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Older Workers Seek Federal Employment For Benefits & BLS Older Worker Trends

The Bureau of Labor Statistic (BLS), in their article titled “Older Workers: Labor Force Trends and Career Options,”  indicates that approximately 40 percent of people 55 and older are either working or seeking work. This number is called the labor force participation rate. Labor force participation is the proportion of the population that is in the labor force.

The trend for the older worker has been increasing and is expected to continue its climb for at least the next ten years. Mitra Toossi and Elka Torpey, both economists at the BLS were interviewed for this article.

According to Mitra Toossi, “The labor force participation rate of the older labor force; 55-years-and-older, including the 65 to 74-year old’s have been increasing because people are living longer, healthier lives and they work more years to have income during their older ages. Also, most get their health insurance through work and having health insurance is a must for older workers. In addition, the Social Security age for retirement has increased and to take full advantage of the benefits you have to work longer years. Also, the whole structure of the benefits has changed from defined benefit to defined contribution, so when you work longer you pay more towards your retirement and to your 401 accounts.”

Additionally, Toossi cites, “By 2024, BLS projects that the labor force will grow to about 164 million people. That number includes about 41 million people who will be ages 55 and older—of whom about 13 million are expected to be ages 65 and older. The 164 million is the total number of the labor force in 2024 and not the 65+ labor force.”

Toossi relates “It is projected that the women’s labor force will be growing faster in the next ten years since women are primarily in occupations such as health services and educational services and these are projected to be increasing in the next decade.”

The referenced article indicates, “more than 42 percent of the workers were in management, professional and related occupations, and this was at a higher proportion than for all workers. Some other related fields for older workers, 55 and older make up at least one-third of occupations total employment in 2016.”

Another factor indicated in the article was self-employment. The BLS data specifies that the older worker age group had a higher self-employment rate than that of workers in younger groups. Elka Torpey states, “The U.S. Bureau of Labor Statistics projects that employment of self-employed workers in all occupations will increase by 5.8 percent between 2014 and 2024. This compares with a projected 6.5 increase for all workers in all occupations over that time period.”

Other data the article denotes, “27 percent of workers ages 55 and older, and 18 percent of workers ages 25 to 54 were part-time (usually 1 to 34 hours per week) in 2016. For workers ages 65 and older, the rate of part-time employment is even higher: 40 percent.”

Older workers, for the foreseeable future,  will continue to have a significant impact on the economy. One of the major benefits of federal employment is early retirement, most can retire at age 55 with 30 years of service. Many federal retirees seek employment to remain active, earn additional funds for fun and necessity, and simply to stay involved in their respective fields.

The Federal  Retiree’s Job Center, located on FederalRetirement.net, lists many jobs for retirees. Private sector employers target federal retirees that are known for their exceptional skills and strong work ethic. Federal retirees may also reapply and return to federal employment under the rehired annuitant program.

Helpful Career Planning Tools

The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages

Management and Program Analyst Specialist – Featured Occupation

The federal government, including the U.S. Postal Service, employs approximately 2.8 million civilian workers, or about 2 percent of the United States’ workforce. The federal government is this nation’s largest employer.

Excellent federal job opportunities are available for those who know how to tap this lucrative job market. Where else can you find and apply for high-paying jobs that offer employment at thousands of locations stateside and overseas with excellent career advancement opportunities?

This article features management and program analyst jobs in the GS-0343 occupational series. We help those seeking federal employment explore occupations and navigate the application process. Plus, we link you to current job vacancies.

Management and Program Analyst (GS-0343)

Positions in this series serve as staff analysts, evaluators, and advisors to management on the effectiveness and efficiency with which agencies and their components carry out their assigned programs and functions. Such positions may be found at any organizational level within Federal agencies. The primary purpose of the work is to provide line managers with objectively based information for making decisions on the administrative and programmatic aspects of agency operations and management. Positions in this series are concerned with a wide variety of assignments.

Currently there are over 530 job announcements from agencies including the IRS, the US Marshalls Service, Veterans Administration and others that are actively recruiting management and program analysts across the country.

A number of these job announcements list multiple vacancies at various locations. For example, one of the announcements from the Department of Homeland Security is hiring 3 for this position in the Washington DC area. When you add up the multiple vacancies, you will discover many additional opportunities in this field for you to explore and at locations across the country and overseas.

Currently, the IRS and the Veterans Administration have many positions posted. You will also find current positions available with the Department of Defense, Homeland Security, the U.S. Census Bureau, civilian military, and many others.

If you are looking for a challenging position in the program analyst field explore these opportunities. The following link will take you to the GS 0342 Occupational Description that includes links to the current management and program analyst job announcements on USAJOBS.

Visit our jobs board to search for all other occupations by job title.

To find vacancies in your area, locate job announcements of interest and review the required qualifications. If you have the experience, education and/or work experience specified, apply online.

Each month we will feature a different occupation. Visit our website regularly to find information about federal jobs in your area.

Helpul Job Hunting Information:

Disclaimer: The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

A 1% Pay Raise Approved for 2021 – GS Pay Charts Now Available

Federal civilian employees will receive a pay increase starting January 1, 2021; a 1% increase in basic pay, with no increase in locality pay.

 

The President signed an Executive Order in December.  The 1% pay raise 2021 charts are now available along with all special rates and wage grade salaries.

The pay raise will take effect with the first full pay period of 2021. We published the new pay table on January 1, including the locality pay area definitions outlining the pay rates for all regions nationwide.

The rates of basic pay or salaries of the statutory pay systems are included. The general categories are listed below:

  • The General Schedule
  • The Foreign Service Schedule
  • schedules for the Veterans Health Administration of the Department of Veterans Affairs
  • Senior Executive Service
  • Certain Executive, Legislative, and Judicial Salaries
  • The Executive Schedule

OPM was fast to react to the Presidential Order and released the new tables in late December.

Following are links to the new 2021 locality pay tables:

Click here for: Special Rates Tables

Helpul Job Hunting Information:

Disclaimer: The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

3.1% GS 2020 Pay Raise – Pay Charts Now Available

Federal civilian employees will see an average 3.1% pay increase starting January 1, 2020; a 2.6% increase in basic pay, with an average 0.5% increase in locality pay.  The pay increases for GS employees ranges from 2.85% to 3.52%.

The President signed an Executive Order on December 20th officially averting a second government shutdown in 2019.  The 3.1% pay raise 2020 charts are now available along with new paid parental leave benefits providing all federal employees with up to 12 weeks of paid parental leave per year.

The pay raise will take effect with the first full pay period of 2020, which begins Jan. 5. We published the new pay table on December 26th including the locality pay area definitions outlining the pay rates for all regions nationwide.

The rates of basic pay or salaries are included for the following list of statutory pay systems:

  • The General Schedule
  • The Foreign Service Schedule
  • schedules for the Veterans Health Administration of the Department of Veterans Affairs
  • Senior Executive Service
  • Certain Executive, Legislative, and Judicial Salaries
  • The Executive Schedule

This was the largest annual increase since 2009 when federal employees received a base rate increase of 2.9%. OPM was fast to react to the Presidential Order and released the new tables the day after Christmas.

Following are links to the new 2020 locality pay tables:

Click here for: Special Rates Tables

Helpul Job Hunting Information:

Disclaimer: The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

NDAA / Bill Impacting Benefits and Department of Defense Pay

So many employers are embarking on a new concept for Parents; benefits, grants for daycare and even back pay may all be a part of the 2020 Defense Authorization Bill. The House and Senate recently passed a bipartisan bill funding the government through 2020. We should learn soon, after the House and Senate Bills are reconciled, if parental leave, pay, childcare, and cyber security education are included in the final rule.

Many of the foundational platforms represented in this bill focus on key areas to include Department of Defense pay. For example, contractor back-pay as new wage bills would give funding to contractors who were furloughed or had reduced hours during a government shutdown; workers making $965 a week or less would qualify for the back pay. Parental leave and childcare are important issues that need attention; this bill would extend Parental Leave to up to 12 weeks for maternity as well as enable additional flexibility in how it is taken.

Paid parental leave impacts both economic and logistical concerns since it is extremely important for new parents. In addition, it is a positive endeavor for organizations; encouraging new parents to return to their employers instead of seeking additional opportunities with other ‘parental friendly’ companies. The ability to return to work recharged and refreshed increases the employee’s focus and morale in many cases. Finally, it is better for the economy since more women are likely to return to their jobs after utilizing paid maternity leave; this productivity boost can increase business as well as performance while simultaneously satisfying the work/life balance so critically needed for new parents.

Paid parental leave may not impact a company’s bottom line. California, who recently implemented a new parental leave policy, reported that over 90% of organizations witnessed a more positive effect on their profit, turnover and morale. Also, a study completed by the Institute for Women’s Policy Research offered that paid leave reduces costs, increases workplace productivity and improves family incomes. Also, Rutgers University recently found that close to 40% of women who take paid leave from work are less likely to apply for welfare.

Finally, education is another critical element for consideration in this plan, and specifically cyber security education, where non-traditional schooling (online and remote opportunities) is being considered as part of a resource/tool for military personnel training expansion.

References:

The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher nor author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

Background Investigations and Clearance Processing (New & Improved?)

Background and security clearance investigation processing delays have created many problems for agencies. The responsibility for these Investigations may soon be transferred to the Department of Defense from the National Background Investigations Bureau (NBIB), who handles them now. The President is expected to issue an executive order to authorize this change in the near future.

With a myriad of agencies, people and elements involved, the consolidation is taking longer than expected. The Defense Information System Agency (DISA) investigations system (NBSIS), has already moved operations to the Defense Security Service (DSS) and reduced its backlog to 541,000 cases. Still a significant backlog by any standard. A final merger of the NBIB and DSS into the new agency (Defense Counterintelligence and Security Agency (DCSA)) will centralize the government-wide security clearance processes including personnel security, vetting and counterintelligence programs.

New technology will automate, collect and execute data required for investigations and will assist with the merger. The new system networks and data collection processes will enhance the sharing of information and collaboration among agencies.

This consolidation is expected to reduce delays significantly. In addition, the development of new processes, policies, and procedures will serve as the foundation for an improved background investigation and security clearance program. There will be over 10,000 federal employees and contract investigators collectively working to decrease waiting periods for security clearances, background investigations and re-investigations.

From a personal perspective and participant of the investigation, re-investigation and clearance processes, efficiency is paramount; the ability to improve upon the security clearance process, not only for new employees, but for required re-investigations will serve as a welcomed
move in the right direction.

Technology, along with knowledgeable and skilled investigators are the key elements that will help to foster efficiencies, streamline processes and procedures, and reduce waiting times for a myriad of individuals and employees.

Many fantastic potential employees who are ‘waiting’ for their background investigations to be completed are lost to other industry competitors and/or state and local government entities. Now, there is finally a much needed, renewed focus on the need to automate, collect and execute data in
preparation for processing clearances and investigations; this is a good thing for the people who work to protect our national security, our future, and our freedom.

References

Career Planning Tools

The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

Federal Pay Raise Approved!

The 2019 spending bill, H.J. RES.31, approved an increase in salaries for Federal workers. President Trump signed the package which includes funding for the government through September 30 and a 1.9% raise in pay for federal workers. In addition, the pay raise is retroactive to the first pay period of 2019.

In the past, these raises have been caught in a pay freeze and were considered uncertain until recently. Also considered long overdue, this raise brings hope to federal employees. Given their numerous contributions to safeguarding the nation, many feel the raise was justified. This good news is especially exciting for those in six new locality pay areas that President Trump approved in 2018. These include: Alabama, Vermont, Texas, Nebraska, San Antonio, and Virginia.

For a bit of history, after mid-term elections, a bill was passed by the House that included a 2.6% pay raise. This included civilian employees receiving the same compensation as military personnel; it was introduced to the Senate where it was doubtful to pass. Congress then went back to the 1.9% raise to increase the chances for approval.

This multi-billion dollar spending package was also the final step in the requirement to avoid a 2nd government shutdown. Securing this average 1.9% pay raise takes federal workers safely through the rest of the year; the entire spending package also ensures final funding for all of the government through the rest of fiscal year 2019 or September 30th.

According to the National Treasury Employees Union President, “this bipartisan compromise funding package is a refreshing turnabout that gives their agencies stable funding and their paycheck a modest bump.” Some also feel that federal salaries were falling short of those in the private sector; in order to ensure a more qualified, skilled, prepared, and high performing workforce, the raise was welcomed. Recruitment of federal workers is also expected to be improved over the next year and beyond, with this new, approved pay increase.

Lastly, the bill is a much needed, a positive move forward, as it also impacts GS-15 employees who serve on the Executive Schedule. Caps that were in place are no longer, and GS-15’s are also able to receive the 1.9%  increase. Below are a few links to additional references providing additional details on the history, establishment, and implementation of this new increase.

References

Career Planning Tools

The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages

Performance Management in Federal Agencies

With the Federal Government as the largest employer within the U.S., there are over 2 million full time employees across a myriad of agencies and offices, worldwide. Given this, the Human Resources departments have their hands full with negotiating and managing such a large and diverse workforce. Challenges are plentiful, and more importantly is the need for a successful performance management system.

Only the most effective performance plan process can streamline communication, shape management and leadership attributes, represent strategic goals and objectives, and address personnel, compensation, and human resource needs. Many of these challenges include retirements, administrative changes, hiring, policies, compliance and accountability factors, and more; The extra stress of aligning organizational goals and objectives with employee skill sets is another critical task that must be performed in order for the process to be holistic and successful.

Retirement opportunities for federal employees have exploded over recent years; currently, more than 31% of the workforce is eligible. Given this, succession planning across organizations is critical in order to meet future demands. Federal employees sometimes possess low or moderate morale and engagement based on their job satisfaction.

Changes are underway to optimize performance management within Agencies across the enterprise and most recently President Trump signed an Executive Order focusing on streamlining personnel actions. OMB-17-22 is guidance directing agencies to develop employee performance plans in accordance with any short or long term reviews of the workforce. This guidance is aimed to create opportunities for employees to better understand expectations, work on areas of weakness, and improve their overall job performance.

Many organizations are currently making adjustments to their performance management workflows that are part of OMB-17-22’s target initiatives. Implementation is steadfast yet flexibility is key; with a myriad of areas involved, communication is a critical component for success.

Leadership Development, for example, is one area where organizations can capitalize on by supporting personalized training, enhancing skill development (to include soft skills), and establishing a workforce succession planning foundation. Involvement, communication and notification to the workforce is critical so that expectations are set and interest is assured.

Goal alignment is another area that can be addressed where employees are motivated to engage with a thorough understanding of organizational goals and objectives and how they are contributing to the big picture. Finally, performance management software can capture metrics, archive data and create additional efficiency across organizations when analyzing, developing and managing criteria. By making improvements such as these, organizations can make better decisions, strategically align performance management, increase flexibility and posture themselves for meeting their needs, as well as those of their employees.

In closing, Human Resource departments across the federal government are working diligently to ensure the ‘right’ performance process is in place. With the need for a more modernized, diverse and technologically advanced workforce, so too is the need for sustainable and accountable performance measurement systems.

Strategic organizational goals and objectives serve as the foundation for this new initiative; employees will understand expectations better, and align themselves to the mission, easier. Flexibility, as well as compliance and accountability are critical for these processes to be implemented and managed successfully. Finally, open communication with leadership, human resource personnel and the employees will ensure a robust and holistic approach to managing performance successfully.

Reference: Agency Challenges Through Performance Management

Career Planning Tools

The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages

STEM – Science, Technology, Engineering and Mathematics

STEM, or Science, Technology, Engineering and Mathematics is an applied approach to a curriculum focusing on these four discipline areas. The importance of these areas in our future, and specifically as part of our government, are considered strategic. Understanding how the world works requires new knowledge, which in turn fosters curiosity; STEM satisfies this quest for knowledge and prepares us for the future. STEM Skills that are acquired include numbers, analysis, empirical data and more. Integrated into every part of our lives, STEM is the foundation for which we learn about ourselves, our environment, and our future.

With the changing world of technology and the explosion of Information Technology, every industry is impacted, and therefore, the need for qualified mathematicians, scientists, engineers and those in the technical areas are expected to fulfill these critical work roles of our future. Since STEM focuses on the critical ways in which we can understand, explore, and engage our world. Now and in the future, it is imperative that our state, local, and federal government, for example, hire these skilled workers in order to plan, implement and manage change that is necessary to meet the demands of security, technology, communication, and more, for protection, privacy and growth across the globe.

The need for STEM skills are diverse and vast. Given that these specific subjects are the very root of most of our corporation, industry, and government business across the globe, they are in high demand from employers. Consistent discovery, solution development, vulnerability discovery, mitigation, and innovation are just a few focus areas that are pertinent under the stem umbrella. Problem solving and technology, for example, will continue to challenge us as a nation; the more prepared we are with STEM knowledge, skills and abilities, the better.

In May of 2018, the United States Office of Personnel Management (OPM) issued direct hire authority (DHA) for several STEM and cyber-security occupations. Given that the knowledge, skills, and ability to work in the Science, Technology, Engineering, and Mathematics (STEM) and cyber-security career fields and occupations are in heavy demand by a variety of organizations and businesses due to mission critical functions and objectives.  OPM recognized this immediate need and made it easier for organizations to streamline efficiencies for recruitment initiatives.

Additionally, recently the Trump Administration offered a new pay system for STEM employees, which will also boost recruitment and retention efforts in these areas. The changes are the first in a focus on STEM along with new public and private sector partnerships in development. Given the prior year’s layers of red tape and regulations, the cumbersome STEM hiring process is now updated and more current with a focus on improving processes, hiring procedures, and job retention.

As part of the hiring process for managers, STEM criteria and a set of requirements are offered by OPM who are continually capturing additional survey information to further define position justifications; qualitative and quantitative data offer specific details that contribute to the hiring process, and challenges have been streamlined to foster recruitment along with incentives for both hiring and retention. See this link that offers additional contact information and activities surrounding the specifics of DHA:

With so many STEM career opportunities, occupations, there are ample references and links to support your search that include:

In conclusion, STEM is critical to our future; knowledge, curiosity, and preparation are key elements of STEM occupations and careers across the globe. Qualified employees with the knowledge, skills, and abilities in these critical areas will serve as the foundation for innovation, security, technology, and protection across the globe. Organizations, and specifically our state, local, and federal government are developing and strengthening critical partnerships to work with private industry, academia, and military to ensure STEM training is robust and widely available. In order to meet the demands of our changing nation, STEM skills, along with innovation and technology are critical to our success; investment in the STEM area is a worthy return on investment for any and all organizations.

Career Planning Tools

The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

Writer and Editor GS-1082-Working for the Federal Government

Writers and editors include positions that involve writing and editing materials, such as reports, regulations, articles, newsletters, magazines, news releases, training materials, brochures, interpretive handbooks, pamphlets, guidebooks, scholarly works, reference works, speeches, or scripts. The work requires the acquisition of information on a variety of subjects in the course of completing assignments. The work requires the development, analysis, and selection of appropriate information and presentation of the information in a form and at a level suitable for the intended audience.

Government Requirements

You must be a U.S. citizen to apply

The yearly salary for a GS-11 is $61,218.00 to 79,586.00 per year.

Duties

Writers and authors typically do the following:

  • Choose subject matter that interests readers
  • Write fiction or nonfiction through scripts, novels, biographies, and more
  • Conduct research to obtain factual information and authentic detail
  • Write advertising copy for newspapers, magazines, broadcasts, and the Internet
  • Present drafts to editors and clients for feedback
  • Work with editors and clients to shape the material so it can be published

Writers must establish their credibility with editors and readers through clean prose, strong research, and the use of appropriate sources and citations. Writers and authors select the material they want to use and then convey the information to readers. With help from editors, they may revise or rewrite sections, searching for the clearest language and the most appropriate phrasing.

Some writers and authors are self-employed or freelance writers and authors. They sell their written content to book and magazine publishers; news organizations; advertising agencies; and movie, theater, and television producers. They may be hired to complete specific short-term or recurring assignments, such as writing a newspaper column, contributing to a series of articles in a magazine, or producing an organization’s newsletter.

An increasing number of writers are producing material that is published only on the Internet, such as for digital news organizations or blogs.

Education

A bachelor’s degree is typically needed for a full-time job as a writer. Because writing skills are essential in this occupation, many employers prefer candidates with a degree in English, journalism, or communications.

Training

Writers and authors typically need to gain writing experience through on-the-job training. They may practice writing and work with more experienced writers and editors before their work is ready for publication.

Writers who want to write about a particular topic may need formal training or experience related to that topic.

Licenses, Certifications, and Registrations

Some associations offer certifications for writers and authors. Certification can demonstrate competence and professionalism, making candidates more attractive to employers. For example, the American Grant Writers’ Association (AGWA) offers the Certified Grant Writer® credential.

Certification can also increase opportunities for advancement.

Advancement

Beginning writers and authors can get a start and put their name on work immediately by writing for small businesses, local newspapers, advertising agencies, and nonprofit organizations. However, opportunities for advancement within these organizations may be limited because they usually do not have enough regular work.

Writers and authors can advance their careers further by building a reputation, taking on more complex writing assignments, and getting published in more prestigious markets and publications. Having published work that has been well received and maintaining a track record of meeting deadlines are important for advancement.

Many editors begin work as writers. Those who are particularly skilled at identifying stories, correcting writing style, and interacting with writers may be interested in editing jobs.

GS-1082 Writer-Editor

General qualifications excerpted from Job Announcement 18-2177-SE-BK-M

Responsibilities

The selectee serves as a professional writer-editor responsible for editing, writing, and formatting resident and nonresident training materials.  The selectee ensures material align with standards of style, formatting and lifecycle management. Prior to printing, all text and test material prepared by the branch must be reviewed for correct grammar, presentation, organization, clarity, conformance to standards, readability level, style, and suitability to audience by the writer-editor.

Job Prospects

Note: All Occupations includes all occupations in the U.S. Economy.
Source: U.S. Bureau of Labor Statistics, Employment Projections program

Employment of writers and authors is projected to grow 8 percent from 2016 to 2026, about as fast as the average for all occupations.

Online publications and services are growing in number and sophistication, spurring demand for writers and authors with Web and multimedia experience.

Some experienced writers should find work in the public relations departments of corporations and nonprofit organizations. Self-employed or freelance writers and authors may find work with newspaper, magazine, or journal publishers, and some will write books.

Strong competition is expected for most job openings, given that many people are attracted to this occupation. Competition for jobs with established newspapers and magazines will be

Resources

Helpful Career Planning Tools

The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.