Pmf Essays 2013

Presidential Management Fellowship

Posted by Rachel on Oct 8, 2011 in Fellowships and Scholarships | 4 comments


**Note for 2013 Applicants: I am a 2011 fellow and the process changed dramatically in 2012; I anticipate it changing a lot this year as well. Sometime in the fall of 2012 I will write an update on the process but for the time being, treat this post as historical insight into a fast-changing process**

As I write this, roughly 9,000 nominees for the 2012 Presidential Management Fellowship are preparing for, or have completed, the Online Assessment, the second step on the path to becoming a Presidential Management Fellow. I went through the 2011 application process, and posted a review of the semi-finalist in-person evaluation last winter. I’ve since started work as a PMF for the U.S. Forest Service working in the Southern Region based in Georgia. I’ve been here since June, and it has been a great summer! I have interesting work, supervisors and colleagues I respect and enjoy collaborating with, and . The Forest Service is very supportive of the PMF program. They have a PMF webpage, a dedicated PMF coordinator for the agency, and the Chief even allocates funding to support several PMF positions (after an internal competitive application process).

I put together some thoughts and advice about the PMF process. Bear in mind that the assessment process changes every year. This is what I gleaned from the 2011 process, and your experience will be different. But really, that shouldn’t worry you: the assessment tests how well you think on your feet, communicate ideas, and collaborate. It is not designed to test knowledge of any subject area.

My strongest piece of advice would be: don’t look for information or advice about the assessment process online, particularly online forums or comments. (Yes, I realize that that is what you’re doing right now, right here) I did this last year, and found it a little unsettling to realize exactly how anxious and stressed out other semi-finalists were. There was a lot of strategizing and plenty of rumors flying around, none of which were accurate or even useful when it came to the actual assessment. Remember, you won’t be tested on your knowledge of any particular subject, but rather your ability to think on your feet, communicate ideas and collaborate.

Nomination. Ask for a photocopy of the form as well as the fax receipt then call to ensure it was received (check the website to ensure you give OPM sufficient time to process before calling). Keep the copy and the receipt, just in case.

The Online Assessment is largely pretty straight-forward. Find a quiet place to work and have something to munch on. Make sure your internet connection won’t be interrupted during the assessment. Try to be honest and straight-forward on the multiple-choice questions, which you will find somewhat lengthy and repetitive. You’ll find the same question coming up over and over again in slightly different context, and it is easier to be consistent when you’re just saying what you think! Other questions will ask you about appropriate behavior in a professional workplace. See the PMF Assessment Prep Guide for examples.

Finally, you will have a short essay prompt. This is something you CAN prepare for (great, right!). Write down a list of questions for yourself (see the guide for examples), cut them into slips of paper. Every day, sit down at your laptop, pull out a stop watch, set 5-20 minutes on the timer, and pull a slip out of the bag. I wrote position papers because I found that interesting, and swapped positions, giving myself ten minutes for each. Check out the PMF Assessment Preparation Guide for examples of writing prompts to use for 2012. This is NOT what you’ll be doing in the assessment, but it is a good way to practice writing under a short deadline and critical thinking. The goal is not to guess what the essay prompt will be, but rather to get comfortable writing. Stop the instant your timer finishes. This WILL help you prepare, and I urge you to do this every day for at least two weeks prior to the online assessment (repeat when you prepare for the in-person evaluation). If you do not do this, just try to stay calm, write quickly and persuasively, and give yourself the last 30 seconds of your essay to fix typos and make sure you don’t have any sentence fragments.

The In-person Assessment. Hopefully you live somewhere close to one of the testing centers. If you don’t, try to arrive the night before the assessment. If you’d rather be assigned to a different testing center, or want a certain day, go ahead and request that. I heard people had good luck requesting alternate days, and even alternate centers when they had issues with weather/travel. You may only hear a week ahead of time where you’ll be going (I got two week’s notice). I’d suggest a business dress code (yes, this means a suit). 90% of the applicants wore suits at my assessment. Several people dressed business casual (button up shirt/blouse and slacks/khakis but no jacket). One person dressed casually and really stuck out. Arrive early, expect delays. Double-check that you have everything on the required list (ID!). Print out the admission ticket. Here’s a key piece of advice: bring your water bottle and snacks to keep you going through the day. There will be breaks and plenty of down-time, but it was rarely scheduled (so we had no idea how long we would have). I brought a bag of beef jerky, a handful of fruit bars, a couple of apples and a bag of mixed nuts. I’d also suggest bringing extra pencils and pens, book/journal(s), laptop, and headphones. Be over-prepared. We ended up having a long day (staying about 11.5 hours) and I know some test centers had even longer days, so be ready to be there ALL day.

After you get through security, someone will be waiting inside for you to direct you to the testing location. There you will be assigned to one of several rooms with 9 other semi-finalists and left alone. My room contained a wide variety of people and backgrounds, the majority were JDs or MBAs. They were mostly from California, though we had one person from another state and one person who had flown in from Europe for the assessment. We spent the first hour getting to know each other – I was VERY impressed with everyone that I met. Without exception, I found all the semi-finalists I met to be accomplished, interesting, and extremely bright. Don’t let this intimidate you. Remember, you’re among peers – and this is an opportunity to demonstrate that you can collaborate in a (somewhat competitive) environment.

The events of the day will be staggered so that each group (and everyone) can participate in each one. Expect to have a lot of down time. Make sure you get to know a couple of people so that they will come find you in the bathroom/coffee kiosk/wherever if your name gets called and you’re not there. Be professional throughout the day – treat the other semi-finalists as you would a co-worker … or a potential boss. Adhere to the instructions you receive (e.g., don’t discuss the evaluation modules with each other). The three big events are the written essay, the individual persuasive argument, and the group discussion (probably referred to differently, I don’t remember what they called them):

Written Essay: You will be in a room with a dozen others on laptop computers. You will be told very explicitly how to title, save, and submit your essay. Be very careful that you comply with the instructions. Be VERY careful that you READ the written instructions carefully before beginning. Bring all the tools you are allowed to bring (pocket dictionary)! Reprising your daily writing self-assignment to get ready for this is a great idea. Give yourself longer this time, practice segments of 30-45 minutes (I can’t remember exactly how long our time limit was, but per the Assessment Prep Guide it was 45 minutes). Give yourself time at the end to review your work, check spelling and grammar. This is very important for this assessment.

Individual Persuasive Argument (NOTE: this will be different for 2012!): You will be taken, alone, to a room and given several sheets of blank paper, instruction, and a prompt. Ask for a few extra pages. You get ~15 minutes to consider the prompt, decide whether you will argue for/against, and prepare a presentation, then you go to a room with a small group of people to whom you provide a five minute presentation of the topic. For 2012, this topic is now a structured panel interview, so I won’t describe this element in detail.

Group Discussion: Along with a group of 2-3 others, you will be brought to a room where you will be given a topic. You have a short amount of time, maybe ~10 minutes, during which you will discuss the prompt with your group. You will have a writing implement and scratch paper (which is collected afterwards). Everything you say or do will be closely observed by a panel of judges, who will take notes on how effectively you collaborate and communicate in the group. Your group will have to come to an agreement on what position  you wish to take on the topic then prepare a presentation that supports your position, then complete a short presentation to the panel. This is a difficult portion of the assessment. You want to demonstrate leadership but not overpower the group (and recognize that you’re in a group of capable, effective leaders who also want to demonstrate leadership)! You want to collaborate effectively and develop cohesion within the group, but not appear that you’re simply changing your position for no other reason than to complete the exercise. Everyone needs to play a role in the presentation, but the presentation needs to be effective and well-organized. In short, this can be tough. I have several suggestions for this portion of the in-person assessment: 1) Know everyone in your group’s name. Address them by name during the exercise and make direct eye contact. While you’re at it, write down the panelists’ names, too! That way if you are asked a direct question, you can respond with their name “I’d be happy to respond to that, Rachel.” 2) Bring a watch with a stopwatch (if you don’t have one, you can purchase one for $10). You will be timed, but likely not have access to a timer. Keep your group appraised of what time it is if they do not have stopwatches or are not paying attention to the clock. 3) Don’t get into arguments. This should be obvious, but you don’t have time for arguments, and it doesn’t reflect well on you individually or as a group. If you disagree with the conclusions the group is going in, speak up early, present your ideas in a concise way, then find a way for the entire group to move forward on the same page. Defuse disagreements, use them as an opportunity to display your effective interpersonal and facilitation skills. Ultimately, it really doesn’t matter what point of view your group advocates for, just how effectively you can advocate for it. 4) PARTICIPATE. No matter how you take part in this exercise, you must be actively involved and participating throughout it. You will be individually graded on the panel and if you don’t participate, you will not do well. Take responsibility for involving yourself – and everyone else – in the panel, particularly if someone else is dominating the discussion. 5) When you present your portion of the presentation, stand up, even if the other members of your group present their portion from a seated position. Speak clearly, make eye contact, and smile! If you must read from your notes, look up from them at the panelists frequently.

Finally, the job hunt! Some PMF-finalists I met assumed “finalist” meant “hired”. In reality, when you become a finalist, you are really at the beginning of the hiring process. For some, it can be lengthy and involve a lot of effort, but you have a while to find and start your new position. Many PMF finalists attend a jobs fair in Washington D.C. It is usually held in April, and many agencies planning to hire PMF(s) are there to conduct interviews. I suggest being proactive early in the process – contact the agencies and offices you are particularly interested in. Don’t wait until the job fair – many vacancies have been filled well before the jobs fair. Though agencies will ask you to apply via email, I strongly suggest following up by phone as many people are receiving dozens if not hundreds of responses to PMF vacancies. By the time I accepted my position a week before the jobs fair, I had participated in a dozen interviews. Many positions are filled long before the job fair. However, not all agencies hire on the same schedule- By contrast, I continue to receive follow up emails (as recently as September) from various agencies who received my initial application in March or early April and are only beginning their interview process now, different agencies have different timetables. If you don’t find a position at the jobs fair, don’t despair. You will have a full year to find a PMF position.

Good luck, and feel free to get in touch if you have any questions.

Jennifer Mills was thrilled the day she opened the PDF file and saw her name listed. She — along with 600 others from an original pool of 12,000 — had been named a finalist in the Presidential Management Fellows Program, an elite opportunity for those with graduate degrees to enter public service.

“The sheer quantity of being chosen in the top 5 percent in my country was overwhelming, but even more was the quality of individuals who were chosen with me,” Mills said.

Unfortunately for Mills, and many of her PMF Program class, the grim reality is that they may not have the chance to work in government. In just a few weeks — on April 8 — everyone who has not found a full-time paid government position with the PMF Program will lose their finalist status.

The sequester, last year’s government shutdown, hiring freezes and agency budget cuts have contributed to the lack of job openings for PMF finalists. Many apply for spots only to be told the job position is going unfilled or funding is no longer available. Since many PMF finalists apply in their final year of graduate school with the expectation of landing a job after graduation, many are unemployed or have given up and found work elsewhere.

“A lot of PMFs have been strung along through the process,” said Mills, who has stopped looking for employment through PMF and has recently accepted a job at an international development nonprofit. “It shouldn’t be called a ‘fellowship,’ but I guess ‘Presidential Management Opportunity’ doesn’t have the same ring to it.”

The PMF Program has a competitive application process, administered through the Office of Personnel Management. Graduate students — and recent advanced-degree graduates — apply in November, undergoing a three-hour screening test that whittles the application pool from 12,000 down to 1,600 semifinalists. The semifinalists undergo a five-hour oral assessment, which includes group exercises, in-person interviews, a mock news conference and essays. Finalists are announced in April. In previous years, PMF finalists have been invited to a job fair, where they could speak with agencies about employment. This year, in lieu of the in-person job fair, the process was conducted online through a virtual job fair, which one finalist described as “dreadful.”

The PMF Program has never had a 100 percent placement rate; the average has hovered around 60 percent since 2007. But that pales compared to the dismal placement rate for the 2013 class. As of late February, according to the PMF website, only 215 of the 668 finalists from the Class of 2013 had found appointments — about 32 percent. Some, like Mills, have given up.

One finalist, a graduate of Harvard University’s Kennedy School of Government, spent six months unemployed before giving up his search for a placement and accepting a job with an international development organization. “When I went into the PMF interview process, it was one of those moments that verified how much I wanted to be in public service. I put all of my eggs into the [PMF] basket,” he said. In searching for a position, he met with almost 100 people, including 35 people at the State Department, his preferred agency. Despite enjoying the meetings, he was disheartened by the process. “I invested so much time and energy, much of it was a wasted effort.”

More than one finalist told CQ Roll Call about the poor organization of the job-seeking process. PMF finalists have access to a job-posting website called the Talent Acquisition System. But only a few jobs are listed, and some of those were missing links, lacked closing dates and had no contact info.

Those seeking assistance are left to their own devices. One finalist, a Marine Corps veteran and law school graduate, said he tried to contact the PMF support office and no one had gotten back to him — ever. “We don’t even have a phone number to call at PMF, just an email address. And there is no response from email,” he said.

OPM, in a belated effort to help the hundreds of stranded finalists find placements, will be conducting an in-person job fair for Class of 2013 finalists in early March. In an email obtained by CQ Roll Call, an agency asks all bureaus to participate in the job fair: “due to the recent sequestration and government shut-down there are several 2013 finalists who have not been placed.”

While this job fair may help some, for others it comes far too late. And finalists who live outside the metro area are responsible for their own transportation and lodging to attend the job fair. CQ Roll Call repeatedly reached out to OPM for comment. After declining to comment for several days, OPM referred to a letter announcing a job fair dated Feb. 19, several days after CQ Roll Call’s initial inquiry.

“Ultimately, I thought that having gone through the process with OPM, and having gotten into this widely acknowledged and prestigious program, that there would be more support,” said the veteran finalist. “Even if they want to extend the deadline, I certainly don’t want to count on it. I don’t want to be hitting refresh on the Talent Acquisition System for another year.”

Members of PMF’s Class of 2013 have only several more weeks to find positions. Those who do will enter between the GS-9 and GS-13 levels and in two years will complete the program to earn the designation of Presidential Management Fellow.

But for the more than 400 PMF finalists — 200 of whom are veterans — their PMF experience and subsequent unemployment could be for naught if they’re not hired by the deadline.

Mills has organized a petition to OPM requesting a one-year deadline extension. More than 250 PMF Class of 2013 finalists have signed on. The class has reached out to members of Congress, as well, asking them to contact OPM on their behalf. The response received thus far from OPM has been paltry. Mills received an email acknowledging receipt of her message, and the Feb. 19 letter announcing the coming job fair and a pre-career fair workshop. Mills acknowledges this will be too late for many people who have given up and accepted other employment.

The PMF’s extensive alumni network is getting involved on the Class of 2013’s behalf. Mills and alumnus Jeremy Furrer (Class of 2011) are organizing a 24-hour push on Tuesday to mobilize all PMF alumni to contact OPM Director Katherine Archuleta and Oregon Democratic Sen. Jeff Merkley (a PMF alumnus from the Class of 1982) with a request to extend the 2013 PMF class’s deadline.

Furrer said the PMF alumni network is eager to get involved and help the Class of 2013. “We’ve all benefited so much from the program,” he said. “At some point, the alumni have to get involved and say something. PMF is an opportunity that only comes once in a while. It’s tough to get into. To get to the point where you’re a finalist, there is the belief that you have a good chance for a position. And it hasn’t transpired the way it has in past years.”

There’s still a little more than six weeks for PMF Class of 2013 finalists to find employment. For some, OPM’s eleventh-hour job fair could prove fruitful. Others will see the window close on their chance to become a Presidential Management Fellow.

“Even with low morale, this PMF finalist group has continued to work together to help one another,” Mills said. “They have not given up and have truly showed the characteristics this government should be looking for in future leaders of this country. It is unfortunate this talent will be missed out on.”



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