Government

The US has three branches of government as follows.

* Executive Branch - president and vice president * Legislative Branch - Congress made up of the House of Representatives and the Senate. * Judiciary Branch - the Supreme Court
The US Government has 3 branches, the executive, legislative, and judicial.
three

Dear Overlooked:

This is an interesting question, though you haven't given me a lot of info to work with. That's probably because you don't want your employer to know you're looking for jobs - or that you're in the FBI witness protection program.

If we were meeting face-to-face, I would ask you a few questions. What type of work do you do? What geographic area are you from? In what area(s) of the country have you applied for work? How many federal jobs have your applied for since you began your search? Some of your answers to these questions could factor into why you have been striking out with the feds.

Since you are trying to keep your job search undercover, I will do my best to help you out.

Attempting to secure a federal job is not easy. In fact, the process is a major buzz kill because it requires you to go beyond submitting a standard cover letter and resume. Many times you are asked to answer additional questions in a knowledge, skills and assessment (KSA) section, along with submitting a very detailed resume of practically your entire work and salary history.

Many applicants find the process just too daunting and time-consuming. So I applaud your patience and stamina in taking on the federal job application juggernaut.

Unfortunately, submitting a federal job application is actually the easy part. Waiting to hear back from the feds is the true test of character.

Fed employers are like any other employer in that they're looking for a right employee match. Where they veer off into the land of the unknown is how they determine which applicant to select.

Many fed job applications list minimum and desired qualifications for their posted positions. They also include a minimum and maximum salary range. Also the KSAs play an important role in the application process. The purpose of this info is to give the fed employer some wiggle room when selecting an applicant in order to find the best candidate that fits their needs.

For example, let's say that the Department of Labor (DOL) is looking at four candidates for a mid-level budget analyst position that has a salary range of $50-$75K.

Here are the four candidates:

• Candidate A has a BS and MBA, two years of experience and no managerial background.

• Candidate B has BS, eight years of experience and has 5 years of project management experience.

• Candidate C also has a BS with over ten years with two years of supervisory experience.

• Candidate D has a BS and MBA with over ten years of work and division management experience.

Maybe candidate A is the best fit because they have an advanced degree which meets DOL's desired qualifications. However candidate B is ideal because they have management experience, which can be an asset for that upcoming project that is coming down the pike. Yet candidate C has a steady work experience with some project responsibilities. But maybe candidate D is best because they have the educational and management experience to hit the ground running.

After reviewing the applicant materials and having conducted interviews, DOL decided to select Candidate C for the position.

Is candidate C the most qualified and/or best fit for the position? Do the other candidates, especially candidate D have a right to howl in righteous indignation over the Department of Labor's decision?

I spoke with Ched Bungard, General Counsel for the U.S. Merit Systems Protection Board (MSPB) about the hiring decision process. According to Bungard, trying to determine how a candidate is hired is "not a simple question" and other issues can come into play.

The "other issues" are requirements dictated by the agency's hiring guidelines such as giving preference to veterans or internal employees (as part of their merit promotion). Combine this with the usual employer preferences such as specific skill sets; response to KSAs, salary preference, start date flexibility, geographic proximity, etc. can complicate how an applicant was chosen for the position over the other candidates.

As to whether it's a "merit violation" if you are passed over for a less qualified, local candidate, things can get even more complex.

The Civil Reform Act of 1978 does state that federal agencies are expected to hire "qualified individuals" and selection and advancement of federal employees "should be" based on "relative ability, knowledge and skills."

Look at the words here. Not "most qualified" but "qualified." Not "must be" but "should be." Not "highest" but "relative." Remember I mentioned earlier how the feds need wiggle room? Basically, it means that a federal agency is not obligated to select the most qualified individual (as we all know through observation). Also, the Civil Reform Act makes no mention of geographic regulations (local vs. non-local) when it comes to hiring practices. An agency can select whomever they feel is the best person for the position based on the agency's needs and assessments.

Maybe you have a merit violation based on principle, but legally you would be climbing Mt. Everest in your shorts trying to prove it.

So, what can you do to beat the odds? Reach out to the HR contacts that were listed on your federal job postings. Try to find out why you didn't make the cut. If they're not helpful then go directly to the source. Contact the fed agency directly to see what they can tell you. You might be able to find out what you need to do to improve your chances.

Good luck!

Political means involving or characteristic of politics or parties or politicians, of or relating to your views about social relationships involving authority or power, of or relating to the profession of governing. Political refers to relationships of interest within a community, whether that communityis large or small.

The word political is derived from the Greek word, polis.