Making the transition between federal and private sector employment is absolutely doable but it does take a strategic and thoughtful approach. Image: Anki Hoglund/Shutterstock.com
By: Nancy SegalWhether you are planning to leave, stay, or aren’t sure, here are some actions you should take now as well as key considerations to bear in mind.
As you know, the period to decide whether you want to accept deferred resignation is Thursday, February 6. Questions have been raised as to the legal basis for the offer, as well as inconsistencies with the guidance on this novel approach to downsizing.
But if you are thinking about accepting deferred resignation, some other form of early out or early retirement in the months ahead, or even if you’re not, there are several things you should do now, as well as things to consider as you ponder your path forward.
• Every employee should have a copy of their Official Personnel File (OPF or eOPF). You OPF includes every Standard Form 50 you have received as a government employee. These documents prove your status and career track. You need a copy of your record in case there is a problem of any kind—or you decide you want to come back to federal service at some point. (Ask yourself, would it be easier to get this now, or after you have left? What about correcting it?)
• If you have been employed by several agencies, your prior agencies’ SF-50’s should be in your OPF. If not, you can request these from the National Personnel Records Center (NRPC) in St. Louis. Information about the NRPC can be found at this website: https://www.archives.gov/personnel-records-center.
• Check your SF-50 for accuracy. You want to do this before you separate and let Human Resources (HR) know in writing of any errors before you separate. Errors could include transposed numbers in your Social Security Number, incorrect documentation of your veterans preference, inaccurate Service Computation Date (SCD)—you could be missing military service or service at other agencies—and other such concerns. Be sure to keep copies of any communications with HR.
• Review your leave and earnings statement, again for accuracy, and let your payroll office of any issues in writing.
• Most military vets already have copies of their DD-214 and SF-10; if not, get a copy from your OPF.
• Get a copy of your agency ethics / conflict of interest policy. Depending upon your individual position and agency, you may be subject to a “cooling off period” in your next employment. It’s better to understand any limitations before you reach out to potential employers. Such limitations may apply to lower level employees as well as more senior personnel.
• Make copies of your recent performance reviews and self assessments. These will be helpful in drafting accomplishments for your resume and in prepping for interviews; let alone potentially defending yourself against adverse actions.
• Record your supervisor’s and colleagues’ personal contact information for future use as a reference.
• Remove personal emails and the like from government systems. Do not remove anything from your computer or other files that belong to the government. If you have questions, contact your records manager.
• Verify that you understand the implications of your decision. Accepting deferred resignation is irrevocable. Before finalizing your decision, you may want to speak with your financial advisor and attorney.
To think through and do as you decide:
• Is it likely that your agency will offer an early out or something similar? If so, you may be eligible for discontinued service retirement plus a “bonus” to leave. If your agency may be relocated outside your current commuting area, you may be eligible for severance pay and the Interagency Agency Career Transition Assistance Program (ICTAP). Agencies must provide 60 days advance notice so it may behoove you to consider your options before resigning.
• Do you need to work? Can you afford to be unemployed during the period it takes to get another job? Employees considering leaving the federal government should assess their financial situation before making any decisions.
• Have you looked at the private sector job market? Do you know what is available in the private sector for people with your skills? Make sure you’ve done your research on potential organizations that offer positions for which you qualify before you resign. Getting a job in the private sector can take time—perhaps not as much time a getting a federal job but not overnight either (in most cases).
• Is the private sector pay comparable to what you are making now? We have all seen the studies that show that federal workers are underpaid but a closer look at those studies is worthwhile. Not all positions in the federal government are underpaid so do your homework and decide whether you’re willing (if required) to take a potential pay cut and if so by how much? What about benefits…? Will you have to pay more for health insurance? Is there likely to be less time off? More in-person work? Etc.
• Do you have a good network? There will likely be many federal employees (among others) seeking the same positions you’re targeting. Do you have a good network who can help you? Put in a good word for you? Let you know when positions might be coming available?
• Are your documents ready to go? This includes your 2 page, Applicant Tracking Software (ATS)-compatible resume and cover letter, as well as a robust LinkedIn Profile, complete with your picture, a customized headline and URL, as well as a strong, key word rich About section—and 500 or so (or more!) connections.
Making the transition between federal and private sector employment is absolutely doable but it does take a strategic and thoughtful approach.
Nancy H. Segal is a federal job search expert. Following her own senior-level federal HR career, she founded Solutions for the Workplace LLC to provide a HR management perspective to astute applicants to U.S. government positions.
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