From The Desk of the Owner: Until Someone proves different, I am the "Best KSA Writer" in this country. My KSAs have been described as life changing, "The Best" and as being soooo hot that you can see the smoke (Heat) coming off of them. Hire someone else and I promise that you really are "Playing With Fire" plus your career/life will be hanging in the balance. I have clients from all over the world and in almost all agencies of the Federal Government ranging from General Officers, SES candidates, Law Enforcement (Many Agencies); DOT, NHTSA, DOJ, Army, Navy, Air Force and U.S. Coast Guard, NIH, SSA, BLM, and many more. My clients make the cut and all return to me even up to 15 years later when they need follow on support. My clients are my best sources of verification as to my abilities. In fact, I will not accept your project if I can't improve your product at least 100%. So if you think that you received the best résumé and KSAs from your hired resume service, think again and simply email me your résumé and KSAs for a free evaluation and especially if you want to know the truth as to the quality of your product as I give constructive findings and recommendations. So what do you really have to lose?
One other note: Please stop calling to tell me that you are making the list and that my prices are too high. You called because you do not have a job. I have and job and am not looking for one. You are! So do not insult my intelligence and what's really wrong?
Just maybe the other candidates are just as good as you are. So do not call to tell me "I am already getting interviews_ because you need help! I know what's wrong and here's a little secret. Yes, some employees are hired from the inside, but on many occasions a great packet from an "Outsider" will change the minds of the hiring authority as usually their is dissension among the ranks as in everyone really was not in agreement as to the pre-determined hire in the first place.
You simply lost because you product is not as convincing as you are. Oh so as far as you calling to tell me that as long as you get the interview - you're getting the job ( "Not" So) - well there is a first time for everything! You simply have great interviews, but so do many other candidates and that crappy resume and KSA or ECQs are causing you to lose out - during the old mythical round table battles. We know many who were detailed to a position and failed to procure the job that they had received an outstanding rating and the highest $3000 cash incentive for exceptional performance. In fact, the hiring process is halted on suspended until that person returns a professional packet. On many occasions selections are made and it is not the incumbent plus zero allowances are made as the incumbent's package never made it past HR.
So Stop Half Stepping!
KSA (Knowledge, Skills, Abilities and Other Characteristics)
Knowledge - Mastery of facts, range of information in subject matter area.
Skills - Proficiency, expertise, or competence in given area; e.g., science, art, crafts.
Abilities - Demonstrated performance to use knowledge and skills when needed.
New hires and merit promotions are made on the basis of how applicants measure up to a set of factors, often called (KSAs) or (KSAOs)." There are two kinds of factors, but you may find them called by other names:
Selective Factors - These factors are detailed in the Qualification Standards Handbook. You can not qualify for the position if you cannot meet these basis standards.
Quality Ranking Factors - Your failure to properly address or meet these standards will not officially eliminate you from contention, but let the truth be known - competition is fierce and the bottom line is that if you fail to address or meet them in a glowing manner - you will not make the "Best Qualified List" and basically have eliminated your chances of getting an interview or job offer.
Quality factors, which may be as few as three or four, or as many as a dozen, are the key elements in a job announcement in the federal government today. These critical job elements are the basis of an applicant's rating/ranking. Usually the selecting official determines these factors and the weights to be assigned to each one, depending on the job to be done.
Agencies differ widely in their practices regarding these factors. Some agencies have developed special forms for an applicant to use in describing KSAOs; other agencies accept supplements prepared by the applicant. Some agencies do not require a supplemental statement as part of the application, but you must address these factors in the Optional Form 612, the resume, or the SF-171. If the job announcement says that a supplemental qualifications statement is optional, you must write your application in such a way that the factors are clearly identified and discussed.