Dale Dunsworth, M.S., Chemical Engineering Oklahoma State-1986 Office ofWeapons Production GS~9, 1986 GS~ll, 1987 GS~12, 1988 GS~13, 1989 GS~l4, 1991 I joined Defense Programs because of the opportunity for early entry into a management role in an exciting and challenging program. My experience in the Defense Programs Career Intern Program has given me an excellent foundation to build a successful and rewarding career IR.Ir':i in the Department of Energy. The program's rotational assignments 1P" · and training opportunities have given me the background that I need to take on increasing responsibilities. I was recently named as the Headquarters Quality Program Manager giving me oversight responsibility for quality management for the Nation's nuclear weapons program. Similar opportunities are available for graduates joining the Career Intern Program today. ,) If\./ t: G!~i\II:H) I I i Jeff Woody, B.S., Civil/Structural EngineeringOF NEW YORK ft.T BUFFAL University ofTennessee/Knoxville-1987 Office of Engineering and Operations Support GS~7, 1987 GS~9, 1988 Li GCUMi:N TS DEPOSifORY GS~11, 1989 LIBRt;RY 04 33 GS~12, 1990 The Defense Programs Career Intern Program was a useful vehicle in accelerating my career goals. The program provided me with valuable assignments and training opportunities that enhanced both my engineering and managerial skills. Because of the unique characteris~ tics associated with the Defense Programs mission, I was exposed to a number of state~of~the~art technologies that vastly expanded my technological knowledge base. The flexibility offered by the program allowed me to interact with other Federal Agencies and experts from private industry. Since completing the Intern Program I have been involved in a number of challenging tasks aimed at solving complex problems within the nuclear weapons complex. My accomplishments in many of these endeavors can be credited in part to the solid foundation that I developed as an intern. I would recommend this program for those engineers wishing to pursue a management career while exercising their technical ability. Karen S. Lombardo, B.S., Chemical Engineering University of Maryland-1989 Office ofWeapons Development, Testing and Acquisition GS-7, 1989 GS-9, 1990 GS-11, 1991 During my initial interview with the Department of Energy, I realized that working in Defense Programs was the ideal job for me, combining my engineering skills with the many management opportunities available. Defense Programs offers many different programs that are technically challenging. The energy and defense needs of this country are becoming even more complex as we attempt to maintain high environmental standards. I have had the opportunity to visit field offices a number of times and work closely with DOE field personnel as well as some of the contractors. I have been able to take advantage of many of the training opportunities offered at DOE to enhance both my technical and managerial skills. Attending Congressional hearings and meeting with senior management are additional highlights of my job. I look forward to facing many of the new and exciting challenges that I will inevitably encounter as an engineer in Defense Programs. Eric Young, B.S., Nuclear Engineering Purdue University-1990 Office of Engineering and Operations Support GS-5, 1990 GS-7, 1991 I joined Defense Programs immediately following graduation. My permanent position is in the Office of Engineering and Operations Support, an office which I chose, based on my background in nuclear engineering and the broad scope of engineering and management activities in which I can become involved. Since I came on board I have taken advantage of the many opportunities to attend technical and managerial training. One such opportunity was a week-long seminar at MIT on the fundamental aspects of nuclear reactors. As part of my Individual Development Plan, I have also attended courses offered by the Nuclear Regulatory Commission to their inspectors on nuclear systems. Defense Programs is an evolving institution. It is at a crossroads, where efforts to renew our facilities will require Headquarters involvement in the technical safety and environmental issues, as well as the economic issues of operation. Working in Defense Programs, I can't help but feel a part of this evolution, and as a result, part owner of the organization which I am helping to create. Defense Programs Career Intern Program The objective of the Defense Programs Career Intern Program is to impart to recent college graduates, with degrees in engineering or science, the ability and skills to oversee Department contractor activities at Defense Programs facilities. The Intern Program has three primary components: orientation and familiarization, education and training, and rotational assignments. While participating in a structured development program, interns will be assigned both a supervisor and a mentor. The three individuals form a "Triad" which serves as the fundamental development unit for the intern. Orientation Orientation and familiarization begins the day you enter on duty, and nominally takes five weeks to complete. During this time, individuals learn about the organizational structure of the Department, the roles of both Headquarters and the field operations, and the structure of Defense Programs. You will become familiar with the broad scope of the Defense Programs industrial processing and manufacturing complex. Work in this complex is executed in Government-owned, contractor-operated facilities and managed through local Department Field Offices. You will be ready to begin more rigorous education, training, and hands-on rotational assignments. Education Education and training is the earnest beginning of the intern's attainment of technical proficiency. During this part of your internship, you will participate in technical courses and advanced specialty courses as well as work projects in your home office. The technical courses on fundamentals of integrated system operations and Departmental environmental protection and safety philosophy are a prerequisite for the advanced specialty courses. The advanced specialty courses are short courses in such topics as nuclear reactors, non-reactor nuclear facilities, radiological and environmental protection, plutonium and tritium technology, hazardous materials, and others. These required courses will provide you with the technical proficiency and capability to assume responsibilities at entry levels in both nuclear and non-nuclear disciplines. Rotational Assignments Rotational assignments of about four-six months' duration will supplement your training with handson exposure to Defense Programs operations and facilities. Their purpose is to provide you meaningful work experiences that include responsibility for conducting and completing specific technical work projects. You may have a specific project at a national laboratory. Working with international experts, you will be expected to participate in the conduct and completion of a specific task. Also, you will learn the complex technologies associated with nuclear operations. Subsequently, you will be afforded the opportunity to learn how these technologies are monitored and what standards, as well as practices, are applied in day-to-day operations. To this end, assignment to operating commercial nuclear facilities for up to six months will be offered. Whether your home office is in Headquarters or the field, you will receive assignments in both. Fellowship Program After completing these assignments, the intern may compete for participation in the Scientific and Engineering Fellowship Program. This is a multi~ year commitment to graduate work at a selected university and on~the~job assignments at selected Defense Programs facilities. If you elect, you will be expected to propose a course of study which must be approved by DOE for job applicability and meet the respective institution's requirements. Once you have completed this program, you will be assigned specific programmatic duties and responsibilities. Support System and Goal The mentor, intern, supervisor "Triad" is the human support system which exists throughout the Defense Programs Career Intern Program. You will be as~ signed a technically qualified mentor who will be your personal counselor throughout your intern period. The mentor is a senior technical manager from either your Headquarters or your Field Office who will guide you with their knowledge, experi~ ence, and expertise gained over their career; provide you with their vision of what can and must be ac~ complished within the Defense Programs organiza~ tion; and provide you with the advice you may seek as the situation demands. Your supervisor will be responsible for your career planning and execution, and the administrative needs that go with them. This includes job assignments, measurements of performance, and awards. Unlike the mentor, the supervisor is in your direct chain of management, and attends to day~to~day needs. You may be reas~ signed to different supervisors during your in~ ternship, but your mentor should not change. You are the focus of this "Triad" since it is the success of your internship which is the objective of the Defense Programs Career Intern Program: to prepare you to oversee DOE contractor activities at Defense Pro~ grams facilities as the first step in career develop~ ment. The in~depth knowledge and familiarization with facility operations is a springboard for continu~ ing advancement to more responsible positions within Defense Programs. General Information Initial appointments to professional intern positions are at the entry level (usually GS,5 or GS,7 with a bachelor's degree and GS,9 with a graduate degree). Educational Qualifications Candidates may qualify for a GS,5 position through successful completion of a four,year professional engineering curriculum at an accredited college or university leading to a bachelor's or higher degree in engineering. The curriculum must be at a school of engineering with at least one curriculum accred, ited by the Accreditation Board for Engineering and Technology (ABET); or include differential and integral calculus and courses (more advanced than first,year physics and chemistry) in five of the following seven areas of Engineering Science or Physics: (1) statics, dynamics; (2) strength of materials (stress,strain relationships); (3) fluid mechanics, hydraulics; (4) thermodynamics; (5) electrical fields and circuits; (6) nature and properties of materials (relating particle and aggregate structure to properties); and ( 7) any other comparable area of fundamental engineering science or physics, such as optics, heat transfer, soil mechanics, or electronics. Alternate methods of qualifying include: current registration as a professional engineer; or evidence of having successfully passed the Engineer,In, Training examination or the written test required for professional registration; or successful completion of at least 60 semester hours of courses in the physical, mathematical, and engineering sciences and in engineering, including those courses specified in the basic requirements; or successful completion of a full four,year related curriculum leading to a bachelor's or higher degree in an appropriate professional field, e.g., physics or chemistry, provided the applicant has at least one year of professional engineering experience acquired under professional engineering supervision and guidance. To qualify for a GS,7 postttOn, an engineering candidate must, in addition to the above, have one of the following: • One year of professional experience in an appro, priate field comparable in difficulty and responsi, bility to GS,5 level work; or • One full academic year, or completion of 30 semester hours or the equivalent, of graduate education in an appropriate field; or • Successful completion of a five,year program of study of at least 160 semester hours leading to a bachelor's degree in engineering in an accredited college or university; or • Completion of all requirements for a bachelor's degree (not a BS in engineering technology) that meets one of the following Superior Academic Achievement standards: a. A standing in the upper third of the class or major subdivision (e.g., school of engineering) at the time you apply; or b. A grade average of"B" (2.95 rounds up to 3.0 of a possible 4. 0) or its equivalent for all courses completed at the time of application or during t h e last two years of your undergraduate curriculum; or c. A "B+" (3.5 out of 4.0) average or its equivalent for all courses completed in a qualifying major field of study; or d. Election to membership in one of the national honorary societies that meets the requirements of the Association of College Honor Societies (other than freshman). • One year of student,trainee experience. To qualify for the GS-9 level, engineering candidates must, in addition to the above, have one of the following: • Completion of all requirements for a master's or equivalent degree; or • Two full academic years, or completion of 60 semester hours or the equivalent, of graduate education in an appropriate field; or • A combination of superior achievement at the baccalaureate level and one year of appropriate professional experience. Promotions In nearly all Federal posLtLons, development and advancement are closely related. Career Intern positions offer a carefully planned training program designed to develop skills and enhance potential for advancement. Promotions are not automatic. A formalized, intensified training program has been approved to allow for an accelerated (one-time only) promotion to occur as early as six months after entering the program, pending satisfactory performance. Thereafter, interns are generally promoted annually without competition up to the full performance level ( GS-12) if they demonstrate the ability to perform more responsible duties. Whether or not they are promoted will depend solely upon their qualifications and performance. Promotions above the full performance level normally will be made competitively, as vacancies occur. In addition, opportunities exist for reassignment to other positions for which the employee qualifies. Program Requirements Most Defense Programs employees are required to have a Department of Energy "Q" Clearance (top secret) because of the classified defense programs. Applicants must be U.S. citizens, have an extensive pre-employment reference check, and a full field background investigation (which can take approximately 6-9 months), and meet suitability, physical, and health standards. A few positions may eventually require the incumbent to participate in an approved, random drug testing program. The U.S. Department of Energy is an Equal Opportunity Employer Annual Leave All career employees earn vacation or "annual" leave. The amount earned varies with the length of Federal service . Employees earn 13 days of annual leave each year for the first 3 years of employment; 20 days per year for 3 to 15 years service; and 26 days per year after 15 years. Under certain conditions, time spent in active military service is credited toward annual leave earning rates. Sick Leave Regardless of the length of service, employees earn 13 days of sick leave per year. Sick leave not used accumulates year after year and can help to protect employees from loss of salary due to an extended illness. Health Insurance Employees can enroll in one of a variety of health plans regardless of pre-existing conditions. Whichever plan is selected, employees and the Government contribute to it, thereby establishing high protection at reasonable group rates . Life Insurance When individuals accept a position with the Federal Government, they will be given an opportunity to select low-cost group life insurance coverage with no health requirements. This coverage is based on their annual salaries and includes payments for loss of limbs and/or eyesight in addition to accidental death. Retirement The Federal Government offers a retirement program that helps provide financia l security for Federal workers and their families. Employees have the opportunity to participate in the Federal Employees Retirement System (FERS). FERS is responsive to the changing times and many features are "portable" so that if employees leave Federal employment, they may still qualify for the benefits. FERS is a threetiered retirement plan. The three components are: Social Security Benefits; Basic Benefit Plan; and Savings Plan. Moving Costs Cost of travel to the first duty station may be paid by DOE for persons selected for engineering positions. Initial travel costs are also paid for other specified positions in which a manpower shortage is determined. To be eligible for moving expense allowances, applicants must agree in writing to remain in the Government service for at least one year following transfer or appointment. How to Apply Engineering applicants for pos1t1ons at the GS-5 through GS-9 levels should apply directly to: Defense Programs Career Intern Program U.S. Department of Energy DP-543 Washington, DC 20585 (301) 353-6153 or (301) 353-3612 (Per Annum) Standard Engineers Entry Level Salary GS-5 $22,067 GS-5 $16,973 GS-7 $27,332 GS-7 $21,023 GS-9 $33,430 GS-9 $25,717 GS-11 $35,264 GS-11 $31,116 GS-12 $38,537 GS-12 $37,294 An approximate 4.0% increase is anticipated in January 1992 Comparison of Defense Programs Engineering Salaries with Private Industry The overall salary picture for engineers in Defense Programs compares favorably with private industry. Although in most cases the starting salaries for interns are not as high as those available in the private sector, pay increases for Federal positions rapidly close the gap. For example, the increase for the first year, without including cost-of-living increases, is 20 percent. Interns have the potential to double their salaries in 5-6 years. The government's salary structure has advantages as well as disadvantages. With this scale, it is easier to project future earnings. Interns may expect to receive annual promotions for the next few years, given appropriate levels of performance. These promotions are associated with standard pay increases. The Intern Program places emphasis on a "management fast track"; interns are given responsibility accordingly. Three types of increases can be expected: promotion to a higher grade (reflecting increased responsibilities); within-grade step increases (for experience at a particular grade); and cost-ofliving increases. 58 56 54 52 --50 (f) -a c C"Cl (f) 48 46 ::l 0 44 ....c: ~ 42 ...._ 40 f:F7 ~ 38 0\ 0\ 36 ~ 34 32 30 7 28 26 0 1 2 3 Although the actual salary a Federal employee will receive cannot be predicted, the chart below compares two cases with the median engineering salaries from a national survey of a major defense contractor. Within these two cases lies a reasonable band of expected Defense Programs engineering salaries. All salaries are for nonsupervisory engineers, plotted against the number of years since receiving a BS engineering degree . Case 1 is an optimistic projection of an engineering intern's future earnings, assuming the engineer will be promoted each year for the next five years. This case is not necessarily the upper limit; promotion into a supervisory position at higher grade levels is also possible. Case 2 represents a pessimistic case. Future earnings compare very favorably with private sector companies for Defense Programs Interns. 14A 1 D Defense Contractor + Case 1 0 Case 2 4 5 6 7 8 9 Years Since BS Degree Received