Skip Navigation

Vacancy Questions Preview

Vacancy Questions Preview

Grade: 13
Carefully read each question and all possible answers before selecting a response. Some questions will be used to screen out ineligible applicants. Applicant errors in responses will not be corrected. You are responsible for the accuracy of your application. Your application must describe your work and experience, in your own words. If you fail to provide requested information, or the information submitted is insufficient, you may lose consideration for the position.

* 1.You must have one year of specialized experience at, or equivalent to, the GS-12 grade level as described in the VACANCY ANNOUNCEMENT. Do you meet the experience requirements for this position?
  1. Yes
  2. No


* 2.TIME-IN-GRADE REQUIREMENTS: All applicants must meet time-in-grade requirements by the closing date of the vacancy announcement. Select one of the following:
  1. I am a GS/GM employee.
    NOTE: For the purposes of this section, GM employees are equivalent to GS employees.

        BRANCHED: * 1.Select one of the following:
    1. I am currently at the GS-13 grade level or higher, or was previously at the GS-13 grade level or higher.
    2. I am currently at the GS-12 grade level, and will be at the GS-12 grade level for a total of 52 weeks by the closing date of the vacancy announcement.
    3. I was previously at the GS-12 grade level for at least a total of 52 weeks.
    4. I do not meet time-in-grade requirements because as a GS-12 employee, I will not have 52 weeks at the GS-12 grade level by the closing date of the vacancy announcement.
    5. I do not meet time-in-grade requirements because I am below the GS-12 grade level.
  2. I am a WS/WG employee and will be a WS/WG employee for at least the previous 52 weeks by the closing date of the vacancy announcement.
  3. I am a WS/WG employee and have not been a WS/WG employee for at least the previous 52 weeks.

        BRANCHED: 1.If you have not been a WS/WG employee for at least the previous 52 weeks, select one of the following:
    1. I was previously at the GS-13 or higher grade level.
    2. I was previously at the GS-12 grade level for 52 weeks.
    3. I was previously at the GS-12 grade level for less than 52 weeks.
    4. I was previously at a grade level below the GS-12.
    5. I was not previously in the GS pay system.

        BRANCHED: 2.If you were not previously in the GS pay plan, but were in another federal civilian pay plan, please provide your pay plan and salary information below. ( i.e., JS pay system, 44,500 per annum)

       Maximum length of 250 characters.
  4. Other

        BRANCHED: 1.Please provide your salary information below. If you are a federal employee, include your pay plan, and grade or pay band.

       Maximum length of 250 characters.


DETERMINING YOUR NEED TO COMPETE FOR THIS POSITION: Please CAREFULLY read all of the information outlined below.

* 3.In order to determine your need to compete for this position, select the statement which best applies to you.
  1. I am a GS/GM employee.
    Some General Schedule (GS) and LEO (GL) applicants may be considered for selection without "competing" for this position (i.e., completed assessment questions, etc). Examples include applicants eligible for reassignment, changing to a lower grade, or repromoting to a grade previously held on a permanent basis.

    You do not need to compete for this job if you, on a permanent basis (SEE NOTE BELOW ON TEMPORARY PROMOTIONS), are a GS-13 or higher, or are in a job with a career ladder of GS-13, or are in a trainee position which may lead to a non-competitive promotion upon successful completion of a training program. You also would not compete if you were previously a GS-13 on a permanent basis or held a position with a career ladder of GS-13 and were not demoted for disciplinary reasons. You are encouraged to check with your local HR office if you are uncertain of your response to this question.

    What is a career ladder? A career ladder is the normal grade progression through which employees advance to reach the full performance level (top grade of the career ladder) of a particular occupation without having to apply for and compete with other employees. A career ladder consists of grades ranging from the lowest level of the position at which an employee can be hired, to the highest level, also known as the full performance level. For example, for a position that is announced at the GS/GL-5/7/9/11 grade levels, the top grade of the career ladder is GS-11. An employee who is selected at the GS/GL-7 grade level is eligible to receive career ladder promotions up to the GS-11 grade level without further competition.

    NOTE: If you have "competed" for a temporary promotion (i.e., completing assessment questions, etc), AND the vacancy announcement stated that the temporary promotion could be made permanent without further competition, you do not need to compete for this position. You must provide the promotion SF-50. Failure to do so will result in you being considered competitively.

        BRANCHED: * 1.Do you meet the condition listed above?
    1. Yes, I am currently at the GS-13 grade level or higher; or, the position I currently hold is a career ladder position which goes to the GS-13 grade level or higher without my having to compete.
    2. Yes, I was previously at the GS-13 grade level or higher; or, I previously held a career ladder position which went to the GS-13 grade level without my having to compete.
    3. Yes, I have competed for a temporary promotion to the GS-13, AND the vacancy announcement stated that the temporary promotion could be made permanent without further competition. YOU MUST PROVIDE PROMOTION SF-50.
    4. No, I am currently on a temporary promotion to the GS-13, not to exceed 120 days.
    5. No, my current grade level is GS-12 or lower.
    IF YOU ANSWERED 'YES' ABOVE, YOUR APPLICATION WILL BE PROCESSED AS AN EXCEPTION. IF YOU ANSWERED 'NO' ABOVE, YOU ARE A COMPETITIVE APPLICANT AND MUST ENSURE YOU COMPLETE THE ASSESSMENT QUESTIONS ON THE PREVIOUS SCREEN.
  2. I am a WS/WG employee.
    For WS applicants to be considered for this position without competing (i.e., be eligible to be reassigned, changed to a lower grade or repromoted), WS EMPLOYEES MUST meet one of the conditions described below:
    • A) You must have been a WS employee for the preceding 52 weeks; AND Your current annual salary MUST BE equal to or greater than the representative rate identified in the remarks section of the vacancy announcement.

      OR


    • B) If you are a WS employee, but have not been a WS employee for the preceding 52 weeks, THEN the career ladder of the position you held on a permanent basis as a GS employee MUST BE equal to or greater than the GS-13 grade level.

      OR


    • C) If you previously held, on a permanent basis, a position which went to the GS-13 grade level or higher.


        BRANCHED: * 1.Do you meet any of the conditions listed above?
    1. Yes, I have been a WS employee for the last 52 weeks; AND my current salary is equal to or greater than the representative rate of the position as indicated on the VACANCY ANNOUNCEMENT.
    2. Yes, I am a WS employee, but I have not been a WS employee for the last 52 weeks, and the position I held on a permanent basis as a GS employee was a career ladder position which went to the GS-13 grade level or higher without my having to compete.
    3. Yes, I have been in a position which went to the GS-13 grade level or higher, on a permanent basis.
    4. No, I am a WS employee and do not meet any of the conditions listed above.
    IF YOU ANSWERED 'YES' ABOVE, YOUR APPLICATION WILL BE PROCESSED AS AN EXCEPTION. IF YOU ANSWERED 'NO' ABOVE, YOU ARE A COMPETITIVE APPLICANT AND MUST ENSURE YOU COMPLETE THE ASSESSMENT QUESTIONS ON THE PREVIOUS SCREEN.
  3. I am a civilian, federal employee in a different pay plan.
  4. I am applying under a special hiring authority (Veterans Employment Opportunities Act (VEOA) or 30% or More Disabled Veterans).

        BRANCHED: * 1.Please select the special hiring authority under which you are requesting consideration.
    1. Veterans` Employment Opportunities Act
    2. 30% or More Disabled Veterans
    NOTE: This vacancy is not open to VEOA eligibles. You will not receive consideration for this position applying under this special hiring authority.

    In order to receive consideration as a 30% or More Disabled Veteran, you MUST provide ALL supporting documentation, as stated in the VACANCY ANNOUNCEMENT by the closing date and time of the vacancy.


ASSESSMENT QUESTIONS

LISTED BELOW ARE GROUPED STATEMENTS RELATING TO THE ASSESSMENTS/COMPETENCIES NECESSARY FOR THE POSITION. Read each question carefully and select the answer choice that best describes your experience.

4.Textile Manufacturing Specialists must interact with representatives from government agencies, private entities, FPI corporate management, peers, subordinates, staff, and inmates. From the choices below, please select the one that best describes your experience.
  1. I have discussed routine manufacturing issues with workgroups; and/or I have attended and participated in routine meetings such as a weekly production meeting; and/or I have conveyed information with co-worker(s) to complete a mutual task.
  2. I have provided guidance to factories with respect to environmental, contractual, manufacturing application; and/or I have resolved production design discrepancies with officials located in PSC and factories; and/or I have resolved product specification issues with public or government officials and monitored progress for manufacturing improvement.
  3. I have communicated technical information to workgroups, committees, or other formal meetings; and/or I have resolved issues or potential problems with factories and customers; and/or I have briefed management on factory operations and performance issues.
  4. I have planned, coordinated, and directed activities of other employees; and/or I have identified factory production performance issues/deficiencies and established a plan to correct/improve performance and monitored results.
  5. None of the above.


5.Textile Manufacturing Specialists are responsible for possessing extensive knowledge of manufacturing processes related to the production of various apparel and textile products. From the choices below, please select the one that best describes your experience.
  1. I have established a new product line for a customer which resulted in an awarded contract and sales for the Federal Prison Industries; and/or I have developed operating guidelines which required extensive knowledge of textiles production development, such as fabrics, pattern development, work measurement, or textiles equipment; and/or I have identified contacts with various vendors of raw materials/equipment, promoting competitive pricing amongst suppliers.
  2. I have reviewed specifications for a garment or a textile production run and determined specific measurement adjustments; and/or I have changed a product design at a customer?s request (e.g., thread count, color/design of embroidery, etc.); and/or I have identified the need for special textile equipment for a custom job.
  3. I have increased the availability of raw material to meet production demands by fostering partnerships with suppliers/vendors; and/or I have researched methods and implemented cost effective machinery to automate the production process; and/or I have established an incentive pay system.
  4. I have established a long range preventive maintenance plan for textile machinery and equipment; and/or I have identified new processes to increase efficiency while reducing cost in a textile factory; and/or I have implemented a new textile product line; and/or I have reviewed and modified an existing incentive pay system.
  5. None of the above.


6.Textile Manufacturing Specialists must be able to ensure the plant layout, equipment, specifications, and blue prints meet the needs and requirements for activating factories or updating their production. From the choices below, please select the one that best describes your experience.
  1. I have determined the product flow and plant layout for a department or work center; and/or I have monitored the life cycle capacity of machinery for equipment efficiency and determined the need for replacement; and/or I have reviewed patterns to ensure product specifications were met; and/or I have reviewed cost standards against actual and improved sewing production.
  2. I have prepared a proposal and investment justification to purchase new machinery/equipment for a product renovation/expansion; and/or I have developed or revised a plant layout for a new or expanding product line; and/or I have met with Factory/Project Managers during a design development phase to discuss related design and blueprint issues and ensure all parties were clear on FPI construction requirements.
  3. I have supervised routine maintenance of equipment; and/or I have followed existing manufacturing guidelines and processes for plant layout; and/or I have complied with specifications for a product line as instructed by the supervisor; and/or I have ensured operators maintained production levels and delivery schedules.
  4. I have met with customers to solve pattern discrepancies; and/or I have reviewed a textiles product specification for production requirement and established and implemented a detailed manufacturing plan.
  5. None of the above.


7.The Textile Manufacturing Specialist must analyze and evaluate a variety of information to ascertain if current programs, processes, and/or procedures are meeting their intended goals for Federal Prison Industries, Inc. From the choices below, please select the one that best describes your experience.
  1. I have identified statistical information on current program; and/or I have developed budgetary information to meet specific requirements; and/or I have provided input into program objectives; and/or I have assisted in developing performance goals for the department.
  2. I have established program review guidelines; and/or I have reprogrammed current business group/factory workforce to optimize staffing utilization plans and goals; and/or I have set specific standards for factory managers and held them accountable for meeting those goals.
  3. I have made recommendations based on statistical information to improve current programs or processes; and/or I have made budgetary recommendations based on machinery analysis; and/or I have analyzed current trends and practices and submitted a proposal to meet future needs/goals of the Business Group/factories.
  4. None of the above.


8.Textile Manufacturing Specialists must be able to analyze financial, cost and manufacturing data to derive solutions that will impact short and long range goals of the factory. From the choices below, please select the one that best describes your experience.
  1. I have followed established manufacturing schedule by ensuring materials were available and machinery was operable; and/or I have reviewed equipment performance and reported variances; and/or I have measured performance against factory/product budget to track costs.
  2. I have used time studies to optimize capacities, define costs and identify resource requirements within a department/ workcenter; and/or I have analyzed workcenter scheduling and made adjustments for variances; and/or I have tracked overhead budget and made adjustments such as eliminating/granting overtime, increasing supplies, revamping production process/practices, etc.
  3. I have developed work measurement programs for entire factory/plant based on time studies; and/or I have performed analysis to determine cost compliance and efficiency of operations and took corrective action where needed for multiple product lines; and/or I have developed strategies to reduce cost, maximize efficiency and/or minimize variance by realigning equipment, resources, etc. for multiple product lines.
  4. None of the above.


Grade: All Grades
This is a Federal job application system. Providing false information, documentation, creating fake IDs, or failing to answer all questions truthfully and completely may be grounds for not hiring, for disbarment from Federal employment or for dismissal after the applicant begins work. Falsifying a Federal job application, attempting to violate the privacy of others, or attempting to compromise the operation of this system may be punishable by fine or imprisonment (US Code, Title 18, section 1001). Applicants who provide inaccurate information within the application process may be removed from future consideration under this vacancy.

Carefully read the information listed below.

Bureau of Prisons Employees:

Your overall yearly performance evaluation will be considered based on current policy and/or procedures, normally within a 13 month time frame. If your yearly evaluation is not in compliance with policy and/or procedures, your overall rating will be modified to Presumptive Successful or Achieved Results.

Other Status Applicants:

You must provide a copy of your latest yearly performance appraisal/evaluation within the last 13 months. Failure to submit all required information may result in a lowered score. NOTE: If you lack a current performance appraisal or your current performance appraisal is older than 13 months due to a work related compensable injury or deployment to the uniformed service, you should report your most recent rating of record.

* 1.If you currently hold, or ever held, a civilian position in the Federal Government, what was your last yearly performance appraisal rating? NOTE: If you receive an updated yearly performance evaluation during the life of this vacancy announcement, you MUST update your response.
  1. Outstanding

        BRANCHED: 1.Please enter the date of your Outstanding evaluation.
  2. Excellent

        BRANCHED: 1.Please enter the date of your Excellent evaluation.
  3. Successful, Presumptive Successful or Achieved Results

        BRANCHED: 1.Please enter the date of your Successful, Presumptive Successful or Achieved Results evaluation.
  4. Minimally Satisfactory
  5. Unacceptable or Unsatisfactory
  6. Pass (not a BOP employee)
  7. Fail (not a BOP employee)
  8. None of the above. (not a BOP employee)


* 2.Are you a current Bureau of Prisons (BOP) employee?
  1. Yes

        BRANCHED: 1.BOP EMPLOYEES MUST enter a duty location for each position change within the past ten years of BOP employment. Title, Series, Grade and Location MUST be provided.

    Use the format below:

    • 10/12/2003 to Present; Unit Manager, GS-006-12; USP Correctional Facility
    • 5/25/2000 to 10/11/2003; Case Manager, GS-101-09; FCI Correctional Facility


       Maximum length of 5000 characters.
  2. No


Table of Award Points

  • QSI (Quality Step Increase) or SSP (Sustained Superior Performance) - add 4 points
  • Special Act or Time-Off Award - add 2 points
  • Letter of Commendation (CEO level) - add 1 point
  • Suggestion Award - add 1 point


3.Using the table of points for the types of awards you received within the last 5 years of federal employment, calculate your total award points.
  1. 0 point
  2. 1 point
  3. 2 points
  4. 3 points
  5. 4 points
  6. 5 points
  7. 6 points
  8. 7 - 15 points
  9. over 15 points


4.From the list below, please select the awards used to calculate your total award points.
  1. QSI (Quality Step Increase)
  2. SSP (Sustained Superior Performance)
  3. Special Act Award
  4. Time-Off Award
  5. Letter of Commendation (CEO level)
  6. Suggestion Award


BOP EMPLOYEES are reminded to:
  • review their resume AND include all relevant experience for the position; and,
  • enter a duty location for each position change within the resume for at least the past five years of employment.






This is a Federal job application system. Providing false information, creating fake IDs, or failing to answer all questions truthfully and completely may be grounds for not hiring, for disbarment from Federal employment, or for dismissal after the applicant begins work. Falsifying a Federal job application, attempting to violate the privacy of others, or attempting to compromise the operation of this system may be punishable by fine or imprisonment (US Code, Title 18, section 1001).