How buying back active-duty time can boost your FERS pension and move up your retirement eligibility

Many federal employees bring prior military service into their civilian careers. For those transitioning into federal roles, especially in 6(c) positions such as law enforcement, firefighting, or air traffic control, that service can play a meaningful role in retirement planning.

One of the most important tools available is the military service credit deposit, commonly referred to as a “buy‑back.” Used correctly, it can increase your federal annuity and change how your total years of service are calculated at retirement. Unlike most benefit elections, this is a decision you control – but once completed, its impact is permanent.

What the military buy‑back does

The military service credit program allows eligible federal employees to count periods of active-duty military service toward their civilian retirement under FERS.¹

This can result in:

• Increased total creditable service
• A higher FERS annuity
• Earlier eligibility for retirement in certain cases

Note: Reservists and National Guard members may also qualify, but only for periods of qualifying active-duty service.²

At its core, the program converts prior military time into civilian retirement credit, but it requires a payment to do so. The value of that credit depends entirely on how it fits into your overall retirement plan.

Understanding the Cost and Timing

The deposit amount is based on a percentage of your military base pay during the years you are buying back.

• The Standard Rate: The standard deposit rate is 3% of base military pay³. Slightly higher rates apply to certain earlier years⁴.
• The Interest-Free Window: If the deposit is completed within three years of entering federal civilian service, interest is not charged during that initial period.⁵
• The Cost of Delay: After this three-year grace period, interest accrues and compounds annually, increasing the total cost of the buy-back over time.⁶ Timing matters.

Once the deposit is paid and processed, it is generally considered final. Delaying a decision doesn’t just postpone action, it can actively increase your costs and limits your flexibility later.

Key tradeoff: Military Retired Pay

In most cases, receiving credit for active-duty service in your FERS annuity requires waiving your military retired pay.[7] This is where many federal employees pause, and for good reason. The decision is not automatic and requires carefully comparing:

This is where many federal employees pause – and for good reason.

• The value of your military retirement
• The increased value of your FERS annuity with the buy‑back included

There are limited exceptions to this waiver rule, including certain disability retirements and qualifying Reserve or Guard retirements.⁸ Because this decision permanently impacts your lifetime income, it must be evaluated thoroughly before proceeding. Once retirement begins, this decision is incredibly difficult to revisit.

How the Buy Back Process Works

The buy‑back process is administrative, requiring strict accuracy and follow-through. Missing records or processing delays can negatively affect both your retirement timing and final calculations.

The general steps include:

1. Request your military earnings using Form RI 20‑97⁹
2. Apply to make the deposit using SF‑3108¹⁰
3. Work with your agency or payroll office to determine the total amount owed
4. Complete your payment: lump sum or payroll deduction options may be available¹¹

Like most federal benefit actions, the outcome depends on complete and accurate documentation.

Missing records or delays in processing can affect both timing and final retirement calculations.

Where this Matters Most for 6(c) Employees

For employees in 6(c) positions, military buy‑back decisions affect more than just total service. Because 6(c) careers often include mandatory retirement timelines, the sequencing of service credit becomes much more important. In these roles, your career timeline is compressed, meaning early decisions about service credit may carry significantly more weight.

A buy-back can directly influence:

• When you become eligible for retirement
• How your annuity is calculated
• How your civilian and prior service align over a shorter career window

Related Service Rules to Understand

Military service may also intersect with other federal rules.

For example:

• USERRA Protections: Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), periods of military service are treated as continuous employment for purposes of pension and benefit eligibility.¹²
• Documentation is King: Service credit and eligibility dates must be supported by official documentation. Agencies and OPM rely strictly on official records; missing information will delay your retirement processing. Your ultimate retirement outcome is based on what can be verified, not what is assumed.
• Agencies and OPM rely on official records. Missing information can delay or affect outcomes

Maintaining complete records of both military and civilian service is essential.

A Decision That Requires Coordination

Military service credit is one of the few decisions that can significantly change your retirement calculation after you’ve already entered federal service. But it does not operate in isolation.

It affects and is affected by:

• Your total years of service
• Retirement eligibility timelines
• Your annuity calculation
• Other benefits and income sources

The value of a buy‑back depends on how it fits into your full retirement picture.

Most of these decisions occur at different points in your career but they converge at retirement, when options become limited and corrections are harder to make.

Take the next step: Align Your Strategy

Federal benefits are designed to work together, but only when they are reviewed holistically. Military service credit can strengthen your retirement, but it must be evaluated in the context of your full benefit profile.

AFBA helps federal employees understand how these complex decisions fit together before they are finalized.

A complimentary Federal Benefit Review can help you:

• Determine how military service credit applies to your situation
• Evaluate the impact on your retirement eligibility and annuity
• Identify documentation or timing considerations
• Build a clear plan before making a final decision

Request your AFBA Federal Benefit Review to make sure your service credit is aligned with your overall retirement strategy.

AFBA provides federal benefit analysis and education. AFBA is not OPM and does not provide legal or tax advice. All benefits are subject to applicable laws, regulations, and OPM determinations.

The benefit decisions that get locked in the moment one spouse retires and how to plan for both

It’s common in federal service for two people in the same profession, or within the same system, to build a life together. When both spouses are federal employees, your careers may follow different paths, but your benefits are shaped by the same framework. That creates opportunity but also requires coordination. Most benefit briefings are designed for individuals. They don’t always address how federal benefits interact across a household. For dual‑service couples, those interactions can affect coverage, income, and long-term decisions.

The Reality: When both spouses are federal employees, more decisions show up, not fewer. Many of them are final once retirement paperwork is submitted.

Navigating Health Benefits (FEHB)

The Federal Employees Health Benefits (FEHB) program is often the first-place coordination becomes visible. Federal rules strictly prohibit dual enrollment; individuals cannot receive benefits under more than one FEHB enrollment at the same time.¹

Couples should strategically choose between three enrollment structures:

• Two Separate Self-Only Plans: Allows each spouse to maintain individual control, offering flexibility and, in certain cases, a lower combined premium cost
• One Self-Plus-One Plan: One spouse covers the other under a single enrollment
• One Self-and-Family Plan: One single enrollment covers the entire household and any dependents

 

What this means in practice: the right decision may depend entirely on your household structure, plan preferences, and long-term outlook. Reviewing this together prevents gaps or unnecessary expenses.

Planning deliberately for survivor income

Under the Federal Employees Retirement System (FERS), electing a survivor benefit reduces the retiree’s annuity to fund ongoing protection for the surviving spouse.

Benefit Type	What it Provides to the Survivor
Full Survivor Benefit	50% of the retiree’s annuity2
Partial Survivor Benefit	25% of the retiree’s annuity3

Because you are balancing two pensions and two sets of retirement savings, your strategy takes on a different context. Some couples require full survivor benefits for continuity, while others rely heavily on each spouse’s independent retirement income.

The 6(c) Special Provision Variable

For households where one or both spouses serve under 6(c) provisions (such as law enforcement), timing is not neutral. Accelerated retirement timelines, mandatory separation rules, and enhanced pension calculations compress your planning window. The sequencing of retirement dates and survivor elections shapes outcomes in ways that don’t apply to standard FERS careers, as a result, early alignment can be vital.

Crucial Note: Once retirement is finalized, changing a survivor election is difficult and time-limited. Evaluate this before filing, not after.

Baseline survivor protections

Federal benefits include foundational protections that apply if an employee dies while still in active service. A surviving spouse may qualify for:

• A recurring survivor annuity, based on eligibility
• A basic employee death benefit under FERS⁴
• A federal lump-sum benefit administered through the Department of Justice (for qualifying public safety/line-of-duty roles).⁵

Note: These baseline protections provide a foundation, but they are not a substitute for a comprehensive, coordinated household plan.

Coordinating TSP Retirement Assets

Pensions are only half the battle; most federal couples maintain independent savings through the Thrift Savings Plan (TSP). These accounts should be managed as part of a single, unified strategy.

To ensure seamless long-term financial continuity, keep these two rules in mind:

1. Keep Beneficiary Designations Current: Without active updates, decisions become fragmented and incredibly difficult to manage later.
2. Utilize Beneficiary Participant Accounts: TSP rules allow a surviving spouse to maintain inherited TSP assets in a specialized account where they remain invested and accessible under TSP rules.⁶

Prepare for transition scenarios

Regardless of career path, 6(c) or standard FERS, every federal householdshould build a complete planning horizon for change. Your coordinated strategy should explicitly account for:

• One spouse retiring earlier than the other
• The household transitioning from a dual income to a single income.
• Disability or unexpected career interruptions
• Long-term survivor scenarios

Work the Plan Together: Take the Next Step

Managing two federal careers requires making elections with a shared strategy, keeping documentation aligned, and revisiting decisions as your lives evolve. Most of these choices happen at different points in your career, but they all can collide at retirement when options become locked in.

AFBA helps federal employees coordinate their benefits before decisions become final. A complimentary Federal Benefit Review can help you:

• Evaluate how your benefits align as a couple
• Confirm coverage, elections, and key records
• Identify gaps, overlaps, or missed opportunities
• Build a clear, coordinated plan before retirement decisions are locked in

 

Request your AFBA Federal Benefit Review to assist in ensuring your benefits are aligned before they’re finalized.

AFBA provides federal benefit analysis and education. AFBA is not OPM and does not provide legal or tax advice. All benefits are subject to applicable laws, regulations, and OPM determinations.

A look at FERS disability, workers’ comp and Social Security and how they fit together if injury or illness ends your career early

Federal service always comes with some level of risk. For employees in 6(c) positions, law enforcement, firefighting, and air traffic control, that risk is part of the job. It also means your career may not follow a straight line to retirement. Injury, medical conditions, or sustained stress can interrupt your ability to work, sometimes temporarily, sometimes permanently. When that happens, your responsibility shifts quickly from mission execution to income continuity. Understanding how disability benefits work, and preparing for that possibility in advance, can make a difficult situation more manageable.

The reality of 6(c) risk

6(c) roles are defined by physical or mental demands that go beyond standard federal positions.

• Law enforcement officers face physical danger, environmental exposure, and operational stress.¹
• Firefighters operate in hazardous, unpredictable environments
• Air traffic controllers manage sustained cognitive pressure in high-consequence situations

These risks increase the likelihood that a medical issue could affect your ability to continue in your position.

When you can’t perform your duties

If a medical condition prevents you from performing essential job functions, and your agency cannot accommodate you, you may need to pursue disability benefits. This process is documentation-driven and time-sensitive. Delays or incomplete information can affect outcomes.

Key steps include:  

• Agency certification that you cannot be reassigned at your grade or pay²
• Complete medical documentation supporting your condition
• Work history and service records used in benefit calculations
• Required application forms (including Social Security documentation)

Strong documentation can be the difference between a smooth process and extended delays. If you are unsure if your current records meet OPM standards, AFBA’s Federal Benefit Review can help you review your documentation before a crisis occurs.

Understanding your options

Disability income for federal employees typically comes from one of three programs. Each serves a different purpose, and you must choose between them depending on your situation.

FERS Disability Retirement

• Available with at least 18 months of creditable service³
• Provides monthly income if you cannot perform your job
• Designed to carry you to retirement eligibility

 

OWCP (Workers’ Compensation)

• Applies to job-related injuries⁴
• Provides wage-loss benefits and medical coverage
• Cannot be received at the same time as a FERS disability annuity⁵

 

Social Security Disability Insurance (SSDI)

• For individuals unable to perform any substantial work⁶
• Often required as part of the FERS disability process⁷

Each program follows its own rules, timelines, and requirements. The right option depends on your specific circumstances.

Other factors to keep in mind

Disability affects more than just your immediate income.

• Your agency plays a role in supporting your application
• Health benefits may continue under certain conditions
• You may be periodically reevaluated for continued eligibility
• Returning to work may change your benefit status

In some cases, if your condition prevents long-term return to duty, disability may transition into retirement earlier than planned.

Preparation matters

For 6(c) employees, disability is not a theoretical risk, it’s part of the career landscape. The best way to handle it is the same way you approach operations: prepare in advance.

That means:

• Keeping your records complete and accessible
• Understanding how your service is documented
• Knowing how benefit programs interact before you need them

The goal is continuity, of income, benefits, and decisions, when circumstances change.

Take the next step

AFBA helps federal employees understand their benefits before decisions become urgent.

A complimentary Federal Benefit Review can help you:

• Confirm your service and documentation
• Understand how disability benefits apply to your retirement situation
• Identify gaps or risks before they affect you

Request your AFBA Federal Benefit Review to get clarity on your options and next steps.

AFBA provides federal benefit analysis and guidance. AFBA is not affiliated with OPM or any government agency and does not provide legal or tax advice.  All benefits are subject to applicable laws, regulations, and OPM determinations.

Why law enforcement, firefighters and air traffic controllers get a different, and often misunderstood, path to retirement

If law enforcement and military people know anything, it’s that operational effectiveness starts with training and planning. From maintaining equipment to briefing objectives, little is left to chance.
Why approach your post-6(c) life with anything less than that same discipline? Critical checklist items are often missed at retirement may leave money on the table. Many times, financial advisors unfamiliar with federal benefits can add to the problem. Don’t let OPM determine your numbers for you; own them before you file.

You don’t need to go it alone. Organizations such as the Armed Forces Benefits Association (AFBA) have resources tailored to 6(c) people. They can help you with the detailed planning you must do when it comes to retirement. You wouldn’t go into a firefight without backup; in retirement, professional guidance can easily pay for itself.

Why do we have 6(c) jobs?

6(c) is shorthand for a provision in Title 5 of the U.S. Code, which covers terms and conditions of federal employment. In providing 6(c) employees with special provisions for retirement, the government acknowledges the special conditions of the job itself:

• Physical and medical standards: These roles are physically demanding and require maintaining rigorous health standards.
• Inherent danger: The work often involves high-risk environments and life-threatening situations.
• Mental intensity: In the case of air traffic controllers, the work entails constant, high-stakes mental pressure in daily life-or-death situations.

Do you qualify for 6(c) special provisions?

Not every federal employee who carries a badge or works in a high-stress environment falls under the 6(c) umbrella. Generally, this coverage includes:

• Law enforcement officers (LEOs): U.S. marshals, FBI special agents, Border Patrol agents and federal air marshals
• Federal firefighters: Including those in specialized crash/rescue roles.
• Air traffic controllers (ATC): Covered due to the mental intensity of the work.

Note: Not every badge qualifies. Certain DoD and VA police may fall under standard Federal Employees Retirement System (FERS) rather than 6(c).

How do you calculate your 6(c) pension: The high-3 math

Because you serve under 6(c), you contribute more to your retirement, but you receive an enhanced annuity. Your pension is driven by your “high-3,” the average of your highest 36 consecutive months of basic pay.

• First 20 years: 1.7% of your high-3 for each year.
• Additional years: 1.0% of your high-3 for every year over 20.
• The compression factor: Many 6(c) positions carry mandatory retirement (often at age 57). This compresses your planning window compared with your peers.

Stop the guesswork: Your high-3 and Retirement Service Computation Date (RSCD) are the pillars of your retirement check. Don’t file blindly. Click here to request a complimentary 6(c) benefits review and ensure your SF-50s are audit-ready.

Don’t assume OPM has all the information: your documentation is mission-critical

OPM will determine your case, but adjudicators can only work with what’s in your file. Just as you wouldn’t roll into an operation without preparation, don’t assume OPM will attempt to locate every detail for you.

Pack your own parachute: Request the documents you need

In the 6(c) world, the “parachute” that ensures a safe landing into retirement is your documentation. For every position, retain documentation that proves where you worked, for how long, and under what classification. If you don’t have it, request copies from your servicing HR offices now before you file.

AFBA can help you look for small discrepancies

Small discrepancies in your file can lead to large delays or reduced checks. AFBA can help you audit these specific dates:

• RSCD vs. LSCD: Your retirement service computation date (RSCD) is not your leave service computation date (LSCD). Breaks in service, refunded deposits and prior military service can shift your RSCD and affect eligibility, your annuity start date and even survivor benefits.
• Service gaps: Breaks in service, refunded deposits or prior military time can shift your RSCD, affecting your eligibility and annuity start date.

Key point: Once OPM finalizes your annuity, retroactive 6(c) coverage corrections are unlikely. Get it right up front. Clean, correct SF-50s are the fastest route to the FERS benefit you earned.

What happens if you have FERS disability?

Because of the hazards and stress of 6(c) work, disability can happen. If you’re medically unable to perform your 6(c) duties, FERS disability generally provides a safety net, but the calculus demands precision:

• Year 1: Generally, pays 60% of your high-3.
• Year 2 until age 62: Pays 40% of your high-3.
• The SSDI offset: You must apply for Social Security Disability Insurance (SSDI). If approved, your FERS benefit is reduced by 100% of the SSDI amount in the first year and 60% thereafter.
• OWCP Election: You generally cannot receive both workers’ compensation (OWCP) wage-loss benefits and a FERS disability annuity simultaneously; you must elect one.
• Don’t overlook unused sick leave or deposited military service; both can affect creditable time, while items like overtime, bonuses or awards do not count toward high-3.

Note: Being unfit for 6(c) duties doesn’t always mean you are unfit for other federal work. However, be mindful of outside earnings limits and periodic medical re-evaluations required to maintain your annuity.

You have questions, AFBA has answers

AFBA understands the rules, the tempo and the culture of 6(c) because serving those who serve is our purpose. Our Federal Employee Benefit Analysis is a complimentary service that ensures you leave with your numbers and a step-by-step plan to maximize your retirement benefits for 6(c) employees and is available to all FERS employees.

Own your future: Request your complimentary 6(c) review

You wouldn’t enter a high-risk operation without a briefing; don’t enter retirement without your Retirement Ready Report. Our specialists speak the language of 6(c) and are ready to help you audit your file before OPM sees it.

What you’ll get in your complimentary session:

• Document audit: We’ll review your SF-50s for missing coverage evidence.
• Pension analysis: A personalized look at your High-3 and projected annuity.
• Action checklist: A clear, tactical plan for your specific retirement window.

Request my complimentary 6(c) review now

AFBA is a provider of federal benefit analyses; AFBA is not OPM and does not provide legal or tax advice. All benefits are subject to applicable laws, regulations, and OPM determinations.

Not sure if your specific role qualifies for the 1.7% multiplier? Fill out our request form here, and we’ll help you verify your 6(c) status at no cost to you.

Every year you delay planning can quietly shrink your pension, your TSP growth and your options later

More than likely, you didn’t choose a federal law enforcement, firefighting, air traffic control, healthcare, STEM fields or a standard General Schedule position to get wealthy. You chose to serve. But that service comes with a hidden cost: The Service Sacrifice.  The biggest sacrifice? Time. Specifically how little of it you have to prepare for retirement if you are in a “special provisions” career.  Under the special rules of Section 6(c), your career has a built‑in expiration date. You have a much shorter timeline than the average GS employee to build a “comfortable” retirement.

The Mandatory Countdown

Unlike standard employees who can work as long as they’d like, your 6(c) job comes with mandatory retirement ages because of the unique physical and mental strains of the work:

• Firefighters: You must retire at 55¹
• Air Traffic Controllers: You are required to retire at 56¹
• Law Enforcement Officers (LEOs): Your mandatory retirement hits at 57²

You have a compressed window to plan for your future. Because you are held to a different standard that forces you to hang up the uniform while you are still young, you cannot afford to let retirement sneak up on you and leave your family financially unprepared.

Why your retirement math works differently

At its core, your federal retirement income rests on three pillars: your FERS pension, the Thrift Savings Plan (TSP), and Social Security³. None of these automatically optimize themselves for you. For special provision employees, these pillars face a unique challenge: The High‑3 Gap. Think of it like an old game show prize romp through a department store. Everyone starts at the same line, but regular employees have more time in the “aisles.” Those extra years mean more cost‑of‑living adjustments (COLAs) and more time for rank advancement, which can significantly increase a regular employee’s “high‑three” average salary compared to yours⁴.

Retirement is more generous, but a shorter runway

Special provisions do give 6(c) employees a more generous annuity calculation, but it only partially offsets a shorter working life.

• The Pension Multiplier: LEOs, firefighters, and ATCs receive a 1.7% multiplier for their first 20 years of service, compared to 1.0%–1.1% for regular FERS employees⁴
• The Contribution Cost: Many special provision employees hired in 2014 or later contribute approximately 4.9% of salary versus 4.4% for standard FERS employees, reflecting an additional cost for enhanced benefits²
• Compressed TSP Growth: You won’t have the same extended timeline of agency contributions and compounding growth that longer careers provide

To match your annuity, a regular civil service employee would typically need a longer career, but they also have the time to achieve it. You don’t.

Don’t Let Paperwork Define Your Retirement

Your retirement check doesn’t arrive at its maximum value by default. It’s driven by formulas and verified pay history, and the government’s records aren’t always perfect. If you rely solely on your agency’s records, you risk a permanent under‑calculation of your annuity if some 6(c) service is undercounted. Missing or misclassified service is difficult to correct later.

The Bottom Line

Special provisions offer stronger benefits but less time to maximize them. That tradeoff makes early planning and accurate records essential. Waiting doesn’t just delay progress; it can reduce your options and your income in retirement.

A Step Worth Taking Now

Don’t let mandatory retirement sneak up on you and leave you financially unprepared. A complementary review helps you:

• Validate Service Credit: Are your 6(c) time and key dates accurately recorded?
• Audit Your Annuity: Understand how your pension is calculated so you don’t overlook potential income
• Strategize Your “Three‑Legged Stool”: Identify risks and opportunities across FERS, your TSP, and Social Security

Clarity now creates choices later.

Get started today at retirementbenefits.afba.com.

The documentation mistakes that turn a smooth federal retirement into a months-long wait

After working maybe 20 years at a physically and mentally demanding career, the last thing you want is for that first retirement annuity check to arrive smaller than you expect – or earned. Yet it’s a real risk for 6(c) federal employees. That designation, 6(c), refers to a section of the federal employment law that gives law enforcement officers, firefighters and air traffic controllers enhanced retirement benefits to go along with shorter careers.¹

The Reality of the OPM Backlog

If that’s you, here’s an important insight: You can’t count on the government to get your annuity calculated correctly. Or on time. Mistakes happen, paperwork goes missing, and you can fail to get credit for time served. Common errors to avoid often involve unadjudicated issues. These can cause lengthy delays when the Office of Personnel Management (OPM) goes about calculating your annuity. This largely manual paperwork process has a backlog of some 30,000 cases² at the moment. Some feds who retired last September still haven’t started receiving their annuities!

Potential Causes of Delay

• Missing Paperwork: This could result in non-verification of information on your SF-50 form.
• Special Provisions Misclassified: Part of your 6(c) service was not classified correctly or not at all. If not fixed, you could end up with a smaller annuity. Maintain your own records; don’t count on the agencies to have everything.
• Complexity Stemming from Disability: It’s not uncommon for people in 6(c) occupations to experience periods of disability. In these periods, you continue to accumulate annuity credit at the special provisions enhanced level until you reach 62.³
• Divorce Snafus: Keep careful records of divorce agreements, especially if your ex-spouse was not to receive a portion of your annuity. Be prepared to provide OPM with a certified copy of your divorce decree.

Heads up: Don’t Overlook Military Buyback

Many 6(c) feds joined the civilian side of government after a military career. The Military Buy Back option (Military Service Deposit) lets you convert active duty years into years counted towards your FERS retirement annuity.

Why It Matters

A FERS annuity under enhanced provisions simply brings a bigger annuity than if you don’t act. You accrue FERS credit for the years you buy back.

Timing and Costs

It’s called “buy back” because you must pay for the years you convert—roughly 3% of your base military pay⁴ . You can write a check or pay with a payroll deduction.

• Avoid Interest: You’ll pay interest on the buy back if you wait until three years after active duty. Start early.⁵
• The Forms You Need: Use SF-3108 to apply for service credit payments. Use DD-214 to verify eligibility. If you don’t have your DD-214, use SF-180 to obtain it from the National Archives.⁶

How to Get and Stay Organized

Federal retirement is anything but plug-and-play. Small paperwork errors can derail your application or result in a smaller annuity than you’ve earned.

Start Your Career “History Book”

Don’t wait until a week before retirement to gather your materials. Start months or a year in advance to create a history of your career. This should include documents that prove where you worked, for how long, and under what job classification. With everything in one place, you can do a self-review before you submit.

Take Advantage of Expert Resources

You needn’t go it alone. Check out the Armed Forces Benefits Association’s Pre-Retirement File Check. It’s complementary, and helps you identify gaps and develop a roadmap towards completing your retirement application. The government has an across-the-board application backlog challenge. For the best chance to have your own retirement application go through smoothly, remember it’s on you to make sure all the details and corroborating paperwork are in order. Let AFBA help.

Get started today at retirementbenefits.afba.com.

Social media is about more than sharing memes and catching up with friends and family — it's become an invaluable tool for job seekers and recruiters alike. Whether you're new to these platforms or you're a digital native who grew up with them, knowing how to effectively craft your profile can have significant impacts on your job searching journey.

But why is social media important to employers in the first place?

Why Is Social Media Important in a Job Search?

Each social media profile is a collection of posts, images and videos the individual shared to express themselves. For employers, this offers a quick and easy way to gain insight into who their prospective candidates are.

As a job seeker, your active presence on platforms like Instagram and Facebook, as well as more professional ones like LinkedIn, is your first impression with recruiters. In fact, a staggering 84% of organizations use social media to recruit new talent, according to Zippia. How exactly?

How Employers Use Social Media

You've likely heard of the term "social media screening" when it comes to the application process — but what does that really mean? While standards and procedures vary by employer, a social media screening typically involves hiring managers scanning through your social media profiles before making a hiring decision or even setting up an interview.

During this process, they're likely checking your accounts across the three main platforms: LinkedIn, Facebook and X. Any questionable posts that showcase extreme viewpoints, dangerous or obscene behavior or other unprofessional activities are likely going to raise some eyebrows at the very least, if not squander your chances at a position.

So how do you use social media to your advantage and prevent any potential misgivings?

Top 5 Tips To Secure a Job With Social Media

Here are 5 tips to help you leverage social media in your job search:

1. Keep Your Profile Clean and Professional
Instead of scrubbing your profile from the internet, try scrubbing it clean of any "offensive" content that could dissuade potential employers. In addition to deleting or hiding old posts, you should also consider what you share moving forward to ensure you're seen in a positive light.

2. Update Your Skills and Experience
As you go through your social media profiles, be sure to update your skills and experience. This is essential for professional networking platforms like LinkedIn, as they act as a digital resume or portfolio. Any time you gain a new certification or learn a new skill, be sure to include it in your bio or "About You" section.

3. Start Networking and Making Connections
One of the best ways to use social media in job searching is as it's intended: as a networking tool. Build as many connections as possible across different platforms, because you never know when or where the next opportunity could arise.

4. Research and Follow Potential Companies
Just like employers, you should also be using social media to find out more about the companies you apply to. Not only will engaging with their posts show interest, but reading their blogs and viewing their content can help you gain a better understanding of the company itself.

5. Send Personalized Messages
Finally, when you're ready to pull the trigger and apply to a position, don't be afraid to send a personalized message to the hiring manager or anyone else you may know on the hiring team. While you don't want to come across as pushy or overbearing, a well-written note can go a long way in keeping your name top-of-mind for employers.

A solid resume can be your golden ticket to the dream job you've always wanted, but many job seekers today aren't sure where to start with theirs — especially if they've been out of the market for some time. Fortunately, it's not too difficult to craft an effective resume that highlights your accomplishments, skills and experience. But before we dive into how you can do that, it's important to cover what you should and shouldn't include in your resume.

What should you include in your resume?
When you think of what to put down in your resume, you likely think of your work experience, skillsets and specific achievements in your career so far. While these are all important, you don't have to include everything.

To understand what should and shouldn't go in your resume, it's easier to highlight a few things that are better left out, such as:

• Personal information, like an address or date of birth.
• High school details (unless you're a recent graduate).
• References (including the redundant phrase, "References available upon request").
• Irrelevant or outdated work experience.

Not only do these take up valuable real estate, but some can even work against you, showing a lack of (or unrelated) experience.

Top 5 tips to land the job
Without further ado, here are our top five tips for creating the perfect resume:

1. Look for keywords in the posting
Whenever you see a job posting that intrigues you, be sure to study the language it uses carefully. Within each description are specific keywords that employers and, more often than not, hiring software use to recognize an ideal candidate. Using these keywords in your resume is essential to ensure you pass the initial applicant screening.

2. Review examples in the industry
It's also a good idea to look at other resume examples from the same industry and, ideally, the same position. While you might not always know someone in your network who got the job, there are plenty of samples online demonstrating what a high-quality resume looks like. As you review them, you'll start to notice a few trends; namely, the resumes that get results keep things short and simple, using concrete numbers to highlight measurable value.

3. Use strong, active language
Now it's time to turn attention to the language on your own resume. Try to use active voice and keep your wording as concise as possible. The hiring manager won't want to read a novel when the next applicant in the pile has neatly organized bullet points. In addition, you should also lean into your accomplishments and use strong words like "achieved" or "earned" whenever possible.

4. Proofread!
This step might seem obvious, but it's essential nonetheless. You should proofread your resume as many times as it takes to feel confident there are no errors. Then you should ask another industry professional, trusted friend or family member to look it over and provide feedback. It's okay for your resume to go through multiple rounds of revisions. The idea is to boil it down to your essential skills, experience and accomplishments so employers can easily see the value you'd add to their team at a glance.

5. Draft different versions
Finally, don't be afraid to draft multiple copies of your resume. While it's good to have a baseline resume that you can use as a template to jump off from, it's always best to tailor your resume to each unique job position to which you apply. This is especially useful for applying to different industries or positions within one. Just be sure not to mix them up as you're applying.

Discover more resume-building resources
If you're looking for more resources to help craft a strong resume, visit the AFBA career center and browse our packages.

Do you plan on staying in your current job position until you retire? If you answered "yes," then congratulations! But, if like most people, you want more from your work life, then career coaching might be for you.

Contrary to what many believe, career coaching isn't just for those seeking a job — it can also help those trying to change careers, advance in their position or begin an entrepreneurial role.

Let's take a closer look at how these services work and how you can use them to secure your dream job.

What is a career coach and what do they do?

Before we begin, it's important to understand just what the role of a career coach entails. These mentors work one-on-one with people to help them hone their skills, find their purpose, work toward their career goals and unlock their full potential in their ideal career.

Career coaches are accredited to make sure they can respond to people's personalized, individual needs, providing everyone with a unique approach. Not only do they offer a wealth of knowledge to make yourself marketable, but they also provide perspective and motivation to help you keep looking for a better opportunity.

The benefits of working with a career coach

Whether you're just starting a career, you're dissatisfied with your current role or you want to accelerate your move to the next position, a career coach can offer invaluable services to improve your work life.

But the benefits don't stop at achieving a satisfying and fulfilling career; along the way, they'll also help you:

1. Recognize your value: Career coaches can help you identify the skills that bring personal fulfillment and make you valuable to employers.
2. Plan your career steps: They'll also work with you to map out the overall trajectory of your career, planning for wherever you want to be five, 10 or even 20 years from now.
3. Set and measure goals: To maintain momentum toward your desired career, your coach will help you establish specific milestones and check up on your progress.
4. Network with professionals: Career coaches often offer access to a vast network of skilled professionals, helping you connect with the right people in the right industry.
5. Prepare for job interviews: As you pick the perfect job postings to apply for, your coach will guide you through the process to help position you as the top candidate in any talent pool.

How does career coaching work?

When someone first meets with a career coach, the relationship often starts with a discovery period in which they get to know the client's current career situation and any potential future goals. Then, they set a schedule to meet on a regular basis in coaching sessions. During these appointments, they'll continue to discuss these topics, develop career-related skills and act on the plan they set in motion.

How to get the most out of a career coach

While the job of a career coach is to help guide you along a path toward your goals, that doesn't mean you won't have to put in the work. Getting ready for a coaching session involves preparing any documents (such as a resume or cover letter), but it also includes things like:

• Keeping an open mind about new perspectives or opportunities.
• Being honest and vulnerable about your career goals with your coach.
• Completing and following up on any tasks outlined in the previous session.
• Preparing any questions you have or thoughts on your career trajectory.

Over time, these sessions will help you identify areas to improve and keep you motivated to continuously move toward your desired career.

If you're looking for a career coach, go to the AFBA Career Center.

There are few days in U.S. history more consequential or somber than September 11, 2001. Every year since the deadly attacks that took nearly 3,000 lives, Americans have paused on September 11 to remember those who died, and to dedicate themselves to serving their communities.

In December 2001, Congress designated September 11 as Patriot Day, and in 2009, as part of the Serve America Act, the day also became a National Day of Service and Remembrance. By attending a memorial service, sharing your personal memories and experiences or by giving back to your local community this Patriot Day, you can ensure that the indefatigable spirit of the victims lives on.

What Happens Every Patriot Day?

In keeping with its solemn tone, Patriot Day is a time of contemplation and service. In the official White House announcement proclaiming last year's Patriot Day, President Joe Biden described some of the ways the government would be commemorating the anniversary.

All flags flown by government branches, agencies and departments fly at half-staff on September 11. A moment of  silence is observed at 8:46 a.m. eastern time, acknowledging the time when the first World Trade Center tower was struck.

There is also an annual observance ceremony carried out by the National Park Service at the Flight 93 National Memorial. This quiet location in southern Pennsylvania is the place where that flight crashed on September 11 when heroic passengers and crew prevented it from becoming part of the attacks.

The public service organization AmeriCorps also designates September 11 as one of its two annual National Days of Service, alongside Martin Luther King, Jr. Day. The group encourages individuals to pledge to serve their neighbors and offers web resources that connect people with opportunities to help out near them.

Beyond these nationwide and local commemorations, each person can go into their community and perform acts of service on their own to ensure they are showing a resolute, civic-minded spirit on this tragic anniversary. This is an opportunity to put good into the world as part of mourning and remembrance.

What Are Some Ways to Observe Patriot Day?

At first, it can be difficult to know how to mark a somber day like September 11. However, there are numerous ways to remember the tragedy and honor the sacrifices of those who died that day through giving back to your community.

Perhaps the most fundamental part of observing the National Day of Service and Remembrance is simply showing love and kindness to the people in your life, friends, family and strangers alike. This attitude is a good foundation for acts of service, and a way to show that you honor the sacrifices of those who gave their lives.

In a more concrete sense, you can also take part in volunteer projects. The National Park Service recommends getting out to serve, and runs its own events, some in conjunction with groups such as The Mission Continues, a nonprofit community impact group that helps veterans acclimate to lives at home following after they've served.

You can also share memories and reminiscences to ensure the sacrifices of those who perished on September 11, 2001, as well as the first responders who gave so much of themselves to provide assistance on that day, lives on. One of the legacies of September 11 is that everyday people can find heroism within themselves, and honoring that is part of Patriot Day.

We at AFBA hope you'll join us in honoring those who gave their lives September 11, 2001, and those who committed brave acts of service that day, on Patriot Day 2023 and beyond.