Working at BEA

BEA cultivates the expertise of their employees on the job, while simultaneously encouraging and supporting outside training opportunities. Although BEA employs varying types of Federal Government professionals, most of our employees work in one of the following career paths.

Employees joining BEA should expect a collaborative, team-based work environment focused on:

• Data analysis
• Statistical programming
• Technical writing and presentation
• Research
• Meeting deadlines

Economists:

BEA economists analyze and transform diverse source data using subject matter expertise to create the nation's most closely watched statistics. Economists focus on specific sectors of the United States economy and are considered experts in their fields. BEA hires economists with bachelor's degrees, master's degrees, and Ph.Ds in economics and related fields, with varying levels of experience. While the main focus of BEA is macroeconomics, economists come to the Bureau with a wide variety of micro- and macro-economic backgrounds.

Economists produce economic measures such as gross domestic product (GDP); GDP by state and county; GDP by industry; personal income for the U.S., states, and counties; balance of payments and trade; and direct investment. Economists are responsible for estimating and explaining their specific component of these measures through reports and presentations. Drawing upon their knowledge and experience, economists develop and implement new methodologies to enhance these measures and to conduct research on economic concepts and trends.

BEA typically hires research economists with Ph.Ds in economics. Research economists are responsible for laying the scientific groundwork for innovations to improve existing BEA estimates, create new estimates sought by businesses, policymakers, and the public, and address measurement challenges. For example, BEA researchers have explored how best to use and possibly apply predictive techniques, such as statistical nowcasting methods and machine learning methods, including random forests and extreme gradient boosting. Researchers also improve estimates by attempting to fill-in longstanding gaps in measurement, such as intangible assets and new technologies. Researchers are frequently invited to present their work at academic and other forums or have their work published in journals and in other publications.

Accountants:

BEA accountants analyze accounting data and economic data that feed into various BEA statistics. Data is collected primarily on survey reports and are reviewed by accountants for consistency, completeness, and compliance in accordance with reporting requirements and generally accepted accounting principles. Accountants possess knowledge of computer processing techniques, strong customer service skills, and the ability to effectively communicate orally and in writing. Other duties include checking reports for consistency with internal and external data, investigating and resolving discrepancies, and recommending or implementing changes in the information collected. BEA hires accountants with bachelor's and master's degrees in accounting, finance, and other related fields, with varying levels of experience.

Training and development opportunities are provided to all staff on an ongoing basis, throughout all stages of their careers. Special programs for BEA employees include:

Diversity and Inclusion Council

BEA is committed to fostering a culture of acceptance and respect. BEA's Diversity and Inclusion Council engages staff through open discussion and active listening to influence policies and practices to promote a work environment that values the diversity of views, experience, and expertise of all individuals.

Change Committees

Each year, BEA convenes a Change Committee, comprised of employees at all levels of the organization, to solicit additional input on workplace topics addressed in the Federal Employee Viewpoint Survey and to make recommendations to shape the future of BEA. Recent initiatives have focused on enhancements to BEA's physical space, increasing bureau-wide collaboration and communication, leadership development, and the expansion of telework and alternative work schedules.

Training Programs

• Individual Development Plan
  BEA encourages employees to work toward their career goals by creating Individual Development Plans. Employees coordinate with their supervisors to develop a personalized, flexible career action roadmap that reflects the employee's personal and professional goals.

• Aspiring Leaders Program
  The Aspiring Leaders Program enhances the leadership potential of non-supervisory employees through a focus on leadership fundamentals, communication, problem-solving, and innovation. This program is part of an overall effort to build a diverse and high-performing workforce and enable talented individuals to assume more responsibility and leadership.

• Mentoring Program
  BEA's Mentoring Program is tailored to employees' needs and helps them build stronger relationships with colleagues, while increasing their professional knowledge and skills.

Applications are accepted via www.USAJOBS.gov. More information on how to use USAJOBS.

Applicants must be U.S. citizens.

Applicants are encouraged to pay attention to the "Who May Apply" section of announcements. Current and former Federal employees (Status Candidates/Merit Promotion Candidates) are encouraged to apply to the vacancy announcement that has been identified as "Merit Assignment Procedures (MAP)" or one open to all "Status Candidates." Applicants should contact the HR Specialist listed in the vacancy announcement for further questions.