Part-time employees, or 룸 알바 part-time professional jobs, means employment that is 16 to 32 hours per week part-time (or 32 to 64 hours in the context of flexible or compressed schedules in a biweekly salary) but does not include temporary or irregular work. For a part-time employee to have regular hours–and be entitled to accrue vacation–he or she must have an hours-of-work scheduled in each week of a biweekly pay period. A part-time employee cannot have more than 32 hours scheduled in any week.
When jobsharers wish to work on alternate weeks, some scheduling requirements must be met. While that might be the case for the majority of cases, employees can overlap part or all the time, depending on the nature of the job and availability of space and equipment. Agencies should inform agencies that there are excess or attritional employees when planning to fill those positions.
Agencies can promote, demote, or redistribute career or career-conditional employees in various circumstances. A career or career-conditional employee in one agency can move, without interruption in employment, to a comparable competitive employment position at another agency, without competition.
To transfer to another Federal agency, one must meet qualifications requirements for that position. Employees also must be found eligible for competitive employment for a service-related job. Only applicants meeting the minimum qualifications will be considered for hire.
Competitive Appointments All civilian positions within the Executive Branch of the Federal Government, with a few exceptions. Requires substantial experience in policy making and supervision, including substantial service in an associated executive or legislative branch job. Candidates should have significant experience in coordination among multiple federal agencies, organizing oversight hearings, markups by staff, and providing examples of implementation of a legislative and oversight strategy that has produced successful results.
Responsibilities include developing, tracking, and administering legislation; preparing for hearings; working with stakeholders and federal agencies; and developing memoranda and talking points. Primary responsibilities include new employee orientation, helping to administer her D.C. office, supervising the employee assistance and intern programs, and working closely with the systems administrators to manage technology assets.
Campaign work–even campaign work not related to practicing law–helps develop not just the skills of individual lawyers, but their contacts within the public service. Campaign work often leads, directly and indirectly, to employment with government agencies in the future.
A year in the campaign field, then, will connect you to a lot of people that can advance your search for government-related jobs, either in Capitol Hill or in Statehouses, or private-sector positions focusing on work related to the government. Here, you can find a job board focusing solely on campaign-related work.
Many campaign staffers end up working in government following campaign season, some of them on high-profile policy assignments. If you worked a presidential or other federal race, it is highly likely that the other elected representatives on Capitol Hill supported your candidate, which could provide an advantage on your application for employment in their offices–or a policy position at a federal agency under a similarly party-led administration. If you are available for volunteer work for some period, or if you are willing to travel, you could get the job after a single visit to the campaigns offices, with your resume in hand.
Know what salary levels you should expect, and factor in the costs of moving to Washington, DC, and living there. Salaries at the White House are constrained by the tight budget, so they are usually lower than at federal agencies. Each year, the president can propose an annual salary increase to Congress for federal employees.
Relocation bonuses of up to 25% can be paid for current Federal employees who move to new commuting areas. Most Federal employees–including those on the general schedule, the Senior Executive Service, and the highest-ranking administrative officers, but not including the Blue-collar employees and officers paid on the administrative schedule–are eligible for the commuting pay. Agencies can provide hiring and transfer bonuses for employees on the General Schedule, Senior Executive Services, senior-level, the Executive Schedule, and some other pay systems.
Recruitment incentive The payment in lump-sum form of up to 25% of base pay for newly appointed Federal employees to a job which otherwise would have been hard to fill.
Title 5, The part of the U.S. Code which provides the laws that regulate the employment of most federal employees, including employees paid on the general schedule, the Federal pay system, and the senior executive service. The Federal Employees Compensation Act (FECA), administered for all agencies by the United States Department of Labor, provides compensatory benefits for federal employees who suffer an injury or illness related to their work.
This office is an Equal Employment Opportunity employer, consistent with requirements in the Senate Rules and Regulations and applicable federal laws. If you worked in the federal government and you are now retired, or are currently employed by the federal government, you should review this information as well, as there are several rules and procedures that have changed.
Benefits that might have been standard in certain industries are generally not provided by the Federal Government. Agencies also can issue temporary promotions limited by up to five years for the purpose of filling temporary positions, accomplishing work on projects, filling positions that are temporarily being redeployed, or meeting other temporary needs. If an agency chooses to terminate the job sharing arrangement, an eight-week notice period would be provided, and either partner would be offered a comparable permanent job within that district, or given a choice to handle a part-time role, should that person choose.
If either partner should leave the Agency or require full-time employment, we suggest that job sharing can continue as long as an appropriate partner can be found, is agreed upon by the Agency and both employees.
Arthur J. Goldberg established programs that promoted better career opportunities for Department minority employees, on which his successors have built. Arthur J. Goldberg vigorously implemented Executive Order 10925, which requires the Executive Branch of the Federal Government to promote equal employment opportunities for all.