diff --git a/_includes/low-system.html b/_includes/low-system.html index 1ce25b15a..6cbfd61e8 100644 --- a/_includes/low-system.html +++ b/_includes/low-system.html @@ -1,6 +1,6 @@
-

This is a Low system

+

This is a Low system

This means:
    diff --git a/pages/general-information-and-resources/chicago.md b/pages/general-information-and-resources/chicago.md index bab1dd142..1dea70ec5 100644 --- a/pages/general-information-and-resources/chicago.md +++ b/pages/general-information-and-resources/chicago.md @@ -18,7 +18,7 @@ cSpell: ignore Heppner,Buren,chitown Point of contact - Dave Lamb + Dave Lamb @@ -191,4 +191,4 @@ business casual. ## Who can I contact if I have questions about the office space? -TTS no longer has formal operations support for the Chicago office. However, [jckfieldoffice@gsa.gov]([jckfieldoffice@gsa.gov]) should be able to answer most of your building-related questions. [Janie Burmeister](janie.burmeister@gsa.gov) may be able to help you with any questions specific to other FAS programs in Chicago and Region 5. +TTS no longer has formal operations support for the Chicago office. However, [jckfieldoffice@gsa.gov](mailto:jckfieldoffice@gsa.gov) should be able to answer most of your building-related questions. [Janie Burmeister](mailto:janie.burmeister@gsa.gov) may be able to help you with any questions specific to other FAS programs in Chicago and Region 5. diff --git a/pages/general-information-and-resources/employee-resources-policies/hosting-non-government-speakers.md b/pages/general-information-and-resources/employee-resources-policies/hosting-non-government-speakers.md index d9364ae5f..15a184f80 100644 --- a/pages/general-information-and-resources/employee-resources-policies/hosting-non-government-speakers.md +++ b/pages/general-information-and-resources/employee-resources-policies/hosting-non-government-speakers.md @@ -42,7 +42,7 @@ below. for a link to the Gratuitous Services Agreement 1. _Optional:_ If you plan to record or take photographs of the speaker, have them fill out the - [GSA Model Release Form](https://insite.gsa.gov/portal/getMediaData?mediaId=702794). + [GSA Model Release Form](https://docs.google.com/document/d/1_f7JsBYIVKV5aSrv96sW_SWJroECpvjiz6JmkJVbrFE/edit). 1. Put the signed Gratuitous Services Agreement and GSA Model Release Form (if applicable) in [the Gratuitous Services Agreement folder](https://drive.google.com/drive/folders/1UOKVVZGdI7IlAxrqcq48-HQQr8f5U6N7). diff --git a/pages/general-information-and-resources/software.md b/pages/general-information-and-resources/software.md index 7b49abe9a..a8a05f4b1 100644 --- a/pages/general-information-and-resources/software.md +++ b/pages/general-information-and-resources/software.md @@ -38,7 +38,7 @@ If the software you are looking for is not one of the above, you will need to determine if it is already approved for use at GSA, or if there is a similar software product already approved that offers the same functionality. -Please note: In the past, the Tech Portfolio team had a major role in procuring +Please note: In the past, the Tech Operations team had a major role in procuring software for programs, but the team is no longer able to provide this service due to staff shortage. @@ -49,8 +49,7 @@ to work with our Security team in “good faith and in a timely manner” will b critical to the approval process. Search the GSA IT Standards list in the -[GSA Enterprise Architecture Analytics and Reporting (GEAR)](https://ea.gsa.gov/#!/itstandards) -(requires VPN) to check if software is approved for use at GSA. You can also +[GSA Enterprise Architecture Analytics and Reporting (GEAR)](https://ea.gsa.gov/#!/itstandards) to check if software is approved for use at GSA. You can also search for similar software already approved in GEAR if it meets most of your needs. diff --git a/pages/general-information-and-resources/tech-policies/gsa-pages.md b/pages/general-information-and-resources/tech-policies/gsa-pages.md index 2f171a47f..d6e13e558 100644 --- a/pages/general-information-and-resources/tech-policies/gsa-pages.md +++ b/pages/general-information-and-resources/tech-policies/gsa-pages.md @@ -3,49 +3,57 @@ title: GSA Pages questions: - tts-tech-operations - cg-pages + - dns redirect_from: - /gsa-pages/ --- # Authority to Use (ATU) Process ->This guide is for **GSA Employees** operating a GSA Website using [Cloud.gov Pages](https://pages.cloud.gov). +{% include "alert.html" level:"warning" content: "This guide is for **GSA Employees or Contractors** operating a GSA Website" %} -"GSA Pages" is **GSA's internal "System"** with an Authority to Operate (ATO) of [Cloud.gov's FEDRAMP Authorization](https://marketplace.fedramp.gov/products/F1607067912) of their [Cloud.gov Pages](https://pages.cloud.gov) service. As such, it adds the Security Controls around the Source Code and Contents for the Website (e.g. Github). It provides **GSA employees** with a fast and secure approach to getting a Web Presence for your projects/programs. +"GSA Pages" is a **GSA only Authority to Operate (ATO)** of [cloud.gov's FEDRAMP Authorization](https://marketplace.fedramp.gov/products/F1607067912) of their [cloud.gov Pages](https://pages.cloud.gov) service. As such, it adds the Security Controls around the source code and contents for the website (e.g. Github). It provides **GSA employees** with a fast and secure approach to getting a web presence for your projects/programs. ->Follow this link for more information about [Cloud.gov Pages](tools/pages) +## Launching a Website at GSA +- Confirm your website is listed on [https://touchpoints.digital.gov](https://touchpoints.digital.gov) + - if not listed, [complete a new website request](https://touchpoints.app.cloud.gov/admin/websites/new) +- Follow [GSA's Digital Lifecycle Program Guide](https://insite.gsa.gov/employee-resources/communications/websites/strategy-policy-and-standards/digital-lifecycle-program) -## Launching a [Cloud.gov Pages](http://pages.cloud.gov) Website at GSA +Prior to standing up a site with GSA Pages, you will need a domain or subdomain. To obtain a new domain or subdomain with GSA, approval is needed by GSA Leadership and Office of Customer Experience in Touchpoints. +## Launching a cloud.gov Pages Website - Identify a Federal GSA Employee as the **GSA Website Manager** -> Note: **GSA Website Manager** is defined here [GSA's Digital.gov Program](https://digital.gov/2023/03/24/who-is-your-website-manager/) +> Note: **GSA Website Manager** is defined here [GSA's Digital.gov Program](https://digital.gov/2023/03/24/who-is-your-website-manager/). -- Turn on all [Github Advanced Security](https://docs.github.com/en/get-started/learning-about-github/about-github-advanced-security) for the Site's Repository and `Enable`: +- Turn on all [Github Advanced Security](https://docs.github.com/en/get-started/learning-about-github/about-github-advanced-security) for the website's repository and `Enable`: - [CodeQL](https://docs.github.com/en/code-security/code-scanning) - [Dependabot](https://docs.github.com/en/code-security/dependabot/) - [Secret Scanning](https://docs.github.com/en/code-security/secret-scanning/about-secret-scanning) -- Designate (One) Github Team with `Admin` Access to the repository -- Designate (One or More) Github Team(s) with `Write` Access to the repository -- Submit a Pull Request to add your Repository to our Github Configuration Scanner to [GSA](https://github.com/GSA/.allstar/blob/main/allstar.yaml) or [GSA-TTS](https://github.com/GSA-TTS/.allstar/blob/main/allstar.yaml) +- Designate (One) Github Team with `Admin` access to the repository +- Designate (One or More) Github Team(s) with `Write` access to the repository +- Submit a pull request to add your repository to our Github configuration scanner to [GSA](https://github.com/GSA/.allstar/blob/main/allstar.yaml) or [GSA-TTS](https://github.com/GSA-TTS/.allstar/blob/main/allstar.yaml) - Create a [`SECURITY.md` file](https://docs.github.com/en/code-security/getting-started/adding-a-security-policy-to-your-repository) - [Example](https://github.com/GSA-TTS/.allstar/blob/main/SECURITY.md) - Follow GSA's [Digital Lifecycle Program](https://insite.gsa.gov/employee-resources/communications/websites/strategy-policy-and-standards/digital-lifecycle-program?term=DLP) for the Website -- Confirm your Website is listed on https://touchpoints.digital.gov - - if not Submit a [new website request](https://touchpoints.app.cloud.gov/admin/websites/new) ## Authority to Use (ATU) Review -Submit an [Authority to Use (ATU) Request](https://github.com/GSA-TTS/gsa-pages/issues/new?) +1. Review [GSA Pages Security Review and Approval Process](https://insite.gsa.gov/system/files/GSA-Pages-Security-Review-and-Approval-Process-%5BCIO-IT-Security-20-106-Revision-2%5D-03-08-2024_0.pdf) +1. Complete [GSA Pages Security Review and Approval Form](https://docs.google.com/forms/d/e/1FAIpQLSeDNRkNOol6pNvWdTBXA_lVMyGr4v0o5wo2ElZAMMX2kPMjzg/viewform) your information will be used to complete [GSA Pages Security Review Document](https://insite.gsa.gov/system/files/GSA-Pages-Site-Review-and-Approval-Template-03-08-2024.docx) +1. Email TTS Tech Operations to confirm receipt or request review status. -- Resolve any Critical or High security findings from Security Scanners +- Resolve any Critical or High security findings from security scanners +- TTS Tech Operationswill: + - Create a Google Group for your website + - Notify the Website Manager of any missing information or security findings -Once the ATU review is completed the **GSA Website Manager** will be sent an ATU Approval package for signature. The **GSA Website Manager** will be responsible for managing Security Findings over the lifecycle of the Website. +Once the ATU review is completed the **GSA Website Manager** will be sent an ATU Approval package for signature in Docusign. The **GSA Website Manager** will be responsible for managing Security Findings over the lifecycle of the Website using the Google Group created to manage communications. -## Maintaining Approved Sites -Sites hosted on GSA Pages are required to have their URLs scanned in accordance with CIO-IT Security-06-30: Managing Enterprise Cybersecurity Risk and GSA’s parameter for National Institute of Standards and Technology (NIST) Special Publication (SP) 800-53, control RA-5, Vulnerability Scanning. +## Maintaining Approved Sites +Sites hosted on GSA Pages are required to have their URLs scanned in accordance with CIO-IT Security-06-30: Managing Enterprise Cybersecurity Risk and GSA’s parameter for National Institute of Standards and Technology (NIST) Special Publication (SP) 800-53, control RA-5, Vulnerability Scanning. ->This is performed after the ATU request is submitted +>This is performed after the ATU request is submitted, reviewed, and signed. -## Reassessment +## Reassessment A Site’s ATU will have to be reassessed and an ATU reissued if the Site is found `NOT` to be in conformity with the requirements. Conditions/events that may require a reassessment of the ATU include: @@ -56,30 +64,36 @@ Conditions/events that may require a reassessment of the ATU include: >This Determination is made by the GSA Pages System Owner `tts-tech-operations@gsa.gov`. Generally, this is done if security findings are not being addressed promptly. -**GSA Website Manager** will be notified, the following steps are only in the event that the **GSA Website Manager** is none responsive. +**GSA Pages System Owner** will proceed with the following actions, only in the event that the **GSA Website Manager** is none responsive. ## Failure to Maintain Site - Site Removal -Sites that fail to maintain the ATU requirements will be issued a formal notice. The GSA Pages team may take steps to disable the site or remediate the vulnerabilities. ATU **GSA Website Manager** who hit certain triggers of overdue POA&Ms and/or failure to maintain alignment to ATU requirements will be required to provide a **Corrective Action Plan (CAP)** detailing the steps that will be taken to address the deficiencies. +Sites that fail to maintain the ATU requirements will be issued a formal notice. The GSA Pages team may take steps to disable the site or remediate the vulnerabilities. **GSA Website Manager** who hit certain triggers of overdue **Plan of Actions & Milestones (POA&Ms)** and/or failure to maintain alignment to ATU requirements will be required to provide a **Corrective Action Plan (CAP)** detailing the steps that will be taken to address the deficiencies. -The CAP must be approved by the **GSA Website Manager**, System Owner, ISSM, and IST Director. Sites or **GSA Website Managers** who fail to respond to a CAP or complete approved actions will be removed from the ATO boundary, and will no longer be authorized. The removal process steps are further described below: +The CAP must be approved by the **GSA Website Manager**, System Owner, ISSM, and IST Director. Sites or **GSA Website Managers** who fail to respond to a CAP or complete approved actions will be removed from the ATO boundary, and will no longer be authorized. The removal process steps are further described below: - **Detailed Finding Review (DFR)** - **GSA Website Managers** will be issued a DFR upon failing to address a deficiency within the site or alignment with the ATU requirements. -- **Corrective Action Plan** - **GSA Website Managers** who fail to adequately respond or address a DFR will be issued a CAP request. +- **Corrective Action Plan** - **GSA Website Managers'** who fail to adequately respond or address a DFR will be issued a CAP request. The **GSA Website Manager** must provide a CAP to the System owner within 30 days of the CAP request. The CAP must detail how the team will address the deficiencies and the timeline for completion. The **GSA Website Manager** CAP must be approved by the GSA Pages system owner, the ISSM, and IST Director. ## Site Disablement **GSA Website Manager** who fail to respond to the CAP within the 30 day timeframe, or fail to provide an adequate CAP, or fail to comply with the provisions, timeline and duration of their CAP will have their site Disabled. -- Disabling a site consists of removing the site from the [Cloud.gov Pages Platform](https://pages.cloud.gov) which will result in a site being unreachable. +- Disabling a site consists of removing the site from the [cloud.gov Pages Platform](https://pages.cloud.gov) which will result in a site being unreachable. ## Site Removal -**GSA Website Manager** who fail to address deficiencies within 90 days of disablement will have their site removed from the GSA Pages ATO boundary and the site will be deleted. -- Deleting a site removes the published site from the [Cloud.gov Pages Platform](https://pages.cloud.gov) and from the dashboards of all site users. This will bring the entire site offline and make it inaccessible for users. -- A Site Removal letter will be issued indicating that the site is no longer authorized to operate. +**GSA Website Manager** who fail to address deficiencies within 90 days of disablement will have their site removed from the GSA Pages ATO boundary and the site will be deleted. +- Deleting a site removes the published site from the [cloud.gov Pages Platform](https://pages.cloud.gov) and from the dashboards of all site users. This will bring the entire site offline and make it inaccessible for users. +- A Site Removal letter will be issued by the **GSA Pages System Owner** to **GSA Website Manager** indicating that the site is no longer authorized to operate. ## Incident Response +**In the event of a security incident:** + Follow [TTS Incident Response Plan](https://handbook.tts.gsa.gov/general-information-and-resources/tech-policies/security-incidents/) ## Contingency Plan -1. Sign up for [Cloud.gov Pages Status](https://cloudgov.statuspage.io/) notifications -1. Follow [Cloud.gov Contingency Plan](https://cloud.gov/docs/ops/contingency-plan/) \ No newline at end of file +**In the event of an outage:** + +1. Sign up for [cloud.gov Pages Status](https://cloudgov.statuspage.io/) notifications +1. Follow [cloud.gov Contingency Plan](https://cloud.gov/docs/ops/contingency-plan/) + +{% include "low-system.html" %} diff --git a/pages/getting-started/classes/benefits.md b/pages/getting-started/classes/benefits.md index 96219cab7..6f7d4a678 100644 --- a/pages/getting-started/classes/benefits.md +++ b/pages/getting-started/classes/benefits.md @@ -139,7 +139,7 @@ WorkLife4You programs can be accessed via the EAP phone line: 1-800-222-0364 or 888-262-7848 (TTY). You can also register via the [WorkLife4You website](https://www.worklife4you.com/index.html). More information - including the registration code - is available on the -[WorkLife4You Fact Sheet](https://drive.google.com/file/d/10LRzsiG705VDKVtdlJhp0Bo1uoz6NRay/view). +[WorkLife4You Fact Sheet](https://drive.google.com/file/d/11TThQi2jk5Xs6d-PQsniQ8583Kj_jfnQ/view). ### EAP supervisor resources diff --git a/pages/getting-started/classes/gsa-internal-tools.md b/pages/getting-started/classes/gsa-internal-tools.md index 95ba7278e..38b7ac87f 100644 --- a/pages/getting-started/classes/gsa-internal-tools.md +++ b/pages/getting-started/classes/gsa-internal-tools.md @@ -13,7 +13,7 @@ GSA-issued equipment._ ## GSA tools Most of GSA's internal tools are accessible via our Agency's intranet -[Insite](https://insite.gsa.gov). You must be on the VPN to connect if you work +[Insite](https://insite.gsa.gov). You must be on the GSA network to connect if you work remotely. [Instructions for logging in are here]({% page "/how-to-log-in/" %}). Here's an overview of what you can access (you can click the names in this table to scroll down the page): @@ -23,7 +23,7 @@ to scroll down the page): | [BookIT!](#bookit) | To reserve a desk or meeting room in GSA buildings | ENT username and password | | [Concur](https://travel.gsa.gov) | To book travel. Learn more in [Travel 101]({% page "/travel-101/" %}). | ENT username and password | | [Employee Express](#employee-express) | To view your paystub, change your direct deposit, update your tax withholdings, or change your address | Employee Express username and password | -| [HR Links](#hr-links) | To request/document leave and access your personnel file online | ENT on GSA Wireless or VPN | +| [HR Links](#hr-links) | To request/document leave and access your personnel file online | ENT on GSA Wireless | | [IT Service Desk](#it-service-desk) | General IT questions about Employee Express and other passwords (Note: They may not support requests for Macs, but will support requests for GSA websites) | ENT username and password | | [Self Service](#self-service) | Used to install desktop software on Macs | ENT username and password | | [Online University (OLU)]({% page "/olu/" %}) | To take mandatory trainings for federal employees | ENT username and password | @@ -92,10 +92,6 @@ bereavement, and more) as well as access your personnel file (your salary, your GS level, your supervisor, your past performance rating(s), and information about health insurance plan). -You must -[be on the VPN](https://docs.google.com/document/d/1nBNXt6Ov4KWmpz6y9rgKw93mxZucVsoYC4PFABTeIA4/edit#heading=h.bbs2uvvcjvcg) -to connect to HR Links, if you're working remotely. - ## IT Service Desk _Also known as the GSA IT Help Desk or Service Now._ diff --git a/pages/hiring-staying-or-changing-jobs/resume.md b/pages/hiring-staying-or-changing-jobs/resume.md index 348eeb405..e2fae2311 100644 --- a/pages/hiring-staying-or-changing-jobs/resume.md +++ b/pages/hiring-staying-or-changing-jobs/resume.md @@ -13,77 +13,87 @@ This page provides an overview with examples of how to write a federal government resume, which have content and formatting that differ from most private sector resumes. -## How to write a Federal resume +## How to write a federal resume -_Written by [Amanda Costello](https://github.com/amandacostello), 18F content -designer and gummi bear enthusiast, July 10, 2019._ +_Written by [Amanda Costello](https://github.com/amandacostello), 18F content designer and gummi bear enthusiast, July 2019. (Revised March 2024)_ -**Writing a US federal resume is hard.** When I started writing mine, all I -wanted was a solid example. What needs to be there, in what order, and what -would it look like with real information. This is that example. (**_Law and -Order chimes_**) +Writing a US federal resume is hard. When I started writing mine, all I wanted was a solid example. What needs to be included, in what order, and what would it look like with real information. This is that example. (_Law and Order chimes_) -Below are excerpts from my federal resume, along with details and notes about -how it’s written and formatted. I want more awesome folks from all backgrounds -and experiences as colleagues. I don’t want the resume formatting or particulars -to be a mystery; it’s already a very challenging piece of writing. +It can be helpful to think about a federal resume like an academic CV, an overview of your whole career. Also, these are **long documents**. This is not the place for a 1-2 page resume. When I applied, my resume was 7 pages long; after 5 years at 18F, it’s close to 15 pages. + +Below are excerpts from my federal resume, along with details and notes about how it’s written and formatted. I want more awesome folks from all backgrounds and experiences as colleagues. I don’t want the resume formatting or particulars to be a mystery; it’s already a very challenging piece of writing. ### General things to keep in mind: -1. This resume’s job is to connect the requirements of the job posting to your - experience using the **straightest possible line**. I printed out the job - posting and highlighted every key phrase of the requirements, qualifications, - and what kind of work this job would do. I then made that into a checklist to - make sure each one of those things could clearly be mapped to my resume. -2. **Throw out your formatting.** I used CAPS for headers, italics for mission - statements, and bullet points. Expect that the bulk of your formatting will - be stripped out. No columns, no fanciness. Just write. Hard. -3. **Speaking of writing: get your words going, and then get more words.** I had - to submit two writing samples, and that was where I could show off my content - strategy particulars. Remember the job of the resume content: clear, straight - lines between the requirements and your experience. - -> Explicit disclaimer: This resume format is what I chose to use in applying to -> 18F in the US Federal Government’s General Services Administration. It is not -> the only acceptable format, but is what worked well for me. I currently work -> as a content designer at 18F, but put this together on my own time, using no -> government resources to do so. Using this formatting is not a guarantee of -> consideration. You still gotta do the work. - -Want to chat more about this? I’m on Twitter: -[@amandaesque](https://www.twitter.com/amandaesque) - -My comments below will all be in `code demo backticks`. +1. This resume’s job is to connect the requirements of the job posting to your experience using the straightest possible line. I printed out the job posting and highlighted every key phrase of the requirements, qualifications, and what kind of work this job would do. I then made that into a checklist to make sure each one of those things could clearly be mapped to my resume. + 1. Pay particular attention to the Specialized Experience section of a federal job posting. These items must be clearly represented on your resume to show you’ve done the work to be qualified. + 2. _**New in 2024!**_ Another tactic that’s been successful for me has been making the job posting’s Specialized Experience the headers for duties and responsibilities. Obviously you can’t do this until you’re looking at a specific job, but it can be a good way to organize your work for readability. +2. Throw out your formatting. I used CAPS for headers, italics for mission statements, and bullet points. Expect that the bulk of your formatting will be stripped out. No columns, no fanciness. Just write. Hard. +3. Speaking of writing: get your words going, and then get more words. I had to submit two writing samples, and that was where I could show off my content strategy particulars. Remember the job of the resume content: clear, straight lines between the requirements and your experience. + +_Explicit disclaimer: This resume format is what I chose to use in applying to 18F in the US Federal Government’s General Services Administration. It is not the only acceptable format, but is what worked well for me. I currently work as a content designer at 18F, but put this together on my own time, using no government resources to do so. Using this formatting is not a guarantee of consideration. You still gotta do the work._ + +Want to chat more about this? Shoot me an email at +amanda.costello@gsa.gov + +My comments below will all be in text boxes --- -### And now, the resume! +### Resume formatting -`Everything about this top material is standardized formatting. Go ahead and put your own info in just like this. ` +
    +
    +
    + Everything about this top material is standardized formatting. Go ahead and put your own info in just like this +
    +
    +
    AMANDA COSTELLO 123 Lutefisk Street You Betcha, MN 55555 -Mobile: 555-555-5555 - -Email: -Availability: April 1, 2020 -Job Type: Permanent, Telework Work Schedule: Full-Time - + +Mobile: 555-555-5555 +Email: amanda.costello@gsa.gov + +Availability: April 1, 2024 + +Job Type: Permanent, Telework Work Schedule: Full-Time + Desired locations: -United States - MN - + +United States - MN +Remote + #### WORK EXPERIENCE -`Below is an example of one job, and how I talked about it. I recommend listing as complete of a job history as you can for at least the last 7 years, more ideally the last 10 years. Here's a formatting example!` +
    +
    +
    + Below is a formatting outline of a work experience entry, and then an example of one of my past jobs. I recommend listing as complete of a job history as you can for at least the last 7 years, more ideally the last 10 years. +
    +
    +
    Workplace name, Unit name if relevant - City, State, Country -Your job title - MM/YYYY to MM/YYYY - Hours per week: xx - + +Your job title - MM/YYYY to MM/YYYY - Hours per week: xx + _Mission statement(s) of the workplace, or summary of the company’s work on a larger scale._ -DUTIES AND RESPONSIBILITIES A paragraph-long description of what the work was +DUTIES AND RESPONSIBILITIES: + +A paragraph-long description of what the work was overall. Describe your work using a wide scope, leaving the specific details for later. @@ -109,12 +119,13 @@ SELECTED WORK: - Another bulleted list, this time of URLs related to work I did. - They had quick little blurbs underneath about what they were, and what I did. -- Photos won’t come through on this resume, so no screenshots or anything. - -`End of formatting example!` +- Photos won’t come through on this resume, so no screenshots or anything. + +#### Work experience example from my 2018 resume University of Minnesota, College of Education and Human Development - -Minneapolis, MN +Minneapolis, MN + Lead Content Strategist - 07/2012 to Present - Hours per week: 40 _The mission of the College of Education and Human Development is to contribute @@ -125,7 +136,9 @@ land-grant high-level research institution, dedicated to generating and preserving knowledge through research, sharing that knowledge through teaching and learning, and apply that knowledge through outreach and public service._ -DUTIES AND RESPONSIBILITIES Developed and led college-wide content strategy +DUTIES AND RESPONSIBILITIES: + +Developed and led college-wide content strategy combining current and prospective student needs with college goals for recruitment and retention. Worked as a member of a cross-functional team including designers, developers, business analysts, marketers, and well as @@ -241,9 +254,20 @@ SELECTED WORK: #### VOLUNTEER WORK -`Your volunteer work doesn’t count as experience for scoring, but is still good to include. I used a format similar to the work experience job entry above, though used the bulleted list format for duties and responsibilities, and shortened everything up.` +
    +
    +
    + Your volunteer work doesn’t count as experience for scoring, but is still good to include. I used a format similar to the work experience job entry above, though used the bulleted list format for duties and responsibilities, and shortened everything up. +
    +
    +
    MinneWebCon Annual Conference - Minneapolis, MN - www.minnewebcon.org + Conference Director - 10/2011 - 06/2015 _MinneWebCon is a two-day web conference in Minneapolis that encourages @@ -251,7 +275,7 @@ inclusive grassroots knowledge-sharing. In addition to keynote speakers, breakout sessions, and half-day workshops, our annual conference is a space for speakers and attendees to collaborate, talk, learn, ask, test, and grow._ -DUTIES AND RESPONSIBILITIES +DUTIES AND RESPONSIBILITIES: - Directed volunteer-run tech conference for 200+ annual attendees, bringing local and national speakers to the Twin Cities web community. @@ -266,14 +290,22 @@ DUTIES AND RESPONSIBILITIES #### SELECTED SPEAKING AND PRESENTATIONS -`I do a lot of presentations and workshops, and they’re a big part of who I am and how I share my work with the community. This is a shortened list to show you what examples look like, including upcoming talks. Like volunteer work, this does not count towards experience scoring, and is optional.` - -`My resume listed about 15 sessions that I thought were particularly relevant to this job. I also had sections on selected publications and selected podcast guest appearances, because those are cool too!` - -``` -“Title of the Presentation,” what kind of session - MM/YYYY -Conference Name - City, State, Country -``` +
    +
    +
    + I do a lot of presentations and workshops; they’re a big part of who I am and how I share my work with the community. This is a shortened list to show you what examples look like, including upcoming talks. Like volunteer work, this does not count towards experience scoring, and is optional. + + My resume listed about 15 sessions that I thought were relevant to this job. I also had sections on selected publications and selected podcast guest appearances, because those are cool too! The format I use is: + + "Title of the Presentation," what kind of session - MM/YYYY + Conference Name - City, State, Country +
    +
    +
    - “How Silos Learn: Working in the Idea Factory,” closing keynote address - 08/2018 (scheduled) @@ -290,27 +322,57 @@ Conference Name - City, State, Country #### EDUCATION +
    +
    +
    + You can add in particular awards or distinctions here too. I was not a particularly distinguished student. :) +
    +
    +
    + University of Minnesota - Twin Cities Minneapolis, MN United States Bachelor's Degree MM/YYYY Major: English Minor: Japanese -`You can add in particular awards or distinctions here too. I was not a particularly distinguished student. :) ` - #### LANGUAGE SKILLS +
    +
    +
    + This is totally optional. For each language you speak in addition to English, list the levels at which you speak, write, and read. More details: https://www.usajobs.gov/Help/how-to/account/profile/languages/ +
    +
    +
    + Language: Japanese Spoken Level: Novice Written Level: Novice Reading Level: Novice -`This is totally optional. For each language you speak in addition to English, list the levels at which you speak, write, and read. More details: https://www.usajobs.gov/Help/how-to/account/profile/languages/ ` - #### REFERENCES -Name: Super Awesomeboss +
    +
    +
    + While I listed references on my resume, it’s not required. The hiring and talent folks won’t cold call your references, they’ll ask you for permission later on in the process. +
    +
    +
    + +Name: Jeff Awesomeboss Employer: University of Minnesota Title: The Best Boss Email: teamlead@awesomeboss.com - -`While I listed references on my resume, it’s not required. The hiring folks wouldn’t cold call your references, they’d ask you for their contact information later on in the process.` diff --git a/pages/performance-management/dates.md b/pages/performance-management/dates.md index cb1658909..0aca7cda7 100644 --- a/pages/performance-management/dates.md +++ b/pages/performance-management/dates.md @@ -19,25 +19,25 @@ review cycles. | Date | Item | | --------------- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------ | -| October 1, 2022 | FY23 performance cycle begins | -| November, 14 2022 | All FY23 Performance Plans MUST be [acknowledged]({% page "/performance-management/mid-year/hrlinks-steps/#acknowledging-a-performance-plan" %}) in HR Links | -| April, 2023 | [OHRM Guidance on FY23 Mid-year Review](https://drive.google.com/file/d/17r_pzKSQacPgGHHO0ytRyfGPC50yMWkY/view?usp=sharing) emailed to Supervisors and Employees | -| April - May, 2023 | Mid-year reviews are required to be conducted approximately half way through the rating cycle (April 1 - May 31). For a new employee, take advantage of the formal mid-year to establish expectations and a Performance Plan if they don't yet have one. ***Note:*** Any employee can receive a mid-year review (there is no minimum # of days required) on their performance plan. | -| April 1 - May 26, 2023 | Employees complete mid-year [Self-Assessment]({% page "/performance-management/mid-year/hrlinks-steps/#entering-a-self-assessment" %}) prior to 1:1 performance conversation with their Supervisor | -| May 29, 2023 | Supervisor [signs & submits]({% page "/performance-management/mid-year/hrlinks-steps/#submitting-a-mid-year-progress-review" %}) mid-year evaluation in HR Links for direct reports to review and [acknowledge]({% page "/performance-management/mid-year/hrlinks-steps/#acknowledging-a-review" %}) | -| May 31, 2023 | Mid-year Due Date for FY23: Supervisor MUST [overrides]({% page "/performance-management/mid-year/hrlinks-steps/#overriding-an-employee-acknowledgment" %}) mid-year review if employee is unable to [acknowledge]({% page "/performance-management/mid-year/hrlinks-steps/#acknowledging-a-review" %}) | -| June 10, 2023 | Supervisors complete [supervisor](https://forms.gle/cUeMQGdUQ3BDn6qm7)/[employee](https://forms.gle/n4zNHdBEvX2DQvdz9) performance management feedback survey | +| October 1, 2023 | FY24 performance cycle begins | +| November 14, 2023 | All FY24 Performance Plans MUST be [acknowledged]({% page "/performance-management/mid-year/hrlinks-steps/#acknowledging-a-performance-plan" %}) in HR Links. | +| April 3, 2024 | [OHRM Guidance on FY24 Mid-year Review](https://drive.google.com/file/d/1CIZ3CIfgxiBqShxNT7d0aMe56feuABJn/view?usp=sharing) emailed to Supervisors and Employees. | +| April - May 2024 | Mid-year reviews are required to be conducted approximately half way through the rating cycle (April 1 - May 31). For a new employee, take advantage of the formal mid-year to establish expectations and a Performance Plan if one does not yet exist. ***Note:*** Any employee can receive a mid-year review on their performance plan (there is no minimum # of days required). | +| April 1 - May 26, 2024 | Employees complete mid-year [Self-Assessment]({% page "/performance-management/mid-year/hrlinks-steps/#entering-a-self-assessment" %}) prior to a 1:1 performance conversation with their Supervisor. | +| May 28, 2024 | Supervisor [signs & submits]({% page "/performance-management/mid-year/hrlinks-steps/#submitting-a-mid-year-progress-review" %}) mid-year evaluation in HR Links for direct reports to review and [acknowledge]({% page "/performance-management/mid-year/hrlinks-steps/#acknowledging-a-review" %}). | +| May 31, 2024 | Mid-year due date for FY24: Supervisor MUST [override]({% page "/performance-management/mid-year/hrlinks-steps/#overriding-an-employee-evaluation-acknowledgment" %}) mid-year review if employee is unable to [acknowledge]({% page "/performance-management/mid-year/hrlinks-steps/#acknowledging-a-review" %}). | +| June 10, 2024 | Complete performance management feedback survey: there is a version for [supervisors](https://forms.gle/cUeMQGdUQ3BDn6qm7) and one for [employees](https://forms.gle/n4zNHdBEvX2DQvdz9). | ## End of year performance review important dates | Date | Item | | -------------------- | ------------------------------------------------------------------------------------------ | -| September 30, 2023 | End of FY23 performance cycle | -| October 1, 2023 | Internal ask for employees to begin their self-assessment | -| October 18, 2023 | Self-assessment submittal due date | -| October 20, 2023 | Audit of Employee self-assessment completion | -| Oct 23 - Nov 6, 2023 | Supervisors hold 1:1 performance review meetings with their direct reports | -| November 10, 2023 | TTS Internal ask due date to close out FY23 performance plans if not completed during 1:1s | -| November 14, 2023 | Official GSA end of year close out due date for FY23 performance plans in HR Links | -| November 14, 2023 | Official GSA due date to establish FY24 performance plans in HR Links | -| December 10, 2023 | FY23 Performance Awards will be issued (Budget permitting) | +| September 30, 2024 | End of FY24 performance cycle | +| October 1, 2024 | Internal ask for employees to begin their self-assessment | +| October 18, 2024 | Self-assessment submittal due date | +| October 20, 2024 | Audit of employee self-assessment completion | +| Oct 23 - Nov 6, 2024 | Supervisors hold 1:1 performance review meetings with their direct reports | +| November 10, 2024 | TTS internal due date to close out FY24 performance plans in HR Links (if not completed during 1:1s) | +| November 14, 2024 | Official GSA due date to close out FY24 performance plans in HR Links | +| November 14, 2024 | Official GSA due date to establish FY25 performance plans in HR Links | +| December 10, 2024 | FY24 Performance Awards will be issued (approximate date, budget permitting) | diff --git a/pages/performance-management/mid-year/hrlinks-steps.md b/pages/performance-management/mid-year/hrlinks-steps.md index 0088efc70..bcd642541 100644 --- a/pages/performance-management/mid-year/hrlinks-steps.md +++ b/pages/performance-management/mid-year/hrlinks-steps.md @@ -137,7 +137,7 @@ by employees before June 1. - [Employee](https://docs.google.com/document/d/1VxwbatliieP78-qN_VmdHxt1ROvSro4yKe9-OkjQd58/edit#heading=h.6ykmn1ge2hlk) - No action required by supervisor -## Overriding an employee acknowledgment +## Overriding an employee evaluation acknowledgment A supervisor can acknowledge an employee evaluation if the employee is unable to (i.e. on vacation) or refuses to do so (i.e. does not agree with the diff --git a/pages/performance-management/supervisor-resources.md b/pages/performance-management/supervisor-resources.md index 11f939b12..cd58074ef 100644 --- a/pages/performance-management/supervisor-resources.md +++ b/pages/performance-management/supervisor-resources.md @@ -37,12 +37,6 @@ closeout and new fiscal year performance plan establishment process. - [End-of-year performance close-out overview](https://docs.google.com/presentation/d/1WiIEmdwkkQl5Kpn05vLHL5JRvVUudU60KrWXFw9_P5w/edit?usp=sharing) - Presentation and On-demand Videos -- [Career progression - framework]({% page "/career-progression-framework/overview/" %}) - - [CPF Overview Video](https://drive.google.com/file/d/1octLMWua6MVO4aJKdyvKVEo4uHayhHOe/view?usp=sharing) -- Performance plan framework - - [Presentation and On-demand Videos](https://docs.google.com/presentation/d/1N-Fn9MgQs-eI9D8m_VuBQONWy00OWTU8KOLBK_ivX4c/edit?usp=sharing) - - [Diagram of the Framework](https://docs.google.com/presentation/d/1N1zegrsmeul9IIwXW2V6eE1RRU20aCOKpcT9Z1XFy-M/edit?usp=sharing) - [Performance rating level definitions & examples](https://docs.google.com/document/d/1a5fEmORdBkA6MBVeB7BzvXCHRXg1XLfDr4kngwczFAg/edit?usp=sharing) - Equitable Performance Reviews presentation - [On-demand Video](https://drive.google.com/file/d/1SX7Nkd3ZYvcYOdnydH8E50JJb-V1DclL/view?usp=sharing) @@ -67,9 +61,8 @@ contract: employee at the time of the discussion; the supervisor will notify the employee that he/she will be provided copies upon request. -Please reach out to our -[Workforce Relations partner](https://docs.google.com/document/d/15glvq9UakKUN8XTRTa6gRkhBHm2whhQyAGmf8ibTtBs/edit) -via email or Slack if you have additional questions or concerns. +Please reach out to your +[Workforce Relations partner](https://docs.google.com/document/d/15glvq9UakKUN8XTRTa6gRkhBHm2whhQyAGmf8ibTtBs/edit) if you have additional questions or concerns. ## GSA Performance Management Resources @@ -136,9 +129,8 @@ At any point during the year, if an employee's performance in one or more critical element(s) or sub-element(s) is considered less than Level 3, Fully Successful, the employee should be notified right away. -Reach out to our -[Workforce Relations partner](https://docs.google.com/document/d/15glvq9UakKUN8XTRTa6gRkhBHm2whhQyAGmf8ibTtBs/edit) -via email or Slack for guidance. +Reach out to your +[Workforce Relations partner](https://docs.google.com/document/d/15glvq9UakKUN8XTRTa6gRkhBHm2whhQyAGmf8ibTtBs/edit) for guidance. Please also reference the [Supervisor Checklist for Addressing Poor Performance](https://insite.gsa.gov/cdnstatic/insite/SupervisorChecklistforAddressingPoorPerformance.docx) @@ -231,9 +223,8 @@ the instructions below: The only time a supervisor may want to cancel an evaluation is when an employee separates and evaluation cannot be completed or it’s not necessary. Only and HR -Admin can cancel “submitted” evaluations. Please email our -[Employee Relations contact](https://docs.google.com/document/d/15glvq9UakKUN8XTRTa6gRkhBHm2whhQyAGmf8ibTtBs/edit) -in the Office of Human Resources Management to initiate this process. +Admin can cancel “submitted” evaluations. Please contact your +[Workforce Relations partner](https://docs.google.com/document/d/15glvq9UakKUN8XTRTa6gRkhBHm2whhQyAGmf8ibTtBs/edit) to initiate this process. ### Overriding an HR Links employee acknowledgement @@ -256,14 +247,6 @@ their Performance Plan. [Guidance on adding this critical element to performance ## Additional training -### Supervisors’ Lounge Question and Answer Sessions - -| Date | Time | Session | -| ---------------- | --------------- | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- | -| October 12, 2023 | 1-2:30 p.m. EST | [Performance Management Training for Supervisors/Managers](https://gsa.csod.com/samldefault.aspx?ouid=1&returnurl=%252fDeepLink%252fProcessRedirect.aspx%253fmodule%253dlodetails%2526lo%253dacc0573f-99c1-492e-a2f9-af50cbe16417) | -| October 17, 2023 | 1-2:00 p.m. EST | [Employee Self Assessments](https://gsa.csod.com/samldefault.aspx?ouid=1&returnurl=%252fDeepLink%252fProcessRedirect.aspx%253fmodule%253dlodetails%2526lo%253d8277f135-25b8-4d8a-9c51-9d4258a6f509) | -| October 26, 2023 | 1-2:30 p.m. EST | [Performance Management Training for Supervisors/Managers](https://gsa.csod.com/samldefault.aspx?ouid=1&returnurl=%252fDeepLink%252fProcessRedirect.aspx%253fmodule%253dlodetails%2526lo%253d6fbd643e-b017-4eba-947d-9adff52876ac) | - ### [HR Links Online Training and Guidance](https://insite.gsa.gov/topics/hr-pay-and-leave/performance-management/performance-management-systems) Courses include, but is not limited to the following: diff --git a/pages/tools/pages.md b/pages/tools/pages.md index ec07cfb39..cfc40e80f 100644 --- a/pages/tools/pages.md +++ b/pages/tools/pages.md @@ -7,6 +7,8 @@ redirect_from: We use [cloud.gov Pages](https://cloud.gov/pages/) to build websites. +> If you are building or launching a **new** GSA Website [follow this guide]({% page "/gsa-pages/" %}) + ## Documentation - [Pages documentation](https://cloud.gov/pages/documentation/) diff --git a/pages/travel-and-leave/leave.md b/pages/travel-and-leave/leave.md index 0b1a8c364..62315d672 100644 --- a/pages/travel-and-leave/leave.md +++ b/pages/travel-and-leave/leave.md @@ -494,10 +494,7 @@ least 12 weeks after your final day on PPL. #### Combining paid parental leave, annual leave, and sick leave -You can use annual and sick leave for parental leave reasons. This would be -_regular_ annual leave and _regular_ sick leave. Please note, though, that if -these _regular_ leave options are used without completing the PPL paperwork, the -PPL cannot be retroactively applied. +You can use annual and sick leave for parental leave reasons. We **highly recommend** you talk with our [Workforce Relations HR Specialist](https://docs.google.com/document/d/15glvq9UakKUN8XTRTa6gRkhBHm2whhQyAGmf8ibTtBs/edit) diff --git a/pages/travel-and-leave/travel-and-leave-policies/first-time-travel-travel-card.md b/pages/travel-and-leave/travel-and-leave-policies/first-time-travel-travel-card.md index 632b0f505..2d478aa96 100644 --- a/pages/travel-and-leave/travel-and-leave-policies/first-time-travel-travel-card.md +++ b/pages/travel-and-leave/travel-and-leave-policies/first-time-travel-travel-card.md @@ -32,7 +32,7 @@ have one as soon as possible. - [Instructions for applying for a GSA Travel Card](https://insite.gsa.gov/employee-resources/acquisition-purchases-and-payments/gsa-travel-card/application-renewal-procedures) -- [Visit the GSA SmartPay 3 travel card page for more information](https://smartpay.gsa.gov/content/travel). +- [Visit the GSA SmartPay 3 travel card page for more information](https://www.gsa.gov/travel/plan-a-trip/travel-charge-card). - [Next Step: Complete Your Concur Profile]({% page "/first-time-travel-complete-concur-profile" %}) diff --git a/styles/custom/usa-overrides.scss b/styles/custom/usa-overrides.scss index 608d507d8..107356270 100644 --- a/styles/custom/usa-overrides.scss +++ b/styles/custom/usa-overrides.scss @@ -22,3 +22,7 @@ h1.margin-top-1 { margin-top: 0.5rem; } + +.usa-summary-box { + max-width: 68ex; +} \ No newline at end of file