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Workforce Development Jobs in Fort Washington, MD

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Workforce Development information

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$29.9K

$68K

$134.4K

How much do workforce development jobs pay per year?

As of Sep 2, 2026, the average yearly pay for workforce development in Fort Washington, MD is $67,982.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,800.00 and $88,100.00 per year, depending on experience, location, and employer.

What is workforce development?

Workforce development refers to a wide range of activities, policies, and programs designed to create, sustain, and retain a skilled workforce that meets the current and future needs of employers. This field focuses on improving workers’ skills, connecting people to employment opportunities, and supporting career advancement. Workforce development can include job training, education, career counseling, apprenticeships, and collaboration between businesses, educational institutions, and government agencies. Its ultimate goal is to strengthen both individuals’ employability and the overall economic health of communities.

How do workforce development professionals typically collaborate with local employers and educational institutions?

Workforce Development professionals often serve as a bridge between local employers, training providers, and educational institutions. They regularly coordinate with businesses to identify current and future hiring needs, then partner with schools and community colleges to develop or enhance training programs that align with those needs. This collaborative approach ensures that job seekers are equipped with relevant skills and that employers have access to a qualified talent pipeline. Effective communication and relationship-building are key parts of the role, making networking and stakeholder management essential daily activities.

What are the key skills and qualifications needed to thrive in workforce development, and why are they important?

To excel in Workforce Development, you need expertise in career counseling, labor market analysis, and program management, often supported by a relevant degree or certifications such as CWDP (Certified Workforce Development Professional). Familiarity with workforce information systems, job-matching platforms, and data analysis tools is typically required. Outstanding communication, relationship-building, and problem-solving skills help professionals connect with job seekers and employers effectively. These skills ensure successful program outcomes, foster community partnerships, and enable individuals to achieve employment and career growth.

What is the difference between Workforce Development vs Career Counselor?

AspectWorkforce DevelopmentCareer Counselor
CredentialsVaries; often includes certifications in workforce or employment servicesTypically requires a counseling or career development certification or degree
Work EnvironmentGovernment agencies, community organizations, training centersEducational institutions, private practices, career centers
Employer & Industry UsageUsed by public and nonprofit sectors to improve employment ratesUsed by schools, private firms, and counseling agencies to guide individual careers

While both roles focus on employment and career paths, Workforce Development primarily involves creating programs and policies to improve employment opportunities at a community or organizational level. Career Counselors work directly with individuals to help them identify career goals and develop personal strategies. Understanding these differences helps job seekers and organizations choose the right support for their needs.

Is workforce development a good career?

Workforce development is a growing field focused on improving employment opportunities and skills training. It often involves collaboration with community organizations and government agencies, requiring strong communication and program management skills. The career can offer stability and the chance to make a positive community impact.

What does a workforce development do?

A workforce development professional helps connect individuals with job opportunities, training programs, and skills development to meet labor market needs. They often work with employers, educational institutions, and government agencies to improve employment outcomes and workforce skills.

What job categories do people searching Workforce Development jobs in Fort Washington, MD look for?

The top searched job categories for Workforce Development jobs in Fort Washington, MD are:

What cities near Fort Washington, MD are hiring for Workforce Development jobs?

Cities near Fort Washington, MD with the most Workforce Development job openings:

Workforce Development jobs near you
Infographic showing various Workforce Development job openings in Fort Washington, MD as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $67,982 per year, or $32.7 per hour.

Workforce Partnership Manager

Collaborative Solutions for Communities

Washington, DC • On-site

Full-time

Posted 25 days ago

Job description

Position Purpose
The Workforce & Partnership Manager is responsible for the day-to-day management of the Workforce Development Division. The incumbent provides leadership, accountability, and team integration; implements and monitors a strengths-based approach to supervision, case management, and service delivery; and provides guidance and direction to Employment Specialists, Case Managers, and related staff. The incumbent is also responsible for developing and sustaining community partnerships that support participants access to employment opportunities, training resources, supportive services, and related referrals. The incumbent ensures that division operations, training activities, partnership efforts, and program outcomes align with the agency's mission, contractual requirements, and workforce development goals. In addition, the incumbent provides rotating emergency coverage for Employment Specialists and Case Managers, as needed.
Principal Accountabilities
  1. Training � In collaboration with the Director, provide leadership and direction to Employment Specialists, Case Managers, and member agencies in the application of a strengths-based approach to maximize the effectiveness of social work and case management practices. Implement, monitor, and evaluate the strengths-based model and recommend program improvements as needed. Plan and deliver occupational skills training for out-of-school youth in a single occupation with demonstrated employment opportunities, utilizing the Thinking for Change curriculum as part of the overall instructional framework. Ensure training is aligned with employer-recognized skill requirements for the selected occupation, provide participants with instruction on the related industry sector or occupational cluster, and encourage pursuit of post-secondary education and advanced occupational training.

  1. Employment Services Program � Manage direct service staff in developing positive relationships with families, participants, and employers. Observe Job Developers/Job Coaches, Retention Specialists, and Case Managers on a regular basis in the performance of case management and service delivery functions to ensure quality programming. Provide guidance, coaching, and support to promote professional development, resolve complex cases, and strengthen staff knowledge and application of the strengths-based approach.

  1. Quality Assurance � In collaboration with the Director of Programs, review records to ensure compliance with contracts and program requirements. Ensure all required documentation, reports, data, and information are accurate, complete, and up to date within required time frames for administrative reviews, audits, quarterly reports, and the annual report. Review unusual incident reports and recommend corrective actions, as needed.

  1. Administrative � Maintain overall accountability for the Division's human resource requirements, including the development and monitoring of staffing models and scheduling plans; recruit, select, and evaluate staff within required time frames; initiate disciplinary actions, as needed; and identify appropriate compensation levels for team members. Orient staff members to departmental and organizational requirements.

  1. Supervision � Conduct weekly supervisory sessions with Job Developers/Job Coaches, Retention Specialists, and Case Managers to review complex cases, provide direction and guidance, and identify strengths and areas for improvement with appropriate courses of action.

  1. Program and Community Partnership Meetings � Coordinate and participate in Program Review Committee, member agency, employer, and community partner meetings. Develop and maintain strong community partnerships that expand participant access to employment opportunities, supportive services, training resources, and related referrals. Provide timely information to keep participants and partners informed of new employment opportunities, program developments, community resources, and changes that affect current work practices.

Education
Bachelor's Degree in related field, or 5 years of social services experience.
Experience
Five years of experience in workforce development, social services, employment services, training, community partnership development, or a related field, preferably serving youth and families. Minimum of two years of supervisory experience, with demonstrated success in staff leadership, coaching, and performance management. Experience in program development, case management, employer engagement, community outreach, partnership coordination, and service delivery oversight is preferred. Demonstrated knowledge of strengths-based practice, human services, case management, crisis intervention, and program compliance requirements. Strong oral and written communication, interpersonal, and organizational skills. Ability to manage multiple priorities effectively. Proficiency in Microsoft Office applications required.

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