The Difference Between an Air Force and a Navy Resume Format


What is the different between an Air Force and a Navy resume format? Both types of resumes use the Resumix resume format, a specialized type of Federal resume that adheres to strict standards set forth by the organization that does the screening and hiring of candidates. Both types of resumes take their names from the original US Army Resumix format, but are not identical.

 

Just like the other parts of a Federal resume application package, including the KSAs or knowledge skills and aptitudes essays, the applicant should pay very close attention to the specifications on the job listing and on the Federal job posting website. Not following the instructions can get an applicant disqualified immediately, doing the opposite of what the resume is intended to do, which is secure an interview.

 

For this reason, serious job candidates should consult a professional resume writer who specializes in Federal resumes, and has extensive experience in military to civilian conversion resumes.

 

The Air Force Resumix or the Navy Resumix should be handled by a triple specialist: a professional resume writer who also has experience in translating military language to civilian ; and experienced in the processing of Federal resume writingthemselves.


What is a Resumix Resume?


Many federal and civil service employers now require that resumes be formatted for submission to a job database program, with the Resumix resume being one that used extensively throughout the federal government. An automated staffing solution that helps employers identify the most qualified candidates for open positions, Resumix resumes automate many of the hiring steps that have been traditionally handled by Human Resource personnel, through image processing, knowledge-based software, and database technologies.

Applicants are required to submit hard copy resumes of up to five pages in length to a person, office or address provided in the job listing. The resume is scanned into the computer, then Optical Character Recognition (OCR) software and the system extracts information like the name, address, phone number, work history, years of experience, education, and skills. The resume is saved and can be stored for later, so that when vacancies occur with qualifications that match the applicants’ skills, those people will be considered for employment.

There are resume-building tools available on the Internet to help with creating a resumix resume. One, at http://www.donhr.navy.mil, is designed for those applying for Navy jobs, but there are others online as well. Once created, your resumix resume can be scanned into a computer system and kept on file for up to a year, and can be updated whenever you like.

While this system is great for employers, it also negates many of the considerations that job seekers have had to wrestle with for generations. It doesn’t matter what kind of paper you use, or the font or layout style, either. The computer also doesn’t care how well you wrote the descriptions of your past work history – it’s just looking for specific words and phrases.

Because of this, you should use action words and concrete descriptions on a Resumicx resume – don’t be vague. rather than vague descriptions. Use simple verbs and nouns – “directs work,” “hires employees,” “trains new hires” are good example. Be specific – don’t write “adept at publishing applications,” instead write “used Microsoft Word, Excel and PowerPoint.” Also avoid acronyms or slang terms – they might confuse the computer!

If your resume will be scanned, make sure you provide a freshly printed copy, preferably from a laser printer, not a second or third generation document. The crisper the printing, the easier the computer can read and understand the language. For best results, use 1-inch margins, and standard 10 or 12 point fonts such as Courier or Times New Roman. Don’t use italics, underlining, and shadows, and don’t condense spacing between letters. Make sure your name a Social Security number are on each page. And then keep your fingers crossed!


Federal Government Resumes: How to Stand Out in the Crowd

When it comes to federal resume writing, make sure your resume stands out far above the rest. Harnessing your potential and finding your angle is the number one priority in successful federal resume writing. You need to utilize federal government resumes to sell yourself to the hiring manager.What makes you better than the rest? Why are you more qualified than the next person for the position you seek? What do you have to offer the employer that makes you unique? These are all questions you need to answer in your resume. You may have a master’s degree so do 200 other applicants. You may have worked in an executive public sector position, assume that at least 75% of the other applicants may have as well.  Everyone will have the proper education and training, otherwise they wouldn’t be applying for the job. Therefore, you need to find something about yourself that makes you stand out so that the person in charge of hiring sees you as THE person for the job!If education and experience alone won’t seal the deal, then focus on the language in your resume. You can still appear to be the better candidate by writing your resume so it appeals to the hiring manager. For example, if you are applying for a computer related position, place the emphasis on your computer related work and education. Don’t just say “computer experience with excel, windows, Mac, and other related topics.” Be detailed. Try aomething like:  “Ten years of programming, including using both Windows and Mac systems, Linux, Excel spreadsheets for documentation, HTML coding, .NET programming, and PHP/SQL utilization.”  Sounds more professional, doesn’t it?Also, utilize keywords from the job announcements to catch the attention of the reader. When a job opening is announced in the federal government hiring managers don’t have time to read every single resume. They put certain words and qualifications in the job announcement, use these phrases and keywords to catch their attention. Generally, if you don’t grab the attention of the person reading your federal government resumes within the first minute, they won’t bother to read the rest of your resume. That’s why these keywords are so important.


How To Find Government Job Postings

There are a number of websites with search engines devoted to helping you find government job postings. Some are helpful, some are scams – just keep in mind that government jobs aren’t a secret, and there’s no reason to pay anyone money to find Federal government job postings. By using even the most general search engine like Google and Yahoo, you can find government job postings. And there are websites run by different branches of the military and agencies that post ads to find government jobs specific to their needs.

 

If you know which governmental entity you hope to work for, first try going directly to their agency website to find government job postings in that area. Then start with simple job title words to describe what you’re looking for – accounting, medical, computer, janitor, etc. Be creative, though – the federal government is very good at making up convoluted job titles for simple occupations! Using a “wild card” character in your search – an asterisk (*) will yield more results. If you enter “scien*”, for example, you’ll retrieve entries for will fetch “scien,” “science,” “sciences,” “scientific,” and “scientist.” Some job categories will offer just one or two listings, while others will yield many. When that happens, narrow the search with more specific terms – “computer science,” for example.

 

If you know the series or grade number of the government job you’re looking for, you can enter that as well. It’s a fact of life in government service that employees often identify themselves by series and pay grade numbers – “In my last job I was a 1730-5, but then I got bumped up to 2012-8.” By entering the series and grade numbers – provided you know what they are – you can find postings for jobs in a series at a specific grade.

 

When trying to find government job postings in city or state government, it’s often smart to go directly to the city or state web page first. From there, you can usually find government job posting links to specific agencies within the government, leading to the actual posting. Sometimes the city or state webpage will link to an employment page for the entire governmental system – in this case, you can often find government job postings and apply for those jobs directly online using the system’s job database. Make sure you read the requirements for applications carefully and submit everything that the government job posting requests, or your application may be rejected. And don’t give up easily – government is made up of bureaucracies within bureaucracies, so if you don’t find government job postings that you want right away, keep searching until you do.

 


2008 Survey of the Senior Executive Service

The U.S. Office of Personnel Management (OPM) today issued the government wide results from the 2008 Survey of the Senior Executive Service (SES). The Survey was administered on-line in January and February to all SES and focused on the new SES pay-for-performance system, executive development and general attitudes toward work. The survey had a 65 percent response rate.”The results of the survey show the SES is a committed and qualified group of people dedicated to their work on behalf of the American people,” said OPM Director Linda M. Springer. “It also points out that the federal government has work to do in order to continue to develop and attract a highly qualified executive workforce.”

Findings from the Survey include:

  • Senior Executives as a group are proud to be in the SES, they feel a sense of accomplishment through their work, and feel their talents are well used. These are some of the highest rated items on the survey (87-97% favorable).
  • SES respondents believe their pay should be based on performance and feel they are held accountable for achieving results, as well as the fact that they participated in the development of their performance plan (89-93% favorable).
  • Most believe their appraisal fairly reflected their performance (68%–down from 74% in 2006 Federal Human Capital Survey (FHCS).
  • However, communication with executives needs attention: 63% of respondents received a briefing or training on the performance management system, and only 35% of respondents received the overall results of agency ratings, awards and pay adjustments.
  • On the plus side for executive development, it appears that executives are open to the prospect of continuing learning and networking, and many believe in the benefit of job changes (55% – 75% favorable based on questions 31, 32, 33).
  • Most respondents are satisfied or very satisfied with their pay (61%–down from 73% in 2006 FHCS).
  • Just over half (55%) are satisfied with developmental opportunities.
  • Over one-third (35%) of executives indicated that their developmental needs are not assessed, and over a third (37%) have not engaged during their SES tenure in any of the six activities commonly used for developing executives.

The Survey may be found online at www.opm.gov/surveys/results/index.asp.


OPM Initiatives Will Improve Hiring/Recruitment Process

U.S. Office of Personnel Management (OPM) Deputy Associate Director for Talent and Capacity Policy Angela Bailey today outlined for Members of Congress actions OPM is taking to ensure the Federal Government has an effective civilian workforce.   Testifying at a hearing coinciding with Public Service Recognition Week, Bailey told the Senate Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia about initiatives to improve the hiring process, streamline job announcements for entry-level positions, and selection methods for the Senior Executive Service (SES). 

“We are well aware the Federal hiring system has evolved over many years into a cumbersome process and hiring takes far too long,” said Bailey.  “That is why we have expanded our efforts by partnering with several agency Chief Human Capital Officers to launch a new, holistic and systemic view of the hiring process.”   

This initiative focuses on five interrelated components – workforce planning, recruitment, hiring, suitability and security, and orientation – that work in concert to create an efficient and effective hiring process.  By September, OPM will issue a Governmentwide standard for the hiring process, along with a “how to” guide that includes successful practices, templates, and scripts for communicating with applicants.

As a subset of this initiative, OPM is also streamlining job announcements and creating templates agencies may use when advertising for entry-level positions.  “We have replaced the legalese and pages of extraneous information that were not necessary to announce a job,” said Bailey.  “It also advertises upfront two of the most important issues of concern to new professionals – pay and benefits.”  Pilot projects are also underway to attract seasoned executives in the Senior Executive Service (SES) whose resumes clearly demonstrate the extent of their experience and accomplishments.

To help agencies better address their hiring needs at both ends of the employment spectrum, OPM sent Congress a legislative proposal to allow agencies to rehire annuitants on a part-time and/or time-limited basis, without a salary offset.  These experienced workers, with their institutional knowledge can help the next generation of employees integrate into an agency’s workforce by serving as mentors and knowledge management facilitators, thus providing a seamless transition from generation to generation. 

Bailey concluded, “If anything, OPM believes these efforts will prove it is possible to challenge difficult and esoteric processes, and, more importantly, create solutions that do not compromise our principles.”  


Statement from OPM Director Linda Springer Regarding the Revision of Background Investigation Questionnaire

Washington, DC- The following statement was issued by Director Linda M. Springer of the U.S. Office of Personnel Management.

“The Secretary of Defense today announced the implementation for all DoD components of a revision to Standard Form (SF) 86, Questionnaire for National Security Positions, which the U.S. Office of Personnel Management requires for all background security investigations. The revised Question 21 (see text below) will also apply government-wide to all persons completing SF86.

As the agency with the statutory authority to conduct background investigations for the Federal government – including responsibility for the background investigation questionnaire, OPM takes its responsibility to ensure the safety of the Federal workforce very seriously. Our background investigation process has always recognized that our men and women in the armed forces must not be discouraged from seeking mental health counseling when appropriate.”

Mental health counseling in and of itself is not a reason to revoke or deny a clearance.

In the last 7 years, have you consulted with a health care professional regarding an emotional or mental health condition or were you hospitalized for such a condition?

Answer “No” if the counseling was for any of the following reasons and was not court-ordered:

- strictly marital, family or grief not related to violence by you; or

- strictly related to adjustments from service in a military combat environment.

If you answered “Yes,” indicate who conducted the treatment and/or counseling, provide the following information, and sign the Authorization for Release of Medical Information Pursuant to the Health Insurance Portability and Accountability Act (HIPAA).


OPM Issues Report On Its New RetireEZ Program

The U.S. Office of Personnel Management (OPM) yesterday released its first post-initial rollout report on its transformational retirement administration program RetireEZ. The report responds to recommendations made by the Government Accountability Office (GAO) and provides an expanded update on the initial rollout of the program.On February 25, 2008, OPM successfully began the rollout of RetireEZ to Wave 1 employees, as planned. Approximately 26,000 employees in agencies serviced by the General Services Administration‘s (GSA) payroll processing center are now covered under the new system.

Prior to RetireEZ, retirees in all three branches of government and the U.S. Postal Service could anticipate a period of interim reduced annuity payments upon commencement of their retirement. The decades old paper-based administrative process responsible for this poor customer service was destined to deteriorate with the onset of the pending retirement wave. Under RetireEZ, this practice is ending.

RetireEZ is now processing Wave 1 agency retirements that have occurred subsequent to the initial rollout. As a safeguard, all retirements continue to be calculated under a legacy process, which itself uses newly automated data files created as part of the modernization process.

“We are pleased to report the majority of cases that processed to date under RetireEZ matched the legacy calculation,” said OPM Director Linda M. Springer. “In all Wave 1 cases OPM paid full retirement benefits at the payment commencement date. No longer are retirees under the new system receiving interim payments and waiting for months until their actual payment amounts are calculated. This success is directly attributable to the transformation of millions of paper records to automated data that underlies the modernization. All Wave 1 new retirees are getting better service because of RetireEZ.”

OPM is building on this successful beginning for RetireEZ and will periodically migrate remaining functionality into the system when fully tested. Work also continues in support of adding agencies in Wave 2 and beyond, as well as the continued automation and cleansing of employee records.

The technology underlying RetireEZ is the Defined Benefits Technology Solution (DBTS), a best of breed private sector solution which is being modified to comply with Federal laws and regulations. OPM had previously pursued building its own system and spent considerable resources on this path. It also re-evaluated options and determined that this functionality could be purchased as a service yielding lower cost, lower risk, and better performance. Up to now, however, the lifecycle costs shown in the Retirement Systems Modernization (RSM) Office of Management and Budget Exhibit 300 included $69.6 M of non-FTE historical costs for that abandoned approach that were not related to the current RetireEZ approach.

The Exhibit 300 now correctly presents non-FTE project costs as planning and acquisition cost of $106.53 M and operations and maintenance cost covering the period through 2016 of $254.19 M

“RetireEZ is already improving service for Federal employees and its benefits will expand to future retirees as the rollout continues,” Springer said. “That is the ultimate measure of success.”



OPM Issues Standardized Federal Vacancy Announcement Templates for Certain Positions

Today the U.S. Office of Personnel Management (OPM) demonstrated to the Chief Human Capital Officers Council standardized vacancy announcement templates for three of the top 30 ranked occupations. These announcements will be easy to understand and use by applicants seeking entry level jobs.”We expect that as agencies begin announcing their positions using these templates the quality and number of applicants will increase,” OPM Director Linda M. Springer said. “By standardizing the vacancy announcements, applicants will be able to submit the same application for multiple positions within these occupations, making the application process less onerous for prospective employees.”The templates are streamlined, easy-to-understand, standardized vacancy announcements agencies can use to help attract a broader pool of qualified applicants for secretarial, accounting and accounting technician positions. Use of the templates will also be easier for agencies since they will now simply need to insert limited information concerning their specific jobs such as the name of their agency, what the specific duties of the position are, and where to send the application.Written in plain language, the vacancy announcements include basic qualifications, Federal resume writing requirements for the position up front and standardized knowledge, skills, and abilities.Federal HR staff will be able to access these templates through USAJOBS (Employer Services tab) and USAStaffing. Use of the templates is optional; however, OPM believes such standardization should reduce applicant frustration and improve the federal hiring process.


The SES Federal Job Market is Heating Up as Candidates Race for the White House

The race is on as candidates make their plea to be the next President of the United States in the upcoming election. As the candidates scurry to appeal to the votes, the SES federal job market is heating up because executive realize the opportunity to secure employment at the commencement of a new administration.An SES position means Senior Executive Service, which represents high level employment in an executive capacity with the Federal government. Currently the Federal government is the largest employer in the nation because of the job security, superior salary and outstanding benefits given to their employees. Because jobs with the Federal government offer a myriad of advantages to their employees, the number of applicants for these positions always exceeds the number of available positions.To get the edge in the competitive Federal job market during a time when there will be more applicants than ever, consider hiring a professional resume writer. When you apply for a coveted Federal position, it is essential to follow all the specifications for application, format your resume properly and use relevant keywords or you may not even qualify for that dream job. Hiring a professional resume writer who is familiar with the Federal job application process can mean the difference between landing a lofty SES position or just wishing you did.