You find a federal job on USAJOBS that matches your military background perfectly. The duties line up, the location works, and the pay looks solid. Then you notice the pay plan says "WG-10" and you have no idea what that means. You were expecting a GS number.

Two different pay systems. Two different career paths. Two different ways the federal government calculates what you earn, how you get overtime, and how fast you advance. And most veterans applying for federal jobs have only heard of GS.

I worked across six federal career fields after separating from the Navy — Environmental Management, Supply, Logistics, Property Management, Engineering, and Contracting. Some of those roles were GS. Some agencies I applied to had WG equivalents for hands-on work that matched my diving background better than any desk job. The difference between these two systems shaped my pay, my promotion timeline, and what my resume needed to say. If you are applying to federal positions and do not understand WG vs GS, you are leaving money and opportunity on the table.

What Are GS and WG Federal Pay Systems?

The federal government uses multiple pay systems, but the two that matter for most veterans are the General Schedule (GS) and the Federal Wage System (FWS), which covers Wage Grade (WG) positions. They serve different purposes and pay differently.

General Schedule (GS)

GS covers white-collar, professional, technical, and administrative positions. Think program analysts, contract specialists, logistics management specialists, IT specialists, human resources officers. GS positions are salaried. Pay is set by grade (GS-1 through GS-15) and step (1 through 10 within each grade). Your base pay comes from the national GS pay scale, then gets adjusted by locality pay based on where you work. A GS-12 Step 5 in San Diego earns more than the same grade and step in Oklahoma City because the cost of living is higher.

GS positions are classified by OPM (Office of Personnel Management) job series — four-digit codes like 1102 for Contracting, 0343 for Management Analysis, or 2210 for IT Management. When you see a USAJOBS listing with "GS-11/12" in the title, that tells you the grade range and that it falls under the General Schedule.

Federal Wage System (WG/WL/WS)

The Federal Wage System covers blue-collar, trade, and craft positions. Electricians, mechanics, machinists, pipefitters, heavy equipment operators, warehouse workers, aircraft maintenance technicians. These are hands-on roles where you are physically doing the work, not managing it from a desk.

WG stands for Wage Grade (non-supervisory). WL is Wage Leader (team lead). WS is Wage Supervisor. Unlike GS, WG positions pay hourly, not salary. And the pay rates are set by local wage surveys — the Department of Defense and OPM survey what private-sector workers in the same trade earn in that geographic area, then set federal WG pay to match. This means a WG-10 electrician at a Navy shipyard in Norfolk earns a different hourly rate than the same grade at an Army depot in Texas.

How Does WG Pay Compare to GS Pay?

This is where veterans get confused. A WG-10 and a GS-10 are not equivalent in pay, duties, or career track. The numbers look similar but they come from completely different pay tables.

Base Pay and Locality

GS pay starts with a national base table published by OPM, then adds a locality percentage. In 2026, a GS-9 Step 1 base is around $49,000 nationally, but with DC locality pay that jumps to roughly $61,000. Every GS employee in the same locality area gets the same percentage bump.

WG pay skips the national table entirely. Local wage survey boards collect data on what private-sector workers earn for the same trade in each wage area. A WG-10 aircraft mechanic at Joint Base Lewis-McChord earns whatever the survey says aircraft mechanics earn in the Puget Sound wage area. This means WG pay can be higher or lower than comparable GS positions depending on the local labor market for that trade.

Overtime Rules

This is the biggest practical difference and the one that catches veterans off guard. WG employees earn overtime at 1.5x their hourly rate for any hours over 8 in a day or 40 in a week. Period. Every WG grade, every position. If your shop has mandatory overtime — and many maintenance, repair, and logistics facilities do — that overtime pay adds up fast.

GS employees at GS-10 and above are generally FLSA-exempt, which means overtime is capped at the GS-10 Step 1 rate regardless of your actual grade. A GS-13 working overtime does not get GS-13 overtime pay. Some GS positions below GS-10 are FLSA non-exempt and get standard overtime, but the rules are more complicated than on the WG side.

For veterans coming from military jobs with long hours and shift work — which is many of you — this matters. If you are comparing a WG-10 position with regular overtime against a GS-11 position with no overtime, the WG-10 total annual compensation might actually be higher.

Step Increases and Promotions

Both systems use a step structure (Steps 1-5 for WG, Steps 1-10 for GS), but the waiting periods differ. WG step increases come faster at the lower steps — 26 weeks for Steps 1-3, then 78 weeks for Step 4, then 104 weeks for Step 5. GS step increases start at 52 weeks for Steps 1-3, then 104 weeks for Steps 4-6, then 156 weeks for Steps 7-9, and 156 again for Step 10.

For promotions to higher grades, WG positions often have established career ladders within a trade. A WG-5 mechanic might have a ladder to WG-10 with non-competitive promotions at each level. GS career ladders vary widely by series and agency — some positions advertise as GS-9/11/12 with promotion potential, others top out at GS-9 and you have to compete for anything higher.

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Which Military Backgrounds Map to WG vs GS?

Your military occupational specialty does not lock you into one system or the other. But some backgrounds have a more natural fit, and knowing where your experience carries the most weight saves you from applying to 40 jobs with zero callbacks — something I know about firsthand.

Military Jobs That Align With WG Positions

If your MOS, rating, or AFSC involved hands-on maintenance, repair, construction, or equipment operation, WG positions are likely a strong match. Think about these military backgrounds:

• Aviation mechanics — Army 15-series, Navy AD/AM/AE/AT ratings, Air Force 2A-series AFSCs. Federal WG aircraft mechanic positions at depots, air logistics centers, and naval air stations hire directly from these backgrounds.
• Vehicle and equipment mechanics — Army 91-series, Marine 35xx MOS fields. WG positions at Army depots, DLA, and military installations maintain the same equipment you worked on in uniform.
• Electricians, pipefitters, HVAC technicians — Navy Hull Technicians (HT), Construction Electricians (CE), Utilitiesman (UT). Army 12-series. These map to WG trades at every military installation in the country.
• Warehouse and supply handlers — Army 92A/92Y, Navy SK/LS ratings. WG warehouse worker and materials handler positions at Defense Logistics Agency sites.
• Heavy equipment operators — Army 12N, Navy Equipment Operator (EO), Marine 1345. WG positions at Army Corps of Engineers, Naval Facilities, and installation public works.

Military Jobs That Align With GS Positions

If your military role involved planning, analysis, management, IT, administration, or professional services, GS is your target. Examples:

• Logistics and supply chain management — Army 92A at NCO/officer level, Navy Supply Corps officers. GS-2001 (Supply Management) and GS-0346 (Logistics Management) series.
• Intelligence analysts — Army 35-series, Navy IS rating, Air Force 1N-series. GS-0132 (Intelligence) positions at DIA, NSA, or service-level commands.
• IT and cyber — Army 25-series, Navy IT/CTN ratings, Air Force 1B/3D AFSCs. GS-2210 (IT Management) is one of the largest federal job series.
• HR and administration — Army 42A, Navy PS/YN ratings. GS-0201 (Human Resources), GS-0301 (Miscellaneous Admin) series.
• Contracting and acquisitions — Army 51C, Navy and Air Force contracting officers. GS-1102 (Contracting) series, which is where I ended up in one of my federal career fields.

Can You Switch Between WG and GS Later?

Yes. And many federal employees do exactly this as their careers develop. But the move is not automatic and it is not always smooth.

Moving from WG to GS (or vice versa) typically requires applying to a new position through USAJOBS just like anyone else. The federal government has pay-setting rules that protect you from taking a pay cut when you move between systems. OPM calls this the "highest previous rate" rule — your new agency can set your GS pay at the step that equals or exceeds your previous WG rate, within certain limits.

Here is where it gets practical. Say you are a WG-10 Step 5 electrician earning $34 per hour ($70,720 base annually). You apply for a GS-11 facility management position. The agency can use your WG pay to set you at a GS-11 step that matches or exceeds your previous earnings, rather than starting you at Step 1. This is negotiable and agency-dependent, but the rule exists and you should know about it before you accept any offer.

Many veterans start in WG positions because the military-to-federal translation is more direct for trade skills, then move into GS management roles after a few years. That is a legitimate career path and one I have seen work repeatedly through BMR. A WG-10 aircraft mechanic who moves into a GS-11 or GS-12 aviation maintenance management role is not starting over — they are building on exactly the experience the agency needs.

How Should Your Federal Resume Target WG vs GS Roles?

This is where the pay system question becomes a resume question. WG and GS hiring managers look for different things in your application, and your federal resume needs to reflect that.

Resume Differences for WG Positions

WG hiring managers want to see specific hands-on skills, tools, equipment, and certifications. They care about what you physically did, what systems you worked on, and how proficient you are. Your resume for a WG position should emphasize:

• Specific equipment and systems by name — "Performed scheduled and unscheduled maintenance on F/A-18E/F Super Hornet airframes" beats "maintained military aircraft."
• Tools and technical processes — name the tools, diagnostic equipment, technical manuals, and procedures you used.
• Certifications and licenses — journeyman cards, FAA certifications, CDLs, welding certs, OSHA training. WG positions often have hard certification requirements.
• Hours per week and scope — federal resumes need hours/week, supervisor name and phone, and detailed duty descriptions. For WG roles, include the volume and complexity of your work.

Resume Differences for GS Positions

GS hiring managers evaluate your experience against the specialized experience requirements in the job announcement. They want to see management, analysis, program oversight, policy application, and measurable outcomes. Your GS-targeted resume should emphasize:

• Scope and impact — dollar values managed, personnel supervised, programs overseen. "Managed $4.2M annual supply budget across 6 warehouse locations" gives the reviewer something to work with.
• Specialized experience keywords — pull exact phrases from the USAJOBS announcement duties and qualifications sections. If the listing says "experience with acquisition planning and contract administration," your resume should use those exact terms.
• Progressive responsibility — GS positions at GS-11 and above want to see that you held increasing levels of authority. Show the progression from team member to team lead to supervisor to program manager.
• Quantified results — reduced processing time by 30%, managed a team of 14, completed 200+ inspections annually. Numbers make your experience concrete and comparable.

Both WG and GS federal resumes should be 2 pages max. Include hours per week, employment dates (month/year), supervisor contact info, and a detailed description of duties and accomplishments for each position. That level of detail is what separates a federal resume from a civilian one.

Common Mistakes Veterans Make When Choosing Between WG and GS

After helping over 15,000 veterans through BMR, I see the same patterns over and over when it comes to WG vs GS decisions. Here are the ones that cost people the most time and money.

Chasing the GS Title While Ignoring WG Compensation

Some veterans assume GS is "better" because it sounds more professional. They skip WG listings entirely and only apply to GS positions, even when their hands-on military experience is a perfect match for WG roles that pay well. A WG-10 with regular overtime in a high-cost wage area can out-earn a GS-11 with no overtime. Run the actual numbers before you decide which listings to target.

Using the Same Resume for Both Systems

A resume that works for a GS-2210 IT Specialist position will not work for a WG-10 electronics mechanic position. The vocabulary is different, the evaluation criteria are different, and what the hiring manager scans for in the first six seconds is different. If you are applying to both WG and GS positions — which I recommend for veterans with trade skills plus supervisory experience — you need separate resume versions tailored to each.

Not Understanding How Veterans Preference Applies

Veterans preference works in both WG and GS hiring, but the mechanics differ slightly. For GS positions filled through competitive examining, your 5-point or 10-point preference gets added to your numerical score. For WG positions, veterans preference also applies, and many WG positions at military installations specifically seek veterans with relevant trade experience. Either way, make sure your SF-15 and supporting documents are ready to go when you apply.

Ignoring the GS-to-Military Rank Equivalency

Many veterans apply to GS grades that are too low or too high for their actual experience level. An E-6 with 10 years of experience typically qualifies for GS-9 through GS-11 positions. A WG-10 is roughly the journeyman level, equivalent to an experienced E-5 or E-6 in a trade rating or MOS. Knowing these rough equivalencies helps you target the right grade range and avoid wasting applications on positions where you will not make the cert list.

What to Do Next

If you are separating or recently separated and trying to figure out which federal pay system fits your background, here is your action plan.

First, go to USAJOBS and search for positions in your trade or field. Filter by pay plan — you can select GS, WG, or both. Look at 10-15 listings in each system and compare the duties, qualifications, and pay ranges. This gives you a real picture of what is available and where your experience fits.

Second, check the OPM pay tables. For GS, look at the locality pay table for your target area at opm.gov. For WG, check the Federal Wage System pay schedules — also on opm.gov — for the specific wage area and trade you are targeting. Compare total annual compensation, not just base rates.

Third, build separate resume versions for WG and GS applications. Your WG resume leads with trade skills, equipment, and certifications. Your GS resume leads with management scope, program oversight, and measurable outcomes. Both need the federal formatting details — hours per week, supervisor contacts, month/year dates — but the emphasis shifts based on what that hiring manager needs to see in the first six seconds.

BMR's Federal Resume Builder handles the formatting and keyword optimization for both WG and GS applications. Paste the USAJOBS listing, and it tailors your military experience to match what that specific position requires. Whether the pay plan says WG-10 or GS-12, your resume needs to speak that position's language — and that is exactly what BMR was built to do.