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Do the research.
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∙ 11y ago
Anonymous
yes, if the sponsor so dictates
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KSAs needed by the firm to achieve the strategy and what KSAs are currently resident?
HUMAN RESOURCE KSAs needed by the firm to achieve the strategy and what KSAs are currently resident?
When was KSAS-FM created?
KSAS-FM was created on 1982-09-28.
When was KSAS-TV created?
KSAS-TV was created on 1985-08-24.
What data sources are used by the combat developer to calculate the availability kpp ksas?
test data, field data, and comparable systems
What is job analysis?
Job analysis is information about a position to be filled that helps to identify the major job requirements (MJR) and links them to skills, education, training, etc., needed to successfully perform the functions of that job. The purpose of the job analysis is to identify the experience, education, training, and other qualifying factors, possessed by candidates who have the potential to be the best performers of the job to be filled. It can also be used to identify documents and other elements vital to the candidate evaluation, referral and selection process, such as measurement methods and interview requirements. There are two key elements of a job analysis: 1. Identification of major job requirements (MJRs) which are the most important duties and responsibilities of the position to be filled. They are the main purpose or primary reasons the position exists. The primary source of MJRs is the most current, official position description. 2. Identification of knowledge, skills and abilities (KSAs) required to accomplish each MJR and the quality level and amount of the KSAs needed. Most job analyses deal with KSAs that are measurable, that can be documented, and produce meaningful differences between candidates. Typically, possession of KSAs is demonstrated by experience, education, or training. The goal of KSAs is to identify those candidates who are potentially best qualified to perform the position to be filled; they are most useful when they provide meaningful distinctions among qualified candidates. Source documents for KSAs may be the position description, Office of Personnel Management qualification standards and job classification standards.
How does own career goals affect your work role?
Career goals (like all goals) should be S.M.A.R.T. goals. Specific, Measurable, Achievable, Relevance,and Timely. The relevance aspect ties into your work role. So for example if your career goal is to write a textbook, and your current work role is proof reading academic articles, then you could equate the proof reading skills in your work role as a relevant aspect to your larger career goal. Regardless of your work role, you'll gain KSAs (knowledge, skills, abilities) that can transfer over to other professions. So strive to gain universally needed KSAs such as leadership, business writing, and computer/technology skills.
How do you write effective KSA answers?
The Knowledge, Skills, and Abilities questions are known in govspeak as KSAs, and your answers to these questions are supposed to prove that you are indeed qualified for the advertised jobs. Trust me, you aren't the only one who finds them intimidating.In fact, KSAs will soon be a thing of the past. The Office of Personnel Management will ask agencies in September to stop requiring the time-consuming essays and instead rely on applicant resumes, just like is done in much of the rest of the world. The elimination of KSAs is part of a broader initiative by the Obama administration to overhaul the federal government's hiring process.KSAs became part of the obstacle course the government uses to select its employees in the 1980s as a replacement for the old civil service exams. A few agencies have already stopped using them, including the Army and the U.S. Customs Service. Others hold fast and think they are a very effective way to weed out the unqualified and the unmotivated applicants.For the moment, KSAs (and their equivalent for senior executive positions, the ECQs) are still a reality for the vast majority of federal jobs and they are taken seriously by HR officials. Above all else, it is important that your answers be error free, so be sure you use spell check and ask a trusted friend to proofread if you aren't confident in your own abilities to catch common errors.As for content, rely on your resume. Your challenge is to insert everything that would be in your normal private-sector resume somewhere in concise and coherent answers to the questions.In the excellent book "How to Land a High-Paying Federal Job", Lily Whiteman offers this general advice:Position your "best" credential in the first answer.Don't leave any question blank.If you need to repeat a credential in more than on essay, try to emphasize different angles each time.Emphasize recent achievements.Mention your degrees, certifications, and training courses as well as work experience
What are some seven letter words with 4th letter K and 5th letter S and 6th letter A and 7th letter S?
According to SOWPODS (the combination of Scrabble dictionaries used around the world) there are 1 words with the pattern ---KSAS. That is, seven letter words with 4th letter K and 5th letter S and 6th letter A and 7th letter S. In alphabetical order, they are: shiksas
How do you maintain a good team work?
I myself delegate the responsibility to the team members that I know will be able to fullfill certain tasks where their strengths are and then explain to them to help guide the others to achieve the task at hand. then when the task has been successful, I always treat my team with a meal or something to show how much I appreciated all their hard work to finish the job.
What is the method to calculate cp and cpk for unilateral tolerance?
Calculationa) Standard Deviation (s) is calculated as follows:√∑(X - Xi)2n-1For bilateral tolerances:i) Capability Index (Cp) = USL - LSL / 6sii) Performance Index or Centering of Process (CmK) =Minimum of USL- X or X - LSL3s 3sFor single sided tolerances:i) Performance Index or Centering of Process (CpK) =a) Find out minimum observed value from the data values.b) Find out Z = X - Minimum Observed Valuesc) Corresponding to the arrived value of 'Z' above, choose the value of 'k' from Table given in Annexure-I.d) Find out CmK = USL - X or X - LSLks ksas the case may be.USL for runout, roundness, surface finish etc.LSL for Min. HardnessM.Ananthakrishnan
Do you need a degree to work in the post office?
Occupation: Postal Service ClerksTypical education needed for entry: High school diploma or equivalentTypical work experience needed for a job in this occupation: NoneTypical on-the-job training once you have a job in this occupation: Short-term on-the-job trainingThe most important knowledge, skills, and abilities (KSAs) are listed for Postal Service Clerks.Knowledge:Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.Public Safety and Security - Knowledge of relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions.English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.Sales and Marketing - Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems.Clerical - Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.Transportation - Knowledge of principles and methods for moving people or goods by air, rail, sea, or road, including the relative costs and benefits.Skills:Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.Service Orientation - Actively looking for ways to help people.Speaking - Talking to others to convey information effectively.Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.Reading Comprehension - Understanding written sentences and paragraphs in work related documents.Abilities:Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.Oral Expression - The ability to communicate information and ideas in speaking so others will understand.Problem Sensitivity - The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.Speech Clarity - The ability to speak clearly so others can understand you.Speech Recognition - The ability to identify and understand the speech of another person.
Why are you being overlooked for federal jobs?
Dear Overlooked:This is an interesting question, though you haven't given me a lot of info to work with. That's probably because you don't want your employer to know you're looking for jobs - or that you're in the FBI witness protection program.If we were meeting face-to-face, I would ask you a few questions. What type of work do you do? What geographic area are you from? In what area(s) of the country have you applied for work? How many federal jobs have your applied for since you began your search? Some of your answers to these questions could factor into why you have been striking out with the feds.Since you are trying to keep your job search undercover, I will do my best to help you out.Attempting to secure a federal job is not easy. In fact, the process is a major buzz kill because it requires you to go beyond submitting a standard cover letter and resume. Many times you are asked to answer additional questions in a knowledge, skills and assessment (KSA) section, along with submitting a very detailed resume of practically your entire work and salary history.Many applicants find the process just too daunting and time-consuming. So I applaud your patience and stamina in taking on the federal job application juggernaut.Unfortunately, submitting a federal job application is actually the easy part. Waiting to hear back from the feds is the true test of character.Fed employers are like any other employer in that they're looking for a right employee match. Where they veer off into the land of the unknown is how they determine which applicant to select.Many fed job applications list minimum and desired qualifications for their posted positions. They also include a minimum and maximum salary range. Also the KSAs play an important role in the application process. The purpose of this info is to give the fed employer some wiggle room when selecting an applicant in order to find the best candidate that fits their needs.For example, let's say that the Department of Labor (DOL) is looking at four candidates for a mid-level budget analyst position that has a salary range of $50-$75K.Here are the four candidates:• Candidate A has a BS and MBA, two years of experience and no managerial background.• Candidate B has BS, eight years of experience and has 5 years of project management experience.• Candidate C also has a BS with over ten years with two years of supervisory experience.• Candidate D has a BS and MBA with over ten years of work and division management experience.Maybe candidate A is the best fit because they have an advanced degree which meets DOL's desired qualifications. However candidate B is ideal because they have management experience, which can be an asset for that upcoming project that is coming down the pike. Yet candidate C has a steady work experience with some project responsibilities. But maybe candidate D is best because they have the educational and management experience to hit the ground running.After reviewing the applicant materials and having conducted interviews, DOL decided to select Candidate C for the position.Is candidate C the most qualified and/or best fit for the position? Do the other candidates, especially candidate D have a right to howl in righteous indignation over the Department of Labor's decision?I spoke with Ched Bungard, General Counsel for the U.S. Merit Systems Protection Board (MSPB) about the hiring decision process. According to Bungard, trying to determine how a candidate is hired is "not a simple question" and other issues can come into play.The "other issues" are requirements dictated by the agency's hiring guidelines such as giving preference to veterans or internal employees (as part of their merit promotion). Combine this with the usual employer preferences such as specific skill sets; response to KSAs, salary preference, start date flexibility, geographic proximity, etc. can complicate how an applicant was chosen for the position over the other candidates.As to whether it's a "merit violation" if you are passed over for a less qualified, local candidate, things can get even more complex.The Civil Reform Act of 1978 does state that federal agencies are expected to hire "qualified individuals" and selection and advancement of federal employees "should be" based on "relative ability, knowledge and skills."Look at the words here. Not "most qualified" but "qualified." Not "must be" but "should be." Not "highest" but "relative." Remember I mentioned earlier how the feds need wiggle room? Basically, it means that a federal agency is not obligated to select the most qualified individual (as we all know through observation). Also, the Civil Reform Act makes no mention of geographic regulations (local vs. non-local) when it comes to hiring practices. An agency can select whomever they feel is the best person for the position based on the agency's needs and assessments.Maybe you have a merit violation based on principle, but legally you would be climbing Mt. Everest in your shorts trying to prove it.So, what can you do to beat the odds? Reach out to the HR contacts that were listed on your federal job postings. Try to find out why you didn't make the cut. If they're not helpful then go directly to the source. Contact the fed agency directly to see what they can tell you. You might be able to find out what you need to do to improve your chances.Good luck!
