GUEST COLUMN.

As we headed into 2025, we saw it coming. Every new administration brings about transition. We knew the newly formed Department of Government Efficiency (DOGE) would have a keen eye on making structural changes to the federal workforce. However, what many of us didn’t anticipate was the fast pace and sheer scale of this change.

For the past six weeks, new policies impacting the federal workforce have been introduced rapidly. While the results of these initiatives are still unclear, between the revocation of remote work, the optional government buyouts with scant details, and the likely potential for further layoffs, it is clear that federal workers are facing a challenging situation.

If there is a silver lining for the more than 2 million government workers across the country who are dedicated to service. It is this - state and local agencies are prepared to source new hires.

The state and local opportunity is clear

State and local governments could be looking at a ripe opportunity for hiring. This could have a multitude of positive benefits from an economic perspective and for the communities that will benefit from filling necessary positions.

In fact, according to data from NEOGOV’s job board GovernmentJobs.com, 589,000 employees were hired by state and local government agencies through its system over the last year.

Data pulled from the job site confirms that, for job-seeking federal employees, there is an abundance of meaningful work available for them, with more than 49,800 job openings in their states, cities, and local communities.

California, Florida, North Carolina, Washington, and the DMV region employ some of the highest numbers of federal workers in the country. At the same time, data indicates that state and local government employees are being hired in those areas at a consistent rate.

*State and local hires via GovernmentJobs.com

State and local governments are actively seeking talented, dedicated individuals to fill important positions. In fact, many agencies are opening their arms to federal workers during this time of uncertainty. In Palm Springs, Calif., for example, Chief of Police Andrew Mills recently publicly welcomed federal workers to join his team, expressing the immense value federal workers can bring to the local government level.

How can states and localities take advantage of this opportunity?

Across the country, state and local governments are embracing creative approaches to attract and retain skilled workers, ensuring public services remain strong.

In Jefferson County, Colo., a four-day workweek program has boosted productivity while giving employees a better work/life balance. Additionally, in San Juan Islands, Washington, county workers, unable to secure pay raises, advocated for and achieved a four-day workweek - a change that has led to happier employees and higher productivity.

These efforts highlight the importance of public servants and demonstrate how state and local agencies, in particular, have an opportunity at their fingertips to retain top talent while enhancing productivity.

In addition to offering creative approaches to attract and retain skilled workers, state and local governments should look to best practices in recruitment, new hire onboarding, and retention that support the employee/manager relationship.

Meaningful work for federal workers

For many, public service is a calling, and many federal workers are exploring ways to continue contributing to their communities despite uncertainty about their current roles.

According to surveys done by GovernmentJobs.com over the past six years, public sector workers consistently rank job stability and meaningful work at the top of the list of reasons they choose to work in government - two things that are not as easy to find in the private sector.

State and local governments not only offer job stability and the ability to make a deeper connection with local constituents, but also competitive pay and benefits. Compensation packages often include health insurance, retirement plans, and paid leave. These roles frequently provide unique perks such as shorter commutes than federal positions, opportunities to work closely with local communities, and greater flexibility in certain cases. For job seekers, evaluating the full compensation package can make these opportunities particularly appealing.

An uncertain, but meaningful future

While the future is undoubtedly uncertain for government workers, it is not without opportunity. As the CEO of a company that works hand-in-hand with state and local agencies to attract and retain talent, I see firsthand the immense value that government workers can bring to their communities. This sentiment is echoed in the feedback I hear from our state and local customers each day.

Knowing the desires of government workers and the opportunities available for them to still find meaningful work with stable career paths, we can see a future of possibility that benefits employees, employers and ultimately, the communities in which they serve.

The contents of this Guest Column are those of the authors, and not necessarily Barrett and Greene, Inc.  

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