U.S. Citizenship and Immigration Service to Make 1,700 or More Hires in 2016

U.S. Citizenship and Immigration Service to Make 1,700 or mora Hires in 2016U.S. Citizenship and Immigration Service to Make 1,700 or More Hires in 2016U.S. Citizenship and Immigration Service to Make 1,700 or More Hires in 2016The U.S. Citizenship and Immigration Service processes the applications of about one million migrants to this country each year. Qualified job seekers who successfully navigate the federal application process will land a variety of challenging career positions with the agency this fiscal year.New Hires Needed to Process Those Immigrating and Seeking AsylumMore than one million immigrants are likely to reach our shores or receive permanent U.S. resident status in 2016. A small fraction of these aspiring Americans will seek asylum here as refugees. But however the political winds may blow regarding political refugees from beleaguered nations such as Syria, Iraq, Somalia and Sudan, the United States Citizenship and Immigration Service will likely need thousands o f new employees to process often-complex applications in 2016, according to The Resume Place.A Naturalized Citizen Sees Opportunity to Prosper, and to ServePaola Palacios is one American who saw career opportunity at USCIS, the busiest agency of its kind in the world. Palacios, an zuzug services officer, GS-5, began her first federal job at the agencys Eastern Telephone Center in New York City in February 2015.I initially became interested after I went through naturalization myself, she says. Having experienced the system and process firsthand that allows me to better serve our agency and our people. I thought it would be a great way to serve my country. Palacios immigrated to the United States from Colombia in 2000.USCIS Is a Major Federal Employer with a Vital MissionWhats the mission of USCIS? A unit of the Department of Homeland Security, the agency provides accurate and useful information to customers and grants immigration and citizenship benefits. USCIS has 19,000 government employees and contractors working at 223 offices around the globe. USCIS also supports immigrants integration and participation in American civic culture.The agency is bullish on its hiring plans. USCIS modeling indicates that the agency will need as many as 1,700 to 2,400 new employees agency-wide in fiscal year 2016, says Carolyn Gwathmey, a spokesperson with USCIS in Washington, D.C. Most of the hires will be immigration service officers, asylum officers, immigration officers, immigration analysts, and management and program analysts. The agencys funding is determined by the number of applications and petitions it receives so a net increase in immigration can result in more hiring.Reservist Palacios Followed the Steps to Land the JobPalacios was already serving her country when she applied for her first civilian government job. I was working part-time active reserve in the Air National Guard when I was offered the job at USCIS, she says.Palacios qualified for the USCIS job in p art because of her previous professional experience reviewing personnel applications, analyzing and maintaining confidential data, and researching laws. Immigration services officers must decipher immigration and nationality laws and explain them to customers in plain language. All of USCIS job announcements are posted on USAJobs.gov.The federal application and hiring process took a number of weeks Palacios found success by following instructions meticulously, one step at a time. The agencys site advises applicants to include all vital information such as resumes, transcripts, veteran documentation, and anything else that could help determine qualification. The application process for Palacios position required drug screening and a background investigation, including financial disclosure.Whether youre applying to Customs and Immigration, another DHS agency, or another government department, the federal job application process is demanding and somewhat unforgiving, says Kathryn Trout man, president of The Resume Place and author of Military to Federal Career Guide 2nd Edition.An Entry-Level Career Opportunity with Plenty of Room to GrowPalacios daily responsibilities are wide ranging. We respond to customer questions about case status and immigration benefits, says Palacios. The biggest challenge is handling the large influx of calls that we receive daily, while striving to provide great customer service.Palacios likes the job for its diverse challenges. What I enjoy is all the opportunities to expand my knowledge, she says. Every day we encounter situations that require research and investigation. We have many opportunities for professional development, and the agency supports me as military member. She continues to serve in the Air Active Guard Reserve Program.USCIS offers a variety of benefits such as telework, flexible work schedules, transit subsidy, training and career development programs, mentoring programs, health, dental, vision, life, and long-term ca re insurance, as well as a retirement plan. Get Your Copy Federal Resume Guidebook 6th EditionAvailable TodayOur flagship title is completely updated for 2016. With a focus on writing the best Federal Resume for USAJOBS and other zugnglich federal resume builders, the Federal Resume Guidebook provides comprehensive, in-depth guidance on how to craft the perfect federal application to change jobs or get promoted. The sixth edition also includes information for individuals in the fields of Information Technology, Acquisition Management, and Management and Program Analysts, as well as for those seeking a career change.

More Sample Questions for 360 Reviews

More Sample Questions for 360 ReviewsMore Sample Questions for 360 ReviewsLooking for mora questions to use when you ask employees to provide feedback about a coworker in a 360 review? In an earlier article, we shared 360 feedback questions in five areas that were identified with data from Indeed.com. They tracked the attributes,characteristics, and traits that employers sought most frequently in their employment ads for a period of time. If most employers are seeking a particular attribute, that provides a good starting point for developing 360 review questions. Employees and managers need to provide 360 feedback in an organized format, or it is difficult to understand and create actionable items. If you just ask a group of coworkers to provide feedback, you will receive pages and pages of unorganized commentary. When you ask specific questions, you are more likely to get straightforward, useful feedback. Providing 360 feedback in response to specific questions is better for the emp loyees who are providing the feedback, too. The questions take care of their most frequent question and concern. They always say, well, Id be happy to provide the feedback, but what do you really want to know? What would most help you to find out? So, do all 360 review participants a favor and take the appropriate questions from an earlier recommended 30 review questionsor use these additional questions to seek feedback. Feel free to customize the questions and determine which questions that you want to ask about each employee who is receiving a 360 review. Questions for 360 Review Use these questions when you request feedback in a 360 review. They ask about areas that are important and valued at work. Detail Oriented When you work with the employee on a project, does he make a thorough plan and then follow through with its accomplishment?What is your experience of the employees attention to detail in his work? Prioritization Does the employee prioritize action items and his work, in general, and then, follow through on the priorities he set?Are the priorities that he selects the appropriate priorities in your view? Teamwork How does the employee contribute to the successful and effective functioning of his team?What, if anything, does the employee do that interferes with the functioning of the teams on which he participates? Interpersonal Communication Does the employee keep you up-to-date on what you need to know to perform your components of the project or task?Does the employee effectively communicate so that you are clear on his message, meaning, and what he needs from you? Reliable To what degree can you depend on the employee to keep his commitments?Can you provide an example of a time when the employee demonstrated reliability in his work with you? Ability to Multi-Task Can you tell me about a time when you noticed that the employee was performing a number of different tasks and priorities with ease? Did he ever drop the bal l?How effective is the employee at coordinating his tasks with other employees to increase his effectiveness? Time Management Can you provide an overall picture of how effective the employee is at managing her time/Does the employee attend team and other meetings in a timely fashion on a regular basis? Or, is she more consistently late?How timely is the employee about the completion of commitments and assignments, in your experience? Integrity, Honesty, and Truthfulness Do you trust the employee to do what he says he is going to do without making excuses or blaming other employees for any failures?Does the employee tell the truth as you have observed him working with you and other employees?Do you fundamentally trust the employee?Does the employee toss other employees under the bus? Innovativeness Does the employee come up with new ideas, fresh approaches, and innovative solutions as she works with you and others?Is the employee able to take a new idea, build support for the idea among colleagues, and bring the idea to fruition? These are examples of the types of questions that you can use to improve the effectiveness of your 360 reviews. They help the employees responding to organize their feedback in a way that allows the receiving manager or employee to organize and see patterns quickly. Providing feedback to the employee is more effective when you frame questions that guide the feedback. You can use these sample questions to prepare your own 360 reviews or write your own questions based on these examples. 360 reviews are a significant, contributing component of a well-rounded performance management system when they are done well and used thoughtfully.

How to Figure out What Your Career Accomplishments Are

How to Figure out What Your Career Accomplishments AreHow to Figure out What Your Career Accomplishments Are4In a job market that keeps getting more competitive, you need an edge to make your application materials stand out. You can get that edge by listing yourcareer accomplishments from each of your key positions on your resume and cover letter.Career accomplishments offer concrete examples- often based on data points- of how you contributed to your department or company when you served in a particular role.Below are three tips on how to figure out what your career accomplishments are, as well as how to keep track of your accomplishments, quantify them, and decide which ones to highlight when applying to jobs.Heres how to figure out what your career accomplishments areStart keeping a record.To date, you may not have kept notes on your key accomplishments at work. Change that today, so that you wont have to reinvent the wheel when its time to list your accomplishments for your curre nt position. Look at previous performance reviews, reference letters, presentations, and other files that document what youve done at the company. Pull out any points that verify why you received recognition, promotion, or awards. Going forward, each time you receive commendation for your work, make a note of it.Make it measurable.Accomplishments that can be quantified are particularly compelling to prospective employers. Look for things youve done that you can validate with numbers, data, or percentages. For example, did you create a time-saving solution in your department or take the lead on a challenging assignment that resulted in a measurable result? Were you selected for a special project or committee that created measurable change in the business? Are you known for a particularly effective work style that you can show saves the company money? Each of these accomplishments can be quantified for greater impact in your application materials if you focus on what changed after you r contribution for example, Helped grow customer base 20 percent in my division.Select your high points.Without careful thought, it may be difficult to recognize the accomplishments youve made at work- particularly in past positions. Take some time to think through each position that youve held, and brainstorm a list of key victories and positive changes that you helped effect at your company for each one. The details youve gathered in the steps above are potential starting points for identifying your unique accomplishments in each of your roles. To select which ones to highlight in your resume and cover letter, read the job description carefully for the new opportunity, and target your accomplishments to the jobs specific requirements.Your goal in selecting accomplishments is to choose significant, measurable achievements that reflect your work ethic and willingness to go above and beyond your job description. By taking the time to identify such accomplishments and communicate them to prospective employers, youll give yourself a significant advantage as a job seeker.Readers, how often do you update your skills and your career accomplishments? Share with us below in the comment section.