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High limit switch tripping suddenly after 3 years, code 13 and 33. Any idea what I should do next?

To preface this, I worked as an HVAC apprentice for 2 years so I know a bit, I'm not completely green on how this works so I can understand a bit of the lingo. I had helped install a furnace for my brother (Payne Pg95XAT) a while back, and it's ran great up until this point. It started shutting off, tripping the high limit/flame rollout (same thing?) and staying off for 3 hours at a time or until reset, and intermittently doing this, more and more.
My first troubleshooting step was to make sure the filter was not plugged, and make sure the vents were not blocked off or covered anywhere. He made sure of that, and it still was happening. I told him to help create a best case scenario and help rule out any restrictions without thermometers and such in the duct, to just open the bottom door of his furnace and let it run like that with the button taped down. He told me that it seemed to work longer and better but it still happened, and now gave him a code 13 eventually and won't even fire up the blower, which I believe requires a manual reset of the flame rollout.
His flames are very blue and clean, no yellow or dancing around, so I don't believe it's a cracked heat exchanger. He said he sometimes heard gurgling, but not usually, but I'm not entirely familiar with what this could mean.
I asked him to smell the exhaust when it is running and he says he believes it smells kind of bad, maybe unusually. Keep in mind, I'm remote diagnosing so I'm just going off what he says.
I'm down to either plugged condensate line (he doesn't believe it's plugged), a plugged secondary heat exchanger (this is beyond my scope of knowledge, just by googling I think this, I don't know where a "secondary" heat exchanger is or how to service), or a faulty high limit switch.
Keep in mind, he has no warranty essentially, long story. So this is all coming out either his pocket or he's going to fix it (he's very mechanically inclined). He's not beyond pulling out his entire furnace and heat exchanger. Are my troubleshooting steps correct and what would you guys recommend?
submitted by Begohan to HVAC

Information and Tips for Federal Cyber Positions (Contract and Civilian)

I wrote the basics of this in another thread and I thought I'd flesh it out to help more people. It's gonna be long. Please add your own thoughts and comments. This is not authoritative, this is my experience. I have 10 years as a Federal Civilian IT worker, 5 years as military Intel and IT, and a few years of contracting and other jobs peppered in for spice, so I've worked for the Army, Navy/USMC, DoDEA, and a couple others which has given me some some good knowledge, but again this is just my opinion. As most of my experience has been on the GS side, I provide more information on that. It's for everyone to determine if GS or contracting is the right decision for them.
Federal Jobs - Civilian Vs. Contracting
Basic distinction: Federal civilians work for the government directly as employees also called "GS" positions (general service). Contract employees are hired by Prime Contractors who have bid on and won government service contracts. Many of the Prime contractors outsource the recruitment to sub-contractors (usually shortened to "Sub-k's" in conversation) for a share of the position's revenue, so there can be several avenues of getting on a contract if one person isn't be responsive.
Federal civilian positions are usually all posted to www.usajobs.gov and usually have a Job-Series code of 2210, so you'll hear federal IT positions referred to as "2210 jobs". In reality the full Federal IT Community of Interest (COI) consists of 16 job series codes: 0332, 0335, 0391, 0390, 0392, 0394, 0854, 1386, 1410, 1411, 1412, 1420, 1421, 1550, 2210, 2299. There are other pay systems besides GS, including GG, NH, FP and more that allow for greater hiring flexibilities such as direct or by-name hires, GG is the big new one called "Cybersecurity Workforce".
Contracting positions are usually offered out by the primes and sub-k's directly, they aren't on one particular website. Pay and benefits vary WILDLY between contract positions. Getting in at the "old guard" contracting companies like Booz Allen Hamilton or its friends is hard, good-ol-boy network stuff in my experience, but they pay like crazy and have good benefits. A good strategy is to use sites like glassdoor.com or recruit.net to find announcements, then reverse-google the text of the announcement to find the actual company posting it if it's hidden.
Pros and Cons - Contracting
Pros: Much faster to be hired and onboarded - from days to weeks. Probability of making more money, sometimes obscenely more.
Cons: You must meet requirements (certifications and security clearance) on day one to be hired. On many contracts you can be fired (or quit) at will - for no reason and with no notification. Time off benefits and overseas housing benefits may not be as generous (or exist at all). Your company can lose the contract renewal bid, or the contract can be terminated - usually the winning company hires current employees, and dropping major contracts is rare, but these are things you need to think about. Most contract positions do not provide clearances for uncleared employees in my experience unless they are niche or desperate; however, that varies by Prime/Sub-K and if one company tells you know, another may say yes.
Pros and Cons - Civilian Workforce
Pros: Guaranteed sick leave and vacation. You may be represented by a union (GS 11 & below is my experience). Training is sometimes provided (varies GREATLY by agency), such as in person classes and testing, as well as covering certificate renewal fees. Government jobs will always sponsor your clearance if you don't have one. It is possible to get hired without all the needed certs for a government job, you will usually have 6 months to get them during your probation period.
Cons: Hiring is slow. Pay is less than contracting usually. Affected by budget problems like furlough.
Hiring Process
Contract: Recruiter sees your resume online or at a recruiting session, you have an interview which varies from a quick conversation to a full interrogation, job is offered, you hash out pay/benefits/etc., start relatively quickly. Since there are thousand different contracting companies, there are of course a thousand different onboarding processes. Before you sign a contract, get FIRM details on health insurance, leave/sick days, pay, etc. If it's not in the contract paperwork, they didn't actually agree to it.
Civilian: You submit online at USAJOBS and your resume goes to a Civilian Human Resources Office (CHRO) for first review. You must make it past this first reviewer who is NOT in IT (more on this later). If determined to be qualified, you are put on a referral list (the long list) and sent to the supervisor that actually submitted the vacancy along with all your documents. The manager makes a "short list" for interviews from the long list. Interviews happen, typically with a panel of 3-5 people on them asking you questions and answering yours. The interview panel scores all interviewees and they are ranked. If selected you receive a TJO - tentative job offer. All other candidates are not notified yet. The TJO selectee completes in-processing paperwork, negotiates salary (Possible, but not super common, and can add lots of time to your TJO period) and gets information about their specific benefits (housing, travel, leave, etc.) that CHRO has determined they rate and they also negotiate a starting date. If the TJO selectee accepts the package, they sign on the dotted line and receive a FJO - Firm/Final Job Offer. UNTIL YOU HAVE AN FJO, DON'T QUIT YOUR OLD JOB. Things can change. Hiring freezes happen. A TJO is not a guarantee. Once someone gets an FJO, non-selectees are supposed to be notified by USAJOBS, but that doesn't always happen.
Resumes - Contract
This is usually your typical short-and-sweet one page back and front resume. Think something that is useful to a recruiter at a meet. Use your technology buzzwords freely and emphasize any cost savings or return on investment you provided to your last job. Your recruiter may not be in IT directly, but they at least should understand the lingo - if they don't I'd see it as a red flag.
Resumes - Civilian
There is no such thing as a "too long" federal resume. Mine is 6 pages plus attachments. Break it down Barney style...you have to get past a Human Resources monkey who has no IT experience before the IT hiring manager even sees your resume. There's nothing wrong with tweaking your generic resume (and/or cover letter) to highlight the skills they're looking for on a particular announcement - just don't lie.
Don't stress over your college major or lack thereof. IT is much more a trade skill than people like to admit since it seems white collar, especially hands-on IT (GS-05 to GS-12). I have a general degree in Business Management, which is great for project management but has jack to do with all the actual IT I do on a day to day basis. Experience, certs, and a good interview trump your major.
Include GS equivalencies in any military, private sector, or contracting positions. Again, this helps get past the CHRO monkeys who don't know IT. Best guess. Don't be too generous, but also don't sell yourself short. My rough guide would be:
  • GS- 5/7: CustomeField Service Tech (entry level)
  • GS-9: Enterprise Helpdesk/Tier I System/network
  • GS -11: System Admin/NOC Tier II
  • GS-12: Tier III or Team Lead
  • GS-13/14: Usually managerial positions, but some system architects exist at this level.
Example Job title block on resume: ITSS Senior Enterprise Help Desk Technician; NGEN Network Center, Camp Foster, Okinawa, Japan (GS-2210-09 Equivalent) XX/20XX-XX/20XXSupervisor: xxxxxxx, DSN 315-645-xxxx, [email protected]
If you are not currently in IT, or are using older positions to help your qualification, highlight tech aspects of your current positions. I spent a while as a GS-0301-09, which is "general admin" but I did a lot of SQL database work, email automation, business process automation (e.g. automating form letters using mail merge instead of manually filling them out.) Include metrics and cost savings anywhere you can. The form letter example turned one gal's two week long nightmare into a five minute click and go. Another project virtualized a server for a unit and saved them 16,000 dollars on new hardware...include that stuff.
Applies mostly to GS employees, but including cash awards, time off awards, and QSI's in your achievements are concrete proof of quality work. Attach the SF-50s for them. Also attach your latest performance review if you did well.
Certs - Contractor and Civilian
As for certs, the "trifecta" is a great base. My experience is that security+ is what the government wants most of all, it trumps A+ and Net+. That may be slowly changing as 8140 replaces 8570 as the law of the land, but things move slowly and Sec+ is still good for 8140. Higher level positions (Tier 3 and management) usually require CASP+ or CISSP.
Also, you may not be aware that under 8570 you need an "OS Cert" to compliment your "tech cert", so decide what side of things you'd like to work on - if you're looking at networking, your OS cert is CCNA, I believe; if you're wanting to be on the systems side then you'd be looking for a server 2016/2019/windows10 cert. The Marines are very lax on this (only want sec+), the Navy and air force tend to be more sticklers. Not sure about the rest of the government, but it can be something you need to think about.
If you're going for a government civilian position, certification isn't a deal breaker - they'll usually give you six months after hiring to get your certs, and probably pay for the training/test. But not having it does make you less competitive.
Some Contracting Job Hunting Links:
Here's a list of companies for you to look at, no endorsement provided and CERTAINLY not complete. just trying to help broaden your search horizons for ones you may not have known about.
submitted by Mat_C to ITCareerQuestions

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