Letter to the editor
This is in regard to the letter to the editor, "IT Workers Wanted?" [Federal Computer Week, Nov. 5, 2001].
It is not just federal employees who find fault with the government's
hiring practices for information technology personnel. As an unemployed
IT professional, I have applied for several federal jobs. It has become
very obvious that many (if not most) are aimed at favoring current federal
employees. In general, I have identified about 176 federal jobs in the past
11 months that correspond to my profile. However, I am excluded from applying
for more than 90 percent of them.
One of the major problems I see with the federal job system is its "in-breeding"
— the result of constantly hiring from within. The federal government is
in dire need of fresh blood, especially in the IT field. I have found the
system to be stacked against outsiders.
Consider the following statements from federal job postings:
* Applications will be accepted from current federal employees serving
under a career or career conditional appointment, candidates with reinstatement
eligibility, or candidates eligible for special appointing authority. Veterans
who are preference eligibles or who have been separated from the armed forces
under honorable conditions after three or more years of continuous active
service may apply.
* Applications will be accepted from current federal employees serving
under a career or career conditional appointment, candidates with reinstatement
eligibility, or candidates eligible for special appointing authority. Veterans
Employment Opportunities Act-eligible veterans may apply.
* Priority consideration will be given to Interagency Career Transition
Assistance Plan (ICTAP) applicants who meet advertised requirements.
* This position is being filled under the Forest Service Merit Promotion
Plan. Individuals certified by an Agriculture Department agency as displaced
in the commuting area under the USDA Career Transition Assistance Plan will
receive selection priority, if determined to be well-qualified.
* Open to 30 percent-disabled veterans; transfer eligibles to the same
or lower grade than the highest grade previously held on a permanent basis;
reinstatement eligibles to the same or lower grade than the highest grade
previously held on a permanent basis; those eligible for under Executive
Order 12721; other eligibles (current or former employees of Action, Peace
Corps, VISTA, Postal Career Services, Postal Rate Commission, Panama Canal
Commission, or other agencies). See the Air Force Job Kit for more information
regarding listed eligibilities.
* Knowledge of administrative policies and processes within a federal
agency (provide information on administrative management policies and role
in managing or implementing them).
* ICTAP eligibles: Current or former employees displaced from non-Defense
Department agencies. Individuals seeking ICTAP eligibility must submit a
copy of their reduction in force separation notice and a copy of their most
recent performance rating.
* Who may apply: All appointable employees of the Defense Contract Management
Agency East, Disabled Veterans Affirmative Action Program eligibles (30
percent or more disabled veterans), Veteran's Readjustment Appointment eligibles,
and persons eligible for appointment under the Persons with Disabilities
Program.
What I find more insidious is the practice of writing job requirements
that are "targeted" at a specific individual. That is, containing specific
requirements that narrow the selection to a "pre-selected" individual. This
practice appears to be quite common and is not hard to spot.
Then there is the practice of making the "open" period as tight as possible
(I've seen periods as short as seven days, and that includes weekends and
holidays), while "selection" periods go to ridiculous lengths. If you ever
hear back, it can be anywhere from 45 days to more than 112 days. I suspect
this is to eliminate "outside" applications and discourage applicants.
Name withheld by request