Career Program Administrator.
Defense Logistics Agency · Whitehall, OH · 1 mo ago
Information TechnologyFull-time
We need to output HTML fragment with sections: Duties, Requirements, Qualifications, maybe Benefits? The posting mentions benefits in last paragraph: "A career with the U.S. government provides employees with a comprehensive benefits package..." but no specifics. According to rules, we should include a Benefits section only if posting actually states them. It mentions benefits package but no specifics; it's vague. Should we include? The rule: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It states there is a comprehensive benefits package but not specifics. Might be considered stating benefits, albeit generic. However they say "prefer a few substantive sections over many thin ones." The benefits statement is generic, not specific. Might be considered filler. Safer to omit Benefits section.
We need headings: Duties, Requirements, Qualifications. Possibly also "Additional information"? Not required heading list. We'll stick to those.
We need to preserve all substantive information. Remove boilerplate: cookie/navigation/legal/EEO etc. The posting includes many legal paragraphs about drug testing, etc. Those are substantive? They are conditions of employment, part of Requirements? They are under Requirements? Actually they appear after Requirements? The text includes "Conditions of employment" then many items: Tour of Duty, Security Requirements, etc. Those are substantive and should be included under Requirements.
We need to format duties as
- . Requirements as
- . Qualifications as
- . Also maybe include prose paragraphs for introductory sentences. We must not repeat job title as heading. No Job ID. We need to preserve all substantive info: Duties list includes several sentences; we can break into bullet points. Let's extract duties: - Designs and develops training developmental programs (e.g., entry and Mid-Level) to include program guides, mastery checklists, and progression criteria; and manages developmental programs. - Evaluates courses and training sources to ensure course content covers expected competencies and that delivery of training information is appropriate and effective. - Monitors individual participant progress and performance, systematically tracking achievements against established developmental milestones, competency benchmarks... and progression criteria to ensure continuous professional growth and timely advancement in the program. - Analyzes PaCE training requirements, schedules cost effective training, and monitors formal training, cross-training, rotational experience and on-the-job training. - Provides program guidance and direction to the Field Activity PaCE Centers and POCs, instructors, floor and functional supervisors, and developmental participants. We'll make each a
- .
Requirements: Conditions of employment list:
- Must be a U.S. citizen
- Tour of Duty: Flexible
- Security Requirements: Non Critical Sensitive / No Access
- Appointment is subject to the completion of a favorable suitability or fitness determination, where reciprocity cannot be applied; unfavorably adjudicated background checks will be grounds for removal.
- Fair Labor Standards Act (FLSA): Exempt
- Selective Service Requirement: Males born after 12-31-59 must be registered or exempt from Selective Service.
- Recruitment Incentives: Not Authorized
- Bargaining Unit Status: No
- Selectees are required to have a REAL ID or other acceptable identification documents to access certain federal facilities. See https://www.tsa.gov/real-id for more information.
Also maybe include "Drug-Free Workplace Policy" etc? That appears later under Additional information. That is also substantive; could be part of Requirements or separate section? The heading list didn't include Drug-Free Workplace but we could include under Requirements as it's condition of employment. However the instruction says use headings for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we should stick to those headings. Drug-Free Workplace could be part of Requirements (as condition). We'll include relevant details under Requirements.
Also there is "Additional information" about ICT, Reemployed Annuitants, Veterans, Drug-Free Workplace Policy, etc. Many of those are legal boilerplate but still substantive. We need to preserve ALL substantive information; we cannot omit just because it's boilerplate unless it's cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. The drug testing policy is not exactly EEO; it's condition of employment. So we should include.
Thus Requirements section will be a long list.
Qualifications: includes Specialized Experience description, Education substitution note, Additional information about ICT etc? Actually the "Additional information" after Qualifications includes ICT, Reemployed Annuitants, Veterans, Drug-Free Workplace Policy, etc. Those could be part of Qualifications? They are more general info. Might be better to create a separate section like "Additional Information" but not in allowed headings. Since we must only use allowed headings, we could fold into Qualifications or Requirements. The Qualifications heading is for qualifications; the additional info about ICT etc is not qualifications. Could be considered "Additional information" but not allowed. Perhaps we can omit those as they are boilerplate? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. The ICT 508 conformance, Reemployed Annuitants, Veterans, Drug-Free Workplace Policy might be considered legal boilerplate. However drug testing policy we already considered condition of employment. The ICT 508 etc maybe legal. The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate". So we should remove legal boilerplate. That includes the ICT 508, Reemployed Annuitants, Veterans, Drug-Free Workplace Policy? The drug testing policy might be considered legal but also condition of employment. Might be borderline. Safer to keep drug testing as it's directly about employment condition. The rest maybe remove.
Thus Qualifications section: include Specialized Experience bullet points, Education substitution note.
We also have "Additional information As required by 5 C.F.R. 302.106, DLA will provide Section 508 conformant ICT..." That's legal; remove.
Also "For Important General Applicant Information And Definitions Go To Reemployed Annuitants: ..." remove.
Also "Information For Veterans Is Available At" remove.
Also "Drug-Free Workplace Policy" maybe keep? It's legal but also condition. I'd lean to remove as legal boilerplate per instruction. However the instruction says remove EEO/equal-opportunity/scam-warning boilerplate. Drug-free workplace is not EEO. Might be okay to keep. But to be safe, maybe keep it as part of Requirements? It's about condition of employment. I'd keep.
Thus Requirements will include drug testing details.
Let's extract drug testing paragraphs:
- "As required by 5 C.F.R. 302.106, DLA will provide Section 508 conformant ICT to employees with disabilities." (legal, maybe remove)
- "All ICT interfaces with the public related to vacancy announcements and career transition opportunities must conform to the applicable requirements in the current ICT Standards and Guidelines (36 C.F.R.1194)." (legal, remove)
- "For Important General Applicant Information And Definitions Go To Reemployed Annuitants: This position does not meet criteria for appointment of Reemployed Annuitants. The DoD criteria for hiring Reemployed Annuitants can be found at: Information For Veterans Is Available At Drug-Free Workplace Policy The Defense Logistics Agency (DLA) is committed to maintaining a safe, drug-free workplace. All DLA employees are required to refrain from illegal drug use on and off duty. DLA conducts pre-employment, reasonable suspicion, post-accident, and random drug testing. Applicants tentatively selected for employment in testing designated positions will undergo a urinalysis to screen for illegal drug use prior to appointment. Refusal to undergo testing or testing positive for illegal drugs will result in withdrawal of the tentative job offer and a six-month denial of employment with DLA from the date of the drug test. Employees in drug testing designated positions are subject to random drug testing. A negative drug test result must be received by HR within 30 calendar days after the EOD (i.e., start date). The selectee's inability successfully pass; or refusal to conduct the test may result in: 1) the tentative or FJO being withdrawn during the recruitment process; or 2) subsequently being removed from Federal service for failure to meet a condition of employment. You may be required to sign a "Drug Test Statement of Understanding" if you are selected for this position. The DLA drug testing panel tests for the following substances: marijuana, cocaine, opiates, heroin, phencyclidine, amphetamines, methamphetamines, fentanyl, norfentanyl, methylenedioxymethamphetamine (MDMA), methylenedioxyamphetamine (MDA), and opioids. ADVISORY: Use of cannabidiol (CBD) products may result in a positive drug test for marijuana. DLA employees are subject to Federal law and under Federal law, Marijuana is illegal. Additional guidance on writing a federal resume can be found at: Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered."
We need to keep drug testing details and maybe the commitment statement about improving efficiency etc. That's not boilerplate; it's desirable traits. Could be part of Qualifications? Might be considered "Additional information". Not in allowed headings. Could be part of Qualifications as "Desired qualifications"? Might be okay.
We need to preserve ALL substantive information; we cannot discard the commitment statement or benefits statement unless they are boilerplate. The benefits statement is generic but still substantive. However we decided not to create Benefits section unless specifics. Could we include it as a paragraph under Qualifications? It's not a qualification. Maybe we can add a section "Additional Information" but not allowed. The instruction says "Prefer a few substantive sections over many thin ones." So we could add a section "Additional Information" but not in allowed headings list; but the instruction says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive? It says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect only those headings. So we should not create other headings. Thus we need to fit extra info into existing sections. Where does the commitment statement belong? Could be under Qualifications as "Desired qualifications" or under Requirements as "Expectations". The benefits statement could be under Requirements as "Benefits" but we said not to create Benefits section unless specifics. However we could include a paragraph about benefits under Requirements? Might be odd. Maybe we can create a section "Skills" for the commitment statement? Not really skills. Better to keep the commitment statement as a
under Qualifications (as "Additional qualifications" maybe). The benefits statement could be a
under Qualifications as well, but it's not a qualification. Alternatively, we could create a section "About the role" for the commitment statement and benefits. But the instruction says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we could add an "About the role" section to hold the commitment statement and benefits. That seems appropriate: "About the role" is a typical heading for descriptive overview. The posting didn't have an explicit "About the role" but we can create it to hold substantive info that doesn't fit elsewhere.
- . Qualifications as