Explore how your federal experience as a Workforce Development (GS-0142) 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 | Entry-Level Training Coordinator, Junior HR Specialist, Support Staff for Workforce Development | Assist with administrative tasks related to workforce development programs, help organize training sessions, support data entry and record management, and maintain communication with participants. | $35,000 - $48,000 |
| 5-7 | Workforce Development Specialist, Training and Development Assistant, HR Assistant for Learning and Development | Coordinate and assist in implementing training programs, evaluate employee training needs, manage scheduling and logistics for training sessions, and provide support in the administration of testing and assessments. | $48,000 - $68,000 |
| 8-9 | Training and Development Manager, Workforce Development Officer, Organizational Development Specialist | Design and implement workforce development strategies, analyze training effectiveness, oversee training budgets, collaborate with department heads to identify skill gaps, and lead training sessions. | $68,000 - $90,000 |
| 10-11 | Senior Workforce Development Consultant, Leadership Development Manager, Professional Development Program Manager | Develop advanced training programs tailored to leadership roles, assess training outcomes against organizational goals, manage vendor relationships, and oversee a team of HR professionals. | $90,000 - $120,000 |
| 12-13 | Director of Workforce Development, HR Strategy Director, Training Operations Director | Lead the strategic direction of workforce development initiatives, manage multi-million dollar budgets, ensure alignment with corporate objectives, report to executive leadership on workforce metrics, and advocate for innovative training methods. | $120,000 - $160,000 |
| 14-15 | Vice President of Talent Development, Chief Learning Officer, Global Training and Development Executive | Set the vision and strategy for company-wide workforce development, influence corporate culture through training initiatives, analyze competitive trends in employee development, and serve as a key member of the executive team on talent management issues. | $160,000 - $220,000 |
| SES | Senior Executive for Workforce Strategy, Chief Human Capital Officer, Executive Director of Talent Management | Shape the future workforce strategy of the organization, engage with stakeholders at all levels, ensure compliance with labor laws and regulations, drive organizational change through effective talent management, and develop long-term strategies for employee engagement and retention. | $220,000 - $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.
Professional in Human Resources (PHR)
The PHR certification demonstrates foundational knowledge in HR practices, covering various aspects such as employment law, workforce planning, and employee relations. Earning this certification would provide an individual with a competitive edge in civilian HR roles, showcasing a commitment to staying updated on HR trends and principles.
Certified Professional in Learning and Performance (CPLP)
The CPLP certification focuses on enhancing organizational performance through learning and development strategies. As a GS-0142, this qualification lays emphasis on developing training programs, making it a valuable credential for those wishing to lead training initiatives in the corporate environment.
Society for Human Resource Management Certified Professional (SHRM-CP)
The SHRM-CP certification emphasizes expertise in HR competencies and knowledge, aimed at strategic decision-making in business contexts. Transitioning from a government role to civilian employment in HR, this credential validates an understanding of how to align HR practices with business goals.
Project Management Professional (PMP)
The PMP certification is recognized globally and signifies comprehensive knowledge in project management methodologies, tools, and techniques. Given that GS-0142 professionals often manage workforce development projects, this certification enhances employability in sectors that value strong project management skills.
Adult Learning Theory Certification
Specialized training in adult learning principles prepares individuals to design and implement effective training programs. As these principles are crucial to workforce development, having this certification would make a candidate especially appealing to companies prioritizing effective training strategies.
Talent Management Practitioner Certification
This certification focuses on developing skills in attracting, acquiring, and retaining top talent, directly relevant to workforce planning and development. Securing this certification signals to civilian employers expertise in managing talent effectively, which is critical in today’s competitive job market.
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 workforce development role (GS-0142) to the private sector can be an exciting yet challenging journey. With the right mindset, strategies, and preparation, you can make this transition smoother and more successful. Here are some key considerations to help you along the way:
Embrace Change: Moving from the structured federal environment to the private sector often entails a different pace, culture, and set of norms. Approach this transition with an open mind and a willingness to adapt.
Think Entrepreneurially: The private sector often values innovation and initiative. Cultivating an entrepreneurial mindset will empower you to think outside the box, seek opportunities, and identify solutions effectively.
Focus on Results: In the private sector, there is a strong emphasis on results and outcomes. Be prepared to shift your thinking to prioritize measurable achievements, project impacts, and business-oriented results.
Be Open to Multiple Roles: Unlike the federal structure, private sector jobs may offer a wider range of roles and responsibilities. Be flexible in exploring positions that could leverage your skills and experiences, even if they don’t align perfectly with your federal title.
Translate Your Experience: The language used in the federal system can differ significantly from the private sector. Learn to reframe your responsibilities and achievements in terms that resonate in the private world. Use terms like "projects," "stakeholders," or "clients" instead of "programs" or "agencies."
Quantify Achievements: Metrics matter in the private sector. Instead of detailing duties, frame your experiences around results—"Increased workforce training satisfaction by 20% through newly implemented programs" or "Managed a budget of $X to achieve XYZ outcomes."
Use the STAR Method: In your resume, particularly in the experience section, outline your achievements using the STAR (Situation, Task, Action, Results) method. This structure provides clarity and demonstrates the impact of your contributions.
Tailor for Each Position: Customize your resume for every application. Highlight the skills and experiences most relevant to each particular role, which demonstrates your attention to detail and genuine interest in the position.
Prepare for Behavioral Questions: Expect questions that assess how you handle various situations. Use the STAR method to formulate your responses. Practice articulating how your federal experiences apply to the challenges the company faces.
Understand the Company Culture: Research the potential employer’s culture and values. Be prepared to discuss how you align with their goals and how your federal experiences contribute to those objectives.
Articulate Your Value Proposition: Clearly convey your unique strengths and how they can benefit the organization. Express how your knowledge of workforce development can help address their specific needs, be it training, team building, or optimizing employee capabilities.
Ask Insightful Questions: Demonstrating curiosity about the company shows your engagement. Inquire about their priorities, challenges, and culture, which also gives you a better idea of whether it’s the right fit for you.
Leverage Existing Networks: Start with your professional network, including colleagues, supervisors, and mentors. Let them know you’re seeking new opportunities and ask for introductions or advice.
Utilize LinkedIn: Optimize your LinkedIn profile to reflect your career goals. Connect with alumni, industry contacts, and professionals in your field of interest. Join relevant groups to participate in discussions and broaden your visibility.
Attend Industry Events: Look for conferences, seminars, and workshops related to your field. These events can open up potential job leads and foster relationships with industry decision-makers.
Informational Interviews: Reach out to professionals currently working in the companies or roles you’re interested in. Request 15-20 minutes of their time to learn about their experiences, offering an excellent opportunity to make connections and gain insights.
Identify Transferable Skills: Focus on skills such as project management, negotiation, communication, and analytical thinking. These are often highly valued in the private sector and can be linked to your federal experience.
Reframe Your Language: Avoid jargon specific to the federal government. Instead, emphasize terms like "performance metrics," "strategic planning," and "stakeholder engagement."
Highlight Continuous Improvement: Showcase your contributions to developing and improving training programs, policies, or methodologies that have tangible benefits. Illustrate your role in driving initiatives that resulted in successful outcomes.
Transitioning to the private sector may seem daunting, but remember that your federal experience equips you with valuable skills and insights. Embrace the opportunity to redefine your career and stay open to learning from the private sector. By adopting a proactive approach and engaging in the necessary preparations, you position yourself as a competitive candidate ready to make a meaningful impact.
Good luck on your journey!