06C25R0075 - SOW Attach 5 - Sample Graphical Comparison.pdf

Certificate Details

Certificate # LN-15-1234567

Vacancy ID: 1234567

Agency Request #: CU 1234567 2017 0001 1234567 1234

Series / Position: 1896 - SUPERVISORY BORDER PATROL AGENT

Score Profile: Supervisory Customs and Border Protection Officer (1st-line)

Grade: 13

Issue Date: 12/12/2017

Location(s): Washington, D.C.

Candidates appear in the order in which they were ranked on the selection certificate.

Please note that the CEI report is only one component of the materials that should be considered by selecting officials in making a selection decision. The CEI report should NOT be used as the sole criterion for a selection decision. See CEI Standard Operating Procedures for Selection Officials and Mission Support Specialist for additional information.

Select a candidate to the left to view a graphical summary of his/her CEI responses.DRAFT

Competency Information

Leadership

Management

Thinking

Communication

Candidates with high scores in this competency typically reported experiences related to supervising and managing others; conducting training; identifying trends and patterns; building support for ideas; inspiring, motivating, and guiding others toward goal accomplishment; promoting and fostering an inclusive workplace; developing and sustaining cooperative working relationships with key stakeholders; monitoring and evaluating work plans; and planning and coordinating operations.

Candidates with high scores in this competency typically reported experiences related to making decisions about law enforcement activities; monitoring and overseeing law enforcement activities;

interpreting and applying negotiated employee-management agreements; ensuring compliance with guidelines and policies; preparing work schedules; assigning work to subordinates; interviewing and evaluating candidates for selection; taking corrective action to address performance problems;

reviewing work products; and formulating budget recommendations and justifications.

Candidates with high scores in this competency typically reported experiences related to making decisions and recommendations; gathering, interpreting, and analyzing information; and providing options for resolving problems.

Candidates with high scores in this competency typically reported experiences related to interacting and negotiating with internal or external groups; managing conflict; communicating with individuals at all organizational levels; coordinating across functions; participating in public relations activities;

making clear and convincing oral presentations; and writing standard operating procedures (SOPs), statements, or position papers.

DRAFT

Sub-Competency Information

Coordination & Negotiation

Communication & Interpersonal Skills

Decision Making & Information Organization

Leading Others

Managing Performance

Planning and Resource Management

Candidates with high scores in this sub-competency typically reported experiences related to preparing work schedules; assigning work to subordinates; interviewing and evaluating candidates for selection; formulating budget recommendations and justifications; and planning and coordinating operations.

Candidates with high scores in this sub-competency typically reported experiences related to interacting and negotiating with internal or external groups; developing and sustaining cooperative working relationships with key stakeholders; and coordinating across functions.

Candidates with high scores in this sub-competency typically reported experiences related to participating in public relations activities; managing conflict; providing options for resolving problems; communicating with individuals at all organizational levels; making clear and convincing oral presentations; and writing standard operating procedures (SOPs), statements, or position papers.

Candidates with high scores in this sub-competency typically reported experiences related to making decisions about law enforcement activities; making decisions and recommendations; interpreting and applying negotiated employee management agreements; ensuring compliance with guidelines and policies; gathering, interpreting, and analyzing information; and identifying trends and patterns.

Candidates with high scores in this sub-competency typically reported experiences related to inspiring, motivating, and guiding others toward goal accomplishment; supervising and managing others; promoting and fostering an inclusive workplace; and building support for ideas.

Candidates with high scores in this sub-competency typically reported experiences related to monitoring and overseeing law enforcement activities; taking corrective action to address performance problems; reviewing work products; monitoring and evaluating work plans; and conducting training.

Hermione Granger

The sub-competencies (e.g., Collaboration and Negotiation) contain the same information, organized into more narrow groupings to provide a different perspective. The competency and sub-competency graphs display the percentage of the total available points achieved by the candidate versus the comparison group for each competency/sub-competency.

The Leadership, Management, Thinking, and Communication competencies are groupings of the work experiences reported by candidates on the Career Experience Inventory (CEI).

39%

55%

71%

42%

66%

66%

74%

68%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

LEADERSHIP

MANAGEMENT

THINKING

COMMUNICATION

29%

54%

52%

43%

49%

58%

67%

69%

69%

66%

66%

61%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

ADMINISTRATIVE AND OPERATIONS MANAGEMENT

COLLABORATION AND NEGOTIATION

COMMUNICATION AND INTERPERSONAL SKILLS

DECISION MAKING AND INFORMATION ORGANIZATION

LEADING OTHERS

PERSONNEL MANAGEMENT

Experience conducting planning for a program or organization Candidate (√) Group %

Developing plans (tactical, operational, strategic) 95%

Conducting formal tactical operations planning 75%

Knowledge of and experience in employee relations Candidate (√) Group % Labor and employee relations 75%

Building support for ideas and initiatives with key stakeholders Candidate (√) Group % Building support for ideas and initiatives with key stakeholders inside and outside the organization 75%

Extent of permanent assignment diversity Candidate (√) Permanent assignment at a single Station

Permanent assignment in more than one Station within a single Sector Permanent assignment in more than one Sector

Permanent assignment on more than one border (southwest, coastal, northern)

The tables below display selected information about candidates’ responses to specific CEI questions. If the candidate indicated that he/she possesses the experience in question, a checkmark is visible in the “Candidate yes/no” column. The “Group %” column displays the percentage of the comparison group that indicated that they possess this experience.

Job titles held on a permanent basis at STATION level: Candidate (√) Supervisory Border Patrol Agent (SBPA) 1st line Special Operations Supervisor (SOS)

Field Operations Supervisor (FOS)

Watch Commander (WC) Assistant Patrol Agent in Charge (APAIC)

Deputy Patrol Agent in Charge (DPAIC)

Patrol Agent in Charge (PAIC)

Job titles held on a permanent basis at SECTOR level: Candidate (√) Supervisory Border Patrol Agent (SBPA) 1st line Special Operations Supervisor (SOS)

Executive Officer for Operations (EOO)

Division Chief (Sector Headquarters) (DC/SHQ)

Assistant Chief Patrol Agent (ACPA)

Deputy Chief Patrol Agent (DCPA)

Chief Patrol Agent (CPA)

Operations Officer (OPO)

Director, Alliance to Combat Transnational Threats (ACTT)

The tables below display information about candidates’ responses to CEI questions concerning permanently held job titles. If the candidate indicated that he/she held a job title on a permanent basis within the designated grouping (Station, Sector, etc.), a checkmark is visible in the “Candidate yes/no” column.

Job titles held on a permanent basis at USBP HEADQUARTERS: Candidate (√) Assistant Chief Patrol Agent (ACPA)

Assistant Chief (ASC) Associate Chief (ACC)

Operations Officer (OPO)

Deputy Division Chief (DDC)

Division Chief (DC)

Job titles held on a permanent basis in INTELLIGENCE: Candidate (√) Supervisory Border Patrol Agent (SBPA) 1st line

Supervisory Border Patrol Agent (Intelligence Supervisor)

Supervisory Border Patrol Agent (Intelligence Operations Supervisor)

Special Operations Supervisor (SOS)

Assistant Patrol Agent in Charge (APAIC)

Deputy Patrol Agent in Charge (DPAIC)

Patrol Agent in Charge (PAIC)

Job titles held on a permanent basis in SPECIAL OPERATIONS: Candidate (√)

Supervisory Border Patrol Agent (SBPA) 2nd line

Special Operations Supervisor (SOS)

Assistant Patrol Agent in Charge (APAIC)

Deputy Patrol Agent in Charge (DPAIC)

Patrol Agent in Charge (PAIC)

Assistant Chief Patrol Agent (ACPA)

Chief Patrol Agent (CPA)

Job titles held on a permanent basis at the TRAINING ACADEMY: Candidate (√) Supervisory Border Patrol Agent (SBPA) 1st line

Training Operations Supervisor (TOS)

Assistant Chief Patrol Agent (ACPA)

Deputy Chief Patrol Agent (DCPA)

Chief Patrol Agent (CPA)

Chief, Policy and Program Branch

Job titles held on a permanent basis in roles EXTERNAL TO USBP: Candidate (√)

Watch Commander (WC)

Assistant Chief Patrol Agent (ACPA)

Assistant Chief (ASC)

Associate Chief (ACC)

Operations Officer (OPO)

Collateral Duties and Special Assignments Candidate (√) Group % Border Patrol Criminal Alien Program (BORCAP) 38%

Special Operations Detachment (BORTAC/BORSTAR/MRT/Legacy SRT) 19%

Specialty Enforcement Program: ATV, Bike, Horse, Air Mobile, Snowmobile, CBP Crewmember Certification (Marine) 13%

Recruiter 0%

Oral Hiring Board 0%

Peer Support Program/Chaplaincy/Resiliency Program 19%

Probationary Exam Boards (Legacy) 13%

Sector Evidence Team/Critical Incident Team/Evidence Collection Team 13%

Academy or Post Academy Training Instructor (all disciplines) 0%

Vessel Commander (MLETP Certified) 0%

Marine Law Enforcement Training Program Instructor (MLETP) 19%

Certified Use of Force Instructor (e.g., Firearms, OC, CSB, ECD, FN-303/PLS), other than Academy

19%

Congressional Liaison 6%

The tables below display selected information about candidates’ responses to specific CEI questions. If the candidate indicated that he/she possesses the experience in question, a checkmark is visible in the “Candidate yes/no” column. The “Group %” column displays the percentage of the comparison group that indicated that they possess this experience.

Contracting Officer’s Representative (COR) 38%

Management Leadership Program Instructor (e.g., TTC, SLCP, CBP-LI, SLT) 19%

EEO Counselor, EEO Mediator/Investigator, Diversity and Inclusion/Advisory Committee

0%

Emergency Medical Technician (Certified) 0%

Evidence Custodian/Officer 31%

Field Training Officer (Formal FTO Program) 13%

Firearms Control Officer/Firearms Coordinator 28%

Headquarters Detail (e.g., NTC, Situation Room, USBP Headquarters)(at least 30 consecutive days)

19%

Honor Guard 17%

SIP Coordinator/SAP LPO/INSpect Team Member (Legacy) 13%

Collateral Duty Intelligence Agent/Alien Smuggler Identification and Deterrence Agent (ASID)

0%

Border Intelligence Center (BIC) 0%

International Details (non-escort)(at least 30 consecutive days) 12%

International Liaison (Mexican, Canadian, etc.)(at least 30 consecutive days)

0%

K-9 Handler (not to include Instructor/Coordinator) 0%

K-9 Instructor 0%

DHS Joint Task Force or Corridor Effort (e.g., JTF-I, JTF-E, JTF-W, JTF-NB)(at least 30 consecutive days)

0%

Alliance to Combat Transnational Threats (ACTT), e.g., Stonegarden, ReCoM (at least 30 consecutive days)

19%

Multi-jurisdictional Task Force (e.g., ATF, DEA, FBI, HSI, US Marshals, HIDTA, IBET, Law Enforcement Coordinating Committee [legacy])(at least one year)

19%

CBP Mentoring Program Coordinator 17%

Management Inquiry Team 0%

Prosecutions Agent (at least six months) 0%

Public/Community Relations Program (e.g., Explorer Program, Rancher Liaison, Public Lands Liaison Agent, Tribal Liaison, Border Community Liaison)

0%

Health and Safety Committee 0%

Security Officer 13%

Sector or Station Training Coordinator 19%

Union Officer 0%

Vehicle Control/Fleet Maintenance Officer 2%

Vehicle Seizure Officer/Asset Forfeiture/Seized Property Specialist 0%

Juvenile Coordinator 0%

Enforcement Technology Details (e.g., sensor technician, scope unit, camera/radar operator)

0%

Facilities/Tactical Infrastructure/ORBBP Key Planner 0%

Emergency Preparedness Coordinator/COOP/Master Exercise Practitioner 0%

Served in an acting capacity or on a temporary promotion at a higher supervisory level (at least 30 consecutive days) 68%

Other Special Assignment (This is a detail, assignment, or collateral duty you have held that you wish to report and which is not already listed.) 75%DRAFT

Summary 1

Candidates Leadership Management Thinking Commununication

Hermione Granger 24% 55% 71% 42%

James Bond 77% 82% 90% 85%

Oscar Grouch 65% 49% 57% 79%

Mickey Mouse 58% 15% 71% 74%

Guy Smiley 97% 87% 81% 79%

Donald Duck 77% 53% 33% 62%

Harry Potter 24% 59% 52% 68%

Harry Dresden 80% 87% 100% 83%

Fred Astaire 64% 52% 71% 49%

Bruce Wayne 82% 90% 100% 75%

Harley Quinzel 53% 49% 81% 49%

Dick Grayson 30% 28% 81% 42%

Henry Longfellow 59% 69% 90% 51%

Alfred Tennyson 78% 23% 81% 81%

Wilhelm Wundt 50% 49% 42% 74%

Kaiser Soze 84% 28% 90% 72%

Keanu Reeves 45% 63% 60% 64%

NOTE: All candidates listed on the selection certificate, and therefore the CEI report, have been identified as the best-qualified candidates based on the competency-based assessments for promotion.

These tables summarize the percentage of available points that each candidate obtained in each competency and subcompetency. The varying shades of green represent score groupings (see the legend); higher score groupings are shaded progressively darker green.

Summary 2

Candidates Collaboration and Negotiation

Communicatio n and

Interpersonal Skills

Decision Making and Information Organization Leading Others

Personnel Management

Administrative and

Operations Management

Hermione Granger 23% 54% 52% 43% 49% 58%

James Bond 75% 92% 87% 73% 93% 62%

Oscar Grouch 83% 77% 75% 62% 75% 42%

Mickey Mouse 92% 58% 64% 62% 24% 65%

Guy Smiley 64% 92% 75% 100% 100% 96%

Donald Duck 54% 65% 47% 84% 67% 51%

Harry Potter 58% 69% 56% 68% 56% 65%

Harry Dresden 83% 90% 89% 73% 89% 80%

Fred Astaire 29% 54% 56% 68% 58% 56%

Bruce Wayne 83% 77% 93% 70% 93% 89%

Harley Quinzel 67% 44% 63% 49% 49% 38%

Dick Grayson 54% 33% 36% 38% 33% 20%

Henry Longfellow 67% 58% 83% 49% 76% 36%

Alfred Tennyson 67% 33% 82% 73% 85% 78%

Wilhelm Wundt 83% 54% 58% 41% 24% 56%

Kaiser Soze 46% 67% 76% 67% 58% 93%

Keanu Reeves 46% 29% 71% 68% 45% 49%

NOTE: All candidates listed on the selection certificate, and therefore the CEI report, have been identified as the best-qualified candidates based on the competency-based assessments for promotion.

These tables summarize the percentage of available points that each candidate obtained in each competency and subcompetency. The varying shades of green represent score groupings (see the legend); higher score groupings are shaded progressively darker green.