Transcript Document

U.S. Department of Labor
Employment Workshop
Transition from Military to Civilian Workplace
Welcome
• Icebreaker
• Logistics
• Prerequisites
– Preseparation Counseling
– MOC Crosswalk
– Personal Finance
• Required items
– VMET, Career Interest Inventory Results, 12-month
budget
2
Purpose
This course provides the tools for transitioning
Service members to make an informed career
decision based on best practices for job search
and current industry hiring standards.
This course is a required step to complete Career
Readiness Standards for the Capstone event.
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Course Overview
Section 1:
Transition
Planning
Section 2: Career
Exploration &
Validation
Section 3: Job
Search Plan
Section 6: Skilled
Interview
Section 5:
Federal Hiring &
Resume
Section 4: Build
an Effective
Resume
Section 7:
Interview PostAnalysis
ITP Employment
Section
Thank you for
your Service!
4
Military Transition
• Attending this workshop will give you the
advantage.
• Good jobs are difficult to find.
• Looking for work is a full time job.
• You are selling and marketing yourself in
a competitive environment.
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Section 1
Transition Planning
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Complete Individual Transition Plan
Develop Job Search Plan: Personal Assets
Create a Career Catalog
Complete Master Application
Complete Transferable Skills Inventory
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Veteran Unemployment
2013 Statistics
• Annual veterans’ unemployment rate in 2013
was 6.6%.
– Young male veterans (those ages 18 to 24) who
served during Gulf War Era II had an
unemployment rate of 24.3%, higher than that of
young male nonveterans (15.8%).
– Female veterans who served during Gulf War Era II
had an unemployment rate of 9.6%.
Source: BLS 2013 Employment Situation of Veterans; www.VA.gov
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Homeless Veterans
2013 Statistics
• On a single night in January 2013, 57,849
homeless veterans spent the night on the
streets of America.
• An estimated 136,128 veterans spent at least
one night in an emergency shelter or
transitional housing program in one recent
year.
Source: BLS 2013 Employment Situation of Veterans; www.VA.gov
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Why Are Veterans Homeless?
• Male veterans are twice as likely to become homeless, and
female veterans are four times more likely to be homeless as
their non-veteran counterparts.
• A large number live with post traumatic stress disorders and
addictions acquired during or exacerbated by their military
service.
• Lack of family and social networks due to lengthy periods
away from their communities of origin.
• Government money is limited and serves only 1-in-5 of
homeless veterans in need.
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Prevention of Homelessness
• Military service separation process
– Participate in “Preseparation” counseling process
– Participate in Department of Labor Employment Workshop
– Know about your VA Benefits
• Obtain a job and income
• Seek early assistance for mental health and substance abuse
issues
• DOL/VETS Homeless Veterans’ Reintegration Program (HVRP)
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HVRP
Homeless Veteran Reintegration Program
• Funded by U.S. DOL/VETS
• This program provides employment, training and
supportive services to assist in reintegrating
homeless veterans into meaningful employment
within the labor force.
• The objective of HVRP programs is to enable
homeless veterans to secure and keep jobs that will
allow them to re-enter mainstream society as
productive citizens.
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Create a Career Catalog
In your career catalog you will have copies of:
• Records
• Master Application
• Work Samples, if applicable
Among the types of records you should collect in
your career catalog are:
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Military Service
Personal Identification
Work Experience
Education & Training
Pages 14-15
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Personal Branding
• Product
Marketing Plan
– What skills, knowledge and experience do I have to offer?
• Promotion
– What will I use to show how I can benefit and bring added value to an
employer?
• Pricing
– How much are my skills, knowledge, experience and added value
worth in the marketplace?
• Packaging
– How can I use my Professional Introduction, resume, interview,
appearance, etc. to establish, maintain, and sell my brand?
• Perfect Fit
– What combination of location, environment, company, values, etc.
would be best for me and an employer?
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Understand Your Skills
• Use your VMET to identify skills.
• Utilize MOC Crosswalk results.
• Identify and list all of your skills gained
through: education, military service, previous
jobs, hobbies, interests, participation in
professional organizations and community
activities.
Activity: Complete skills inventory
Pages 23-32
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Explain Your Skills
Activity: Write an accomplishment statement using STAR
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STAR Statements
• Accomplishments sell your potential; lead
with results
– Managed and maintained logistical resources in excess of
$15 million over 43 geographically separate locations
producing a savings of 28% annually.
– Spearheaded one-of-a-kind action team to control outside
costs; resulted in 17% cost reduction in radiology and 26%
cost reduction in physical therapy in 1 year.
– Developed a robust training curriculum; implemented,
trained and evaluated training given to 200 personnel
annually …(Complete this statement)
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Section 2
Career Validation & Exploration
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Research Industries, Occupations, Trends
Identify Job Search Assistance Resources
Develop Job Search Plan: Essential Tools
Develop Job Search Plan: Target Employers
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Employment Data
• Bureau of Labor Statistics
www.bls.gov
• American Job Center
www.careeronestop.org
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Job Search Assistance
• American Job Centers and State Workforce Agencies
www.careeronestop.org
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Workforce Investment Act (WIA)
Office of Apprenticeship (OA), U.S. Department of Labor
Private Employment Services
College/University/School Career Services
Military and Professional Associations and Organizations
Phone and/or Industry Directory
Industrial and Craft Unions
Job Fairs and Hiring Events
Chamber of Commerce
Military and Family Support Centers
Pages 46-49
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DOL Gold Card
Appendix H
Service Locator: www.servicelocator.org
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Essential Job Search Tools
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Target Employers
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Informational Interview
The best way to get a job is to ask for job information,
advice, and referrals; never ask for a job.
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Engage prospects in the 5 R’s of
Reveal useful information and advice
Refer you to others
Read your resume
Revise your resume
Remember you for future references & job
opportunities
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Fact Finding Calls
Calling a company to obtain information can result
in valuable insights. Just make sure that you’re
prepared!
• Research the company
• Write a script/outline
• Take notes
Pages 58 – 65
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Speak the
Employer’s Language
• Translating military to civilian is difficult but
necessary.
• Research the company and analyze the job
posting to decide what “language” an
employer speaks.
• Communicate the skills and experiences you
bring to the table—and what you can offer an
employer. Speak the employer’s language.
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Business Concepts
Read
Business
Publications
Watch
Business
News
Join
Professional
Networking
Orgs
Attend
Courses
Mentor for
Business &
Profession
Accountability
Partner
Develop Understanding of Business Concepts
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Professional Introduction
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Section 3
Job Search Plan
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Set Goals
Schedule
Network
Utilize Job Search Method
Analyze Job Postings
Complete Application Forms
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Short-range, Medium-range
and Long-range Goals
Career Goal
Next Level
Entry
Level
Experience
Skills
Required
Education
Required
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Setting Goals
SMART
GOAL
Trackable
Adaptable
Realistic
Measurable
Specific
ACTIVITY: Draft a short and long-range goal
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Create a Schedule
Monday
Tuesday
Wednesday Thursday
Friday
8-10
8-10
8-10
8-10
8-10
Review Job
Postings
Research
Companies
Review Job
Postings
Interview
Review past
week
10-12
10-12
10-12
10-12
10-12
Target Resumes
Practice
Answering
Questions
Play Golf
(network)
Send Thank
you, Analysis
Review Skills,
add more
12-1
12-1
12-1
12-1
12-1
Lunch
Lunch
Lunch
Lunch
Lunch
1-4
1-4
1-4
1-4
1-4
Complete
online
application,
Calls
Interview,
Network event
Send Thank
you, Analyze
Interview
Twitter,
LinkedIn,
Facebook
Target
Resumes
4-5
4-5
4-5
4-5
4-5
Plan for
tomorrow
Plan for the
week
Cook Dinner
with Friends
Walk
Clean Office
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How Job Seekers
Look for Jobs
Average number of methods used: 2.03
Source: Bureau of Labor Statistics
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How Employers Look
for Employees
Source: Bureau Labor Statistics
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Networking
• Face-to Face
• Online
• Social Media
Activity: Identify network contacts
Pages 88 – 92
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Veterans Employment Center
https://www.ebenefits.va.gov/ebenefits/jobs
• The single federal portal for connecting Veterans to
meaningful career opportunities
• Incorporates Department of Labor tools
• Search private and public jobs
Page 93
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Job Search Plan
Network
Online
Effort
Organize
In
Person
Schedule
Focus
Target
Employers
Resume
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Analyzing Job Postings
Job postings provide information about the
types of positions available, the skills required
and the language an employer speaks.
Analyze postings for:
– Experience needed
– Qualifications
– Salary
– Skills
Page 93
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Application Forms
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Read the directions
Fill out application forms completely
Utilize your master application
Safeguard your right to privacy
Pages 94-96
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Section 4
Effective Resume
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Understand the Resume Reader
Target Resumes and Master Resume
Sections of a Resume
Prepare References
Resume Types
Resume Formatting
Resume Review
Cover Letter
Salary History
Veteran Employment Center (VEC) - Resume
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Effective Resume
Resume Screening Process
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Scanned
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Reviewed
5-10
Called
Interview
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Career & Job
Positions
Resume
Type
-Chronological
-Functional
-Combination
-CV
Step Three
Identify
Step Two
Step One
Effective Resume
Customize
Master
Resume
with
Keywords
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Sections of a Resume
1.
2.
3.
4.
5.
6.
7.
Contact Information
Career/Job Objective Statement
Summary
Areas of Expertise
Experience
Employment History
Education/Training
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Contact Information
Make sure your information is current and
accurate:
Lynn Gweeney
234 Brook Avenue, Englewood, Colorado 12345
(123) 456-7890
[email protected]
Page 117
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Career/Job
Objective Statement
Well-written career objectives are
• Concise, short and to the point
• Answer the question “For which position are
you applying?”
• List the specific job and company to which you
are applying
Pages 118-119
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Summary
A short paragraph used to highlight key words
and marketable skills/experience, and recaps
what you can offer, including:
• Specific knowledge, talent or education that “ties”
you to your career interest
• Self-management skills
• Work attributes
• Soft skills
Pages 120-121
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Tailor and Target
• Use “Personal Branding” approach to craft
Executive Summary
• Keywords (company and industry specific)
• Soft skills vs. Hard skills
• Executive Resume samples
– Professional Summary, Professional Overview,
Executive Summary
• STAR statements
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Area of Expertise
A list of bullet points which provide a sense of
what you can do for the company:
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Highlight key skills that support job goal
Match key words in job announcement
Include certifications/licenses required
List security clearance if relevant for position
Pages 121-123
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Experience
• Use civilian terms. Speak the employer’s
language. Use key words
• Begin with an action verb
• Avoid “Responsible for”
• Quantify results: use numbers, percentages,
statistics and examples
• Avoid personal pronouns (I, me, my…)
• Wordsmith your statements
Pages 125-134
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STAR Statements
• Accomplishments sell your potential; lead
with results
– Managed and maintained logistical resources in excess of
$15 million over 43 geographically separate locations
producing a savings of 28% annually.
– Spearheaded one-of-a-kind action team to control outside
costs; resulted in 17% cost reduction in radiology and 26%
cost reduction in physical therapy in 1 year.
– Developed a robust training curriculum; implemented,
trained and evaluated training given to 200 personnel
annually …(Complete this statement)
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Education and Training
• List most recent first
• Put “attended” if you never graduated to
prevent the assumption that you have a degree
• Include certifications/licenses/training relevant
to job
• Depending on your background and the job for
which you’re applying, Education & Training
might be placed above Experience or
Employment History on your resume.
Page 136
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Resume Lab
Choose:
– Style
– Formatting
Draft:
– Sections
– Content in sections
– Focus on STAR accomplishment statements
Save Master Resume File:
If using computer lab, email file to yourself
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Prepare References
Job seekers should have six professional
references ready to provide to an employer.
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Professional vs. Personal References
Get Permission to Use Someone as a Reference
Keep Reference Contact Information Updated
Pages 137-140
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Cover Letters
Introduce yourself and sell the employer on how
well your specific skills, abilities and attributes
match the organization’s needs.
Four main components:
1.
2.
3.
4.
Introduction
Relevant Reason for Cover Letter
Request for Action
Respectful Sign Off
Pages 151-153
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Veterans Employment Center
Profile and Resume Builder
Activity
• Use your Electronic Master Resume to build your
VEC resume
• Copy and paste pertinent sections as you build
your profile/resume on the VEC
• Preview resume and make it public
Page 154
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Section 5
Federal Hiring
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Federal Hiring Reform
Job Classification
Competitive Service
Veterans’ Preference
Excepted Service
Special Hiring Authorities for
Veterans
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Veterans Employment Initiative
Finding Jobs
Understanding the Vacancy
Announcement
Application Procedures
Federal Interviewing
Getting the Offer
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Federal Government
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Classifications
Veterans’ Preference
Selection Processes
Find jobs
Apply for jobs
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Federal Government
3 Types of Service
Federal Government
Senior Executive Service (SES)
• Executive Leadership, Managerial, or Policy
Making/Determining Positions above GS-15
• Scientific and Professional (ST)
• Senior Level (SL)
• Operate and oversee government activity in
approximately 75 federal agencies
• Executive Core Qualifications (ECQs)
– Leading Change, Leading People, Results Driven,
Business Acumen, Building Coalitions
× Veteran’s Preference does NOT apply
Federal Government
Competitive Service
• Must go though a competitive process (examining)
– Written test , evaluation of education and experience, or evaluation of
attributes necessary for successful performance.
– Job classifications, such as Wage Grade and General Schedule,
determine experience and educational requirements and level of pay.
• Category Rating
– Qualified, Well Qualified, Highest Qualified
 Veteran’s preference DOES apply
Federal Government
Excepted Service
• Certain agencies, jobs or classification of jobs are
exempt from Competitive Service hiring
requirements
• Exceptions authorized by Federal law or OPM
authorization
• Schedule A, B, and C
 Veteran’s preference DOES apply unless stated
otherwise
Veterans Preference
• Preference Eligibility (5 and 10 point preference)
• Preference Groups (CPS, CP, XP, TP)
Activity: Example of a Category-Based Referral Selection
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Federal Jobs
www.USAJobs.gov
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Federal Jobs
www.FedsHireVets.gov
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Section 6
Skilled Interview
•Summary of the Hire Process
•Types of Interviews
•Interview Stages
•Introductory Stage
•Employer Questions
•Answer Questions
•Candidate Questions
•Closing Stage
•Prepare for the Actual Interview
•Communication in the Workplace
•Listening Skills
•Employment Tests
•Find Information about a Potential
Employer
•Interpret Body Language
•First Impressions
•Follow-Up After Interview
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Affirmative Action & Employment
Protection for Veterans
• DOL’s Office of Federal Contract Compliance Programs (OFCCP)
enforces laws requiring equal employment opportunity and
affirmative action by federal contractors
• Veteran employment rights under Americans with Disabilities Act
(ADA)
• Percentage of veterans with service-connected disabilities has risen in
recent years
• 25 percent of recent veterans report having a service-connected disability
• ADA protections
• Prohibits unfavorable treatment in hiring, promotions, job assignments,
etc.
• Provides for reasonable accommodations
• EEOC ADA Guide for Veterans
• www.eeoc.gov/eeoc/publications/ada_veterans.cfm
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Affirmative Action & Employment
Protection for Veterans
• The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA)
requires covered federal government contractors to take affirmative
action to employ and advance specified categories of protected
veterans, and prohibits discrimination against such veterans.
• VEVRAA “protected veterans”
– disabled veterans,
– recently separated veterans (within 3 years of discharge or release from active
duty)
– veterans who served on active duty during a war or in a campaign or expedition
for which a campaign badge has been authorized
– Armed Forces service medal veterans
• Voluntary self-identification as “protected veteran”
– Affirmative action provisions require contractors to invite applicants to selfidentify
– Takes place during pre-offer and post-offer
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Skilled Interview
Hiring Process
First
Contact
Phone
Interview
Face-toFace
Interview
Tests
Reference
Checks
Background
Checks
Offer &
Negotiation
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Types of Interviews
• Face-to-Face
• In person
• Virtual
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Panel or Committee
Meal Interview
Group
Stress
Phone
Page 187-189
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Skilled Interview
Interview Stages
Building
Rapport
Employer
Questions
Candidate
Questions
Closing
• Introduction
• Company
History
• Info about
the position
• Behavioral
• Contextual
• Resume
based
• STAR
method
• Appropriate
Questions
• Follow-up
• Ask for the
job
• Thank you
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Prepare for Interview
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Research
Checklists
Questions
References
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Mock Interview
• Practice makes permanent
• Practice to make it skilled
• Take notes
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Dress for Interview
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Follow-up
The art of
thank you!
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Section 7
Interview Post Analysis
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Evaluate the Interview—Continuous Improvement
Evaluate Job Offers
Negotiate Job Offers
Communicate a Decision to an Employer
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Evaluating Job Offers
Evaluate all aspects of the job offer before
responding to your potential new employer.
• Personal Preferences
• Total Compensation (Pay + Benefits)
• Industry, Company and Position
Pages 222 - 227
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Understanding Salary Ranges
Job Salary Range
Midpoint or Market Value
Beginner Range
Experienced Range
Highly Qualified Range
$90K - $120K
$100K
$90K - $95K
$95K - $115K
$115K - $120K
Negotiating Job Offers
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Do your research
Know salary ranges in the area/industry
Check local cost of living
Negotiate in person if possible
Pages 228 - 231
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Negotiation Items
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Vacation/Sick Leave
Flexible Work Hours
Health/Life/Disability
Education Assistance
Flexible Spending
Accounts
• Stock Options
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Transportation
Credit Card
Signing bonus
Uniforms
Salary Negotiation
Too Late
Offer accepted!
Best time to negotiate
Offer Extended
You’re our candidate!
You’re in the running!
You might be a fit
Too Early
Who are you?
FO&D
Update ITP
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Next steps
SMART Goals
Schedule
Additional education, certification,
skills
80
Course Summary
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Transition Planning
Personal Assets
Career Validation
Resume
Federal Job Search
Skilled Interview
Interview Post-analysis
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Wrap-up
• Expectations Met
• Evaluations
https://www.dmdc.osd.mil/tgpsp
• Comments
• Questions?
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