Explore how your federal experience as a General Education And Training (GS-1701) translates into civilian opportunities — including salary comparisons, transferable skills, certifications, and top employers.
Understand how your GS level aligns with common corporate roles, responsibilities, and compensation. This helps frame your experience in terms that civilian employers recognize.
| GS Level Group | Corporate Titles | Responsibilities | Salary Range |
|---|---|---|---|
| 1-4 | Education Assistant, Junior Training Coordinator, Administrative Training Specialist | Assist in organizing training sessions, handle logistics, track attendance, and maintain training records. Provide support to senior training staff in developing materials and evaluating training effectiveness. | $35,000 - $45,000 |
| 5-7 | Training Specialist, Learning and Development Coordinator, Instructional Designer | Design and implement training programs, assess training needs, develop instructional materials, and facilitate learning sessions for employees. Collect feedback to enhance training delivery and efficacy. | $50,000 - $70,000 |
| 8-9 | Training Manager, Development Program Manager, Senior Learning Consultant | Oversee the development and delivery of comprehensive training programs, manage a team of trainers, analyze workforce learning needs, and align training initiatives with business objectives. Ensure that training programs meet compliance and industry standards. | $70,000 - $90,000 |
| 10-11 | Director of Training, Learning & Development Director, Enterprise Learning Strategist | Direct the strategic planning and execution of training programs across the organization, manage departmental budgets, evaluate outcomes of training initiatives, and lead a team of training professionals. Foster a culture of continuous learning and ensure alignment with organizational goals. | $90,000 - $120,000 |
| 12-13 | Corporate Training Director, Chief Learning Officer, Organizational Development Executive | Lead the learning and development function on an organizational level, develop learning strategies, drive initiatives for skill development, and enhance workforce capabilities aligned with long-term strategic goals. Collaborate with executive leadership to support talent management strategies. | $120,000 - $150,000 |
| 14-15 | Vice President of Learning and Development, Senior Vice President, Talent Development, Executive Director of Human Resources Development | Set the vision and strategy for all learning and development initiatives, govern training policies, foster partnerships for external training opportunities, and significantly contribute to succession planning and leadership development within the organization. | $150,000 - $200,000 |
| SES | Chief Learning Officer (CLO), Senior Executive Director of Talent Management, Executive Vice President of Organizational Effectiveness | Drive the overall strategy for learning and development across the organization, formulate policies that foster employee engagement and career growth, and ensure the organization maintains a competitive advantage through effective workforce training and development efforts. Report directly to the executive team and influence business strategy through talent investment decisions. | $200,000 - $300,000 |
Highlight the skills you've developed in federal service that directly apply to private sector roles. These core strengths help you stand out in interviews and on resumes.
Explore certifications and academic paths that enhance your value in the civilian job market. These credentials can bridge gaps and validate your expertise to employers.
Certified Professional in Learning and Performance (CPLP)
The CPLP certification demonstrates a comprehensive understanding of training and development, making candidates more attractive to employers in the civilian sector. This credential showcases expertise in designing and implementing effective training programs, akin to the responsibilities in the GS-1701 series.
Associate Professional in Talent Development (APTD)
The APTD certification focuses on foundational competencies in talent development, including instructional design and learning technologies. This certification can enhance a federal employee's resume by validating their skills in facilitating learning in diverse work environments.
Project Management Professional (PMP)
Having a PMP certification signifies strong project management skills, which are crucial for overseeing training initiatives within organizations. This credential can set candidates apart in the civilian sector, especially in roles that involve coordinating multiple stakeholders and training projects.
Professional in Human Resources (PHR)
This certification provides essential knowledge of HR fundamentals, making it invaluable for those looking to transition to civilian roles overseeing employee training and development. Understanding the intricate HR functions can help facilitate smoother integration and collaboration in corporate environments.
Instructional Designer/Developer Certificate
An instructional design certification equips professionals with the skills to develop effective educational programs, a key aspect of the GS-1701 role. This credential is highly regarded in the civilian job market and can open opportunities in various sectors focusing on employee training.
Certified Professional in Training Management (CPTM)
CPTM certification is tailored for training professionals, helping them learn how to manage and optimize training programs effectively. This credential reflects a commitment to the field of training, enhancing employability in civilian roles responsible for workforce development.
Educational Leadership Certificate
This advanced credential emphasizes leadership in educational settings, preparing professionals for supervisory roles within training departments. It can provide a competitive edge for candidates aiming for leadership positions in civilian training organizations.
Lean Six Sigma Green Belt
Gaining Lean Six Sigma certification demonstrates an ability to improve processes that can benefit training programs in the civilian sector. Employers value these skills as they directly link to efficiency, quality improvement, and overall organizational success.
Addiction Care Certification (CAC)
This certification highlights expertise in managing and implementing training programs focused on behavioral health, specifically in addiction treatment. As mental health training becomes more integral to workplace wellness, having this certification may provide unique opportunities in healthcare-related roles.
Digital Badges for Skills Credentialing
Obtaining digital badges as a form of credentialing can showcase specialized skills in particular areas of training or technology applications relevant to the GS-1701 series. In a rapidly-evolving job market, these micro-credentials can help individuals stand out by highlighting their specific talents.
See which companies and industries commonly hire professionals with your background. Use this insight to focus your job search and tailor your applications.
Get practical strategies to navigate the shift from federal to private sector work. Learn how to present your experience and avoid common transition pitfalls.
Stay informed on how your field is evolving and where opportunities are growing. These trends can guide your next steps and help you future-proof your career.
Transitioning from a Federal GS-1701 General Education and Training Role to Private Sector Employment
The journey from federal employment to the private sector can be both exciting and challenging. As a GS-1701 professional in General Education and Training, you bring a wealth of knowledge and experience, but translating that into a language that resonates with private sector employers is key. Here’s how to navigate this transition effectively:
Transitioning to the private sector means adjusting to a different structure, culture, and pace. Federal employment can often be characterized by more significant regulations and slower decision-making processes. In contrast, private sector roles might prioritize agility and innovation. Embrace this change by fostering a flexible mindset and being open to new ways of working.
It’s easy to undervalue federal experience, but remember that the skills you gained—program design, adult learning strategies, training evaluation—are incredibly valuable. Recognize your expertise and be ready to discuss how it enhances potential employers’ goals.
Federal job descriptions often use jargon or acronyms unfamiliar to those outside the government. When writing your resume, avoid federal terminology. Instead, focus on clear, impactful language that highlights your skills and achievements. For example, instead of "conducting needs assessments and developing training programs," you might say, "analyzed training needs and developed targeted learning initiatives that improved employee performance."
Quantify your accomplishments. Use specific metrics to demonstrate the impact of your work. For instance, instead of stating you facilitated training sessions, indicate you "designed and implemented a training program that improved participant knowledge retention by 30% as evidenced by post-training evaluations."
Adopt a clean, professional resume format. Use bullet points for clarity and ensure your contact information is easily visible. Include a summary statement at the top that succinctly outlines your experience and what you bring to prospective employers.
Employers often use behavioral interviewing to understand how you’ve handled situations in the past. Prepare STAR (Situation, Task, Action, Result) stories that showcase your skills and relate them to the private sector.
During interviews, emphasize how your experiences in federal training can apply to the private sector. Discuss transferable skills such as project management, stakeholder engagement, and the ability to adapt content to diverse audiences.
Approach interviews with confidence. Your background, while different, brings a unique perspective to private sector challenges. Approach each interview as a conversation where you not only showcase your skills but also assess the fit for your career goals.
Create or refine your LinkedIn profile. Connect with former colleagues and join groups related to your field. Sharing insights or articles related to education and training can position you as a thought leader in the space.
Reach out to professionals in fields that interest you. Request informational interviews to learn more about their roles, company culture, and transition experiences. They may offer valuable advice and possibly introduce you to job opportunities.
Participate in workshops, conferences, or networking events related to training and development. Engaging with professionals in casual settings can lead to valuable connections and job leads.
Highlight skills that align with private sector demands, such as data analysis, program evaluation, and customization of educational content.
Research the terminology commonly used in your target industry. For example, substitute "training" with "learning development" or "program evaluation" with "outcomes assessment" to ensure your experience resonates with potential employers.
Don’t shy away from considering roles that might seem like lateral moves or even lower than your current grade. Gaining experience in a new sector may require starting at a different level, but this can lead to rapid advancement once you demonstrate your value.
Transitioning from federal employment to the private sector is a journey filled with opportunities to leverage your unique skills and experiences. By approaching each aspect of your transition with clarity and confidence, you can effectively communicate your value to potential employers. Remember that the skills you possess are in high demand, and with the right mindset, networking strategies, and application materials, you can successfully navigate this transition into a fulfilling new career path. Stay positive and persistent!