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Text File | 1995-11-16 | 16.7 KB | 387 lines

┌───┐┌───┐┌───┐┌───┐┌───┐┌───┐┌───┐┌───┐ COPYRIGHT 1994,95 │ F ││ e ││ d ││ J ││ o ││ b ││ s ││ ! │ T&J SOFTWARE └───┘└───┘└───┘└───┘└───┘└───┘└───┘└───┘ ALL RIGHTS RESERVED Your online access to THOUSANDS of government jobs nationwide! ────────────────────────────────────────────────────────────── Welcome to FedJobs Online! v1.10 by T&J Software. Let's go over the main menu command: FAST SEARCH BY JOB TITLE: ~~~~~~~~~~~~~~~~~~~~~~~~~ This command allows you to enter a 35 character text string. The first line of each job will be compared to your keyword. The first line of each job contains the JOB TITLE, JOB GRADE/SERIES NUMBER, and the OPENING and CLOSING DATE of application. After 20 job matches are found (or it reaches the end of the database) you will be able to [E]xpand on any of the matched jobs. SEARCH FOR JOBS [KEYWORD]: ~~~~~~~~~~~~~~~~~~~~~~~~~~ This command allows you to type in key words to search for (35 characters maximum). Some items you may search for are: cities, state, job description, a particular job code such as GS-0028 which is Environmental Protection Specialist, etc... These routines will search every line of every job in the database. After 20 job matches are found (or it reaches the end of the database) you will be able to [E]xpand on any of the matched jobs. JOB TITLE QUICK LIST: ~~~~~~~~~~~~~~~~~~~~~ This command displays job title, grade, and opening/closing dates (20 listings per screen). You may page forward and back and may also expand on any listing you choose. Simply choose abort to go back to the main menu. Jobs are listed in the order in which the appear in the database. When listing the jobs, they will be shown in the following format: <Job Title> <Grade/Job Code/Pay Level> <Opening/Closing Date> We are currently looking for a listing of all federal job codes in an ASCII format (i.e. GS-0028 => Environmental Protection Specialist). TOGGLE COLOR: ~~~~~~~~~~~~~ Allows you to toggle color on or off. HELP: ~~~~~ Brings up this help file. QUIT: ~~~~~ Exits the door. ┌────────────────────────────────────────────┐ │ THE GS PAY SCALE EFFECTIVE JANUARY 9, 1994 │ └────────────────────────────────────────────┘ The following are starting salaries only. Each GS grade also has 10 different steps associated with it. STEP 1 --------------- STEP 10 GS-1 $12,271 -to- $15,351 GS-2 $13,796 -to- $17,363 GS-3 $15,054 -to- $19,573 GS-4 $16,900 -to- $21,965 GS-5 $18,907 -to- $24,576 GS-6 $21,075 -to- $27,393 GS-7 $23,419 -to- $30,442 GS-8 $25,936 -to- $33,721 GS-9 $28,648 -to- $37,239 GS-10 $31,549 -to- $41,012 GS-11 $34,662 -to- $45,063 GS-12 $41,543 -to- $54,004 GS-13 $49,401 -to- $64,218 GS-14 $58,377 -to- $75,894 GS-15 $68,667 -to- $89,265 NOTE: Normally starting positions start at the STEP 1 level. Thus, if you started at the GS9 level it would normally be GS9 STEP 1 Persons With Disabilities: ~~~~~~~~~~~~~~~~~~~~~~~~~~ For Persons with Disabilities: Use ONLY when applying for positions which are open to "STATUS" candidates, AND when the announcement also allows ALL Federal employees in the area of consideration to apply. The use of this letter does not give anyone "status". One good source of "status" openings is in commercial listings such as FEDERAL CAREER OPPORTUNITIES, which many libraries subscribe to locally. (The authority noted in the second paragraph below allows you to apply under such "status" openings IF you have first established eligibility for a non-competitive Federal appointment covering persons with disabilities -- and you may seek such eligibility from your State Vocational Rehabilitation or VA voc. rehab. office.) MODEL LETTER: (YOUR ADDRESS) (AGENCY ADDRESS FROM ANNOUNCEMENT) DEAR Mr./Ms. _____________: I am applying for the position of ___(title)_________ at pay grade GS/WG _____,as advertised under ANNOUNCEMENT NO. ______________________, which has a closing date of ___________________. This Federal position is announced as being open to "status" candidates, but if there is no "freeze", you may consider my application under the following provisions. Federal Personnel Manual, Chapter 335, Subchapter One, Requirement No. 4 Those provisions allow Federal officials the option to select from an alternate list of persons with disabilities who are both (1) qualified for the position, and (2) have been certified by either a State vocational rehabilitation counselor or a VA counselor as being covered by the physical disability or mentally restored / mentally retarded guidelines. Such appointments are in the excepted service. You may wish to either consider me under the 700-hour "trial" appointment, for which the prior certification is not needed if I meet the minimum qualifications of the position, or to proceed directly to the non-competitive "Schedule A" appointment after the vocational rehabilitation letter is provided. Thank you for your consideration of this request. I would also appreciate it if you would keep a copy of my SF-171 in your applicant supply file in case other opportunities for consideration arise. Sincerely yours, The Department of Defense Priority Placement Program ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ HOW IT CAN HELP YOU! Office of the Deputy Assistant Secretary of Defense (Civilian Personnel Policy) RIGHTS AND BENEFITS OF CIVILIAN EMPLOYEES AFFECTED BY BASE CLOSURES, REDUCTIONS, AND CONSOLIDATIONS PLACEMENT ASSISTANCE All career, career-conditional employees, and excepted service employees with personal competitive status, will be given maximum assistance in continuing their careers as employees of the Federal government through assistance to other positions in the Department of Defense (DoD) or other Federal agencies. In addition, in cooperation with the Department of Labor and State Employment Services, assistance will be given to employees in locating positions in private industry. Where appropriate, they will be given the opportunity to undertake retraining programs to qualify them for jobs available in their local labor markets. Employees whose jobs are transferred to other locations may be given the opportunity to transfer with their jobs. The costs of transporting them, their families and households to new locations will be borne by the government. Among the costs that will be paid are moving and transportation of household effects, buying and selling a home, the cost of a "house hunting" trip to the new location, and temporary quarters subsistence expenses. Employees whose jobs are eliminated will be given priority rights to other vacant positions in the Defense Department and other Federal agencies. Employees demoted who are entitled to grade retention following a change in position or reclassification will be given priority rights to other DoD commuting area vacant positions in grades which are equal to their retained grades. Employees whose jobs are eliminated also will be given assistance in locating jovbs in private industry if they so desire. The Department of Defense Program for Stability of Civilian Employment and Priority Placement Program provide the principal mechanisms for placing affected employees elsewhere in DoD. Through the Priority Placement Program the skills of displaced employees are matched with vacant positions at other DoD activities at which the employees are willing to work. The job match is accomplished through a computerized referral system, and if the new job involves a move to another location, the costs of moving the employee and his/her household are borne by the government. If the new job is at a lower grade level, the employee's grade or pay is saved to the maximum extent permitted by law. Employees are also registered in the Office of Personnel Management's Displaced Employee Program and through this means are given priority consideration for vacancies in other Federal agencies. The State Employment Services provide placement and retraining assistance for employees desiring jobs in private industry. Following are some specific questions and answers which provide additional detailed information on pertinent aspects of the Priority Placement Program. 1. How will DoD accomodate employees who lose their jobs as a result of base closures? Since 1965 the Department of Defense (DoD) has operated the most highly acclaimed and most effective outplacement program in the Federal service. It is called the DoD Priority Placement Program (DoD/PPP). This program came into existence under the leadership of Mr. Robert McNamara, who was Secretary of Defense when a significant number of bases were closed in the mid-1960's. All Secretaries of Defense since Mr. McNamara have endorsed the DoD/PPP as an effective means to minimize the adverse impact on employees hit by reduction in force (RIF). This is the means by which these persons will be placed at other DoD activities. 2. How effective is the DoD/PPP in placing RIF-affected employees? To date, more than 91,000 employees have been placed. This figure could be even higher, but for personal reasons some registrants are not willing to relcoate to other installations where appropriate vacancies exist. Those registrants who are willing to accept employment with a geographic relocation within reasonable distainces from their current commuting area can almost be assured of an offer. 3. How does the DoD/PPP work? Those employees who are affected by RIF and those who decline to accompany their function that has been transferred to another commuting area are registered in a computerized system that is operated in Dayton, Ohio, by the DoD Data Support Center. Computerized listings are sent bi-weekly to every DoD Civilian Personnel Office in the world. This listing is called the "Stopper List" and contains the skills, grade, and priority of registrants who are available for jobs at each location. 4. How are employees refered for placement under the PPP? Employees are referred for placement with a numeric priority (1 through 3). The priority is assigned based on the severity of the employee's proposed personnel action. For example, an employee facing RIF-separation is assigned a Priority 1 while an employee with a RIF offer of a change to lower grade, one grade below the current grade held, is assigned to Priority 3. The assigned Priority then dictates what type of recruitment actions are "stopped" when a Stopper List match occurs. 5. What happens when the "Stopper List" is received at a DoD Civilian Personnel Office? The title "Stopper List" describes the action to be taken. When there is a vacant position that matches the skill and grade, and carries the appropriate priority on the Stopper List, all recruiting action stops and the job is offered to the registrant. 6. Is the offer mandatory or does the manager have a choice? The offer is mandatory and this is rigidly enforced. Of course, the registrant must be fully qualified for the job, including meeting any reasonable specialized factors. 7. How do managers feel about the mandatory placement of registrants in their vacant positions? We have outstanding support from commanding officers and managers since they understand the reason for the placement. Additionally, they know that they are getting a fully qualified employee. Many civilian managers have been placed through the DoD/PPP and they owe the continuity of their careers to this program. Obviously, they are strong supporters. 8. Do you have any statistics on the success of these mandatory placements? In the past few years, we have conducted five follow-up surveys on a fairly extensive basis and in each case the malplacement rate has been 1% or less. This information is widely distributed to management officials and they realize that there is no other source from which they can select employees with more than a 99% chance of getting fully successful performers. 9. With that type success, the registration requirements must be rigid. Are they? In order to be registered, the person must be "fully qualified" and performance or conduct must not be in question. 10. How many offers does the registrant have from which to choose? One. The employee is told at the time of registration that only one valid offer is authorized, so they are careful to select locations and skills that are acceptable. 11. Can the registrant select any DoD installation in the world for registration purposes? No. The registering Civilian Personnel Office official selects the geographical parameters considered to be necessary to assure placement and the registrant can then designate activities in that area that would be acceptable. The areas for which registration may be effected are determined by the skill. For example, skills that are common at many bases would dictate a more narrow area than unusual skills that are not widely used within the DoD. 12. With so many installations in tight budgetary situations and/or having to reduce the civilian workforce as a result of functions being contracted, is it realistic for an employee at a base to be closed to expect a job offer through the DoD/PPP? In recent months there has been a significant increase in activity in the DoD/PPP as a result of reduced budgets and contracting. In fact, the average number of registrants has more than doubled-HOWEVER-the average number of offers has almost tripled. In other words, the ratio of offers to registrants has increased, since many DoD activities are filling jobs. Accordingly, the registrant who is willing to relocate to reasonable areas has an excellent opportunity for a job offer. 13. Is the DoD/PPP cost effective? The General Accounting Office has reviewed the DoD/PPP thoroughly and reported that several million dollars are saved each year in severance pay and unemployment compensation avoidance. In addition, there is a substantial savings in retaining skilled people within DoD. 14. How do you plan to get this information about placement asisstance to the employee at the bases scheduled to be closed? We plan to send teams of specialists to each base identified for closure to brief the employees and to assist in their registration in the DoD/PPP. In addition, there will be detailed printed material which will explain the assistance that is available. 15. Realistically, what percentage of these adversely affected employees do you think will receive offers of other jobs? With the amount of advance notice that we have and the fact that closures are spread over several years, our goal is to offer a job to every person who wants to continue working and is willing to relocate to another job. If they are willing to relocate on a reasonable basis, we honestly think that we can do it. We certainly will give it our very best effort. HOW CAN I REGISTER IN THE DoD PRIORITY PLACEMENT PROGRAM? o Contact your Civilian Personnel Office for an appointment for counseling. o Think about your skills. You may register for five types of jobs for which you are fully qualified. This means you would be able to begin performing the full scope of the job with just normal orientation. o Think seriously about where you might be willing to relocate outside the commuting area. The CPO will establish geographic parameters within which you are eligible to register, based on the availability of jobs for your skills. You will make the final selection. This is very important because the area must be broad enough to assure that you get an offer, yet you must be very sure that you will accept a job at that location if offered. One declination of a valid job offer removes you from the PPP. o Consider whether you would be available for lower grades knowing that your pay will be protected. o Be sure to stay in touch with the CPO. The CPO must be able to contact you promptly when an offer is forthcoming or when an expansion of your registration is advisable.