A PUBLICATION OF DOL/OPM

FEDERAL CAREER GUIDE

Asian Pacific American

U.S. DEPARTMENT OF LABOR AND

U.S. OFFICE OF PERSONNEL MANAGEMENT
A PUBLICATION OF DOL/OPM

FEDERAL CAREER GUIDE

Asian Pacific American

A Publication of the

U.S. DEPARTMENT OF LABOR AND

U.S. OFFICE OF PERSONNEL MANAGEMENT

May 2006

3

A MESSAGE FROM

Dear Friend:

I am pleased to present the 2006 edition of the Asian Pacific American Federal Career

Guide. Building on the success of the annual Asian Pacific American Federal

Career Advancement Summits since 2001, it is my hope that this publication will

be useful to all Asian Pacific Americans interested in government service or

advancing into leadership positions.

The purpose of the Guide is to help Asian Pacific Americans become more aware 

of the advantages of working for the Federal government and the skills required

for even greater success. To continue meeting the challenges ahead, we need more

talented and committed Asian Pacific Americans willing to serve their fellow

citizens and build the rewarding careers that they deserve.

The Asian Pacific American Federal Career Guide offers you a clear picture of

resources available and the professional fulfillment so often found in public

service. I am confident that our nation will continue to draw on the strength of 

its multicultural heritage to ensure a brighter future for all Americans, and this

publication is part of that effort.

Sincerely,

Elaine L. Chao

I am committed to cultivating a new

generation of leaders.

— U.S. Secretary of Labor Elaine L. Chao

U.S. SECRETARY OF LABOR ELAINE L. CHAO

SECRETARY OF LABOR

WASHINGTON, D.C. 20210

“

”
A MESSAGE FROM

OPM DIRECTOR LINDA SPRINGER

The APA Federal Career Guide is a comprehensive

source for those seeking insight on how to start and build

a successful federal career.

— OPM Director Linda Springer

4

“

”
5

❶ Introduction to the Federal Government . . . . . . . . . . . . 7

❷ Overview of the Federal Workforce . . . . . . . . . . . . . . . . . . 8

❸ Building a Government Career . . . . . . . . . . . . . . . . . . . . . 10

❹ The Benefits of Federal Employment . . . . . . . . . . . . . . . 11

❺ Applying for a Federal Job . . . . . . . . . . . . . . . . . . . . . . . . . 14

❻ Career Advancement and Development . . . . . . . . . . . . 20

❼ Awards and Bonus Programs . . . . . . . . . . . . . . . . . . . . . . 23

❽ Looking Ahead . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

TABLE OF CONTENTS

7

INTRODUCTION TO THE

Over 2.6 million people today proudly call themselves Federal employees. These

dedicated Americans have selected the Federal government as their employer of

choice, where every day they know their work touches the lives of Americans at

home and abroad. There is an old Navy recruitment slogan saying, “It’s not just a job,

it’s an adventure.” A career in the Federal government can be an adventure, offering

challenging career opportunities in approximately 900 occupations in this country and in

over 180 foreign countries.

The Federal government offers entry-level, mid-career and senior management positions

for all skill and interest areas. Federal employees protect our national parks, perform

medical research, predict economic trends, help find affordable housing, train workers for

better jobs, enforce the law, and ensure our national security. All these jobs add to the

quality of life for every American.

Not only is public service interesting and satisfying, but it offers great opportunities for

training and development, career advancement and mobility. The Federal government

offers a generous benefits package, including competitive salaries, paid holidays, vacation

and sick days, a 401(k)-style savings investment plan, and health and life insurance.

Federal employees enjoy a stable and family-friendly environment that offers a good

work/life balance.

The Federal government is dedicated to building a diverse workforce that reflects the

diversity of America, including Asian Pacific Americans. The government wants the best

and the brightest, and that includes everybody. The Federal government is an equal

opportunity employer. All qualified candidates receive consideration for all positions

without regard to race, color, religion, sex, age, marital origin, disability, political

affiliation, marital status, sexual orientation, or other non-merit factors.

It’s a great place to be, and

“

perhaps the right place for you.

”

FEDERAL GOVERNMENT
OVERV IEW OF THE

8

The Federal government is the nation's largest employer, with 97% of these

employees working in the United States and 16% in the Washington

Metropolitan area. This means the majority of Federal jobs are outside

Washington, D.C. and are available in your state and perhaps even your city! About

94% of Federal employees work full-time. The average full-time Federal employee is

46.4 years old and has worked 15.8 years in the Federal government. Approximately

41% of the Federal workforce has a bachelor’s degree.

The Federal workforce is diverse, with 31.7% comprised of members of a minority

group. Of this, 17% is Black, 7.5% Hispanic, 5.1% Asian Pacific American, and 2.1%

American Indian/Alaska Native. Approximately 44% of the Federal workforce is

female and 6.7% of the overall workforce consists of people with disabilities.

The average full-time Asian Pacific American Federal employee is 46 years old and

has worked an average of 13 years in government. Approximately 55.4% of Asian

Pacific American Federal employees have a bachelor’s degree or higher. The

representation of Asian Pacific Americans in upper management is charted on the

next page.

Non-Minority

Black

Hispanic

Asian Pacific American

American Indian/Alaska Native

2.1%

5.1%

7.5%

17.0%

68.3%

*As of January 2006

FEDERAL WORKFORCE
9

In 2005, there were 95,832 Asian Pacific Americans in the Federal workforce. The three Federal

Executive Departments with the highest representation of Asian Pacific Americans are the

Department of Navy (10.5%), Department of Commerce (8.1%), and the Department of Health

and Human Services (7.3%). Agencies with the largest numbers of Asian Pacific Americans are

the Department of Navy (18,409), the Department of Veterans Affairs (16,083) and the

Department of the Army (9,458).

The Federal government is committed to the recruitment, development and retention of Asian

Pacific Americans. In FY 2005, the Federal government had 12,145 Asian Pacific American 

new hires.

APA Representation in Upper Management of Federal Government

% in Total % in Supervisory

Federal Workforce Management Positions % of SES

FY 2002 4.8% 3.2% 1.9%

FY 2003 4.8% 3.2% 2.1%

FY 2004 5.0% 3.4% 2.2%

FY 2005 5.1% 3.5% 2.2%

Number of APAs in Federal Executive Departments

Airforce 2,983

Agriculture 3,060

Army 9,458

Commerce 3,230

Defense Activities 5,817

Justice 3,017

Labor 660

Energy 660

Education 179

HHS 4,708

DHS 7,381

HUD 423

Interior 1,567

Navy 18,409

State 1,302

Transportation 1.982

Treasury 4,282

Veterans Affairs 16,083

SOURCE: Office of Personnel Management

SOURCE: Office of Personnel Management
BUILDING A

10

Careers with the Federal government span

the country and the world. With offices

across America and embassies all over the

globe, there are opportunities wherever you look.

A career may send you abroad, keep you close to

home, or move you around the country. The

choices are limitless.

In 2005, the average Federal employee had served

for about 16 years. By contrast, the median time

spent in a private sector job was about three years.

Why do people stay in government jobs so much

longer? The main reason is a job with the Federal

government offers a vast range of career options

without sacrificing the opportunity to stay with an

employer for a long time.

Of course, you don’t have to stay for 16 years. For

many, the public sector has been a career, but that

trend is shifting. Over the past few decades, the

average length of time a person stays in a job in

every sector of private business has decreased, and

that is true for the government too. More and more,

government service is a career building block for

people to build skills and move on to something else.

Despite the slow reduction of the overall Federal

workforce over the past few years, the normal

annual attrition of employees (Table 2) and the

high projection of future retirements (Table 3)

within the workforce mean a steady influx of new

employment opportunities. In fiscal year 2005,

234,116 new employees joined the Federal service.

Table 1 — New Hires For Fiscal Year 2005

Competitive Service Excepted Service Senior Executive Service

Agencies Appointments Appointments (SES) Appointments Totals

Cabinet Level 86,775 129,425 257 216,457

Independent 5,103 12,502 54 17,659

TOTALS 91,878 141,927 311 234,116

Table 2 — Separations For Fiscal Year 2005

Reduction in Termination Other

Agencies Quit Retirement Force (RIF) or Removal Death Separation Totals

Cabinet Level 83,625 54,585 1,726 71,110 2,744 254 214,044

Independent 6,257 7,100 182 4,545 294 4 18,382

TOTALS 89,882 61,685 1,908 75,655 3,038 258 232,426

Table 3 — Retirement Projections (Fiscal Years 2006 through 2009)

Retirement FY 2006 FY 2007 FY 2008 FY 2009

Rate 3.7% 3.8% 3.9% 3.9%

Number 58,031 56,900 60,915 61,267

GOVERNMENT CAREER

SOURCE: Office of Personnel Management
THE BENEFITS OF

11

There are many reasons why so many people want to work for the Federal government.

Federal employment offers challenging professions for all academic majors and interests,

career advancement and development, generous benefits, abundant opportunities, and a

satisfying work/life balance.

Challenging Professions

No matter what your interests and/or skills, the Federal government has a job for everyone.

There are more than 15 Cabinet departments and hundreds of government agencies with

jobs throughout the United States and around the world. These departments and agencies

are often tasked with high-profile, life-affecting, and time-sensitive missions.

Career Advancement and Development

The Federal government is facing an aging workforce, with more than 70% of Federal

senior executives reaching retirement age in the next few years. As a result, there will be

many opportunities for accelerated growth in management and leadership positions for

those who are prepared.

The Federal government offers many opportunities for development and growth. Federal

agencies offer on-the-job training, online training, in-house classroom training or send

employees to external training. Some agencies offer tuition reimbursement so employees

can continue their education.

In addition, Federal agencies offer a variety of development programs to help employees

gain the skills they need to progress to the next level.

Make a Difference

Federal employees often say they chose a career in the Federal government to “make a difference.” Many employees spend their whole professional lives in the government and

build satisfying and fulfilling careers.

Generous Salary and Benefits Package

Most white-collar Federal employees are paid under the worldwide General Schedule (GS) 

pay system. In the contiguous 48 States and Washington, D.C., GS employees are entitled

to locality pay. Currently, there are 32 locality pay areas (e.g., Boston, Los Angeles,

Washington), but the largest is the catch-all “Rest of U.S.” (RUS) locality pay area. The

2006 RUS locality pay rates, shown on the following page, are also available on OPM’s

Web site at www.opm.gov/oca/06tables/html/RUS.asp

FEDERAL EMPLOYMENT
12

1 18,399 19,014 19,626 20,234 20,847 21,207 21,810 22,420 22,444 23,010

2 20,687 21,179 21,864 22,444 22,694 23,361 24,029 24,696 25,363 26,030

3 22,572 23,324 24,077 24,830 25,583 26,335 27,088 27,841 28,594 29,346

4 25,338 26,183 27,028 27,873 28,718 29,564 30,409 31,254 32,099 32,944

5 28,349 29,295 30,240 31,185 32,130 33,075 34,020 34,966 35,911 36,856

6 31,601 32,654 33,708 34,761 35,814 36,867 37,920 38,974 40,027 41,080

7 35,116 36,287 37,457 38,627 39,797 40,967 42,138 43,308 44,478 45,648

8 38,890 40,187 41,483 42,779 44,075 45,371 46,668 47,964 49,260 50,556

9 42,955 44,387 45,819 47,252 48,684 50,116 51,549 52,981 54,414 55,846

10 47,303 48,880 50,456 52,033 53,609 55,185 56,762 58,338 59,915 61,491

11 51,972 53,705 55,437 57,170 58,903 60,636 62,369 64,102 65,834 67,567

12 62,291 64,367 66,443 68,519 70,595 72,671 74,747 76,823 78,899 80,975

13 74,074 76,543 79,012 81,480 83,949 86,418 88,886 91,355 93,824 96,292

14 87,533 90,450 93,368 96,286 99,203 102,121 105,039 107,956 110,874 113,791

15 102,964 106,396 109,827 113,259 116,691 120,123 123,555 126,987 130,419 133,850

STEP STEP STEP STEP STEP STEP STEP STEP STEP STEP

GRADE 1 2 3 4 5 6 7 8 9 10

Annual Rates by Grade and Step Effective January 2006

(See www.opm.gov/oca/06tables/locdef.asp for definitions of locality pay areas.)

R EST OF U.S. PAY SCHEDULE

2006-RUS

FOR THE LOCALITY PAY AREA OF REST OF U.S.
13

Using the 2006 RUS (Rest of U.S.) pay schedule, the minimum starting salary for the lowest grade (GS-01, step 1) is $18,399, while the maximum salary for the highest-graded

employee (GS-15, step 10) is $133,850. Entry-level professionals, usually college graduates, typically start at the GS-05, step 1 ($28,349), or GS-07, step 1 ($35,116), and graduates

with masters degrees often start at GS-09, step 1 ($42,955). These salaries are examples. The

RUS area salary rates are the lowest level of locality pay. Higher salaries are paid in the remaining 31 locality pay areas. The average pay for all GS employees worldwide is $62,812.

In exceptional circumstances, factors other than geographic location may influence starting

salaries, such as appointments based on the superior qualifications of the candidate or a special

need of the agency for the candidate’s services. In addition, the Office of Personnel Management

authorizes special rates for specific occupations, grades, and locations to alleviate existing or likely

significant recruitment or retention problems. Some examples of occupations with current 

special rates at certain GS grades include medical officers, engineers, and information technology

specialists. Federal employees typically receive an annual pay schedule adjustment in January each

year, as well as periodic “within-grade” salary increases at 1-, 2-, or 3-year intervals. If employees

perform well, they may earn performance awards or be promoted to the next grade level. For

more information on Federal pay policies, visit the OPM Web site at www.opm.gov.

The benefits available to Federal employees compare favorably to those provided by many 

non-Federal employers. Federal employees enjoy:

★ 10 paid holidays each year;

★ 13-26 vacation days, depending on length of service;

★ 13 sick days each year;

★ a 401(k)-style savings and investment plan (Thrift Savings Plan);

★ the Federal Employees Retirement System (FERS);

★ Shared-cost health coverage;

★ Health care and dependent care flexible spending accounts;

★ Life insurance; and

★ A family-friendly working environment.

In addition, many Federal agencies offer:

★ Training and career development programs;

★ Flexible work schedules and telecommuting;

★ Health and child/elder care programs;

★ Employee assistance programs;

★ Assistive services and technology;

★ Transportation subsidy;

★ On-site child care and child care subsidy for qualified individuals;

★ On-site gym facilities; and

★ Student loan repayment.

REST OF U.S. PAY SCHEDULE
APPLYING FOR A

14

Applying for a job in the Federal government can

sometimes be confusing. However, the process is

not so hard if broken down into three simple steps:

1) find a job opening; 2) read the vacancy

announcement; and 3) complete the application.

Step 1:

Finding a Job Opening

To begin a job search for Federal employment, the

best place to start is the OPM job Web site

(USAJOBS) found at www.usajobs.gov.

USAJOBS is the official Federal employment Web

site that has general information about careers in

the Federal government. USAJOBS allows potential

applicants to complete an interest questionnaire to

see what career areas fit their interests and the

occupations associated with those areas, conduct a

targeted search of over 21,000 current job openings

on any given day, get standard government application forms, create and store up to five resumes,

receive email notification when a new vacancy

announcement is posted, and often apply online.

USAJOBS is also accessible by telephone at 

(703) 724-1850 or TDD (978) 461-8404.

USAJOBS contains Federal job listings that are 

open to applicants who are not current or returning

Federal employees, as well as current employees

seeking transfer or promotion opportunities 

outside of their agency. Detailed information 

about how Federal jobs are filled is available at

www.usajobs.gov.

Additional Web sites with specific job information

include OPM’s e-Scholar at www.studentjobs.

gov/e-scholar.asp, which provides students (high

school and higher), parents, and career professionals

with information on different educational

opportunities offered by Federal government

departments and agencies or partnering organizations. This includes information on apprenticeships,

cooperative education programs, fellowships, grants,

internships and scholarships.

Senior management positions are listed on 

www.jobsearch.usajobs.opm.gov/ses.asp, and

information about the Senior Executive Service is

available at www.opm.gov/ses/.

A list of all Federal departments’ and agencies’ Web

sites where agency information can be obtained can 

be found at www.firstgov.gov/Agencies/

Federal/All_Agencies/index.shtml.

Federal job openings may also be advertised in

college career services offices, in newspapers and

magazines, and other venues where Federal agencies

reach possible candidates. Federal agencies also

participate in academic and professional job fairs.

Step 2: 

Reading the Vacancy Announcement

A “vacancy announcement” is government jargon

for a current job opening. It “announces” to the

public that a job is available and is an invitation for

candidates to apply for that job. The vacancy

announcement describes the job and specifies what

qualifications are required and how to apply.

Although Federal agencies are trying to standardize

the Federal application process, there may be

variations from agency to agency. Therefore,

carefully read each vacancy announcement to

determine the steps to take in order to submit a

complete application package.

FEDERAL JOB
15

The vacancy announcement includes the following

key pieces of information:

Position Title – the title of the job, an indicator

of what the job is about;

Announcement Number – the identifying number

for the position which you must include on your

application materials;

Grade Level – the level of the job, an indicator of

the complexity of the job and the amount of

responsibility associated with the position;

Salary – the salary range of the position;

Promotion Potential – the highest GS level you

can be promoted to for this specific job;

Location or “Duty Station” – the location of the

job and what percentage of travel is required for

the job, if applicable;

Open and Close Dates – the time frame of when

the agency will accept applications;

Areas of Consideration – who is eligible to apply

for the position:

★ “Status” – for current or former government

employees

★ “Non-status” – for all applicants (it may also

say “All Sources”);

Duties and Responsibilities – an overview and/or

day-to-day description of the job;

Job Qualifications – what is required of applicants

in order to be considered;

Other – any other requirements, such as writing

samples, written tests, physical fitness tests, drug

tests, security clearances, or previous performance

appraisals;

Knowledge, Skills, and Abilities (KSAs) – the

qualifications and personal attributes an applicant

needs to have in order to successfully perform the

job. These are also known as evaluation factors,

rating factors, or core competencies. As noted

below, many agencies have replaced KSAs with

online self-assessment questions;

U.S. Citizenship – most Federal positions require

U.S. citizenship, although there are exceptions.

The vacancy announcement will state whether 

U.S. citizenship is required.

Step 3:

Completing the Application

Federal agencies may have agency specific

procedures for applying for a position, so carefully

read all directions in the vacancy announcement to

ensure the application is prepared correctly.

Most agencies require a resume, or a completed 

OF-612, which is an optional application form 

for Federal employment. The OF-612 is not

necessarily better than a resume, but the OF-612

may prompt an applicant to include detailed

information that might not be included in a

standard one-page resume. Therefore, if using a

resume, it is best to use the free Federal resume

builder available in USAJOBS which contains the

same elements as the OF 612. If not using the

Federal resume builder in USAJOBS, be sure to

include detailed information and do not limit it to

one page.

An incomplete application or resume

often precludes an applicant from further

consideration. Therefore, make sure to

read all instructions carefully and include

all requested information.

HINT: 

➤
16

Job Information:

★ Announcement number;

★ Title and grade of the position.

Personal Information: 

★ Full name, mailing address (with zip code);

★ Day and evening phone numbers (with area code);

★ Veterans’ preference (if applicable);*

★ Country of citizenship;

★ Reinstatement eligibility (if applicable);

★ Highest Federal civilian grade held (if applicable).

Education:

★ High school: Name, city, state, and date of

diploma or GED;

★ Colleges or universities:+ Name, city, state,

zip code;

★ Majors: Type and year of degree(s) received 

(If no degree, show total credits earned and

indicate whether semester or quarter hour);

★ Send a copy of college transcript only if requested

by vacancy announcement.

Work Experience (paid and non-paid): 

★ Job title;

★ Starting and ending dates;

★ Salary;

★ Employer's name and address;

★ Supervisor's name and phone number;

★ Hours worked per week;

★ Duties and accomplishments;

★ Indicate if contact is permissible with current

supervisor;

★ Other Qualifications.

Other Relevant Information:

★ Job-related training courses (title and year);

★ Job-related skills, i.e., other languages, computer

software/hardware skills, tools, machinery, typing

speed;

★ Job-related certificates and licenses;

★ Job-related honors, awards, and special accomplishments (e.g., publications, memberships in

professional or honor societies, leadership activities, public speaking, and performance awards).

More About KSAs

In the past, “Knowledge, Skills, and Abilities”

(KSAs) have been a standard in government

applications. KSAs are also known as evaluation

factors, rating factors, or core competencies.

Although many agencies are now using online

questions in lieu of this aspect of government

applications, some still use them. Therefore, below

is a description of how to prepare this component 

of the application.

Although the resume or OF-612 may explain how

an applicant has the KSAs required for the position,

it is strongly recommended to provide a separate

narrative statement in addition to the resume or

OF-612. This narrative statement should articulate

how specific education, work, professional or

volunteer experience demonstrate possession of

each KSA listed in the vacancy announcement.

Addressing each individual KSA makes an application stronger. For example, "oral communication

Tailor each application

(resume and KSAs) to the

specific job for which you

are applying.

HINT: 

* Those who have served in the U.S. military on active duty and received an honorable or

general discharge may be eligible for veterans' preference and possibly a noncompetitive

appointment. For specific information on veterans' preference, access the VetGuide on

OPM's Web site at www.opm.gov/veterans/html/vetguide.asp.

+Do not list degrees received based solely on life experience or obtained from schools with

little or no academic standards. Upon request from the employing Federal agency, you

must provide documentation or proof that your degree(s) is from a school accredited by an

accrediting body recognized by the U.S. Department of Education, or that your education

meets the other provisions outlined in the OPM Operating Manual. It will be your

responsibility to secure the documentation that verifies that you attended and earned your

degree(s) from this accredited institution(s) (e.g., official transcript). Federal agencies will

verify your documentation.

➤

When preparing a government resume, include the following information:
17

skills" could be demonstrated by a presentation

given to colleagues or customers, active membership

in a campus speaking association or club, or by

successful work as a volunteer academic tutor.

KSAs help the Human Resources Office determine

whether applicants meet the basic eligibility or

“minimum qualifications” of the job. In addition, it

is used to determine which applicants are best

qualified for the job and will make the “Certificate

of Eligibles.” This “certification” is forwarded to

the hiring manager where she or he will again

review the KSAs to determine which applicants will

be invited for an interview.

Additional Documentation

Many Federal applications will ask for additional

supporting information such as transcripts,

additional government forms, or questionnaires.

Please read and follow directions carefully to ensure

the application is complete.

Contact the Agency

The vacancy announcement will always include a

contact name (or office) and a phone number. If an

applicant has questions about how to complete the

application, call this number. Applicants can also

call to confirm whether their application has been

received and is complete, and the status of 

the vacancy announcement.

For a list of postsecondary educational institutions and programs accredited by accrediting agencies and state approval agencies

recognized by the U.S. Secretary of Education, refer to the U.S. Department of Education Office of Postsecondary Education Web site at

www.ope.ed.gov/accreditation.

For information on Educational and Training Provisions or Requirements, refer to the OPM Operating Manual available at

www.opm.gov/qualifications/SEC-II/s2-e4.asp.

Once prepared, your Federal application includes

several pages. Therefore, it is recommended to

include identifying information on all sections or

pages of the application such as your name, social

security number, and announcement number.

HINT: 

Mail, express mail, hand deliver or fax your application to

the correct location well in advance of the closing date. The

application must be postmarked or received no later than

close of business (C.O.B.) of the stated application deadline

closing date. If the application is late, you may not be

considered for the position.

HINT: 

➤

➤
18

Special Hiring Authorities

In addition to the standard hiring method noted

above, there are several exceptions to the rule.

These exceptions are called “special hiring authorities”

and permit Federal agencies to hire through a

different or abbreviated method. Some of these

programs include:

Student Programs: There are many opportunities in

government for high school, college and graduate

students, including part-time, full-time, and 

temporary positions that can lead to permanent

full-time employment. Explore these opportunities

at www.studentjobs.gov.

Summer Employment: Summer job opportunities

are available in Federal agencies throughout the

United States and cover a wide variety of positions.

Summer positions are listed on USAJOBS and 

on agency-specific Web sites. Explore these

opportunities at www.usajobs.gov.

Student Educational Employment Program: The

Student Educational Employment Program provides

employment opportunities for students enrolled or

accepted for enrollment as degree-seeking students

taking at least a half-time academic, technical, or

vocational course load in an accredited high school,

technical, vocational, two- or four-year college or

university, graduate or professional school. This

program has two components: the Student

Temporary Employment Program (STEP) and the

Student Career Experience Program (SCEP).

Students in the SCEP may convert to a permanent

position following completion of their academic and

work experience requirements. More information is

available at www.usajobs.opm.gov/students.asp.

Outstanding Scholars Program: The Outstanding

Scholar and Bilingual/Bicultural programs were

established to address the under-representation of

African Americans and Hispanics in Federal government. However, the programs have never been

restricted to those designated minority groups. The

program hires college graduates from accredited

schools with a grade point average of 3.5 or higher

on a 4.0 scale. It can also be used to hire those in

the upper 10% of their graduating class or in a

major university subdivision such as a College of

Arts and Sciences. These appointments are made

without going through the standard hiring process

for jobs at the GS-5 and GS-7 levels in covered

occupations. Check out this program at

www.opm.gov/employ/luevano.asp.

Presidential Management Fellows Program: The

Presidential Management Fellows Program is

designed to attract outstanding graduate students

from a wide variety of academic disciplines who

have an interest in and commitment to a career in

the analysis and management of public policies and

programs. The program is a two-year internship

program that often includes job training, leadership

development, and rotational assignments.

Presidential Management Fellows are hired at the

GS-9 level and after successful completion of the

first year, are eligible for promotion to GS-11 level.

Upon completion of the program, the fellows are

eligible for conversion to a permanent position and

are eligible for promotion to a GS-12. Check out

this program at www.pmf.opm.gov.

Student Career Intern Program: The Federal Career

Intern Program is designed to help agencies recruit

and attract exceptional individuals into a variety of

occupations. It is intended for positions at the 
19

GS-5, GS-7, and GS-9 levels. In general, individuals

are appointed to a two-year internship. Upon

successful completion of the internships, the 

interns may be eligible for permanent placement

within an agency. Those interested in this program

must contact specific agencies directly. OPM does

not provide a central source for career intern

programs. Check out this program at 

www.opm.gov/careerintern.

Scholarship for Service Programs: Scholarship for

Service (SFS) is a unique program designed to

increase and strengthen the cadre of Federal

information assurance professionals (information

technology/cyber security) that protect the government’s critical information infrastructure. This

program provides fully funded scholarships

including tuition, room and board, and books.

Participants also receive stipends of up to $8,000 for

undergraduate and $12,000 for graduate students.

Students funded for more than one year will also

serve a paid internship at a Federal agency. In

exchange for the scholarship and stipend, students

agree to work for the Federal government for a

period equivalent to the length of the scholarship or

one year, whichever is longer. Check out this

program at www.sfs.opm.gov.
DEVELOPMENT PROGRAMS

20

Agency Specific Career Development Programs

Training: Although it varies from agency to agency,

most Federal agencies offer some combination of 

on-the-job training, in-house classroom training,

online training, and external training from professional training institutes or associations. Some

agencies offer tuition reimbursement, and many

Federal employees continue their education and

complete a college or graduate degree. OPM offers

training specifically for the Federal employee,

providing skills needed to successfully perform

and/or advance in their career. For example, the

Federal Executive Institute and the Management

Development Centers are dedicated to developing

career leaders for the Federal government. Locations

in Charlottesville, Virginia, Shepherdstown, West

Virginia, and Denver, Colorado offer exceptional

residential learning environments and are staffed

with program directors, seminar leaders, and

facilitators drawn from America's elite corps of

training professionals. For more information, visit

www.leadership.opm.gov.

Agency Career Development Programs: In addition

to training, the Federal government and individual

agencies offer career development programs. These

programs incorporate training and development

activities that enable participants to position

themselves to move up to the next level.

Administrative Staff Development: Some Federal

agencies have career development programs to

specifically train and develop administrative staff.

For example, the Nuclear Regulatory Commission

has three developmental programs for support staff:

the Certified Professional Secretaries Program,

which enables secretaries to obtain college credits in

six different disciplines; the Computer Science

Program; and the Administrative Skills

Enhancement Program.

Mid-Career Development Programs: Several agencies

offer mid-level career development programs. For

example, the Department of Housing and Urban

Development designed a Mid-Level Development

Program to enhance the supervisory, managerial and

leadership skills of high-performing, mid-level

employees in the Office of Administration. The

16-month program consists of a mix of formal

training, developmental on-the-job assignments,

required reading, seminars, and the establishment 

of professional relationships. The Department of

Labor (DOL) created the Management

Development Program for GS-13s and GS-14s.

This program prepares mid-level employees for

leadership through intensive training, mentoring,

360-degree feedback, and regional rotation. Upon

completion of the program, participants can be

promoted non-competitively to the next level.

SES Candidate Development Programs: Senior

Executive Service (SES) Candidate Development

Programs (CDPs) are competitive programs 

designed to create pools of qualified candidates for 

the government’s top management positions. CDPs

include a variety of activities preparing participants

for success in the SES so they are well positioned to

lead change both within their agencies and

throughout the Federal government. SES CDP

The Federal government is committed to employee training and development. There are many available

programs, as well as individual agency initiatives, to help Federal employees obtain the skills and training

necessary for career advancement and development.

CAREER DEVELOPMENT
21

programs are announced on agency Web sites.

Check them out at 

www.opm.gov/ses/candevprg.asp.

Federal Wide Career Development Programs

Aspiring Leader Program (GS-5-7): The Aspiring

Leader Program prepares Federal employees at 

the GS-5-7 levels for positions as team leaders,

supervisors and managers.

New Leader Program (GS-7-11): The New Leader

Program (NLP) is a six-month leadership development program designed to develop future public

service leaders by providing assessment, experiential

learning and individual development opportunities.

The program provides a solid training and

development foundation of leadership skills and

team building, which are enhanced by agency

developmental experiences.

Presidential Management Fellows Program 

(GS-9-12): Students completing a college master’s

degree are eligible to compete for this two-year

internship program. Its purpose is to attract

outstanding men and women from a variety of

academic disciplines and career paths with an

interest in and commitment to excellence in the

leadership and management of public policies and

programs. The program includes classroom training

and at least one rotational assignment. See

www.pmf.opm.gov for details.

Executive Leadership Program (GS-11-13): The

Executive Leadership Program (ELP) is a 12-month

nationwide program open to individuals at the 

GS-11-13 levels who have little or no supervisory

experience. ELP provides residential training,

developmental work experiences, needs assessment,

and career planning, which gives participants the

skills, experience and exposure to move into positions of more responsibility.

Executive Potential Program (GS-13-15): The

Executive Potential Program is a year long

competency-based leadership program designed to

develop senior-level public service employees into

more effective leaders. The program is based on the

Office of Personnel Management’s Executive Core

Qualifications and the USDA’s Graduate School

Leadership Effectiveness Inventory.

Congressional Fellows Program (GS-13-15): The

Congressional Fellows Program provides an

opportunity for senior level personnel (GS/GM13-15 or uniform service equivalents), to work in

congressional offices or with committee staff

members to develop legislative issues.

Senior Executive Service (SES) Developmental

Seminars (GS-14-15): The USDA Graduate School

offers SES seminars designed to help participants

position themselves for selection into SES. Each

seminar reflects different key components of OPM’s

Executive Core Qualifications.

Congressional Seminar Series: These programs 

help participants gain a more thorough understanding of legislative operations, the culture of

Congress, and the way their actions affect a Federal

agency and its mission.

Human Resources Professional Development

Leadership Program: In partnership with the

Federal section of the International Personnel

Management Association (IPMA), the six-month

Human Resources Professional Development

Leadership Program prepares GS-12 and GS-13

human resources professionals for leadership
22

positions and provides a new perspective on

evolving roles.

Federal Learning and Exchange Programs 

Intergovernmental Personnel Act Mobility Program:

The Intergovernmental Personnel Act Mobility

Program provides for the temporary assignment of

personnel between the Federal government and

state and local governments, colleges and universities,

Indian tribal governments, Federally-funded

research and development centers, and other eligible

organizations. For more information, visit

www.opm.gov/programs/ipa.

Detail and Transfer of Federal Employees to

International Organizations: An agency may detail

or transfer an employee to any organization

designated by OPM as an approved international

organization. A detail or transfer may not exceed

five years but may be extended three additional

years with approval of the head of the agency. A

transferred employee is entitled to reemployment in

a former position or one of like status and pay

within 30 days of application for reemployment.

For more information, visit

www.opm.gov/employ/internat.

Executive In Residence Program: Executives in

Residence are career government executives who

serve as visiting full-time faculty members at three

residential learning facilities. For more information,

visit

www.leadership.opm.gov/content.cfm?CAT=EIRP.

For other career transition resources, please visit

www.opm.gov/ctap.

Individual Career Enhancing Activities 

Rotational Assignments and Details: Many agencies

offer short-term “rotational assignments” or “details”

where employees are sent to a new office to learn a

new subject area, gain breadth in their occupation

or increase their level of expertise so that they better

perform their job when returning to their home

office and/or prepare to move ahead in their career.

A rotational assignment, or more often a detail, is

also beneficial to the host office when it needs

temporary assistance during a period of heavy

workload or to fill a temporary vacancy.

Mentoring: Mentoring is a way to learn from a

senior professional, usually within an employee’s

own career field. Generally, there are three different

kinds of mentoring: (1) Supervisory mentoring

consists of the day-to-day coaching and guidance

that an employee receives from their supervisor;

(2) Informal mentoring is an unofficial pairing of

individuals that naturally occurs between people as

needs arise; and (3) Structured/facilitated mentoring

is the most formal type of mentoring, consisting of

planned, sequenced steps, and is organizationally

sponsored. Many agencies use formal mentoring

programs to develop a well-trained and versatile

workforce. Many professional organizations and

associations also offer mentoring programs.

Professional Associations: Many occupations have

national and local professional associations. Federal

employees should join a professional association for

training, networking, and general career growth.

Professional memberships can often be paid for by

Federal agencies and is a good way to stay abreast of

current information and developments in the field.
23

AWARDS AND BONUS PROGRAMS

Annual Performance Award: A monetary award

based on an employee’s annual performance

rating.

Instant Good Job Award: A monetary or time-off

award as a one-time recognition of a special act

on a project.

Incentive Awards: A monetary or time-off 

award (honorary and/or non-monetary).

Check out this opportunity at www.opm.gov/

perform/reward.asp.

Recruitment Incentive: An agency may pay this

incentive to an employee newly appointed to a

difficult-to-fill position in return for signing an

agreement to fulfill a period of service with the

agency. The incentive may be up to 25 percent 

of basic pay for each year in the service agreement (or higher under certain circumstances).

For more information, visit

www.opm.gov/oca/pay/html/recbonfs.asp.

Relocation Incentive: An agency may pay this

incentive to an employee who must relocate to

accept a difficult-to-fill position in a different

geographic area in return for signing an

agreement to fulfill a period of service with the

agency in that area. The incentive may be up to

25 percent of basic pay for each year in the

service agreement (or higher under certain

circumstances). For more information, visit

www.opm.gov/oca/pay/html/relbonfs.asp.

Retention Incentive: An agency may pay this

incentive to an employee who has unusually high

or unique qualifications or who is fulfilling a

special agency need and who would be likely to

leave the Federal service without the incentive.

The incentive may be up to 25 percent of basic

pay (or higher under certain circumstances).

For more information, visit

www.opm.gov/oca/pay/html/retallfs.asp.

Student Loan Repayment: The Federal student

loan repayment program permits agencies to

repay Federally-insured student loans as a

recruitment or retention incentive for candidates

or current employees of the agency. Agencies

may make payments to the loan holder of up to a

maximum of $10,000 for an employee per calendar year and a total of not more than $60,000 for

any one employee. For more information, visit

www.opm.gov/oca/pay/studentloan/index.asp.

RECRUITMENT AND RETENTION

Many awards and bonus programs are used to recruit, reward, and retain high performing employees.

Examples include:
24

U.S. Department of Labor 

Office of the 21st Century Workforce 

Karen M. Czarnecki, Director

Bettye S. Samuels 

Melanie Baker 

Karen Ray 

Alan Severson 

Aaron Taylor 

Elizabeth Wiebe 

Office of Public Liaison 

Anna Hui 

A career in the Federal government is challenging, but also

rewarding. The Federal government needs the best and 

brightest to serve this country for the betterment of our nation. The

contributions Federal employees make today, tomorrow and in the

future, ensure that America will remain a world leader and successfully

respond to the challenges of the 21st century.

ACKNOWLEDGEMENTS

LOOKING AHEAD

Office of Personnel Management 

Tony San Martin 
www.opm.gov

U.S. OFFICE OF 

PERSONNEL MANAGEMENT

www.dol.gov

U.S. DEPARTMENT

OF LABOR