Nancy

Preparing a Private Sector Resume

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If you have made a decision to leave the federal government for the private sector, you’ll need a private sector resume. A private sector or corporate resume is much different than the resumes you may be used to seeing in the federal government.

Here are some of the more significant differences:

  • Resume length – Private employers are not under the same type of obligation to review your credentials as are Federal agencies. You can be sure that a ten-page resume will quickly find its way to the nearest waste basket. Therefore, resumes should be concise; just long enough to tell your story but not too long. Two pages is the maximum for private sector resumes.
  • Level of detail – Unlike federal resumes, private sector resumes do not require the name of your supervisor, the number of hours worked per week, or the detailed descriptions typically found in federal resumes.
  • Formatting – While federal resumes are typically devoid of most formatting, private sector resumes can effectively use color and other formatting tools.
  • Applicant Tracking Software (ATS) – The vast majority of private sector companies use ATS. While there are currently more than 50 kinds of ATS in use at the present time, there are a few standard features.

In addition to the above, most private sector employers are looking to understand how you can help them—what is called your value proposition. Who are you and what do you bring to the table? The content of your resume should point to that goal. Without this focus, your resume will be mediocre at best. Great resumes are ones in which every piece of information supports your professional value. If you’ve already established your value (in writing, not just in your head), you’re prepared to write your resume. If not, you need to spend some time establishing your goals.

As you write your resume, keep your value proposition in mind. This will help you decide what to include, what to leave out and will help target your resume. You may want to write your goal on a separate piece of paper and weigh each item in your resume against your goal. If it isn’t clear how the item relates to your goal, then strongly consider eliminating it.

A resume is not a literary document, it is marketing one. The rules of grammar are different from formal writing. Complete sentences aren’t necessary. Avoid the use of “I,” as the subject of the resume is assumed to be the person named in the heading of the resume. Resumes are written in what is called “telegraphic style;” this means that articles such as “the” are typically not used. Avoid long narratives; remember that your resume may be one of the dozens, hundreds, or even thousands that are submitted to an employer.

10 Questions to Help Decide if It’s Time to Leave a Job

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All of us fantasize about leaving our jobs at some point. Before doing anything rash, it’s a good idea to think why you want to make a change. Here are 10 things to think about before deciding to call it quits:

  1. Is it really our job that’s the problem or something else? There are ways to improve your relationships and/or situation at work that do not require you to up and leave.
  2. Are you required to do something you can no longer do? For example, traveling 3 weeks out of 4 might have been fine when you were younger, but it’s wearing on you now
  3. Can you see yourself still doing your job for the next several years? Or does it fill you with dread?
  4. Is the job making you physically ill? Are you being bullied? Harassed? Something else? Yes, you could stay and fight but there is definitely a psychic cost to that.
  5. Are you overwhelmed all the time? Can you no longer handle the responsibilities or volume of work expected? Is this a temporary situation or one likely to go on for the foreseeable future? No job is worth making yourself sick over.
  6. Are you appreciated by your bosses and/or peers at least some of the time? Do you like the people you work with? Or is your work thankless? This is not just about money…thank you’s are nice too!
  7. Are you staying in the job because you’re afraid to change? If so you may want to discuss this with someone you trust.
  8. Are your skills being used? If not, is there the potential for your skills to be used at some point? Is that possibility enough?
  9. Is there new leadership or a new boss? Are you aligned with their vision? Have you given it time to actually decide?
  10. Do you have a Plan B? If you need to work, do you have another job? Are your career documents up to date? Its always better to look for a new job when you have one.

If any of the above apply to you, its time to think about your next steps; you need to update your career documents and start networking! Begin to think about what you want in your next job or career. Write it down and hold yourself accountable. Make sure that you moving toward something better and not just running away from your current situation.

Career Challenges, Opportunities Contribute to Employee Wellness

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OPM’s Federal Workforce Priorities Report for 2018 identifies employee health as an area it wants agencies to focus on to boost productivity at the organizational level.

However, physical health is just one aspect of the broader concept of wellness that helps drive success for both individuals and their agencies. Equally important is mental exercise. Lifelong learning – career development and engagement, in other words – challenging your brain, is an important part of staying “healthy.”

A 2012 study from Aon Hewitt notes that career opportunities are key to employee engagement. And, with 70% of US workers unengaged, seeing career development as a part of wellness is a must.

How do you know if your brain is challenged? Do you see your work as personally rewarding? Are you satisfied with the work that you do—do you feel like you are making a difference / contribution? If so, great! If not, then perhaps you can start to think about developing your career (and your brain).

There are many ways to develop without formal training or coursework, such as cross-training or “shadowing” with a co-worker to learn a new procedure, process, or system; coaching or mentoring; and self-analysis of values and interests so that when a learning opportunity presents itself, you’ll know if it’s something you want to pursue. Additionally, if your work doesn’t provide the volume of learning experiences you crave, consider volunteer work as a great way to learn, network, and keep yourself challenged.

You may also want to talk to your supervisor about creating an Individual Development Plan (IDP). Just doing something can help you start to feel better and more engaged. There are no regulatory requirements mandating employees complete IDPs within the Federal Government, although many employee and leadership development programs require IDPs. Completing IDPs is considered good management practice, and many agencies have developed their own IDP planning process and forms.

While there is no one “correct” form for recording your development plan, an effective plan should include, at minimum, the following key elements:

  • Profile – name, position title, office, grade/pay band
  • Career goals – short-term and long-term goals with estimated and actual completion dates
  • Development objectives – linked to work unit mission/goals/objectives and your development needs and objectives
  • Training and development opportunities – activities you will pursue with estimated and actual completion dates. These activities may include formal classroom training, web-based training, rotational assignments, shadowing assignments, on-the-job training, self-study programs, and professional conferences/seminars
  • Signatures – both you and your supervisor should sign and date
  • A way to track your progress. Its not enough to just have a piece of paper (or electronic form). You should track your progress on meeting your goals.

While not a panacea for all ills, knowing where you are going and how you can get there will go a long way to meeting your personal wellness goals.

What if Your Agency Doesn’t Fund Training?

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Given budget pressures, many organizations are struggling to provide formal training for their employees. In fact, OPM’s 2018 Federal Workforce Priorities Report states that 88% of agencies struggle to provide needed training.

Given the very real difficulties many employees find getting the training and development they need, here are some DIY ideas for ensuring your developmental needs are met:

  • Look at your performance plan and the standards against which you are rated. In a perfect world, you should sit down with your rating official and discuss what good performance looks like. The next step of course is to identify areas where you think you might be able to improve and write them down.
  • Seek feedback from your supervisor, colleagues and subordinates. All of us need feedback to identify our strengths and areas for improvement. After a major project or presentation, ask for one thing you did well and one thing that you can improve. Try to solicit a variety of opinions so that you can see if a theme develops. Be sure to thank those who offered opinions.
  • Start keeping track of your feedback in a notebook, online system, or file. You may also want to consider grading yourself. If your job requires analytical skills, writing skills, interpersonal skills, and organization skills, how would you grade yourself in each? Focus on areas where you have rated yourself the lowest.
  • Pay attention to what your agency is interested in. If there are areas that are increasing in focus, while other areas are fading into the background, note them and make sure you have the skills needed for the future. Do what you can to focus on the future needs of your organization.
  • Get a mentor or a coach. If your organization has a formal mentoring program, use it. If not, try to find an informal mentor. Getting unbiased advice and guidance on the stops to take to enhance your skills can be invaluable.
  • Put together an Individual Development Plan (IDP). If your agency has a formal process for creating an IDP, use it! If not, nothing prevents you from putting together your own IDP. Writing things down will help hold yourself accountable. There are many free resources that you can take advantage of online. Many agencies have contracts / access to free online courses—use them! And, if you have a thoughtful, job-related IDP, your agency just might be more amenable to funding at least a small part of it.

No one cares more about your career than you do. Take the time to adequately and truthfully assess your skills vis-à-vis your current and stretch jobs and take proactive steps to take your career to the next level!