones on the website. Knowing the occupa-
handful of openings at a given time, and that could be a tional titles and series codes that interest you can speed
manageable bundle to sort. a telephone search because callers can key these into the
To make sure you find other relevant jobs, supple- telephone menus to start a job search.
ment your hunt with a keyword search. These searches Callers can also search by occupation type (profes-
scan each vacancy announcement for given words and sional, senior executive service, clerical and technician,
are ideal for jobseekers unfamiliar with Federal job titles. and trades and labor), length of job (temporary, full time,
A search for “mathematics,” for example, could yield part time, or summer), or hiring agency. Callers can refine
openings for accountants, physical scientists, and other their results by specifying location or pay range.
positions related to math. The telephone system gives a few details about each
To identify jobs that require a given level of educa- job opening, including job title and location, and then of-
tion or experience, specify the appropriate GS level, as fers to mail the full announcement.
described in the last section. Jobs listed under other clas-
sification systems will be included automatically.
If you decide to search by agency, remember that
opportunities might be available in unexpected places.
Environmental engineers, for example, are hired not only
by the Environmental Protection Agency and the National
Park Service, but also by the Army Corps of Engineers,
the Navy, the Department of Energy, and more than 30
other agencies.
You can program the USAJOBS site to repeat your
searches automatically and e-mail the results every day or
Occupational Outlook Quarterly • Summer 2004 9

9. Contacting agency offices: The direct approach medical occupations currently qualify for direct hiring
In addition to using the USAJOBS database, applicants programs in many agencies.
can contact Federal Government agencies directly. This Jobseekers who are minorities or veterans or who
method is especially important when searching for jobs have disabilities also can ask to speak to a specialist who
that are not required to be posted on USAJOBS. (See the focuses on helping workers in these populations. Most
box about exceptions to learn more about positions that agencies have such specialists.
are exempt from this requirement.) Check online or in the telephone book for agen-
But contacting agencies should not replace search- cies’ contact information. You can also find a list of
ing USAJOBS. Some agencies update their own websites agencies online at www.firstgov.gov/agencies/federal/
less frequently than they do their USAJOBS submissions. all_agencies/index.shtml.
Also, the human resources specialist you speak with
might not be aware of every opportunity. And you might Other sources of openings: Newspapers,
not know about all the agencies with openings. job fairs, and more
Even so, there are still many benefits to calling agen- Federal employers often supplement USAJOBS postings
cies directly. Human resources specialists can often direct with advertisements in newspapers and journals and on
jobseekers to appropriate openings quickly, helping them private job boards. Many Government agencies also pro-
to match their skills to jobs. They can also explain special vide school career centers with information about jobs,
hiring programs, including the Outstanding Scholar internships, co-ops, and special programs for students and
Program for people who are college graduates, who recent graduates.
have grade point averages of at least 3.45 or who have Many agencies also rely on job fairs to recruit new
academic honors, and who are applying to designated oc- workers. In fact, if you arrive at a fair with a resume,
cupations; the Bilingual or Bicultural Program for people there’s a chance you could leave with a job offer. Under
who speak Spanish or have cultural knowledge important direct-hire regulations, some agencies can hire applicants
to the job; and the direct-hire authorities for occupa- on the spot for a few designated occupations. In the more
tions identified as having a shortage of qualified workers. likely case, recruiters will accept your resume and start
Workers in information technology occupations and some the traditional hiring process.
(continued on page 14)
Exceptions to the Federal rules
A few agencies and occupations are exempt from Foreign Service workers, also are exempt from
some standard regulations that govern Federal some of the procedures described here, and so
hiring in the civil service. Jobs in those agencies are positions that last fewer than 180 days.
and occupations do not have to be listed on USA- Even when they don’t have to, many ex-
JOBS. And people who apply for those jobs might cepted-service agencies still follow the standard
have to fill out different application forms or fol- procedures. These agencies often list openings
low different procedures than the ones described on USAJOBS, for example, and require the same
in this article. information in applications and resumes. Contact
Excepted-service agencies include those in excepted-service agencies to be sure of their hir-
the legislative and judicial branches of Govern- ing methods.
ment and several agencies in the executive Finally, a small percentage of positions in the
branch, including the U.S. Postal Service, the Federal Government are set aside for political
Federal Bureau of Investigation, and the intelli- appointees. People are appointed to these jobs
gence services. by elected officials.
A few occupations, such as attorneys and
10 Occupational Outlook Quarterly • Summer 2004

10. Federal job titles by college major
Below is a sampling of titles that relate to various col- Titles marked (*) can be entered with no education
lege majors. Many of these positions allow for the sub- or experience, but coursework leading to an associate,
stitution of experience for a degree. Most of these titles vocational, or bachelor’s degree can qualify workers for
require either a bachelor’s degree or 5 years of closely a higher level of responsibility and pay.
related experience. A degree in the subject listed does Finally, there are many other titles related to these
not necessarily meet basic requirements of the position. subjects, and official titles change with changing regu-
Some require specific coursework in other subjects, and lations. Use this list as a guide, but search for positions
some, such as project manager, require experience. by keyword and occupational group, as well.
Agriculture and agronomy Fishery biologist Government Accountability Office
Agricultural commodity grader Food inspector (GAO) evaluator
Agricultural engineer General fish and wildlife administrator- Intelligence specialist
Agricultural management specialist Government Acountability Office Internal revenue agent or officer
Agricultural program specialist (GAO) analyst Securities compliance examiner
Agronomist Microbiologist Tax specialist
Foreign agriculture affairs specialist Range conservationist Trade specialist
Irrigation operation occupation* Range technician*
Social conservation technician* Veterinarian or veterinary health scientist Facilities management and realty
Soil conservationist Wildlife biologist Distribution facility and storage
Soil scientist Zoologist manager
Equipment specialist
Architecture and construction Botany Facility manager
Agronomist Housing manager
science
Botanist Industrial property manager
Architect
Forestry technician* Realtor
Construction analyst
Construction control inspector Geneticist
Horticulturist Human resources and
Landscape architect
Plant pathologist employee relations
Naval architect
Plant physiologist Apprenticeship and training
Plant protection and quarantine representative
Art specialist Contractor industrial relations
Arts specialist specialist
Plant protection technician*
Audio-visual production specialist Employee development specialist
Design patents examiner Employee relations specialist
Exhibits specialist or technician Business
Business and industry specialist Equal employment opportunity
General arts and information specialist specialist
Illustrator Contract specialist or
procurement analyst Hearing and appeals specialist
Museum specialist or technician Labor management relations
Photographer Government Accountability Office
(GAO) analyst specialist or examiner
Recreation and creative arts therapist Mediator
Visual information specialist Miscellaneous administrative and
programs specialist, including Wage and hour compliance
acquisition manager specialist
Astronomy Program analyst
Astronomer and space scientist Industrial management
Geodesist Accounting and finance Industrial hygienist
Physical scientist Accountant Production control specialist
Accounting technician* Quality assurance specialist
Biology Assessor
Animal health technician* Auditor Management
Animal scientist Budget analyst Administrative officer
Biological science technician* Financial administrator Commissary store manager
Biological scientist, general Financial analyst Logistics management specialist
Consumer safety specialist Financial institution examiner Management analyst
Fish and wildlife refuge management Financial manager Printing manager
Occupational Outlook Quarterly • Summer 2004 11

11. Program manager Social service aids and assistant* Environmental protection assistant*
Project manager Social insurance administrator Environmental protection specialist
Supply specialist Social worker Fish and wildlife refuge management
Support services administrator Vocational rehabilitation specialist General fish and wildlife administrator
Government Accountability Office
Management information systems Criminal justice (GAO) analyst
Financial manager Border patrol agent Programs specialist (Environmental and
Information technology Correctional officer natural resources)
specialist or manager Criminal investigator Rangeland manager
Operations research analyst Document analyst
Internal revenue officer Foreign language
Marketing Police officer Border patrol agent
Agricultural marketing specialist U.S. marshal Customs inspector
Bond sales promotion representative Foreign affairs specialist
Property disposal specialist Education and library science Intelligence specialist
Trade specialist Education Language specialist
Education and training specialist or
Chemistry technician Forestry
Chemical engineer Educational program specialist Forest products technology specialist
Chemist Employee development specialist Forestry specialist
Consumer safety officer Instructional systems specialist Forestry technician*
Environmental engineer Public health educator Soil conservationist
Food inspector Teacher (U.S. Department of Defense)
Food technologist Training instructor Geology
Health physicist Vocational rehabilitation specialist Geodesist
Hospital housekeeping management Geologist
Intelligence specialist Library science Hydrologist
Physical scientist Archivist Oceanographer
Toxicologist Librarian Physical scientist
Supply cataloger
Communications and Health and medicine
journalism Physical education Consumer safety specialist
Agricultural market reporter Outdoor recreation planner Consumer safety inspector*
Broadcaster Recreation specialist Public health programs specialist
Communications specialist Sports specialist
Language specialist
Electronics Health science
Printing manager
Public affairs specialist Electronics technician* Industrial hygienist
Technical writer/editor Telecommunications manager Public health educator
Telecommunications managers Safety and occupational health
Writer/editor English and literature manager
Communications analyst Social insurance administrator
Computer science Miscellaneous administrators and
Computer specialist programs specialist Hospital administration
Information technology project manager Printing manager Administrative officer
Information technology (covers many Public affairs specialist
Health system administrator
specialties) Technical writer/editor
Writer/editor Health system specialist
Hospital housekeeping manager
Counseling and social work
Educational and vocational training Engineering
specialist Engineering specialties Medical
Educational services specialist Operations research analyst Dental hygienist*
Equal opportunity compliance specialist Physical scientist Dental hygienist, community health
Food assistance program Quality assurance occupations Diagnostic radiological technician*
specialists and other Medical officer (“physician” or
social program specialists Environmental studies specialty name often used)
Human resources specialist Ecologist
Medical technician*
Psychologist Environmental engineer
Nurse
12 Occupational Outlook Quarterly • Summer 2004

12. Pharmacist Physical scientist International relations
Physical therapist Physicist Foreign affairs specialist
Physician assistant Intelligence specialist
Social science International relations specialist
Nutrition Program specialist International trade specialist
Consumer safety officer Social scientist Language specialist
Dietitians and nutritionist
Food assistance program specialists Archaeology and anthropology Political science, government, or
Food technology occupations Anthropologist public administration
Archaeologist Foreign affairs specialist
Museum curator Government Accountability Office
History Museum specialist (GAO) analyst
Archivist Miscellaneous administrators and
Historian Economics programs specialist
Government Accountability Office Economist Program analyst
(GAO) analyst Financial analyst Program manager
Intelligence specialist Industrial analyst Public affairs specialist
Museum curator Manpower development specialist Public utilities manager
Museum specialist Trade specialist
Miscellaneous administrator and Psychology
programs specialist Geography Educational services specialist
Cartographer Employee development specialist
Law Cartographic technician* Human resources specialist
Community planner Psychologist
Administrative law judge
Geodetic technician Recreational and creative arts
Attorney
Geographer therapist
Hearing and appeals specialist
Intelligence specialist
Highway safety specialist Sociology
Navigational information specialist
Import specialist Social service aids and assistant*
Surveying technician*
Paralegal Other titles plus Geographic Social service administration
Tax law specialist Information Systems (GIS) specialist
Sociologist
Mathematics
Actuary
Common titles across all majors
Cartographer
Intelligence specialist
Mathematician
Program analyst
Operations research analyst
Program manager
Statistician
Program specialist
Traffic manager
Writer/editor
Park and recreation
management
Forester
Outdoor recreation planner
Park ranger
Recreation and creative arts therapist
Recreation specialist
Physics
Astronomer and space scientist
Geodesist
Geophysicist
Health physicist
Hydrologist
Patent examiner
Photographic technology specialist
Occupational Outlook Quarterly • Summer 2004 13

13. (continued from page 10)
Decoding vacancy announcements qualifications and salary history.
Every Federal job opening that is available to the public Series and grade. Every Federal Government job
has a vacancy announcement. The announcement de- has a code that consists of a two-letter combination fol-
scribes the position and how to apply for it. It is filled lowed by two numbers. The letters refer to the system
with important clues about what agencies want in an used to classify the occupation. As discussed previously,
applicant. GS is the most common letter combination and refers to
General Schedule. WG refers to Wage Grade, the classifi-
Announcements, piece by piece cation system used for positions that are paid by the hour.
All vacancy announcements have the same basic parts, al- Other letter combinations stand for classification systems
though the order, style, and wording vary. Knowing these specific to a particular agency.
parts can help you to zero in on key facts. After the letter combination, the first number is a
Basic information. At the top of an announcement, 4-digit occupational series. This usually corresponds to
you will find the announcement number, position title, the job’s title. The second number is a 1- or 2-digit grade
agency name, and duty location. The name of a person level that corresponds to the job’s minimum require-
to contact for more information might be listed here or at ments, level of responsibility, and pay range.
the end of the announcement. In many announcements, more than one grade level
Who may apply. Some jobs are reserved for people is listed. This means that people who qualify for either
who are current or former Federal employees or who are grade can apply. It also means that workers can be pro-
veterans or disabled people who meet specific conditions. moted to the highest level listed without changing jobs.
These vacancy announcements say that they are for “Em- Promotion potential. This is the highest grade level
ployees only” or “Status candidates only.” available for the job. If no potential is listed, that does not
For jobs open to the public, announcements say mean that the job is a dead end. Nearly all Federal jobs
something like, “Open to all qualified candidates” or offer regular pay increases, and many positions prepare
“Open to all U.S. citizens.” workers for higher level jobs.
On some announcements, this section might be called Job duties. This section of the announcement lists the
“Area of consideration.” specific tasks of the job. Analyze them for clues about
Opening date. Agencies begin accepting applications the types of skills the employer is looking for. Later, you
on this day. can tailor your application to match.
Closing date. Applications are due on this day. Some- Basic qualifications. These are the minimum levels
times, applications only need to be postmarked by the of education and experience required for the job. If the
due date. But usually, they must arrive at the agency by job has many possible grade levels, the qualifications for
this day, either by midnight or by the close of business. each are described.
If you cannot meet the deadline, don’t give up im- Additional qualifications. Sometimes, this section is
mediately. First, check to see if it has been extended. In titled “knowledge, skills, and abilities (KSAs) required”;
some agencies, this happens at least 10 percent of the “desired qualifications”; “ranking factors”; “selective
time. Also, in rare cases, it may be possible to submit a factors”; or “evaluation methods.” Whatever its name, the
partial application and complete it later. To find out, call section describes further qualifications for the job. These
the contact person listed on the announcement. are the criteria used to rank applicants. Your application
A closing date that is months away or that is listed should address them all.
as “continuous” means the agency is gathering a pool of How to apply. This section lists the materials that
candidates for future job openings. applicants must provide. It describes how and when the
Pay range. Most, but not all, Federal workers start materials should be submitted.
their jobs at the low end of the earnings range listed on Conditions for employment. If a position requires
the announcement and work their way up. Applicants can travel, background checks, drug screening, or a security
sometimes negotiate higher starting pay based on their clearance, those conditions are explained in the an-
nouncement.
14 Occupational Outlook Quarterly • Summer 2004

14. Standard legal information. Most announcements If you are applying for a job that is located far from
include sections on veterans’ preference, or preferential your current address, indicate a willingness to relocate.
hiring for qualified veterans; the Career Transition Pro- Otherwise, some agencies might eliminate your applica-
gram (CTP), or preferential hiring for qualified Federal tion.
employees whose jobs have been eliminated; and merit • Job facts. Copy the announcement number, posi-
promotion procedures, or application instructions for cur- tion title, and grade level from the vacancy announce-
rent Federal employees. Skip these sections if they do not ment. If the announcement lists more than one grade
apply to you. level, state the lowest level you would accept. For exam-
Announcements also include equal opportunity state- ple, if the announcement describes the job as "GS-5/7,"
ments, information for applicants with disabilities who decide whether you would take the GS-5 or if you would
need assistance, and, sometimes, admonitions to tell the only accept a GS-7.
truth on the application. This information varies little Be sure you qualify for the level you choose, how-
between announcements. ever. If you pick a level that is too high, you will not pass
Applying for a job the first screening. If the level you pick is too low, the
The application that you submit will go through many agency will most likely upgrade you automatically.
levels of review. First, human resources specialists will • Work experience. For each past job, give the
screen it to see if you meet the basic requirements for the standard information found in most resumes. Specifically,
position. Then, the specialists or a panel of experts will state the job title, starting and ending dates (including
rate your application according to the additional qualifi- month and year), employer's name and address (or write
cations listed on the vacancy announcement. If your ap- “self employed,” if that applies), and major duties and
plication rates among the best, it will be forwarded to the accomplishments.
hiring manager, who will choose the winning candidate. In addition to that information, a resume for a Fed-
Every agency follows its own procedures when eral job also must show the average number of hours
requesting applications. Some agencies ask only for a worked per week or simply state “full time”; salary or
resume tailored to the Government’s requirements. Oth- wage earned; supervisor's name, address, and telephone
ers also ask for written statements about your skills or number; and whether your most recent supervisor may be
for completed questionnaires. You might need to submit contacted. If you have had past jobs in the Federal Gov-
copies of academic transcripts or other materials, too. ernment, include the occupational series numbers and the
starting and ending grades of those positions.
If you have relevant volunteer experience, mention
Resumes with a Federal twist
it. In Uncle Sam’s eyes, all experience counts. Consider
A resume for a Federal job includes all of the information
using titles that show what you did rather than using the
in a standard resume, plus some additional details. These
generic title of “Volunteer.”
resumes are often two to four pages, which is longer than
Most importantly, describe job duties and accom-
the 1- to 2-page resumes typical in the private sector.
plishments in a way that proves how you are qualified.
Creating a resume involves gathering the required
Study the vacancy announcement and emphasize the
information and putting it in the right format.
parts of your work history that match the qualifications
Gathering the facts. If you have a standard resume, listed there.
you already have most of the information you need. But Remember, human resources specialists in the Fed-
Federal agencies ask for more information than most eral Government might not be familiar with your career
other employers do. Resumes and applications for Fed- field. To help them understand how your experience
eral employment must include the following: matches what is required, try using some of the same
• Contact information. As you would on any words found in the vacancy announcement, especially
resume, you must list your full name, address, and tele- words that describe job duties or qualifications. You also
phone number. But you also need to provide your Social can help them understand your work by spelling out acro-
Security number and country of citizenship. nyms and other abbreviations.
Occupational Outlook Quarterly • Summer 2004 15

15. Jobs for students and recent graduates
Are you looking for an internship, a summer job, tising positions in October, and jobs often fill
or a co-op program? Or are you looking for a quickly.
quick way to jump-start your career after gradu- Recent graduates. The Federal Government
ation? If so, the Federal Government can provide also offers special programs for recent college
those opportunities. graduates to help them advance their careers.
Summer jobs and student jobs. Most agen- Participants usually receive special training and
cies offer student jobs and internships as part assignments and yearly promotions. Most of these
of the Student Temporary Employment Program programs are specific to particular agencies.
(STEP). Some student jobs, such as science and You can learn about them by attending career
engineering co-ops at the National Aeronautics fairs, contacting agencies that interest you, and
and Space Administration and internships at the searching the USAJOBS database.
National Institutes of Health, relate to students’ One career-building program—the Presiden-
career goals. Students often get school credit, as tial Management Fellows Program—is available in
well as pay. Other jobs provide experience that several agencies. In this program, management
is more general. To qualify for a student job, you fellows receive formal and informal on-the-job
need to attend a high school, college, or voca- training and receive assignments designed to
tional school, with at least a half-time schedule. further their career goals. The fellowship lasts 2
Students can find internships, co-ops, and years and is open to people with graduate de-
other jobs by checking the online database at grees in any subject. Fellows usually start at the
www.studentjobs.gov. This site is run by the GS-9 level of pay. They are eligible for the GS-12
U.S. Office of Personnel Management and the level at the end of the program. Fellows who
U.S. Department of Education. It lists many op- already have relevant experience can start at
portunities. Agencies are not required to post higher pay levels.
opportunities on the site, however. Fellows must be nominated for the program
You can also check with the career guidance by their college or university. Check with your
office at your school or call agencies directly. career guidance office for application instruc-
If you are looking for a summer job, start your tions. For more information, visit
search in the fall; some agencies begin adver- www.pmi.opm.gov or call (202) 606-1800.
For past jobs with complicated or changing duties, give the month and year it was conferred. Except in the
consider dividing your job duties into sections. The case of some agencies’ automated forms, nearly all appli-
description of a management job, for example, might be cations for Federal jobs must provide information about
divided into staff training, budgeting, and project plan- high school.
ning sections. Also, give the names and addresses of any colleges
Make your resume stand out by including your most or universities you have attended. List degrees received,
impressive accomplishments. You might say that you the month and year they were conferred, and your major
earned an “A” on a research paper, won an award, or areas of study. Consider providing the number of credits
saved your company time by finishing a project ahead of you have earned in subjects related to the position. In
schedule. Consider using numbers to add concreteness. the Federal Government, 24 credits in a subject is often
If, for example, you organized a successful fundraiser, considered equivalent to a major.
say how much money you collected. If you are working toward a degree, show the total
• Education and training. For this part of the number of credits you have earned. If you are still in
resume, provide the name and address of the last high school, include the month and year you expect to gradu-
school you attended. If you earned a diploma or GED, ate and the word “expected.”
16 Occupational Outlook Quarterly • Summer 2004

16. Next, list specific courses you have taken that relate • Agency-specific resume builders. The easiest
to the job. Be sure to list any courses that are mentioned way to complete an online resume builder is to cut and
in the job announcement, together with the number of paste the information from a word-processing program
credits those courses were worth. to the form. You can check the word-processed document
Finally, describe job training and certifications and for spelling and save it for future use.
when and where you received them. You might also men- Agencies with their own resume builders often use
tion academic awards, honor societies, and major school automated systems to check applicants’ qualifications.
projects, especially if you are a student or recent gradu- Computers sort resumes by looking for the keywords
ate. requested by the hiring manager. These keywords can
Be ready to provide your grade point average; some include verbs—such as “wrote” or “analyzed”—that
agencies ask for it on their automated forms. If you are describe job duties, the names of required courses or col-
given a choice, managers offer this standard advice: list a lege majors, the names of software packages that appli-
grade point average if you think that it will help. College cants should know, or any other words related to a job’s
graduates with averages of at least 2.5 or 3.0 sometimes requirements. The more keywords the computer finds on
qualify for higher starting pay and expedited hiring a resume, the higher the applicant’s score.
programs. Applicants also can qualify for some programs For applications screened by computer, it helps to use
based on class rank, membership in honor societies, or important words from the vacancy announcement exactly
grade point average during the last half of an academic as they appear. If you are choosing between two words
program. that describe your skills, choose the one listed on the
• Other qualifications. Be sure to mention relevant announcement. But don’t overdo it by forcing a keyword
skills and achievements that are not immediately obvi- that doesn’t fit your skills or by making your resume too
ous from other parts of your resume. These might include complicated. Remember that if your application passes to
computer skills, knowledge of a foreign language, or the next stage, it will be read and rated by a hiring man-
professional designations. ager, not a computer.
• Performance awards. Consider listing—either Most automated systems let jobseekers check to see
within your work history or in a separate section—any how an application will look when hiring managers see
performance awards or bonuses you have received. it. Use this option to be sure that formatting is correct
• Qualification summary. You might want to sum- and that the application length fits into the limits set by
marize your qualifications in a separate section of your the system. Then, submit a resume to apply for each job
resume. Summaries can be especially useful in explain- that interests you in the agency. This is necessary because
ing long or varied work histories. These sections work employers will only be able to see your resume if you
best when they focus on the qualifications shown in the respond to their particular announcement.
vacancy announcement. Nearly every agency will accept a paper resume as a
• Hiring preferences. If you are a veteran or a substitute for the automated forms, if it is formatted for
former Federal employee who was laid off, you might computer scanning and conforms to other norms. De-
qualify for hiring preferences. Read the vacancy an- tailed instructions about creating a scannable resume are
nouncement or contact the U.S. Office of Personnel provided by the agencies upon request.
Management to learn more. If you qualify, mention your • Paper resumes. If an agency does not have its
eligibility on your resume. own form, you have many options. One is to submit a
Making the best of the Federal format. The next paper resume. If you already have a paper resume, you
step is to submit your information in the proper format, can quickly adapt it to the Federal Government’s require-
as specified by the vacancy announcement. Many Federal ments by attaching supplemental sheets with the extra
agencies have developed their own automated resume information needed—adding a list of past salaries and
builders that applicants must use. Other agencies will ac- supervisors, for example. Or you can integrate required
cept any type of resume as long as it includes the required information into the body of the resume.
information. If you are applying to one of these more Each page should include the job announcement
flexible agencies, you can submit a paper resume or one number and your name and Social Security number. This
of the official forms that the Government provides. helps reviewers keep your paperwork together.
Occupational Outlook Quarterly • Summer 2004 17

17. Take advantage of a paper resume’s flexibility by USAJOBS website. This builder allows you to submit
choosing a format that highlights your strengths. If you your application quickly and to update your resume
are a recent graduate, for example, you might place quickly.
education before work experience. The only limitation Fill out the online form, or cut and paste the informa-
when applying for a Federal job is that you must use a tion from a word-processed document. Then, submit the
chronological format. List each job in reverse chronologi- resume electronically for each vacancy that interests you.
cal order, starting with your most recent job. Soon, you will be able to transfer your information auto-
• OF-612 form. Another possibility is to fill out the matically from the USAJOBS resume builder to agency-
Government’s optional application form: the OF-612. By specific builders.
using this paper form, you lose flexibility but avoid hav- For more advice about resume writing, see “Re-
ing to create a resume from scratch. The form has spaces sumes, applications, and cover letters” in the summer
for all required information. Request a form by calling 1999 issue of the OOQ and online at www.bls.gov/opub/
USAJOBS or visiting a U.S. Government personnel of- ooq/1999/summer/art01.pdf.
fice, or download a copy by going online to
www.usajobs.opm.gov/forms. Written statements about your skills: KSAs
• USAJOBS resume builder. Still another option In addition to a resume, you might also be asked to write
for applying is to use the online resume builder on the statements—often called KSAs or knowledge, skills, and
abilities statements—that show how you meet specific
job requirements. For example, an announcement for
a management analyst might ask you to describe your
communication skills. An announcement for an account-
ing technician might ask about mathematics ability or
OF-612 is the Federal knowledge of accounting procedures.
Government’s optional
Writing these statements offers an important advan-
application form.
tage: the chance to prove you have all of the qualifica-
tions an employer wants. Selecting officials agree that
you should always include these statements if an an-
nouncement requests them.
Statements are typically one-half page to one page
in length, single-spaced, although length can
vary. They are usually written in paragraph
18 Occupational Outlook Quarterly • Summer 2004

18. Tips for career changers
If you are an experienced worker looking for a person for the position. You might learn that your
Federal job, you are in good company. More than private-sector experience meets the require-
40 percent of the people hired by the Federal ment.
Government last year were experienced workers • Be flexible about titles. If you want to be
over the age of 35. These tips will help you to get a manager or supervisor, do not limit yourself to
credit for your expertise. openings with those words in the job title. Jobs
• Estimate your GS level. As mentioned with widely varying levels of responsibility are
in this article, the Federal Government clas- often listed under the same title.
sifies positions according to the complexity of • Be specific about past experience. Hu-
their job duties and their level of responsibility. man resources managers will study the details
People qualify for a given level based on educa- of your application to decide if you qualify for
tion, experience, or a combination of both. The a job. They will compare your past work to the
most common classification system is the Gen- kinds of tasks performed at different GS levels.
eral Schedule (GS). To find your GS level, use the Managers will pay close attention to the amount
table on page 6 to estimate the level you qualify of time you spent in each job. They usually will
for based on education alone. If you also have estimate exactly how many months or years you
relevant experience, your GS level will be higher have done each major job task.
than that. If you have had relevant managerial When creating a resume or writing state-
responsibilities or do complex work indepen- ments about your skills, show your level of
dently, you might qualify for a GS-12 or above. To expertise by explaining who you reported to or
be certain, read the job descriptions in vacancy worked with and how your work was used.
announcements. • Explain past job titles. Use job titles
• Understand job requirements. Vacancy that clearly describe what you did. You may want
announcements often say that a worker needs to put the equivalent Federal title in parentheses
experience equivalent to a particular GS level. next to your actual job titles.
A vacancy announcement at the GS-12 level, for • Consider Senior Executive Service.
example, might say that you need 1 year of expe- Finally, if you have substantial experience in
rience at the GS-11 level. Some announcements high-level leadership positions, you might qualify
give examples of what that experience could be. for the Senior Executive Service (SES). SES posi-
Others don’t. The simplest way to know if you tions require you to answer a set of standard
qualify for a job is to read the job duties. If the questions about your leadership ability. A review
work described there is only slightly more com- board established by the U.S. Office of Personnel
plex or responsible than work you have done in Management will certify your qualifications based
the past, you might be eligible for the position. on your answers and your experience. For more
If some of the required experience for a job information, see www.opm.gov/ses or call (202)
seems unique to the Federal Government, ex- 606-1800.
plore further by calling the agency or the contact
form. But if time is short and the job you want doesn’t quickly. For help in writing about skills you do not have,
involve writing, some screeners say that it’s fine to use see the box on page 21.
bulleted lists instead. Consider dividing the writing process into these five
Before you start to write, read the vacancy announce- steps:
ment carefully for instructions about length, format, and Step 1: Brainstorm. For each required skill, make a
content. list of possible examples that demonstrate your expertise.
What is most important when writing about skills? Think over current and past jobs to see if they relate.
Screeners advise using specific examples, highlight- Remember to include schoolwork, especially if you are
ing your best accomplishments, and getting to the point a student or recent graduate. Papers, presentations, and
Occupational Outlook Quarterly • Summer 2004 19

19. group projects, for example, all show communication specific paper, noting its length, degree of complexity,
ability. intended audience, and any results it produced—such as
Next, look for accomplishments that illustrate your a good grade or publication in a journal. You might also
qualifications. Note awards, compliments about your describe the number of papers you completed in a given
work, special projects you completed, and problems you period of time. Details like these illustrate your level of
solved. In particular, explain how you used the skill in expertise better than general statements do.
question to achieve what you did. Finally, don’t just summarize your tasks. Instead,
If the vacancy announcement asks about your knowl- explain why your work was important. If you solved a
edge of a subject, jot down any courses, workshops, or
on-the-job training that gave you that knowledge. You
might also want to divide the topic into parts and describe
what you know about each.
When brainstorming, restate your resume’s relevant
points. Don’t assume that the screener will use your
resume to decide if you are qualified.
Step 2: Choose the best examples. Select the stron-
gest examples of your skills. Picking three is typical, but
there is no set number.
Choose examples that show your level of expertise.
Look for your most difficult or responsible work and for
work that produced the best results.
Also, consider how closely each example relates to
the position you want. When writing about oral com-
munication, for instance, think about what kind of oral
communication would be important for the job. If the po-
sition requires tact, you might focus on a time you dealt
with a customer complaint. If the position requires giving
presentations, you might describe your
experience in a speech class.
Step 3: Get specific. For each
example you choose, provide details
about it. When and where did it
happen? Was it at your current job?
A past job? At school? Did it happen
once or every day? Start your descrip-
tions by answering these questions. Many
people’s examples begin with phrases like,
“In my current position as a help desk tech-
nician, I.…” or “As a student at Indiana State
University, I.…”
Next, be specific about what you did. Rather
than simply saying that you wrote many papers
while in school, for example, consider describing a
20 Occupational Outlook Quarterly • Summer 2004

20. problem, describe it and what you did to fix it. Explain have at least one other person read the draft and offer
the positive changes that resulted from your work. Did suggestions.
you save money or time? Were your customers happier?
Was a project easier to complete because of what you Questionnaires, tests, and other materials
did? Specific results make narrative statements more Some agencies ask applicants to answer a set of questions
compelling. about their qualifications. Questions can be multiple-
Step 4: Write a draft. The examples you choose choice, short answer, or a combination of both.
will become the basis for your draft. Write one or more Multiple-choice questions ask you to rate your level
paragraphs about each of experience or educa-
example. Many hiring tion. Screeners will use
managers suggest starting your resume to verify the
with the most important rankings, so be sure to
example, and some say Writing the impossible KSA statement: include enough details to
back up your answers.
that you can summarize
the least important exam-
What to do if you lack a required skill. Short-answer ques-
ples in a single paragraph tions ask for examples of
at the end. If you don’t have one of the required knowl- your education or experi-
Consider starting edeges, skills, or abilities mentioned in the ence. Answering these
questions is a lot like
your draft with one or vacancy announcement, getting the job might writing the skill state-
two opening sentences. be difficult—but not necessarily impossible. ments described in the
The sentences could re- Try to address the requirement by discussing last section, but answers
late to your first example, related strengths. For example, if experience on questionnaires are
as in, “During my 3 years with a particular type of software is required, usually shorter and more
as a customer service you might describe how you use another type focused.
representative, I have of software that is similar. The reviewer will
communicated with the You could also read books or websites probably read your
public every day.” about the software and then describe your answers before reading
Or you could be-
gin with a summary of
research methods, what you learned, and your your resume, so be sure
eagerness to learn more. that the answers can
what you plan to say in stand alone.
the statement, as in, “I If you skip a challenging KSA, you might get
Tests. A few posi-
strengthened my com- skipped; but addressing it shows ingenuity. tions, including those in
munication skills while the Foreign Service and
working as a customer many in law enforcement
service representative and require applicants to take
while serving as president written or medical tests.
of my high school class.” Testing procedures are listed in the vacancy announce-
Another option is to start the draft by explaining ment.
why the skill is important to your work or by describing The number of occupations requiring tests is much
the unique way you use the skill. You might say, “As a smaller now than in the past. Tests for most clerical posi-
secretary, I gather and share essential information every tions and most other positions have been eliminated.
day. My coworkers rely on me to make sure they have the Transcripts and other materials. Many vacancy an-
correct information when they need it.” nouncements ask for a copy of your school transcripts,
Step 5: Proofread. Read your draft carefully and especially if education is one of your qualifications. Some
eliminate repetition, irrelevant examples, and excess announcements ask for other materials, such as writing
words. Check spelling and grammar carefully. Finally, samples or copies of job-related certifications.
Occupational Outlook Quarterly • Summer 2004 21

21. Waiting, interviewing, and Negotiating salary and accepting the job
When you are selected for a job in the Federal Govern-
accepting the job ment, a human resources specialist will telephone you
After submitting a Federal application, you might have to
with an offer. This is a good time to ask questions about
wait longer for a response than you would when apply-
pay and benefits. Negotiating for pay is not as common
ing for a private sector job. It could take many months.
in Federal work as it is in the private sector because pay
In part, that’s because of the thorough applicant ranking
ranges are set by law. But agencies do have some flexibil-
process required by law.
ity. They can start experienced workers at the high end of
But agencies have been working hard to reduce the
the pay range, based on qualifications, market conditions,
time that applicants have to wait. In fact, some agencies,
the applicant’s past salary, and agency regulations. Some
such as the U.S. Geological Survey and the U.S. Environ-
agencies can also offer signing bonuses, student loan
mental Protection Agency, have cut the average time for
repayment, and relocation assistance.
an initial screening to a few weeks after the closing date.
In addition to answering questions about pay and
benefits, the human resources specialist will explain the
What to do while you wait process of getting a security clearance or other back-
If an agency uses an automated hiring system, you can ground check, if such checks are required for the job.
check the status of your application by logging on to its If you need time to decide whether to accept the job,
employment website. Otherwise, call the contact person. ask for it. If you do accept, the specialist will give you a
Many human resources specialists suggest waiting at start date and tell the hiring manager—who will probably
least 3 weeks after the closing date to give agencies time be your new boss.
to sort applications. Checking your application’s progress On your first day, you will sign or say an oath of of-
is important, because sometimes positions are cancelled fice and become a public servant. Then, you can stop the
and re-opened later. job hunt and start your Federal career!
Interviewing Learn more
Like most managers, Federal managers usually interview For more information about the application process,
applicants before deciding whom to hire. There are no contact the U.S. Office of Personnel Management. This
special rules for Federal interviews. You can prepare for office has created several publications for jobseekers.
them as you would any others. Learn more about the job It also publishes employment regulations, job descrip-
by visiting the agency website, skimming its publications tions, qualifications manuals, and statistics about Federal
and mission statements, and reviewing its organizational employment. Contact
chart. You also should review the job announcement and U. S. Office of Personnel Management
your application. 1900 E St. NW.
On the day of the interview, give yourself enough Washington, DC 20415-0001
time to find the correct office and navigate security proce- (202) 606-1800
dures. You probably need to bring photo identification, as TTY: (202) 606-2532
well as any materials that the hiring manager requests. www.opm.gov
You might meet with the hiring manager alone or (Employment information site:
with a panel of managers and coworkers. The standard www.opm.usajobs.gov)
advice about interviews applies, including listening well,
being ready with specific examples of your skills, and The U.S. Office of Personnel Management also main-
sending thank you notes. tains websites for specific types of jobseekers:
(For advice about interviews, see “Employment • www.studentjobs.gov provides information about
interviewing: Seizing the opportunity and the job” in the jobs for students.
summer 2000 issue of the OOQ and online at www.bls. • www.opm.gov/disability provides information
gov/opub/ooq/2000/summer/art02.htm.) tailored to applicants who are disabled.
22 Occupational Outlook Quarterly • Summer 2004

22. • www.opm.gov/veterans provides information Government as a whole. It describes Federal agencies and
about how military skills relate to civilian jobs in the the industry’s earnings, occupations, and employment
Federal Government and about applying for hiring prospects. These guides are available online at
preferences. www.bls.gov/oco and www.bls.gov/cgi, respectively.
• www.opm.gov/employ/diversity/hispanic Lastly, below is contact information for major ex-
provides information about the Bilingual or Bicultural empted agencies—they are not required to list all of their
employment program. openings on the USAJOBS database.
The Partnership for Public Service is another source
of information. This nonprofit organization encourages Executive branch
U.S. Agency for International Development
college graduates to work for the Federal Government. It Recruitment Division
publishes advice for students on how to get internships M/HR/POD/SP, 2.08, RRB
and permanent jobs. Many of its resources are custom- Washington, DC 20523
ized for people with specific majors. The Partnership also (202) 712-0000
conducts research on Federal employment and assists www.usaid.gov
career counselors and Federal recruiters. Contact the
Central Intelligence Agency
partnership at
Office of Human Resource Management
Partnership for Public Service
Washington, DC 20505
1725 Eye St. NW., Suite 900
Main number: (703) 482-0623
Washington DC 20006 Student employment programs and recruitment:
(202) 775-9111 Toll-free: 1 (800) 368-3886
www.ourpublicservice.org www.cia.gov
For current research on employment practices in the
Federal Government, see the reports and newsletters of
the U.S. Merit Systems Protection Board. Contact the
board at
U.S. Merit Systems Protection Board
1615 M St. NW.
Washington, DC 20419
Toll-free: 1 (800) 209-8960
www.mspb.gov
Libraries and career centers also provide information
on the Federal Government, including books about how
to get Government jobs. When choosing books, look for
those with recent publication dates because employment
regulations change from time to time.
At the library, you also might find two publications
from the Bureau of Labor Statistics: the Occupational
Outlook Handbook and the Career Guide to Indus-
tries. The Handbook describes the job duties, earnings,
employment prospects, and training requirements for
hundreds of occupations, most of which are found in the
Federal Government. The Career Guide to Industries
includes information about employment in the Federal
Occupational Outlook Quarterly • Summer 2004 23

23. Defense Intelligence Agency U.S. Nuclear Regulatory Commission
Civilian Personnel Division Division of Human Resources and Employment
100 MacDill Blvd. Program Branch
Washington, DC 20340-5100 Washington, DC 20555
Toll-free: 1 (800) 526-4629 (301) 415-7400
www.dia.mil www.nrc.gov
Federal Reserve System, Board of Governors U.S. Postal Service
20th St. and Constitution Ave. NW. Contact local branch.
Washington, DC 20551 www.usps.com/employment
(202) 452-3038
Toll-free: 1 (800) 448-4894 Judicial branch
www.federalreserve.gov U.S. Federal Courts
Administrative Office of the U.S. Courts
Federal Bureau of Investigation Washington, DC 20544
J. Edgar Hoover Bldg. (202) 502-3800
935 Pennsylvania Ave. NW. www.uscourts.gov
Washington, DC 20535
(202) 324-3000
www.fbi.gov
Legislative branch
Library of Congress Employment Office
101 Independence Ave. SE.
Government Accountability Office
Washington, DC 20540
441 G St. NW.
(202) 707-5627
Washington, DC 20548
www.loc.gov
(202) 512-6092
www.gao.gov
U.S. House of Representatives
Chief Administrative Officer
National Security Agency Human Resources Division
College Relations Branch B72 Ford House Office Bldg.
Fort Meade, MD 20755 Washington, DC 20515
Toll-free: 1 (866) 672-4473
www.nsa.gov U.S. House of Representatives (all other offices)
B227 Longworth House Office Bldg.
Tennessee Valley Authority Washington, DC 20515
Knoxville Office Complex (202) 226-4504
400 West Summit Hill Drive www.house.gov
Knoxville, TN 37902
(865) 632-2101 U.S. Senate
www.tva.gov Senate Placement Office
Senate Hart Bldg., Room 142
U.S. Department of State Washington, DC 20510
Human Resources (202) 224-9167
2401 E St. NW, Suite 518 H www.senate.gov
Washington, DC 20522
(202) 261-8888 Local addresses and telephone numbers are listed in
www.state.gov the blue pages of the telephone book.
24 Occupational Outlook Quarterly • Summer 2004