Solutions for an Efficient and Effective Federal Permitting Workforce

The United States faces urgent challenges related to aging infrastructure, vulnerable energy systems, and economic competitiveness. Improving American competitiveness, security, and prosperity depends on private and public stakeholders’ ability to responsibly site, build, and deploy critical energy and infrastructure. Unfortunately, these projects face one common bottleneck: permitting

Permits and authorizations are required for the use of land and other resources under a series of laws, such as the National Environmental Policy Act (NEPA), the Endangered Species Act (ESA), and National Historic Preservation Act of 1966. However, recent court rulings and the Trump Administration’s executive actions have brought uncertainty and promise major disruption to the status quo. The Executive Order (EO) on Unleashing American Energy mandates guidance to agencies on permitting processes be expedited and simplified within 30 days, requires agencies prioritize efficiency and certainty over any other objectives, and revokes the Council of Environmental Quality’s (CEQ) authority to issue binding NEPA regulations. While these changes aim to advance the speed, efficiency, and certainty of permitting, the impact will ultimately depend on implementation by the permitting workforce.

Unfortunately, the permitting workforce is unprepared to swiftly implement changes following shifts in environmental policy and regulations. Teams responsible for permitting have historically been understaffed, overworked, and unable to complete their project backlogs, while demands for permits have increased significantly in recent years. Building workforce capacity is critical for efficient and effective federal permitting. 

Project Overview

Our team at the Federation of American Scientists (FAS) has spent 18 months studying and working to build government capacity for permitting talent. The Inflation Reduction Act (IRA) provided resources to expand the federal permitting workforce, and we partnered with the Permitting Council, which serves as a central body to improve the transparency, predictability, and accountability of the federal environmental review and authorization process, to gain a cross-agency understanding of the hiring challenges experienced in permitting agencies and prioritize key challenges to address. Through two co-hosted webinars for hiring managers, HR specialists, HR leaders, and program leaders within permitting agencies, we shared tactical solutions to improve the hiring process.

We complemented this understanding with voices from agencies (i.e., hiring managers, HR specialists, HR teams, and leaders) by conducting interviews to identify new issues, best practices, and successful strategies for building talent capacity. With this understanding, we developed long-term solutions to build a sustainable, federal permitting workforce for the future. While many of our recommendations are focused on permitting talent specifically, our work naturally uncovered challenges within the broader federal talent ecosystem. As such, we’ve included recommendations to advance federal talent systems and improve federal hiring.

Problem

Building permitting talent capacity across the federal government is not an easy endeavor. There are many stakeholders involved across different agencies with varying levels of influence who need to play a role: the Permitting Council staff, the Permitting Council members-represented by Deputy Secretaries (Deputy Secretaries) of permitting agencies, the Chief Environmental Review and Permitting Officers (CERPOs) in each agency, the Office of Personnel and Management (OPM), the Chief Human Capital Officer (CHCO) in each permitting agency, agency HR teams, agency permitting teams, hiring managers, and HR specialists. Permitting teams and roles are widely dispersed across agencies, regions, states, and programs. The role each agency plays in permitting varies based on their mission and responsibilities, and there are many silos within the broader ecosystem. Few have a holistic view of permitting activities and the permitting workforce across the federal government.

With this complex network of actors, one challenge that arises is a lack of standardization and consistency in both roles and teams across agencies. If agencies are looking to fill specialized roles unique to one permitting need, it means that there will be less opportunity for collaboration and for building efficiencies across the ecosystem. The federal hiring process is challenging, and there are many known bottlenecks that cause delays. If agencies don’t leverage opportunities to work together, these bottlenecks will multiply, impacting staff who need to hire and especially permitting and/or HR teams who are understaffed, which is not uncommon. Additionally, building applicant pools to have access to highly qualified candidates is time consuming and not scalable without more consistency.

Tracking workforce metrics and hiring progress is critical to informing these talent decisions. Yet, the tools available today are insufficient for understanding and identifying gaps in the federal permitting workforce. The uncertainty of long-term, sustainable funding for permitting talent only adds more complexity into these talent decisions. While there are many challenges, we have identified solutions that stakeholders within this ecosystem can take to build the permitting workforce for the future.

There are six key recommendations for addressing permitting workforce capacity outlined in the table below. Each is described in detail with corresponding actions in the Solutions section that follows. Our recommendations are for the Permitting Council staff, Deputy Secretaries, CERPOs, OPM, CHCOs, OMB, and Congress.

High-level Recommendations

Enhance the Permitting Council’s Authority to Improve Processes and Workforce CollaborationCongress needs to give the Permitting Council staff greater authority to standardize permitting practices, direct better permitting outcomes, and serve as a central authority for mandating permitting performance.
Build Efficient Permitting Teams and Standardize RolesThe Permitting Council staff, Deputy Secretaries, CERPOs, OMB, and the CHCO Council should improve the performance and consistency of permitting processes by establishing standards in permitting team roles and configurations to support cross-agency collaboration and drive continuous improvements.
Improve Workforce Strategy, Planning, and Decisions through Quality Workforce MetricsOPM, OMB, the CHCO Council, and Permitting Council staff need to accurately gather and report on hiring metrics for talent surges and workforce metrics by domain.
Invest in Professional Development and Early Career PathwaysThe Permitting Council staff, Deputy Secretaries, and CERPOs should create more development opportunities and early career pathways for civil servants.
Improve and Invest in Pooled Hiring for Common PositionsOPM, CHCOs, OMB, Permitting Council staff, Deputy Secretaries, and CERPOs should improve and make joint announcements, shared position descriptions, assessments, and certificates of eligibles for common positions a standard practice.
Improve Human Resources Support for Hiring ManagersThe CHCO Council, OPM, CERPOs, and the Permitting Council staff need to test new HR resourcing models to implement hiring best practices and offer additional support to hiring managers.

Solutions

The six solutions described below include an explanation of the problem and key actions our signal stakeholders (Permitting Council staff, Deputy Secretaries, CERPOs, OPM, CHCOs, OMB, and Congress) can take to build permitting workforce capacity. The table in the appendix specifies the stakeholders responsible for each recommendation.

Enhance the Permitting Council’s Authority to Improve Permitting Processes and Workforce Collaboration 

Permitting process, performance, and talent management cut across agencies and their bureaus—but their work is often disaggregated by agency and sub-agency, leading to inefficient and unnecessarily discrete practices. While the Permitting Council plays a critical coordinating role, it lacks the authority and accountability to direct and guide better permitting outcomes and staffing. There is no central authority for influencing and mandating permitting performance. Agency-level CERPOs vary widely in their authority, whereas the Permitting Council is uniquely positioned for this role. Choosing to overlook this entity will lead to another interagency workaround. Congress needs to give the Permitting Council staff greater authority to improve permitting processes and workforce collaboration. 

  1. Enhance Permitting Council Authority for Improved Performance: Enhance provisions in FAST-41 and IRA by passing legislation that empowers the Permitting Council staff to create and enforce consistent performance criteria for permitting outcomes, permitting process metrics, permitting talent acquisition, talent management, and permitting teams KPIs.
  2. Enhance Permitting Council Authority for Interagency Coordination: Empower the Permitting Council staff to manage interagency coordination and collaboration for defining permitting best practices, establishing frameworks for permitting, and reinforcing those frameworks across agencies. Clarify the roles and responsibilities between Permitting Council staff, Deputy Secretaries, CERPOs, and the Council on Environmental Quality (CEQ).
  3. Assign Responsibility for Tracking Changes and Providing Guidance for Permitting Practices: Assign the Permitting Council staff in coordination with OMB responsibility for tracking changes and providing guidance on permitting practices in response to recent and ongoing court rulings that change how permitting outcomes are determined (e.g., Loper Bright/Chevron Deference, CEQ policies, etc.).
  4. Provide Permitting Council staff with Consistent Funding: Either renew components of IRA and/or IIJA funding that enables the Council to invest in agency technologies, hiring, and workforce development, or provide consistent appropriations for this.
  5. Enhance CERPO Authority and Position CERPOs for Agency-Wide and Cross-Agency Permitting Actions: Expand CERPO authority beyond the FAST-41 Act to include all permitting work within their agency. Through legislation, policy, and agency-level reporting relationships (e.g., CERPO roles assigned to the Secretary’s office), provide CERPOs with clear authority and accountability for permitting performance. 

Build Efficient Permitting Teams and Standardize Roles

In our research, we interviewed one program manager who restructured their team to drive efficiency and support continuous improvement. However, this is not common. Rather, there is a lack of standardization in roles engaged in permitting teams within and across agencies, which hinders collaboration and prevents efficiencies. This is likely driven by the different roles played by agencies in permitting processes. These variances are in opposition to shared certifications and standardized job descriptions, complicate workforce planning, hinder staff training and development, and impact report consistency. The Permitting Council staff, Deputy Secretaries, CERPOs, OMB, and the CHCO Council should improve the performance and consistency of permitting processes by establishing standards in permitting team roles and configurations to support cross-agency collaboration and drive continuous improvements.

  1. Characterize Types of Permitting Processes: Permitting Council staff should work with Deputy Secretaries, CERPOs, and Permitting Program Team leaders to categorize types of permitting processes based on project “footprint”, complexity, regulatory reach (i.e., regulations activated), populations affected and other criteria. Identify the range of team configurations in use for the categories of processes.  
  2. Map Agency Permitting Roles: Permitting Council staff should map and clarify the roles played by each agency in permitting processes (e.g., sponsoring agency, contributing agency) to provide a foundation for understanding the types of teams employed to execute permitting processes.
  3. Research and Analyze Agency Permitting Staffing: Permitting Council staff should collaborate with OMB to conduct or refine a data call on permitting staffing. Analyze the data to compare the roles and team structures that exist between and across agencies. Conduct focus groups with cross agency teams to identify consistent talent needs, team functions, and opportunities for standardization.
  4. Develop Permitting Team Case Studies: Permitting Council staff should conduct research to develop a series of case studies that highlight efficient and high performing permitting team structures and processes.
  5. Develop Permitting Team Models: In collaboration with Deputy Secretaries and CERPOs, Permitting Council staff should develop team models for different agency roles (i.e., sponsor, lead agency, coordinating agency) that focus on driving efficiencies through process improvements and technology, and develop guidelines for forming new permitting teams.
  6. Create Permitting Job Personas: In collaboration with Deputy Secretaries and CERPOs, Permitting Council staff should develop personas to showcase the roles needed on each type of permitting team and roles, recognizing that some variance will always remain, and the type of hiring authority that should be used to acquire those roles (e.g., IPA for highly specialized needs). This should also include new roles focused on process improvements; technology and data acquisition, use, and development; and product management for efficiency, improved customer experience, and effectiveness.
  7. Define Standardized Permitting Roles and Job Analyses: With the support of Deputy Secretaries and CERPOs, Permitting Council staff should identify roles that can be standardized across agencies based on the personas, and collaborate with permitting agencies to develop standard job descriptions and job analyses.
  8. Develop Permitting Practice Guide: In collaboration with Deputy Secretaries and CERPOs, Permitting Council staff should develop a primer on federal permitting practices that explains how to efficiently and effectively complete permitting activities.
  9. Place Organizational Strategy Fellows: Permitting Council staff should hire at least one fellow to their staff to lead this effort and coordinate/liaise between permitting teams at different agencies.
  10. Mandate Permitting Hiring Forecasts: Permitting Council staff should collaborate with the CHCO Council to mandate permitting hiring forecasts annually with quarterly updates.
  11. Revise Permitting Funding Requirements: Permitting Council staff should include requirements for the adoption of new team models and roles in the resources and coordination provided to permitting agencies to drive process efficiencies.

Improve Workforce Strategy, Planning, and Decisions through Quality Workforce Metrics

Agency permitting leaders and those working across agencies do not have the information to make informed workforce decisions on hiring, deployment, or workload sharing. Attempts to access accurate permitting workforce data highlighted inefficient methods for collecting, tracking, and reporting on workforce metrics across agencies. This results in a lack of transparency into the permitting workforce, data quality issues, and an opaque hiring progress. With these unknowns, it becomes difficult to prioritize agency needs and support. Permitting provided a purview into this challenge, but it is not unique to the permitting domain. OPM, OMB, the CHCO Council, and Permitting Council staff need to accurately gather and report on hiring metrics for talent surges and workforce metrics by domain.

  1. Establish Permitting Workforce Data Standards: OPM should create minimum data standards for hiring and expand existing data standards to include permitting roles in employee records, starting with the Request for Personnel Action that initiates hiring (SF52). Permitting Council staff should be consulted in defining standards for the permitting workforce.
  2. Mandate Agency Data Sharing: OPM and OMB should require agencies share personnel action data; this should be done automatically through APIs or a weekly data pull between existing HR systems. To enable this sharing, agencies must centralize and standardize their personnel action data from their components.
  3. Create Workforce Dashboards: OPM should create domain-specific workforce dashboards based on most recent agency data and make it accessible to the relevant agencies. This should be done for the permitting workforce.
  4. Mandate Permitting Hiring Forecasts: The CHCO Council should mandate permitting hiring forecasts annually with quarterly updates. This data should feed into existing agency talent management/acquisition systems to track workforce needs and support adaptive decision making.

Invest in Professional Development and Early Career Pathways

There are few early career pathways and development opportunities for personnel who engage in permitting activities. This limits agencies’ workforce capacity and extends learning curves for new staff. This results in limited applicant pools for hiring, understaffed permitting teams, and limited access to expertise. More recently, many of the roles permitting teams hired for were higher level GS positions. With a greater focus on early career pathways and development, future openings could be filled with more internal personnel. In our research, one hiring manager shared how they established an apprenticeship program for early career staff, which has led 12 interns to continue into permanent federal service positions. The Permitting Council staff, Deputy Secretaries, and CERPOs should create more development opportunities and early career pathways for civil servants.

  1. Invest in Training to Upskill and Reskill Staff: The Permitting Council staff should continue investing in training and development programs (i.e., Permitting University) to upskill and reskill federal employees in critical permitting skills and knowledge. Leveraging the knowledge gained through creating standard permitting team roles and collaborating with permitting leaders, the Permitting Council staff should define critical knowledge and skills needed for permitting and offer additional training to support existing staff in building their expertise and new employees in shortening their learning curve.
  2. Allocate Permitting Staff Across Offices and Regions: CERPOs and Deputy Secretaries should implement a flexible staffing model to reallocate staff to projects in different offices and regions to build their experience and skill set in key areas, where permitting work is anticipated to grow. This can also help alleviate capacity constraints on projects or in specific locations.
  3. Invest in Flexible Hiring Opportunities: CERPOs and Deputy Secretaries should invest in a range of flexible hiring options, including 10-year STEM term appointments and other temporary positions, to provide staffing flexibility depending on budget and program needs. Additionally, OPM needs to redefine STEM to include technology positions that do not require a degree (e.g., Environmental Protection Specialists).
  4. Establish a Permitting Apprenticeship: The Permitting Council staff should establish a 1-year apprenticeship program for early career professionals to gain on-the-job experience and learn about permitting activities. The apprenticeship should focus on common roles shared across agencies and place talent into agency positions. A rotational component could benefit participants in experiencing different types of work.

Improve and Invest in Pooled Hiring for Common Positions

Outdated and inaccurate job descriptions slow down and delay the hiring process. Further delays are often caused by the use of non-skills-based assessments, often self-assessments, which reduce the quality of the certificate list, or the list of eligible candidates given to the hiring manager. HR leaders confront barriers in the authority they have to share job announcements, position descriptions (PDs), classification determinations, and certificate lists of eligible candidates (Certs). Coupled with the above ideas on creating consistency in permitting teams and roles and better workforce data, OPM, CHCOs, OMB, Permitting Council staff, Deputy Secretaries, and CERPOs should improve and make joint announcements, shared position descriptions, assessments, and certificates of eligibles for common positions a standard practice.

  1. Provide CHCOs the Delegated Authority to Share Announcements, PDs, Assessments, and Certs: OPM and OMB should lower the barriers for agencies to share key hiring elements and jointly act on common permitting positions by delegating the authority for CHCOs to work together within and across their agencies, including with the Permitting Council staff.
  2. Revise Shared Certificate Policies: OPM and OMB should revise shared certificate policies to allow agencies to share certificates regardless of locations designated in the original announcement and the type of hire (temporary or permanent). They should require skills-based assessments in all pooled hiring. Additionally, OPM should streamline and clarify the process for sharing certificates across agencies. Agencies need to understand and agree to the process for selecting candidates off the certificate list.
  3. Create a Government-wide Platform for Permitting Hiring Collaboration: OPM should create a platform to gather and disseminate permitting job announcements, PDs, classification determinations, job/competency evaluations, and cert. lists to support the development of consistent permitting teams and roles.
  4. Pilot Sharing of Announcements, PDs, Assessments, and Certs for Common Permitting Positions: OPM and the CHCO Council should collaborate with the Permitting Council staff to select most common and consistent permitting team roles (e.g., Environmental Protection Specialist) to pilot sharing within and across agencies.
  5. Track Permitting Hiring and Workforce Performance through Data Sharing and Dashboards: Permitting Council staff, Deputy Secretaries, and CERPOs should leverage the metrics (see Improve Workforce Decisions Through Quality Workforce Metrics) and data actions above to track progress and make adjustments for sharing permitting hiring actions.
  6. Incorporate Shared Certificates into Performance: OPM and the CHCO Council should incorporate the use of shared certificates into the performance evaluations of HR teams within agencies.

Improve Human Resources Support for Hiring Managers

Hiring managers lack sufficient support in navigating the hiring and recruiting process due to capacity constraints. This causes delays in the hiring process, restricts the agency’s recruiting capabilities, limits the size of the applicant pools, produces low quality candidate assessments, and leads to offer declinations. The CHCO Council, OPM, CERPOs, and the Permitting Council staff need to test new HR resourcing models to implement hiring best practices and offer additional support to hiring managers.

  1. Develop HR Best Practice Case Studies: OPM should conduct research to develop a series of case studies that highlight HR best practices for recruitment, performance management, hiring, and training to share with CHCOs and provide guidance for implementation.
  2. Document Surge Hiring Capabilities: In collaboration, the Permitting Council staff and CERPOs should document successful surge hiring structures (e.g., strike teams), including how they are formed, how they operate, what funding is required, and where they sit within an organization, and plan to replicate them for future surge hiring.
  3. Create Hiring Manager Community of Practice: In collaboration, the Permitting Council staff and Permitting Agency HR Teams with support from the CHCO Council should convene a permitting hiring manager community of practice  to share best practices, lessons learned, and opportunities for collaboration across agencies. Participants should include those who engage in hiring, specifically permitting hiring managers, HR specialists, and HR leaders.
  4. Develop Permitting Talent Training for HR: OPM should collaborate with CERPOs to create a centralized training for HR professionals to learn how to hire permitting staff. This training could be embedded in the Federal HR Institute.
  5. Contract HR Support for Permitting: The Permitting Council staff should create an omnibus contract for HR support across permitting agencies and coordinate with OPM to ensure the resources are allocated based on capacity needs.
  6. Establish HR Strike Teams: OPM should create a strike team of HR personnel that can be detailed to agencies to support surge hiring and provide supplemental support to hiring managers.
  7. Place a Permitting Council HR Fellow: The Permitting Council should place an HR professional fellow on their staff to assist permitting agencies in shared certifications and build out talent pipelines for the key roles needed in permitting teams.
  8. Establish Talent Centers of Excellence: The CHCO Council should mandate the formation of a Talent Center of Excellence in each agency, which is responsible for providing training, support, and tools to hiring managers across the agency. This could include training on hiring, hiring authorities, and hiring incentives; recruitment network development; career fair support; and the development of a system to track potential candidates.

Next Steps

These recommendations aim to address talent challenges within the federal permitting ecosystem. As you can see, these issues cannot be addressed by one stakeholder, or even one agency, rather it requires effort from stakeholders across government. Collaboration between these stakeholder groups will be key to realizing sustainable permitting workforce capacity.

Setting the Stage for a Positive Employee Experience

Federal hiring ebbs and flows with changes in administrations, legislative mandates, attrition, hiring freezes, and talent surges. The lessons and practices in this blog post series explore the earlier stages of the hiring process. Though anchored in our permitting talent research, the lessons are universal in their application, regardless of the hiring environment. They can be used to accelerate and improve hiring for a single or multiple open positions, and they can be kept in reserve during hiring downturns.

Assessing, Selecting, and Onboarding the Successful Candidate

Previously we described the end-to-end hiring process, the importance of getting hiring right from the start, and how sharing resources speeds hiring. This post focuses on the last two phases of the process: Assessment and Offer. While these phases include eight steps, we’ve narrowed down our discussion to five key steps:

  1. Close Job Opportunity Announcement and Evaluate Applicants
  2. Review Certificate of Eligibles, Conduct Interviews, and Make Selection
  3. Make Tentative Job Offer and Receive Acceptance
  4. Initiate Investigation at the Appropriate Level (Security Check)
  5. Make Official Offer and Enter on Duty (Onboard New Hire)

Our insights shared in this post are based on extensive interviews with hiring managers, program leaders, staffing specialists, workforce planners, and budget professionals as well as on-the-job experience. These recommendations for improvement focus on process and do not require policy or regulatory changes. They do require adoption of these practices more broadly throughout HR, program, and permitting managers, and staff. These recommendations are not unique to permitting; they apply broadly to federal government hiring. These insights should be considered both for streamlining efforts related to environmental permitting, as well as improving federal hiring.

Breaking Down the Steps

For each step, we provide a description, explain what can go wrong, share what can go right, and provide some examples from our research, where applicable.

Close Job Opportunity Announcement and Evaluate Applicants 

Once the announcement period has ended, job announcements close, and HR begins reviewing the applications in the competitive hiring process. HR reviews the applications, materials provided by the applicants, and the completed assessments, which vary depending on the assessment strategy. This selection process is governed by policies in competitive examination and will be determined by whether the agency is following category rating, rule of many, or other acceptable evaluation methods.

If the agency is using a different hiring authority or flexibility, this step will change. For example, if the agency has Direct Hire Authority (DHA), they may not need to provide a rigorous assessment and may be able to proceed to selection after a review of resumes. Most agencies will still engage in some assessment process for these types of positions. After the applicants are evaluated, HR issues a Certificate of Eligibles (or “cert list”) with the ranking of the applicants from which the hiring manager can select, including the implementation of Veterans preference. 

What Can Go Wrong

What Can Go Right

Review Certificate of Eligibles, Conduct Interviews, and Make Selection 

HR sends a Certificate of Eligibles (certificate list) to the hiring manager that ranks the applicants who passed the assessment(s). Under competitive hiring rules (as opposed to some of the other hiring authorities), hiring managers are obligated to select from the top of the Certificate of Eligibles list, or those considered to be most qualified. 

The Veterans preference rules also require that qualified Veterans move to the top of the list and must be considered first. Outside of competitive hiring and under other hiring authorities, the hiring manager may have more flexibility in the selection of candidates. For example, direct hire authority allows the hiring manager to make a selection decision based on their own review of resumes and applications. 

If determined as part of the assessment process beforehand, the hiring manager may choose to conduct final interviews with the top candidates. In this case, the manager then informs HR of their selection decision. 

What Can Go Wrong

What Can Go Right

Make Tentative Job Offer and Receive Acceptance

HR reaches out to the applicant to make a tentative job offer (i.e., tentative based on the applicant’s suitability determination, outlined below) and asks for a decision from the applicant within an acceptable time frame, which is normally a couple of days to a week. The HR staffing specialist will keep in close contact with the hiring manager and HR officials regarding the status of the candidate accepting the position.

What Can Go Wrong

What Can Go Right

Initiate Investigation at the Appropriate Level (Security Check)

Different federal occupations require different levels of suitability determinations or security clearances – from simple background checks to make sure the information an applicant provided on their application is accurate to a Top Secret clearance that enables the employee to access sensitive information. Each type of suitability determination has a different time frame needed for a security officer to evaluate the candidate. (Some positions require the security officer to not only interview the candidate, but also interview their friends, relatives, and neighbors.) This takes time during a part of the hiring process when both the candidate with the tentative offer and the hiring manager are anxious to move forward.

Once the candidate selection is made, the HR specialist works with the agency suitability professionals to initiate the background check and clearance process. Agency suitability experts work with the Defense Counterintelligence Security Agency (DCSA) to conduct the determination of the applicant. 

What Can Go Wrong

What Can Go Right

Make Official Offer and Enter on Duty (Onboard New Hire)

The last step in the hiring process is administering the final offer of employment, identifying and Entry on Duty date, and onboarding the new employee. HR staff usually shepherd the new employee through this step. The hiring manager, administrator, or a peer mentor frequently assists the new employee in making sure the employee understands what they need to do to begin contributing to the agency.

What Can Go Wrong

What Can Go Right

Conclusion

Hiring success depends heavily on the broader hiring ecosystem. There are many stakeholders (e.g., leadership, budget, program, HR, suitability, applicant) who play a crucial role; collaboration and communication is important for both a timely and successful hire. Adoption of best practices across the ecosystem will help to improve hiring outcomes, reduce process delays, and enhance the overall hiring experience for all parties involved. The best practices outlined in our blog post series provide a guide to better navigate the hiring process. 

The overall intent of hiring is to improve the performance of the federal program or function. New employees expand the organization’s workforce capacity and bring capabilities needed to achieve the mission. A skilled, prepared, and engaged federal employee can have an outsized impact on a program’s success.

The National Security Council’s Decision-Making Process: When Consensus Becomes a Constraint

In the machinery of national security decision-making, innovation is the first casualty of consensus. At the heart of this process lies the National Security Council’s multi-layered committee structure to develop policy recommendations for the President. While this process ensures broad interagency coordination, it also means that agencies can effectively veto options that challenge their interests. The result is that the President often only sees consensus recommendations that preserve institutional status quo, rather than the full range of viable policy options that might better serve national interests. The new National Security Advisor, Congressman Mike Waltz, should reshape the NSC process to provide better foreign policy advice for the President.

The Current Process: Design vs. Reality

The NSC’s decision-making process follows a carefully structured path. At the working level, Interagency Policy Committees (IPCs) bring together Assistant Secretary-level officials and subject matter experts to develop initial policy options. These recommendations then move to the Deputies Committee, composed of deputy heads of relevant agencies, for refinement and further analysis. The Principals Committee, consisting of Cabinet-level officials, then reviews and shapes final recommendations before they reach the President through the National Security Advisor.

In theory, this layered approach should ensure thorough vetting while preserving diverse viewpoints. In practice, however, the system often produces the opposite effect. Each level of review tends to narrow options rather than expand them, as agencies work to protect their institutional interests and avoid conflict with other departments.

The Consensus Trap

The emphasis on interagency consensus, while well-intentioned, has become a structural impediment to bold or innovative policy options. Former National Security Advisor H.R. McMaster warned about this in his book Battlegrounds stating, “Presenting a single option designed to either tell the President what he or she wants to hear, or to present the consensus position of the cabinet is doing him or her a disservice.” He argued that it is “important to provide the President with multiple options.”

When every agency effectively holds veto power over proposals, the path of least resistance becomes maintaining existing approaches with minor modifications. This dynamic is particularly problematic in rapidly evolving security situations where status quo responses may be inadequate.

Consider, for example, how options that might gore the ox of the Defense Department’s budget are quietly culled, or how proposals that ruffle the diplomatic feathers of the State Department rarely survive the process. While both of the Department’s perspectives may have merit, the current system often leads to their mutual neutralization, rather than producing either a creative outcome or an advancement of an option with dissents.

The Cost of Lost Alternatives

The consequences of this consensus-driven approach are significant. The President is often presented with artificially limited choices, typically framed as minor variations on existing policy rather than genuinely distinct alternatives. This narrowing of options can be particularly problematic in crisis situations where innovative approaches might be most needed. 

More concerning is what the President doesn’t see: options that challenge conventional wisdom, propose significant departures from existing policy, or require substantial institutional compromise or change. These alternatives, while potentially valuable, often don’t survive the gauntlet of interagency review.

Potential Reforms

During the Obama NSC we identified several reforms that could help address these structural limitations. Some of these ideas included:

  1. Mandate a presentation of competing options: Require that multiple, genuinely distinct policy alternatives reach the President’s desk, even if they don’t have unanimous agency support.
  2. Create independent analysis channels: Borrow the Intelligence Community’s Red Cell process and establish mechanisms for policy options to reach senior decision-makers without requiring consensus at every level.
  3. Strengthen the NSC staff’s role: Empower NSC staff to develop independent options that might challenge agency preferences.
  4. Reform the Deputies Committee process: Modify procedures to focus on developing multiple viable options rather than driving toward consensus.

The NSC’s current decision-making process, while sophisticated in design, often fails to provide the President with the full range of policy options needed for effective decision-making. The system’s emphasis on consensus, while valuable for implementation, has become an impediment to innovative policy development.

Reform is possible without dismantling the valuable coordination functions of the current system. By modifying procedures to ensure that diverse options reach senior decision-makers, the NSC can better fulfill its core mission: providing the President with the best possible range of choices for addressing national security challenges.

The goal isn’t to eliminate interagency coordination but to prevent it from unduly constraining presidential options. In an increasingly complex security environment, the President needs access to the fullest possible range of policy alternatives, not just those that survive the consensus-building process.

Jim Thompson is the Director of Government Capacity at the Federation of American Scientists. He served as a Director on both President Obama’s and President Biden’s National Security Councils.

Herding Unicorns: Sharing Resources Speeds Hiring

“There really are fewer unicorn positions out there than we all imagined” – Bob Leavitt, HHS CHCO on shared PDs and certificates for common positions

Creating a job announcement that attracts high quality applicants is critical to the hiring process. For hiring managers, finding a balance between identifying the unique details of the position and managing the time and resources required is a challenge. When defining a position, there are many potential “off-ramps.” While these diversions are sometimes necessary, they often result in significant time delays and demand scarce resources from both hiring managers and HR staff. Improvements over the past few years offer hiring managers opportunities to accelerate the process while improving applicant quality, primarily done through collaboration within and across agencies that requires a level of standardization.

In our previous blog posts, we outlined the hiring process and dove into the first phase – Getting Hiring Right from the Start. This post discusses the second phase of the process: planning for and announcing the job. This phase includes four steps:

  1. Review Position Description and Confirm Job Analysis 
  2. Classify or Reclassify the Position
  3. Confirm Job Analysis and Assessment Strategy
  4. Create and Post the Job Opportunity Announcement (JOA)

Our insights shared in this post are based on extensive interviews with hiring managers, program leaders, staffing specialists, workforce planners, and budget professionals as well as on-the-job experience. These recommendations for improvement focus on process and  do not require policy or regulatory changes. They do require adoption of these practices more broadly throughout HR, program, and permitting managers, and staff. Additionally, our insights here are not unique to permitting, rather they apply broadly to federal government hiring. These insights should be considered both for streamlining efforts related to environmental permitting, as well as improving federal hiring.

Breaking Down the Steps

For each step in this phase, we provide a description, explain what can go wrong, share what can go right, and provide some examples from our research, where applicable. 

Review Position Description and Confirm Job Analysis

The Position Description (PD) is core to the hiring process. It describes the occupation, grade level, job duties, qualifications, and any special skills needed for the job and agency. In hiring, it is used to develop the job announcement, review the position’s classification, and establish a  foundation for assessing candidates. Outside of hiring, it is used in performance management, position management, probation period evaluation, and serves as a reference for disciplinary action. 

At this step, a hiring manager reviews the position description to make sure it is an accurate, current depiction of the job requirements, which may require a review of the past job analysis, or the evaluation of the knowledge, skills, abilities, behaviors, and experience needed for the positions (i.e., the competencies). The PD can be inaccurate due to dynamic changes in the job: core duties, technologies used, process changes, and supervisory responsibilities. These updates can range from simple wording changes to major changes that require additional work. 

In our interviews, we heard from hiring managers and HR specialists that updating position descriptions had been a challenge and bottleneck in their hiring process. One hiring manager shared that they chose to not change their positions even if they wanted a different role because of the anticipated time delays. Other participants shared that they have begun moving towards standardized PDs within their agency to reduce redundancies and enable more collaboration.

What Can Go Wrong

What Can Go Right

Classify/Reclassify the Position

Position classification is a structured process in every Cabinet agency in which an expert assesses the requirements of the job by evaluating factors such as knowledge, skills, abilities, complexity, and supervisory controls/responsibilities. The process is initiated when a PD is deemed inaccurate due to changes in the role. The HR staffing specialist will ask a classification expert to assess the role. This is done by reviewing the PD, existing job analyses, past classifications, and classification audits. They will also gather and review data from the hiring manager and others working in similar roles. Based on their assessment, the classifier can recommend changes to the grade level and/or the occupational series. These changes could be simple revisions or a more extensive reclassification. This process can take days or weeks to complete and can delay the hiring process significantly.

What Can Go Wrong

What Can Go Right

Develop Assessment Strategy

A critical, but sometimes overlooked step in hiring is developing the assessment strategy for the position. This determines how the HR staff and hiring manager will evaluate applicants and identify candidates for the certificate list, or the list of eligible applicants. The strategy needs to assess candidates based on the defined job duties and position criteria, and it plays a major role in determining the quality of candidates.The assessment strategy consists of three parts:

  1. How job applications and resumes are reviewed
  2. How the applicants demonstrate the required skills and abilities
  3. How the hiring manager makes the final selection

Recently, agencies have moved toward evaluating applicants by assessing their skills, spurred on by the Executive Order and guidance on skills-based assessments and now reinforced by the Chance to Compete Act. This shift aims to move away from relying on education and/or self-assessments. Skills-based assessments can include online tests, skills-based simulation exercises, simulated job tryouts, as well as the Subject Matter Expert Qualifications Assessment (SME-QA) process developed by OPM and USDS/OMB. This improves the quality of assessments and aims to ensure the candidates on the certificate list are qualified for the job.

What Can Go Wrong

What Can Go Right

Create and Post Job Opportunity Announcement

Though creating and posting the JOA is relatively straightforward, lack of attention to this step can reduce the number of attractive candidates. The HR staffing specialist usually creates the JOA in consultation with the hiring manager to ensure that it not only accurately reflects the job duties, but also sells the job to potential applicants. The JOA is an opportunity to showcase the importance of the role and its contribution to the agency’s mission. 

The JOA outlines applicant eligibility, job duties, job requirements (e.g., conditions of employment, qualifications, etc.), education (if needed), assessment strategy, and application requirements. It also lists the occupation, grade level, location, and other details. See USAJOBS for examples.

What Can Go Wrong

What Can Go Right

Conclusion

Throughout this phase of work, there are many actions hiring managers and staffing specialists can take to streamline the process and improve the quality of eligible candidates. Most importantly, hiring managers and staffing specialists can collaborate within and across agencies to expedite and simplify the process. Using an existing PD from another part of the agency, finding an assessment tool for the job and grade level, pooling resources on a common job announcement with a peer, and using shared certificates to move straight to a job offer are all ways you can find a well-qualified hire faster. More tips and techniques to improve hiring can be found in OPM’s Workforce of the Future Playbook.

Changes that can be made to improve efficiency and promote collaboration. These center on moving to standardized PDs, where appropriate, leveraging shared certifications with those standardized PDs, and investing in skills-based assessments, which are now required by law in the Chance to Compete Act. 

Making these actions common practice is one of the key challenges to improving hiring. The Executive Order on skills-based hiring states “in light of today’s booming labor market, the Federal government must position itself to compete with other sectors for top talent.” It is critical we take advantage of these collaboration tools that can improve the hiring experience for all those involved.

Unpacking Hiring: Toward a Regional Federal Talent Strategy

Government, like all institutions, runs on people. We need more people with the right skills and expertise for the many critical roles that public agencies are hiring for today. Yet hiring talent in the federal government is a longstanding challenge. The next Administration should unpack hiring strategy from headquarters and launch a series of large scale, cross-agency recruitment and hiring surges throughout the country, reflecting the reality that 85% of federal employees are outside the Beltway. With a collaborative, cross-agency lens and a commitment to engaging jobseekers where they live, the government can enhance its ability to attract talent while underscoring to Americans that the federal government is not a distant authority but rather a stakeholder in their communities that offers credible opportunities to serve. 

Challenge and Opportunity

The Federal Government’s hiring needs—already severe across many mission-critical occupations—are likely to remain acute as federal retirements continue, the labor market remains tight, and mission needs continue to grow. Unfortunately, federal hiring is misaligned with how most people approach job seeking. Most Americans search for employment in a geographically bounded way, a trend which has accelerated following the labor market disruptions of the COVID-19 pandemic. In contrast, federal agencies tend to engage with jobseekers in a manner siloed to a single agency and across a wide variety of professions. 

The result is that the federal government tends to hire agency by agency while casting a wide geographic net, which limits its ability to build deep and direct relationships with talent providers, while also duplicating searches for similar roles across agencies. Instead, the next Administration should align with jobseekers’ expectations by recruiting across agencies within each geography. 

By embracing a new approach, the government can begin to develop a more coordinated cross-agency employer profile within regions with significant federal presence, while still leveraging its scale by aggregating hiring needs across agencies. This approach would build upon the important hiring reforms advanced under the Biden-Harris Administration, including cross-agency pooled hiring, renewed attention to hiring experience for jobseekers, and new investments to unlock the federal government’s regional presence through elevation of the Federal Executive Board (FEB) program. FEBs are cross-agency councils of senior appointees and civil servants in regions of significant federal presence across the country. They are empowered to identify areas for cross-agency cooperation and are singularly positioned to collaborate to pool talent needs and represent the federal government in communities across the country.

Plan of Action

The next Administration should embrace a cross-agency, regionally-focused recruitment strategy and bring federal career opportunities closer to Americans through a series of 2-3 large scale, cross-agency recruitment and hiring pilots in geographies outside of Washington, DC. To be effective, this effort will need both sponsorship from senior leaders at the center of government, as well as ownership from frontline leaders who can build relationships on the ground. 

Recommendation 1. Provide Strategic Direction from the Center of Government 

The Office of Personnel Management (OPM) and the Office of Management and Budget (OMB) should launch a small team, composed of leaders in recruitment, personnel policy and workforce data, to identify promising localities for coordinated regional hiring surges. They should leverage centralized workforce data or data from Human Capital Operating Plan workforce plans to identify prospective hiring needs by government-wide and agency-specific mission-critical occupations (MCOs) by FEB region, while ensuring that agency and sub-agency workforce plans consistently specify where hiring will occur in the future. They might also consider seasonal or cyclical cross-agency hiring needs for inclusion in the pilot to facilitate year-to-year experimentation and analysis. With this information, they should engage the FEB Center of Operations and jointly select 2-3 FEB regions outside of the capital where there are significant overlapping needs in MCOs. 

As this pilot moves forward, it is imperative that OMB and OPM empower on-the-ground federal leaders to drive surge hiring and equip them with flexible hiring authorities where needed. 

Recommendation 2. Empower Frontline Leadership from the FEBs

FEB field staff are well positioned to play a coordinating role to help drive surges, starting by convening agency leadership in their regions to validate hiring needs and make amendments as necessary. Together, they should set a reasonable, measurable goal for surge hiring in the coming year that reflects both total need and headline MCOs (e.g., “in the next 12 months, federal agencies in greater Columbus will hire 750 new employees, including 75 HR Specialists, 45 Data Scientists, and 110 Engineers”). 

To begin to develop a regional talent strategy, the FEB should form a small task force drawn from standout hiring managers and HR professionals, and then begin to develop a stakeholder map of key educational institutions and civic partners with access to talent pools in the region, sharing existing relationships and building new ones. The FEB should bring these external partners together to socialize shared needs and listen to their impressions of federal career opportunities in the region.

With these insights, the project team should announce publicly the number and types of roles needed and prepare sharp public-facing collateral that foregrounds headline MCOs and raises the profile of local federal agencies. In support, OPM should launch regional USAJOBS skins (e.g., “Columbus.USAJOBS.gov”) to make it easy to explore available positions. The team should make sustained, targeted outreach at local educational institutions aligned with hiring needs, so all federal agencies are on graduates’ and administrators’ radar. 

These activities should build toward one or more signature large, in-person, cross-agency recruitment and hiring fairs, perhaps headlined by a high profile Administration leader. Candidates should be able to come to an event, learn what it means to hold a job in their discipline in federal service, and apply live for roles at multiple agencies, all while exploring what else the federal government has to offer and building tangible relationships with federal recruiters. Ahead of the event, the project team should work with agencies to align their hiring cycles so the maximum number of jobs are open at the time of the event, potentially launching a pooled hiring action to coincide. The project team should capture all interested jobseekers from the event to seed the new Talent Campaigns function in USAStaffing that enables agencies to bucket tranches of qualified jobseekers for future sourcing. 

Recommendation 3. Replicate and Celebrate

Following each regional surge, the center of government and frontline teams should collaborate to distill key learnings and conclude the sprint engagement by developing a playbook for regional recruitment surges. Especially successful surges will also present an opportunity to spotlight excellence in recruitment and hiring, which is rarely celebrated. 

The center of government team should also identify geographies with effective relationships between agencies and talent providers for key roles and leverage the growing use of remote work and location negotiable positions to site certain roles in “friendly” labor markets. 

Conclusion

Regional, cross-agency hiring surges are an opportunity for federal agencies to fill high-need roles across the country in a manner that is proactive and collaborative, rather than responsive and competitive. They would aim to facilitate a new level of information sharing between the frontline and the center of government, and inform agency strategic planning efforts, allowing headquarters to better understand the realities of recruitment and hiring on the ground. They would enable OPM and OMB to reach, engage, and empower frontline HR specialists and hiring managers who are sufficiently numerous and fragmented that they are difficult to reach in the present course of business. 

Finally, engaging regionally will emphasize that most of the federal workforce resides outside of Washington, D.C., and build understanding and respect for the work of federal public servants in communities across the nation.

This action-ready policy memo is part of Day One 2025 — our effort to bring forward bold policy ideas, grounded in science and evidence, that can tackle the country’s biggest challenges and bring us closer to the prosperous, equitable and safe future that we all hope for whoever takes office in 2025 and beyond.

Enhancing Local Capacity for Disaster Resilience

Across the United States, thousands of communities, particularly rural ones, don’t have the capacity to identify, apply for, and manage federal grants. And more than half of Americans don’t feel that the federal government adequately takes their interests into account. These factors make it difficult to build climate resilience in our most vulnerable populations. AmeriCorps can tackle this challenge by providing the human power needed to help communities overcome significant structural obstacles in accessing federal resources. Specifically, federal agencies that are part of the Thriving Communities Network can partner with the philanthropic sector to place AmeriCorps members in Community Disaster Resilience Zones (CDRZs) as part of a new Resilient Communities Corps. Through this initiative, AmeriCorps would provide technical assistance to vulnerable communities in accessing deeply needed resources. 

There is precedent for this type of effort. AmeriCorps programming, like AmeriCorps VISTA, has a long history of aiding communities and organizations by directly helping secure grant monies and by empowering communities and organizations to self-support in the future. The AmeriCorps Energy Communities is a public-private partnership that targets service investment to support low-capacity and highly vulnerable communities in capitalizing on emerging energy opportunities. And the Environmental Justice Climate Corps, a partnership between the Environmental Protection Agency (EPA) and AmeriCorps, will place AmeriCorps VISTA members in historically marginalized communities to work on environmental justice projects. 

A new initiative targeting service investment to build resilience in low-capacity communities, particularly rural communities, would help build capacity at the local level, train a new generation of service-oriented individuals in grant writing and resilience work, and ensure that federal funding gets to the communities that need it most.

Challenge and Opportunity  

A significant barrier to getting federal funding to those who need it the most is the capacity of those communities to search and apply for grants. Many such communities lack both sufficient staff bandwidth to apply and search for grants and the internal expertise to put forward a successful application. Indeed, the Midwest and Interior West have seen under 20% of their communities receive competitive federal grants since the year 2000. Low-capacity rural communities account for only 3% of grants from the Federal Emergency Management Agency (FEMA)’s flagship program for building community resilience. Even communities that receive grants often lack the capacity for strong grant management, which can mean losing monies that go unspent within the grant period.

This is problematic because low-capacity communities are particularly vulnerable to natural disasters from flooding to wildfires. Out of the nearly 8,000 most at-risk communities with limited capacity to advocate for resources, 46% are at risk for flooding, 36% are at risk for wildfires, and 19% are at risk for both.

Ensuring communities can access federal grants to help them become more climate resilient is crucial to achieving an equitable and efficient distribution of federal monies, and to building a stronger nation from the ground up. These objectives are especially salient given that there is still a lot of federal money available through the Inflation Reduction Act (IRA) and the Infrastructure Investment and Jobs Act (IIJA) that low-capacity communities can tap into for climate resilience work. As of April 2024, only $60 billion out of the $145 billion in the IRA for energy and climate programs had been spent. For the IIJA, only half of the nearly $650 billion in direct formula funding had been spent. 

The Biden-Harris Administration has tried to address the mismatch between federal resilience funding and community capacity in a variety of ways. The Administration has deployed resources for low-capacity communities, agencies tasked with allocating funds from the IRA and IIJA have held information sessions, and the IRA and IIJA contain over a hundred technical assistance programs. Yet there still is not enough support in the form of human capacity at the local level to access grants and other resources and assistance provided by federal agencies. AmeriCorps members can support communities in making informed decisions, applying for federal support, and managing federal financial assistance. Indeed, state programs like the Maine Climate Corps, include aiding communities with both resilience planning and emergency management assistance as part of their focus. Evening the playing field by expanding deployment of human capital will yield a more equitable distribution of federal monies to the communities that need it the most. 

AmeriCorps’ Energy Communities initiative serves as a model for a public-private partnership to support low-capacity communities in meeting their climate resilience goals. Over a three-year period, the program will invest over $7.8 million from federal agencies and philanthropic dollars to help communities designated by the Interagency Working Group on Coal & Power Plant Communities & Economic Revitalization on issues revolving around energy opportunity, environmental cleanup, and economic development to help communities capitalize on emerging energy opportunities. 

There is an opportunity to replicate this model towards resilience. Specifically, the next Administration can leverage the Federal Emergency Management Agency (FEMA’s) Community Disaster Resilience Zone (CDRZ) designations to target AmeriCorps support to the communities that need it most. Doing so will not only build community resilience, but will help restore trust in the federal government and its programs (see FAQ).

Plan of Action

The next administration can support vulnerable communities in building climate resilience by launching a new Resilient Communities Corps through AmeriCorps. The initiative can be launched through a three-part Plan of Action: (1) find a philanthropic partner to fund AmeriCorps placements in CDRZs, (2) engage federal agencies that are part of the Thriving Communities Network to provide resilience training and support to Corps members, and (3) use the CDRZ designations to help guide where AmeriCorps members should be placed.  

Recommendation 1. Secure philanthropic funding 

American service programs have a history of utilizing philanthropic monies to fund programming. The AmeriCorps Energy Communities is funded with philanthropic monies from Bloomberg Philanthropies. California Volunteers Fund (CVF), the Waverly Street Foundation, and individual philanthropists helped fund the state Climate Corps. CVF has also provided assistance and insights for state Climate Corps officials as they develop their programs. 

A new Resilient Communities Corps under the AmeriCorps umbrella could be funded through one or several major philanthropic donors, and/or through grassroots donations. Widespread public support for AmeriCorps’ ACC that transcends generational and party lines presents the opportunity for new grassroots donations to supplement federal monies allocated to the program along with tapping the existing network of foundations, individuals, companies, and organizations that have provided past donations. The Partnership for the Civilian Climate Corps (PCCC), which has had a history of collaborating with the ACC’s federal partners, would be well suited to help spearhead this grassroots effort. 

America’s Service Commissions (ASC), which represents state service commissions, can also help coordinate with state service commissions to find local philanthropic monies to fund AmeriCorps work in CDRZs. There is precedent for this type of fundraising. Maine’s state service commission was able to secure private monies for one Maine Service Fellow. The fellow has since worked with low-capacity communities in Maine on climate resilience. ASC can also work with state service commissions to identify current state, private, and federally funded service programming that could be tapped to work in CDRZs or are currently working in CDRZs. This will help tie in existing local service infrastructure.  

Recommendation 2. Engage federal agencies participating in the Thriving Communities Network and the American Climate Corps (ACC) interagency working group. 

Philanthropic funding will be helpful but not sufficient in launching the Resilient Communities Corps. The next administration should also engage federal agencies to provide AmeriCorps members participating in the initiative with training on climate resilience, orientations and points of contact for major federal resilience programs, and, where available, additional financial support for the program. The ACC’s interagency working group has centered AmeriCorps as a multiagency initiative that has directed resources and provides collaboration in implementing AmeriCorps programming. The Resilient Communities Corps will be able to tap into this cross-agency collaboration in ways that align with the resilience work already being done by partnership members. 

There are currently four ACC programs that are funded through cooperation with other federal agencies. These are the Working Lands Climate Corps with the U.S. Department of Agriculture (USDA)’s Natural Resources and Conservation Service, AmeriCorps NCCC Forest Corps with the USDA Forest Service, Energy Communities AmeriCorps with the Department of Interior and the Department of Commerce, and the Environmental Justice Corps, which was announced in September 2024 and will launch in 2025, with the EPA. The Resilient Communities Corps could be established as a formal partnership with one or more federal agencies as funding partners.

In addition, the Resilient Communities Corps can and should leverage existing work that federal agencies are doing to build community capacity and enhance community climate resilience. For instance, USDA’s Rural Partners Network helps rural communities access federal funding while the EPA’s Environmental Justice Thriving Communities Technical Assistance Centers Program provides training and assistance for communities to build the capacity to navigate, develop proposals, and manage federal grants. The Thriving Communities Network provides a forum for federal agencies to provide technical assistance to communities trying to access federal monies. Corps members, through the network, can help federal agencies provide communities they are working with building capacity to access this technical assistance. 

Recommendation 3. Use CDRZ designations and engage with state service commissions to guide Resilient Communities Corps placements

FEMA, through its National Risk Index, has identified communities across the country that are most vulnerable to the climate crisis and need targeted federal support for climate resilience projects. CDRZs provide an opportunity for AmeriCorps to identify low-capacity communities that need their assistance in accessing this federal support. With assistance from partner agencies and philanthropic dollars, the AmeriCorps can fund Corps members to work in these designated zones to help drive resources into them. As part of this effort, the ACC interagency working group should be broadened to include the Department of Homeland Security (which already sponsors FEMA Corps).

In 2024, the Biden-Harris Administration announced Federal-State partnerships between state service commissions and the ACC. This partnership with state service commissions will help AmeriCorps and partner agencies identify what is currently being done in CDRZs, what is needed from communities, and any existing service programming that could be built up with federal and philanthropic monies. State service commissions understand the communities they work with and what existing programming is currently in place. This knowledge and coordination will prove invaluable for the Resilient Communities Corps and AmeriCorps more broadly as they determine where to allocate members and what existing service programming could receive Resilient Communities Corps designation. This will be helpful in deciding where to focus initial/pilot Resilient Communities Corps placements.

Conclusion

A Resilient Communities Corps presents an incredible opportunity for the next administration to support low-capacity communities in accessing competitive grants in CDRZ-designated areas. It will improve the federal government’s impact and efficiency of dispersing grant monies by making grants more accessible and ensure that our most vulnerable communities are better prepared and more resilient in the face of the climate crisis, introduce a new generation of young people to grant writing and public service, and help restore trust in federal government programs from communities that often feel overlooked.

This action-ready policy memo is part of Day One 2025 — our effort to bring forward bold policy ideas, grounded in science and evidence, that can tackle the country’s biggest challenges and bring us closer to the prosperous, equitable and safe future that we all hope for whoever takes office in 2025 and beyond.

Frequently Asked Questions
How much would a Resilient Communities initiative cost?

Funding for one AmeriCorps member in each of FEMA’s 483 designated Community Disaster Resilience Zones would cost around $14,500,000 per year. This is with an estimate of $30,000 per member. However, this figure will be subject to change due to overhead and living adjustment costs.

Why focus on CDRZ communities? Aren’t there lots of other communities that could also benefit from support?

There are many communities that could benefit from additional support when it comes to building resilience. Headwater Economics, a research institute in Montana, has flagged that the CDRZ does not account for all low-capacity communities hampered in their efforts to become more climate resilient. But the CDRZ designation does provide a federal framework that can serve as a jumping-off point for AmeriCorps to begin to fill capacity gaps. These designations, identified through the National Risk Index, provide a clear picture for where federal, public and private monies are needed the most. These communities are some of the most vulnerable to climate change, lack the resources for resilience work, and need the human capacity to access them. Because of these reasons, the CDRZ communities provide the ideal and most appropriate area for the Resilient Communities Corps to first serve in.

How would the Resilient Communities initiative help restore local trust in federal government?

Funding for national service programming, particularly for the ACC, has bipartisan support. 53% of likely voters say that national service programming can help communities face climate-related issues.


On the other hand, 53% of Americans also feel that the federal government doesn’t take into account “the interests of people like them.” ACC programming, like what Maine’s Climate Corps is doing in rural areas, can help reach communities and build support among Americans for government programs that can be at times met with hostility.


For example, in Maine, the small and politically conservative town of Dover-Foxcroft applied for and was approved to host a Maine Service Fellow (part of the Maine Climate Corps network) to help the local climate action committee to obtain funding for and implement energy efficiency programs. The fellow, a recent graduate from a local college, helped Dover-Foxcroft’s new warming/cooling emergency shelter create policies, organized events on conversations about climate change, wrote a report about how the county will be affected by climate change, and recruited locals at the Black Fly Festival to participate in energy efficiency programs.


Like the Maine Service Fellows, Resilient Communities Corps members will be integral members of the communities in which they serve. They will gather essential information about their communities and provide feedback from the ground on what is working and what areas need improvement or are not being adequately addressed. This information can be passed up to the interagency working groups that can then be relayed to colleagues administering the grants, improving information flow, and creating feedback channels to better craft and implement policy. It also presents the opportunity for representatives of those agencies to directly reach out to those communities to let them know they have been heard and proactively alert residents to any changes they plan on making.

Building Talent Capacity for Permitting: Insights from Civil Servants

Have you ever asked a civil servant in the federal government what it was like to hire new staff? It’s quite common to hear how challenging it is to navigate the hiring process and how long it takes to get someone through the door. At FAS, we know it’s hard. We’ve seen how it works, and we’ve heard stories from civil servants in government.

Following the wave of legislation aimed at addressing infrastructure, environment, and economic vulnerabilities (i.e., the Bipartisan Infrastructure Law (BIL), the Inflation Reduction Act (IRA), and the CHIPS and Science Act (CHIPS)), we knew that the federal government’s hiring needs were going to soar. As we previously stated, permitting is a common bottleneck that would hinder the implementation of BIL, IRA, and CHIPS. The increase in work following this legislation came in conjunction with a push for faster permits, which in turn significantly increased agency workload. Many agencies did not have the capacity to clear the existing backlogs of permitting projects they already had in their pipeline, which would not even begin to address the new demand that would result from these laws. As such, talent capacity, or having staff with the knowledge and skills needed to meet the work demands, presented a major bottleneck. 

We also knew that surge hiring is not a strength of the government, and there are a number of reasons for that; some we highlighted in our recent blog post. It’s a difficult task to coordinate, manage, and support the hiring process for a variety of roles across many agencies. And agencies that are responsible for permitting activities, like environmental reviews and authorizations, do not have standardized roles and team structures to make it easier to hire. Furthermore, permitting responsibility and roles are disaggregated within and across agencies – some roles are permanent, others are temporary. Sometimes responsibility for permitting is core to the job. In other cases, the responsibility is part of other program or regional/state needs. This makes it hard to take concerted and sustained action across government to improve hiring. 

While this sounds like a challenge, FAS saw an opportunity to apply our talent expertise to permitting hiring with the aim of reducing the time to hire and improving the hiring experience for both hiring managers and HR specialists. Our ultimate goal was to enable the implementation of this new legislation. We also knew that focusing on hiring for permitting would offer a lens to better understand and solve for systemic talent challenges across government. 

As part of this work, we had the opportunity to connect and collaborate with the Permitting Council, which serves as a central body to improve the transparency, predictability, and accountability of the federal environmental review and authorization process, to gain a broad understanding of the hiring difficulties experienced across permitting agencies. This helped us identify some of the biggest challenges preventing progress, which enabled us to co-host two webinars for hiring managers, HR specialists, HR leaders, and program leaders within permitting agencies, focused on showcasing tactical solutions that could be applied today to improve hiring processes.

Our team wanted to complement this understanding of the core challenges with voices from agencies – hiring managers, HR specialists, HR teams, and leaders – who have all been involved in the process. We hoped to validate the challenges we heard and identify new issues, as well as capture best practices and talent capacity strategies that had been successfully employed. The intention of this blog is to capture the lessons from our discussions that could support civil servants in building talent capacity for permitting-related activities and beyond, as many solutions identified are broadly applicable across the federal government.

Approach

Our team at FAS reached out to over 55 civil servants who work across six agencies and 17 different offices identified through our hiring webinars to see if they’d be willing to share about their experiences trying to hire for permitting-related roles in the implementation of IRA, BIL, and CHIPS. Through this outreach, we facilitated 14 interviews and connected with 18 civil servants from six different organizations within the Environmental Protection Agency, Department of Defense, Department of Interior, U.S. Department of Agriculture, and the Department of Commerce. The roles of the participants varied; it included Hiring Managers, HR Specialists, HR Leaders, Chief Environmental Review and Permitting Officers, and Chief Human Capital Officers.

In our conversations, we focused on identifying their hiring needs to support permitting-related activities within their respective organization, the challenges they experience in trying to hire for those new positions, what practices were successful in their hiring efforts, and any recommendations they had for other agencies. We synthesized the data we gathered through these discussions and identified common challenges in hiring, successful hiring practices, talent capacity strategies, and additional tips for civil servants to consider.

Challenges to Hiring

We identified many challenges hindering agencies from quickly bringing on new staff to fill their open roles. From the start, many teams responsible for permitting were already very understaffed. One interviewee explained that they had serious backlogs requiring complex analysis, but were only able to triage and take on what was feasible. Another shared that they initially were only processing 60% of their workload annually. A third interviewee explained that some of their staff had previously been working on 4-5 Environment Impact Statements (EIS) at one time, which is very high and not common for the field. Their team had a longstanding complaint about high workload that led to a high attrition rate, which only increased the need for more hires. In addition to the permitting teams being under resourced, many HR counterpart teams were also understaffed. This created an environment where teams needed to hire a significant number of new staff, but did not necessarily have the HR support necessary to execute. 

The budget was the next issue many agencies faced. The budget constraints resulting from the time-bound funding of IRA and BIL raised a number of important questions for the agencies. BIL funds expire at the end of FY2026 and IRA funds expire anywhere between 2-10 years from the legislation passing in 2022. For example, the funds allocated to the Permitting Council in the IRA expire at the end of FY2031, and some of these funds have been given to agencies to bolster workforce capacity for supporting timely permitting reviews. Ultimately, agencies needed to decide if they wanted to hire temporary or full time employees. This decision cannot be made without additional information and analysis of retirement rates, attrition rates, and other funding sources. 

In addition to managing the budgetary constraints, agencies needed to determine how they would allocate the funds provided to their bureaus and programs. This required negotiations, justifications, and many discussions. The ability of Program Leaders to negotiate and justify their allocation is dependent upon their ability to accurately conduct workforce planning, which was a challenge identified through interviews. Specifically, some managers were challenged to accurately plan in an environment that is demand-driven and continuously evolving. Additionally, managing staff who have a variety of responsibilities and may only work on permitting projects for a portion of their time only increases the complexity of the planning process. 

A number of challenges we heard were common pain points in the federal government’s hiring process, as noted in Many Chutes and Few Ladders in the Federal Hiring Process. These include:

Lastly, recruiting was noted as a challenge by a number of participants. Recruiting for a qualified applicant pool has been difficult, especially for those looking to hire very specialized roles. One participant explained their need for someone with experience working in a specific region of the country and the limitations that came with not being able to offer a relocation bonus. Another participant described the difficulty in finding qualified candidates at the right grade level because the pay scale was very limiting for the expertise required. These challenges are exacerbated in agencies that lack recruiting infrastructure and dedicated resources to support recruitment.

These challenges manifested as bottlenecks in the hiring process and present opportunities for improvement. Apart from the new, uncertain funding, these challenges are not novel. Rather, these are issues agencies have been facing for many years. The new legislation has drawn broader attention back to these problems and presents an opportunity for action. 

Successful Hiring Practices

Despite these bottlenecks, participants shared a number of practices they employed to improve the hiring process and successfully bring new staff onboard. We wanted to share seven (7) practices that could be adopted by civil servants today.

Establish Hiring Priority and Gain Leadership Support

One agency leveraged the Biden-Harris Permitting Action Plan to establish and elevate their hiring needs. Following the guidance shared by OMB, CEQ, and the Permitting Council, this agency set out to develop an action plan that would function as a strategic document over the next few years. They employed a collaborative approach to develop their plan. The Chief Environmental Review and Permitting Officer (CERPO) and Deputy CERPO, the roles responsible for overseeing environmental review and permitting projects within their agencies and under their jurisdiction, brought together a team of NEPA Specialists and other staff engaged in environmental reviews and permitting across their organizations with equities. This group collectively brainstormed what they could do to strengthen and streamline permitting and environmental reviews at their agency. From this list, they prioritized five key focus areas for the first phase of their plan. This included hiring as the highest priority because it had been identified as a critical issue. Given their positioning within the organization and the Administration’s mandate, they were able to gain the support of the Secretary, and as a result, escalate their hiring needs to fill over 30 open positions over the course of FY24.

Collaborate and Share Across the Organization

Sharing and collaborating across the agency helped many expedite the hiring process. Here are examples that highlight the importance of this for success.
(1) One agency described how they share position descriptions across the enterprise. They have a system that allows any hiring manager to search for a similar position that they could use themselves or refine for their specific role. This reduces the time spent by hiring managers recreating positions.

(2) Another agency explained how they created an open tracking tool of positions they were interested in hiring across the organization. This tool allowed hiring managers across the agency to share the positions they wanted to hire. The initial list included 300 potential positions; it allowed them to prioritize and identify opportunities for collaboration. By leveraging shared certificates, they were able to reduce duplication. This tool evolved into an open repository of positions the organization was looking to recruit and a timeline for when they would be recruiting for those roles. Once announcements were closed, they would share the certificate lists widely to hiring managers.

(3) In another example, the participant explained how they facilitated ongoing collaboration between the CERPO, CHCO, HQ, and both HR and Program Leads from each relevant bureau to drive forward the hiring process. They initially worked with the Program Leads from the key bureaus impacted to identify their hiring needs and discuss the challenges they were facing. Then they reached out to the CHCO to engage them and share their priority hiring needs and worked to bring in each bureau’s respective HR teams to provide technical assistance. With everyone engaged, they set up a regular check-in to discuss progress, and the group collaborated to develop and classify position descriptions for the open positions. Later once candidates had been selected, they collaborated with operations to prioritize their hires in suitability. This ultimately saved time and streamlined the process.

Improve Hiring Processes

Participants described improving hiring processes within their organization through a variety of approaches. One method that we heard numerous times is standardizing job descriptions across the enterprise to reduce duplicative job revision and classification efforts and support the use of shared certifications. One agency approached this by facilitating focus groups with key stakeholders to define the non-negotiable and “nice to have” duties for the role. These sessions included classifiers, domain specialists, leadership, and data analysts. They found that when the group started discussing the knowledge and skills that really mattered, they were able to understand why combining efforts would help them achieve their goals more quickly. They realized that some of the minute details (e.g., expertise in Atlantic Salmon) did not need to be in the position description and rather could be deduced through the interview process. While this took a great deal of buy in and leadership support, they were successful in standardizing some position descriptions.

Other methods for improving hiring processes included standardizing the process for establishing pay to reduce competition across the agency, setting a 30-day time limit for making selections, setting applicant limits for closing job announcements, and using data to drive improvements. In one interview with an agency’s HR team, we learned about their role in collecting and analyzing data in each step of the hiring process (e.g., overall hiring time, time at each step, etc.). They use this information to monitor progress, track performance, understand which incentives are being employed, and identify opportunities for improvement in the overall process. This data helps inform their decisions and allows them to identify where they need to provide more support.

Leverage Position and Recruiting Incentives

Multiple participants described using incentives to make a position more attractive to a candidate and encourage the acceptance of a job offer. Multiple agencies offered remote and hybrid positions where possible, which they cited as generating more interest in the role. One HR team shared how they employ a series of OPM approved recruiting incentives to make positions more compelling. These included starting bonuses, student loan repayment, credit for industry work, advanced leave, higher step options, relocation bonuses, and additional leave time. They find these incentives to be particularly helpful when the location requires a far move (e.g., Alaska, Hawaii) or is difficult to hire into for whatever reason. 

Leverage Hiring Flexibilities

Multiple agencies cited using different hiring flexibilities to hire for their open positions and remove some of the barriers embedded in the competitive service hiring process. The flexibilities included, Direct Hire Authority, Schedule A, Pathways Programs, retired annuitants, internship conversions, internal detailees, Presidential Innovation Fellows via GSA, Digital Service Fellows Program, as well as contract staff to support IT development. Many agencies also hired for term or temporary positions that ranged from three to 10 years, depending on the additional funding sources that could be found. Employing these authorities helped to streamline the hiring process.

Seek HR Recruiting Support

One agency described how their HR office supported and collaborated with hiring managers throughout the hiring process, especially in bolstering their recruitment efforts. One HR team helped lead recruitment outreach, sharing their open positions on a variety of media in coordination with their communications team (i.e., their website, facebook, instagram). They also developed standard language for hiring managers to share with their networks that highlighted information about the role and mistakes to avoid when applying. This helped relieve the pressure on the hiring manager to lead the recruiting effort.

Invest in Dedicated HR Staff to Manage and Support Permitting Hiring

Multiple agencies shared how they hired a dedicated resource to oversee the hiring process for their organization. One agency hired a retired annuitant (i.e., someone who retired from working in the federal government and is rehired) to help manage the organization’s hiring process after they realized that they were making minimal progress against their hiring needs. This individual returned to the government workforce and brought a deep understanding of government hiring. They collaborated with the HR Specialists and hiring managers to develop position descriptions, organize procurement packages, schedule interviews, and support the applicant selection process. They said, “we would not have been able to do any of the 40 hires without this person.”

Another agency described how they detailed someone to manage BIL and IRA hiring requests across their organization. This person was situated outside of HR, and they were responsible for tracking the end-to-end hiring and recruitment efforts. They maintained a repository of the positions each office needed to recruit and generated weekly reports on BIL and IRA hiring efforts that highlighted how many positions are open, how many are closed, and where certificate lists are available. This allowed the broader team to identify how they could drive progress.

While there were a number of challenges, many participants described successfully hiring 15-30+ new employees over the last year alone. One agency in particular described hiring over 2,000 people in 2024 for the IRA, which was an all time high for their organization. These seven practices have enabled agencies to be successful in filling new positions to support permitting-related activities, and they can be applied to other hiring needs as well. Any future talent surge in the federal government could benefit from adopting these hiring practices.

Solutions to Build Talent Capacity

While the majority of the interviews focused on hiring due to concerns of understaffed teams and the new funding availability, there are many other ways to build talent capacity in government. Some of the participants we interviewed shared other strategies they employed to address high workload demands, which present opportunities for other agencies to consider, especially as we move into the new administration. Here are six (6) strategies for building workforce capacity.

Establish Strike Teams

During our conversations, two different agencies described creating a strike team, or making an investment in additional, flexible staff, to provide supplemental capacity where there is insufficient staff for the current demand. One organization accomplished this by hiring project managers with NEPA expertise into their CERPO Office. These Project Managers could then be detailed out to specific bureaus to fill capacity gaps and provide management for high priority, multi-agency projects. This helped fill immediate capacity gaps, as teams were continuing to hire.

Another agency piloted a relief brigade, or a pool of Headquarters (HQ) staff who could be detailed to support regional staffing needs on large projects, consultations, and backlogs with temporary funding. This team was formed from a national perspective and aimed to reduce the pressure on each region and center. Based on this organization’s needs, the team was composed of natural resource management and biological science generalists. Participants shared that some efficiencies have been gained, but there was a substantial learning curve that required training and learning on the job. One hiring manager stated, the “relief brigade is the permanent embodiment of what we need more of.” These types of teams can help address dynamic capacity needs and provide more flexibility to the organization more broadly.

Conduct Bottom Up Workforce Analysis

One Program Manager shared their experience joining a new team and conducting workforce analysis to quantify their staffing needs and inform strategic decisions for their organizational structure. In their initial discussions with staff, they learned that many employees were feeling overworked and capacity was a major concern. To understand the need, they conducted a bottom up workforce analysis to estimate the office’s workload and identify gaps. This involved gathering project data from the past two years, identifying the average time frame by activity type and NEPA category, the staff hours needed to accomplish the work, and the delta between existing and needed staff hours. This data provided evidence of capacity gaps, which they were able to bring to their senior leadership to advocate and secure approval for a team expansion. This analysis enabled them to make data informed decisions about hiring that would reduce the overall workload of staff and ultimately increase staff morale and improve retention rates, which had been a concern. This approach can serve as a model for other agencies who have had difficulty in workforce planning.

Reorganize Team to Drive Efficiencies

The Program Manager who conducted bottom-up workforce analysis applied this new understanding of the work and the demands to reorganize their team to drive efficiencies and share the workload. They established three branches in their team and added four supervisory roles. The branches included one NEPA Branch, one Archeological Branch, and a Program and Policy Branch, and a supervisor was established for each. An additional leadership Deputy role was created to focus on overseeing their programs and coordinating on integration points with relevant agencies.

With this shift, they created new processes and roles to support continuous improvements and fill outstanding duties. Specifically, the Program and Policy Branch is designed to be more proactive, support throughput, and build programmatic and tribal agreements. They added an environmental trainer who is responsible for educating both internal staff and external stakeholders. Two Environmental Protection Specialists now oversee project intake, collaborate with applicants to ensure the applications are complete, manage applicant communications, and then distribute the projects to the assigned owner. A GIS Program Manager was added to the team to support data and analytics. Their role is to identify process delays and their causes, analyze points of failure, and create a geological database to understand where there are project overlaps to expedite and streamline processes. In addition to these internal changes, the Program Manager has also brought on additional contractors to provide greater capacity.

These changes have significantly increased their team’s capacity and has over doubled the number of projects they are able to complete in a year, from 400 projects two years ago to over 900+ projects this year.

Reallocate Work Across Offices and Regions

Numerous participants described work reallocation as a solution to addressing some of their capacity gaps. For example, when one agency was struggling to hire people in a particular location due to the high cost of living, they redistributed the work to another region in the country, where the cost of living was lower. This made it easier to hire into the position. Another HR Leader described supporting their overcapacity teams by redistributing hiring efforts from one office to another in the same region. The original office had minimal bandwidth, while the other had capacity, so they were able to help post the job announcement for the region. They explained the importance of encouraging local offices to help one another deliver, when appropriate.

Others described the reallocation of staff and projects to different regions. This not only allows the organization to match staff with demand, but it also allows for staff to gain experience and knowledge working on a new topic or in a new region. For example, most offshore wind projects are located in the greater Atlantic region, but these projects are gaining traction in the Pacific, so they assigned staff to work in the Atlantic region with the goal of building experience and gaining lessons learned to apply to future Pacific projects. One of these participants emphasized the value and efficiencies that could be derived from developing staff to have more interagency and interservice experience. These examples highlight how leaders can be creative in addressing workload gaps by strategically reallocating work to pair capacity and demand.

Invest in Recruiting Networks

One agency stood out as being an exemplar for their recruiting efforts, which have the potential to be replicated across agencies. They have spent significant time and effort investing in building out their recruitment networks and engaging in career fairs to hire talent. Their organization has been building a repository of potential candidates that is maintained in a system to capture candidate information, educational background, contact information, locations of interest, areas of interest, and remote and relocation preferences. This has been used to generate a list of potential candidates for hiring managers. 

They have made connections through affinity groups, communities of practice, and social media. They’ve also built many partnerships with schools and organizations and have a calendar of events (e.g., career fairs) that they attend over the course of the year. At some events, they’ll have their HR team facilitate breakout sessions to discuss the benefits of working at their organization. To make sure they’re getting diverse candidates, they are continuously reaching out to new sources and potential candidate pools.

In addition to engaging in others’ events, they have hosted their own career fair, where they hired about 200 people. Prior to the event, they reviewed and vetted resumes to know who might be a qualified candidate for a position. With Direct Hire Authority for some of their positions, this allowed hiring managers to interview candidates at the fair and immediately make temporary job offers to attendees. HR staff also worked with the hiring managers at the career fair. This infrastructure sets hiring managers up for success and enables them to easily tap into a variety of networks to find qualified candidates.

Invest in Hiring Manager Training

One agency’s training and support for hiring managers can serve as a model for other HR teams to learn from. This agency offers a robust toolkit for supporting hiring managers through the hiring process. While the Supervisor is ultimately responsible for the hiring, the HR team ensures that they have the tools needed to execute and are equipped to be successful. These tools include:

In addition to these tools and training, HR Specialists work with hiring managers to coach them on how to determine the duties for their open position, especially if they need to re-announce a position multiple times. They are also developing a new marketing strategy centered on everyone being a recruiter. This strategy will result in a new resource to support all staff in recruiting and retaining staff based on their needs.

Another participant identified this as a key opportunity. “Agencies need to educate hiring managers on those processes and what’s out there and available to them… [hiring managers need to] utilize those tools and work with HR to get the best candidates.” This agency’s approach empowers hiring managers to navigate the process, leverage incentives, and successfully recruit.

Establish Apprenticeship Programs

One participant highlighted the need for apprenticeship programs in their permitting work. Short-term or summer internship programs present difficulties with early career staff because there is not enough time for the interns to learn. They explained that it takes about six months for a new employee to become independent. Given this need, they have invested in a 1-year internship program through GeoCorps America. This duration provides interns with the time needed to learn on-the-job through practice, understand the laws and regulations, and gain exposure to the work (e.g., problem solving and stakeholder communication). This program has been successful in creating a pipeline of early career talent; 12 of their interns have moved into permanent federal service positions at different agencies (i.e., DOI, USFS, USGS, and BLM). This type of apprenticeship program could serve as a model for developing early career talent that can be trained on the job and build expertise to take on more complex projects as they grow.

These strategies offer a few examples for how agencies could build workforce capacity. These strategies do not necessarily require bringing on new talent, but rather finding opportunities to improve their internal processes to drive efficiencies and build a more dynamic, flexible workforce to respond to new demand.

Other Considerations

At the end of our interviews, we asked participants if they had any tips or recommendations that they’d want to share with others looking to hire in the government. Here are a few things we heard that we have not already captured in our best practices or talent capacity strategies.

  1. Always Be Recruiting: Everyone is a recruiter, and you should always be building relationships and connections, being present at events even if you do not have any active job announcements.
  2. Maintain Communication with Candidates: Stay in touch with potential candidates before there is a job open, while recruiting, and throughout the entire hiring process. This can keep them engaged and help you ultimately receive a job acceptance.
  3. Invest in Suitability Case Management: Invest in a case management system that sends automatic notifications to each user (i.e., hiring manager, HR specialist, applicant, suitability team) when an action is required. This will streamline the process and ensure that no cases slip through the cracks.
  4. Cast a Wide Net: Invest in a wide distribution for your job announcements, interview as many qualified people as you can, and identify multiple candidates that you would like to hire, in case someone declines. Also, leave the announcement open for longer, and if you have large offices with continuous turnover, consider keeping a job open on USAJobs, where you can always accept resumes.
  5. Keep Certificate Lists Open: Keep certificate lists open for a long time, so if a candidate declines, you can return to the list of potential candidates. If it is a shared certificate, then this can also assist your colleagues in quickly finding qualified candidates to interview and hire.
  6. Regularly Update Position Descriptions: Update your position descriptions to accurately capture the duties of the role and to align with any updated technology. Many agencies have policies for how regularly position descriptions need to be updated, but many question how well these guidelines are followed.
  7. Listen to Your Staff’s Plans: Engage with your staff on a regular basis and pay attention to who says they may retire or leave in the next year. This will allow you to more proactively plan and predict your future staffing needs.

Hiring into the federal government is not easy – you will very likely experience challenges even if you follow the practices and strategies highlighted here. However, there are things you can do to set yourself up for success in the future and strategies you can use to address workload demands even if you are not currently hiring. This permitting hiring surge has offered an opportunity to learn how you can effectively hire people into the federal workforce, which can serve as an example for future talent surges. Within the permitting space itself, these strategies have proven successful in supporting more timely and efficient reviews. Bolstering workforce capacity has enabled more effective mission execution.

Elevate and Strengthen the Presidential Management Fellows Program

Founded in 1977, the Presidential Management Fellows (PMF) program is intended to be “the Federal Government’s premier leadership development program for advanced degree holders across all academic disciplines” with a mission “to recruit and develop a cadre of future government leaders from all segments of society.” The challenges facing our country require a robust pipeline of talented and representative rising leaders across federal agencies. The PMF program has historically been a leading source of such talent. 

The next Administration should leverage this storied program to reinvigorate recruitment for a small, highly-skilled management corps of upwardly-mobile public servants and ensure that the PMF program retains its role as the government’s premier pipeline for early-career talent. It should do so by committing to placing all PMF Finalists in federal jobs (rather than only half, as has been common in recent years), creating new incentives for agencies to engage, and enhancing user experience for all PMF stakeholders. 

Challenge and Opportunity

Bearing the Presidential Seal, the Presidential Management Fellows (PMF) Program is the Federal Government’s premier leadership development program for advanced degree holders across all academic disciplines. Appropriately for a program created in the President’s name, the application process for the PMF program is rigorous and competitive. Following a resume and transcript review, two assessments, and a structured interview, the Office of Personnel Management (OPM) selects and announces PMF Finalists. 

Selection as a Finalist is only the first step in a PMF applicant’s journey to a federal position. After they are announced, PMF Finalists have 12 months to find an agency posting by completing a second round of applications to specific positions that agencies have designated as eligible for PMFs. OPM reports that “over the past ten years, on average, 50% of Finalists obtain appointments as Fellows.” Most Finalists who are placed are not appointed until late in the eligibility period: halfway through the 2024 eligibility window, only 85 of 825 finalists (10%) had been appointed to positions in agencies.

For applicants and universities, this reality can be dispiriting and damage the reputation of the program, especially for those not placed. The yearlong waiting period ending without a job offer for about half of Finalists belies the magnitude of the accomplishment of rising to the top of such a competitive pool of candidates eager to serve their country. Additionally, Finalists who are not placed in a timely manner will be likelier to pursue job opportunities outside of federal service.  At a moment when the federal government is facing an extraordinary talent crisis with an aging workforce and large-scale retirements, the PMF program must better serve its purpose as a trusted source of high-level, early-career talent.

zThe current program design also affects the experience of agency leaders—such as hiring managers and Chief Human Capital Officers (CHCOs)—as they consider hiring PMFs. When agencies hire a PMF for a 2-year placement, they cover the candidate’s salary plus an $8,000 fee to OPM’s PMF program office to support its operations. Agencies consider hiring PMF Finalists with the knowledge that the PMF has the option to complete a 6-month rotational assignment outside of their hiring unit. These factors may create the impression that hiring a PMF is “costlier” than other staffing options.

Despite these challenges, the reasons for agencies to invest in the PMF program remain numerous:

The PMF is still correctly understood as the government’s premier onramp program for early career managerial talent. With some thoughtful realignment, it can sustain and strengthen this role and improve experience for all its core stakeholders.  

Plan of Action

The next Administration should take a direct hand in supporting the PMF Program. As the President’s appointee overseeing the program, the OPM Director should begin by publicly setting an ambitious placement percentage goal and then driving the below reforms to advance that goal. 

Recommendation 1. Increase the Finalist placement rate by reducing the Finalist pool.

The status quo reveals misalignment between the pool of PMF Finalists and demand for PMFs across government. This may be in part due to the scale of demand, but is also a consequence of PMF candidates and finalists with ever-broader skill sets, which makes placement more challenging and complex. Along with the 50% placement rates, the existing imbalance between finalists and placements is reflected in the decision to contract the finalist pool from 1100 in 2022 to 850 in 2023 and 825 in 2024. The next Administration should adjust the size of the Finalist pool further to ensure a near-100% placement rate and double down on its focus on general managerial talent to simplify disciplinary matching. Initially, this might mean shrinking the pool from the 825 advanced in 2024 to 500 or even fewer. 

The core principle is simple: PMF Finalists should be a valuable resource for which agencies compete. There should be (modestly) fewer Finalists than realistic agency demand, not more. Critically, this change would not aim to reduce the number of PMFs serving in government. Rather, it seeks to sustain the current numbers while dramatically reducing the number of Finalists not placed and creating a healthier set of incentives for all parties.

When the program can reliably boast high placement rates, then the Federal government can strategize on ways to meaningfully increase the pool of Fellows and use the program to zero in on priority hard-to-hire disciplines outside of general managerial talent.

Recommendation 2. Attach a financial incentive to hiring and retaining a PMF while improving accountability. 

To underscore the singular value of PMFs and their role in the hiring ecosystem, the next Administration should attach a financial incentive to hiring a PMF. 

Because of the $8,000 placement fee, PMFs are seen as a costlier route than other sources of talent. A financial incentive to hire PMFs would reverse this dynamic. The next Administration might implement a large incentive of $50,000 per Fellow, half of which would be granted when a Fellow is placed and the other half to be granted when the Fellow accepts a permanent full-time job offer in the Federal government. This split payment would signal an investment in Fellows as the future leaders of the federal government. 

Assuming an initial cohort of 400 placed Fellows at $50,000 each, OPM would require $20 million plus operating costs for the PMF program office. To secure funds, the Administration could seek appropriations, repurpose funds through normal budget channels, or pursue an agency pass-the-hat model like the financing of the Federal Executive Board and Hiring Experience program offices. 

To parallel this incentive, the Administration should also implement accountability measures to ensure agencies more accurately project their PMF needs by assigning a cost to failing to place some minimum proportion–perhaps 70%–of the Finalists projected in a given cycle. This would avoid too many unplaced Finalists. Agencies that fail to meet the threshold should have reduced or delayed access to the PMF pool in subsequent years. 

Recommendation 3. Build a Stronger Support Ecosystem 

In support of these implementation changes, the next Administration should pursue a series of actions to elevate the program and strengthen the PMF ecosystem. 

Even if the Administration pursues the above recommendations, some Finalists would remain unpaired. The PMF program office should embrace the role of a talent concierge for a smaller, more manageably-sized cohort of yet-unpaired Finalists, leveraging relationships across the government, including with PMF Alumni and the Presidential Management Alumni Association (PMAA) and OPM’s position as the government’s strategic talent lead to encourage agencies to consider specific PMF Finalists in a bespoke way. The Federal government should also consider ways to privilege applications from unplaced Finalists who meet criteria for a specific posting.

To strengthen key PMF partnerships in agencies, the Administration should elevate the role of PMF Coordinators beyond “other duties as assigned” to a GS-14 “PMF Director.” With new incentives to encourage placement and consistent strategic orientation from agency partners, agencies will be in a better position to project their placement needs by volume and role and hire PMF Finalists who meet them. PMF Coordinators would have explicit performance measures that reflect ownership over the success of the program.

The Administration must commit and sustain senior-level engagement—in the White House and at the senior levels of OMB, OPM, and in senior agency roles including Deputy Secretaries, Assistant Secretaries for Management, and Chief Human Capital Officers—to drive forward these changes. It must seize key leverage points throughout the budget and strategic management cycle, including OPM’s Human Capital Operating Plan process, OMB’s Strategic Reviews process, and the Cross-Agency Priority Goal setting rhythms. And it must sustain focus, recognizing that these new design elements may not succeed in their first cycle, and should provide support for experimentation and innovation.

Current PMF Program Compared to Proposed Reform
Status QuoProposed Change
Size of Finalist Pool800-1100400-500
Placement Rate~50%Target 100%, achieve 80-90%
Total Placements400-550320-450
Number of Unplaced Finalists400-550<100
Financial modelAgencies carry salary and benefits and pay a premium of $8,000 to OPM in cost recovery to fund program officeEach Fellow carries a financial incentive encouraging speedy placement; program office and incentive funded centrally
Experience for FinalistsFrustrating waits are typical; many hundreds of potential public servants left unplaced; experience of being a Finalist does not always reflect magnitude of accomplishmentFinalists are a valuable, scarce commodity; they have more potential matches with agencies and experience shorter waits
Experience for AgenciesLarge pool of Finalists is difficult to navigate; agencies harbor concerns about quality of Fellows waiting for placement; little urgency to act; PMFs seen as one talent pool among many; Program Coordination is often an “other duty as assigned”Smaller pool that is easier to navigate; even higher quality finalist pool; significant urgency to act to capture financial incentive and meet talent needs; clear understanding of role PMFs play in talent strategy; coordination and needs forecasting resides in a higher-graded, strategically-oriented role
Experience for Program OfficeCost-recovery model creates significant uncertainty in budgeting and operations planning; difficult to make selections due to inconsistent agency need forecastingProgram office manages access to a valuable asset; with less “selling,” staff focuses on bespoke pairing for smaller number of unpaired applicants and shaping each year’s finalist pool to reflect improved needs forecasts

Conclusion

For decades, the PMF program has consistently delivered top-tier talent to the federal government. However, the past few years have revealed a need for reform to improve the experience of PMF hopefuls and the agencies that will undoubtedly benefit from their skills. With a smaller Finalist pool, healthier incentives, and a more supportive ecosystem, agencies would compete for a subsidized pool of high-quality talent available to them at lower cost than alternative route, and Fellows who clear the significant barrier of the rigorous selection process would have far stronger assurance of a placement. If these reforms are successfully implemented, esteem for the government’s premier onramp for rising managerial talent will rise, contributing to the impression that the Federal government is a leading and prestigious employer of our nation’s rising leaders. 

This action-ready policy memo is part of Day One 2025 — our effort to bring forward bold policy ideas, grounded in science and evidence, that can tackle the country’s biggest challenges and bring us closer to the prosperous, equitable and safe future that we all hope for whoever takes office in 2025 and beyond.

Frequently Asked Questions
What is the role of the PMF rotation?

The PMF program is a 2-year placement with an optional 6-month rotation in another office within the appointing agency or another agency. The rotation is an important and longstanding design element of a program aiming to build a rising cohort of managerial talent with a broad purview. While the current program requires agencies pay OPM the full salary, benefits, and a placement fee for placing a PMF, the one quarter rotation may act as a barrier to embracing PMF talent. This can be addressed by adding a significant subsidy to balance this concern.

How does shrinking the size of the Finalist pool enhance the program?

In the current program, OPM uses a rule of thumb to set the number of Finalists at approximately 80% of anticipated demand to minimize the number of unplaced Finalists. This is a prudent approach, reflected in shifting Finalist numbers in recent years: from 1100 in 2022 to 850 in 2023 and 825 in 2024. Despite adjusting the Finalist pool, unfortunately placement rates have remained near 50%. Agencies are failing to follow-through on their projected demand for PMFs, which has unfortunate consequences for Finalists and presents management challenges for the PMF program office.


This reform proposal would take a large step by reducing the Finalist pool to well below the stated demand–500 or less–and focus on general managerial talent to make the pairing process simpler. This would be, fundamentally, a temporary reset to raise placement rates and improve user experience for candidates, agencies, and the program management team. As placement rhythms strengthen along the lines described above, there is every reason for the program to grow.

Is a subsidy for PMF Finalists going to cost the government more money?

The subsidy proposed for placing a PMF candidate would not require a net increase in federal expenditures. In the status quo, all costs of the PMF program are borne by the government: agencies pay salaries and benefits, and pay a fee to OPM at the point of appointment. This proposal would surface and centralize these costs and create an agency incentive through the subsidy to hire PMFs, either by “recouping” funds collected from agencies through a pass-the-hat revolving fund or “capitalizing” on a central investment from another source. In either case, it would ensure that PMF Finalists are a scarce asset to be competed for, as the program was envisioned, and that the PMF program office manages thoughtful access to this asset for the whole government, rather than needing to be “selling” to recover operational costs.

Reform Government Operations for Significant Savings and Improved Services

The federal government is dramatically inefficient, duplicative, wasteful, and costly in executing the common services required to operate. However, the new Administration has an opportunity to transform government operations to save money, improve customer experience, be more efficient and effective, consolidate, reduce the number of technology platforms across government, and have significantly improved decision-making power. This should be accomplished by adopting and transforming to a government-wide shared service business model involving the collective efforts of Congress, the Office of Management and Budget (OMB), General Services Administration (GSA), and oversight agencies, and be supported by the President Management Agenda (PMA). In fact, this is a real opportunity for the newly created Department of Government Efficiency (DOGE) to realize a true systemic transformation to a better and more streamlined government. 

Challenge and Opportunity

The federal government is the largest employer in the world with many disparate mission-centric functions to serve the American people. To execute mission objectives, varied mission support functions are necessary, yet costly with many disconnected and inefficient layers added over many years. For example, a hiring action costs over $10,000 in the federal government vs. $4,000 in the private sector, and transactions such as paying an invoice cost hundreds of dollars compared to $1–2 in other sectors. Many support functions—such as travel management, FOIA management, background investigations, human resources, financial management, facilities management, and more — are equally costly and inefficient.

While these functions are critical to helping government programs achieve their mission, over many years they have grown costly and inefficient through high staffing ratios, duplication of technology platforms, disparate data systems, lack of standardization, and poor modernization. Congress focuses on individual agencies independently and not holistically on the opportunity for government-wide efficiency. Because improving operations has no mandate and GSA serves only in a coordinating role, agencies are free to approach operations any way they wish, resulting in a lack of standardization and the interoperability of systems. Many systems are still operating on extremely old software code, and the Administration and Congress lack government-wide data capacity to have the facts they need to govern. With a burdening national debt, we need to streamline government. To illustrate this opportunity, the federal government operates hundreds of human resources functions, whereas Walmart, the second largest U.S. employer with two million employees, operates just two, one for American and one for Europe.  

There are several small examples in government demonstrating the ability to realize large cost savings and improved services. When the NASA shared services operations were established, it saved over $200 million through consolidation in their first several years. The consolidation of federal payroll services from 24 to 4 functions saved over $3.2 billion. The Technology CEO Council report “The Government We Need estimated savings of over $1 trillion by the federal government moving to shared services. Commercial sector entities such as Johnson & Johnson saved approximately $2 billion in just two years. 

Plan of Action

Over 85% of Fortune 500 companies and growing numbers of public sector governments around the world have committed to shared services as a mainstream business model. Australia, Canada, the United Kingdom, Singapore, and others have realized significant reduction in cost and improved delivery. While shared services have been attempted in many forms since the 1980s in the federal government, implementation has been inconsistent and incomplete due to Congressional and Administration inattention.  As part of past PMAs, a GSA Office of Shared Solutions and Performance (OSSPI) was established, along with a Technology Management Fund (TMF) to support modernization, yet little action has been taken to set goals and achieve results. Most government shared service centers operate on antiquated technology platforms, are at high risk of failure, and are in critical need of modernization. 

Immediate legislative and executive action are necessary to enable robust, cross-government benefits. Transforming government into an efficient and effective operation will take time, measurement, and accountability. It’s important that this be done correctly and begin by building the requisite capacity to realize success and regularly report to the Administration and Congress. To ensure success, the following initial actions should be taken:

  1. Congress should make the consolidation of common service operating and business models statutorily mandatory and provide resources for GSA to conduct the appropriate analysis, design, and transformation to consolidated common services.
  2. The Administration should install the leadership with the responsibility, authority, and accountability for transforming government operations. This would be a Senate-confirmed Commissioner of Government Operations at GSA directing operations with policy authority resting with the OPM Deputy Director for Management (DDM).  
  3. The Administration should enhance GSA/OSSPI to create an effective governance structure and increase their capacity and role. Governance would be structured through the DDM, the GSA Commissioner for government operations, the establishment of a Shared Services Advisory Board (SSAB) made up of agency Deputy Secretaries, and the inclusion of the existing chief operating councils. OSSPI would take on the lead role for transformation and operations oversight and have the staff resources and authority necessary to execute.
  4. Congress should direct and the Administration should conduct a deep analysis and design the most effective operating and business models. It is necessary to identify current resources, cost, and performance as well as benchmarks against other entities. This would be led by GSA and conducted by an independent, non-conflicted entity. Based on this analysis GSA would design optimized models, provide a clear business case, and prepare a transformation/modernization plan. The Commission would then approve and recommend further Congressional and/or executive action required to implement the transformation. In parallel, GSA would develop selected government staff and managers to participate in the analysis and transformation process.
  5. The Administration, through OMB and GSA, should implement the multiyear transformation and modernization effort and implement, measure, report results, and realize the requisite Return on Investment (ROI). 

These initial activities should cost approximately $80 million and be cost-neutral by allocating funding from existing redundant operational and modernization efforts. This would fund cross-government analysis, GSA operations, government staff training, and transformation planning with an ROI to the taxpayer. Impacted federal staff would be retrained in new associated shared services roles and/or other mission support functions where needed.

Conclusion

The time to act boldly is now. The Administration needs to immediately begin reducing costs and improving services to taxpayers and government programs through the implementation of a shared services business model with strong leadership, a proven approach, and accountability to demonstrate results. Trillions of dollars fed back into supporting governments financial needs are necessary and attainable.

Onboarding Critical Talent in Days: Establishing a Federal STEM Talent Pool

It often takes the federal government months to hire for critical science and technology (STEM) roles, far too slow to respond effectively to the demands of emerging technologies (e.g., artificial intelligence), disasters (COVID), and implementing complex legislation (CHIPS). One solution is for the Federal Government to create a pool of pre-vetted STEM talent to address these needs. This memo outlines how the federal government can leverage existing authorities and hiring mechanisms to achieve this goal, making it easier to respond to staffing needs for emerging policies, technologies, and crises in near-real time.

To lead the effort, the White House should appoint a STEM talent lead (or empower the current Tech Talent Task Force Coordinator or Senior Advisor for Talent Strategy). The STEM talent lead should make a national call to action for scientists and technologists to join the government. They should establish a team in the Executive Office of the President (EOP) to proactively recruit and vet candidates from underrepresented groups, and establish a pool of talent that is available to every agency on-demand.

Challenge and Opportunity

In general, agencies are lagging in adopting best practices for government hiring. This includes  the Subject Matter Expert Qualifications Assessment (SMEQA, a hiring process that replaces simple hiring questionnaires with efficient subject-matter-expert-led interviews), shared certificate hiring (which allow qualified but unsuccessful candidates to be hired into similar roles without having to reapply or re-interview), flexible hiring authorities (which allow the government to recruit talent for critical roles (e.g. cybersecurity) more efficiently and allow for alternative work arrangements, such as remote work), proactive sourcing (individual identification and relationship building), and continuous recruiting.

Failure to effectively leverage these hiring tools leads to significant delays in federal hiring, which in turn makes it difficult or impossible for the federal government to nimbly handle rapidly emerging and evolving STEM issue areas (e.g., AI, cybersecurity, extreme weather, quantum computing) and to execute on complex implementation demands.

There is an opportunity to correct this failure by empowering a STEM talent lead in the White House. The talent lead would work with agencies to build a national pool of pre-vetted STEM talent, with the goal of making it possible for federal agencies to fill critical roles in a matter of days – especially when crises strike. This will save the government time, effort, and money while delivering a better candidate experience, which is critical when hiring for in-demand roles.

Plan of Action 

The federal government should adopt a four-part plan of action to realize the opportunity described above.

Recommendation 1. Hire and empower a STEM talent lead for critical hiring needs

The next administration should recruit, hire, and empower a STEM talent lead in the Executive Office of the President. The STEM lead should be offered a senior role, either political (Special Assistant to the President) or a senior-level civil service role. The role should sit in the White House Office of Science and Technology Policy  (OSTP) and report to the OSTP director. The STEM talent lead would be tasked with coordinating hiring for critical STEM roles throughout the government. Similar roles currently exist, but are limited to specific subject areas. For instance, the Tech Talent Task Force Coordinator coordinates tech talent policy in an effort to scale hiring and manages a task force that seeks to align agency talent needs. The Senior Advisor for Talent Strategy serves a similar function. The Senior Advisor leads a “tech surge” at the Office of Management and Budget, pulling together workforce and technology policy implementation, including efforts to speed up hiring. Either of these roles could be elevated to the STEM lead, or a new position could be created.

The STEM talent lead would also coordinate government units that have already been established to help deliver STEM talent to federal agencies efficiently. Such units include the United States Digital Service, 18F, Presidential Innovation Fellows, the Lab at the Office of Personnel Management (OPM), the Department of Homeland Security’s Artificial Intelligence Corps, and the Digital Corps at the General Services Administration. The STEM talent lead should be empowered to pull experts from these teams into OSTP for short details to define critical hiring needs. The talent lead should also be responsible for coordinating efforts among the various groups. The goal would not be to supplant the operations of these individual groups, rather to learn from and streamline government-wide efforts in critical fields.

Recommendation 2. Proactive, continuous hiring for key roles across the government

The STEM talent lead should work with the administration and agencies to define the most critical and underrepresented scientific and technical skill sets and identify the highest impact placement for them in the federal government. This is currently being done under the Executive Order on Artificial Intelligence which could be expanded to include all STEM needs. The STEM Lead should establish sourcing strategies and identify prospective hires, possibly building on OPM’s Talent Network goals.

The lead should also collaborate with public and private subject matter experts and use approved and tested hiring processes, such as SMEQA and shared certificates, to pre-vet candidates. These experts would then be placed on a government-wide hiring certificate so that every federal agency could make them a job offer. Once vetted and placed on a government-wide hiring certificate, experts would be available for agencies to onboard within days.

Recommendation 3. Implement a “shared-certificate-by-default” policy

Traditionally, more than one qualified applicant will apply to a federal job opening. In most cases, one applicant will be chosen and the rest rejected, even if the government (even the same agency) has another open role for the same job class. This creates an unnecessary burden on qualified applicants and the government. Qualified applicants should only have to apply once when multiple opportunities exist for the same or similar jobs. This exists, to a limited extent, for excepted service applicants but not for everyone. To achieve this, all critical, scientific, and national security roles should default to shared hiring certificates. Sharing hiring certificates is an approved federal policy but is not the default. The Office of Management and Budget (OMB) could issue a policy memo making shared certificates the default, and then work with the OPM to implement it. 

Furthermore, the STEM talent lead should coordinate a centralized list of qualified applicants who were not chosen off of shared certificates if they opt-in to receiving job offers from other agencies. This functionality, called “Talent Programs,” has been piloted through USAJobs but has had limited success due to a lack of centralized support.

Recommendation 4. Let departing employees remain available for rapid re-hire into federal roles

Departing staff in critical roles (as determined by the STEM talent lead; see Recommendation 2) with good performance reviews should be offered an opportunity to join a central pool of experts that are available for rehire. The government invests heavily in hiring, training, and providing security clearances to employees with an expectation that they will serve long careers. 20+ year careers, however, are no longer the norm for most applicants. Increasingly, talent is lost to burnout, lack of opportunity inside government, or a desire to do something different. Current policy offers only “reinstatement” benefits, which allow former federal employees to apply for jobs without competing with the broader public. Reinstatement job seekers are still required to apply from scratch to individual positions.

Former employees are a critical group when staffing up quickly. Immediate access to staff with approved security clearances is particularly critical in national emergencies. Former employees also bring their prior training and cultural awareness, making them more effective, quicker than new hires. To incentivize participation from departing employees, the government could offer to maintain their security clearance, give them access to their Thrift Savings Plan and/or medical insurance, and other benefits. This could be piloted through existing authorities (e.g., as intermittent consultants) and OMB and/or OPM could develop a new retention policy based on the outcomes of that pilot.

Conclusion 

The federal government needs to establish processes to proactively recruit for key roles, help every qualified candidate get a job, and rapidly respond to STEM staffing needs for critical and complex policies, technologies, and crises. A central pool of science and technology experts can be called upon to fill permanent roles, respond to emergencies, and provide advisory services. Talent can enter and exit the pool as needed, providing the government access to a broad set of skills and experience to pull from immediately.

This action-ready policy memo is part of Day One 2025 — our effort to bring forward bold policy ideas, grounded in science and evidence, that can tackle the country’s biggest challenges and bring us closer to the prosperous, equitable and safe future that we all hope for whoever takes office in 2025 and beyond.

Frequently Asked Questions
Is hiring in days actually possible?

Yes. It can take several months to establish and execute a government-wide hiring action, especially when relying on OPM for approvals. Once a candidate is vetted and placed on a shared certificate, however, the only delay in hiring is an individual agency’s onboarding procedure. Some agencies are already able to hire in days, others will need support refining their processes if they want the fastest response times.

Is there precedent for government-wide hiring and shared certificates?

Yes, both processes are approved by OPM and have been implemented many times with positive results. Despite their success, they remain a small portion of overall hiring processes.

How does the government vet STEM talent, especially emerging talent, if it lacks in-house expertise in the field they are hiring for?

The government has diverse talent, just not enough of it. Pooled and government-wide hiring are ways to leverage limited skill sets to increase the number of experts in any given field. In other words, these are approaches that use critical talent from several agencies to vet potential hires that can be distributed to agencies without the expertise to vet the talent themselves. In this way, talent is seeded throughout the government. Those experts can then ramp up hiring in their own agency, accelerating the hiring of critical skills.

What is the cost of investing in centralized STEM talent recruitment?

While there are costs to developing these capabilities they will likely be offset in the short term by savings in agencies that no longer need to run time-consuming and labor-intensive job searches. The government will benefit from having fewer people with more expertise operating a centralized service. This program also builds on work that has already been piloted, such as SMEQA and Talent Networks which could also be streamlined to provide greater government-wide efficiency.


Given the government-wide nature of the project, it could be funded in subsequent years through OMB’s Cross Agency Priority (CAP) process, which takes place at the end of the fiscal year. CAP recovers unspent funds from federal agencies to fund key projects. The CAP process was used to successfully scale the SMEQA process and the Digital IT Acquisition Program (DITAP), both of which were similar in scope to this proposal.

Will a revolving talent pool encourage employees to retire, similar to the program at the Secret Service?

It is unlikely that this proposal would increase retirements. The problem recently faced by the Secret Service is a program where agents can retire and then take on part-time work after retirement.


The proposal in this memo, by contrast, focuses on pre-retirement-age personnel who are leaving federal service for a variety of reasons. The goal is to make it easier for this pool to rejoin either permanently (pre-vetted for competitive hiring), temporarily (using non-competitive hiring authorities or political avenues), or as advisors (intermittent consultants).

How is rehiring different from reinstatement?

Reinstatement is the process of rejoining the federal government after having served for a minimum of three years. The benefit of reinstatement is that applicants can apply for non-public jobs, where they compete for jobs against internal candidates rather than the public. Reinstatement requires applicants to apply to individual jobs.


By entering the STEM talent pool, this memo envisions that candidates in critical roles with positive performance reviews would not have to apply for jobs. Instead, agencies looking to hire for critical roles would be able to offer a candidate from this pool a job (without the candidate having to apply). If the candidate accepts, the agency would then be able to onboard them immediately.

What is considered a “critical role”?

Critical roles will and should change over time. Part of the duties of the STEM talent lead would be to continually research and define the emerging needs of the STEM workforce and proactively define what roles are critical for the government.

Do we have evidence that talent loss is decreasing?

Yes, but it is often hard to find and decipher. FedScope contains federal hiring data that can be mined for insights. For example, 45% of Federal STEM employees who separated from large agencies from 2020-2024 were people who quit, rather than retired from service. The average length of service has dropped since 2019 and is far below retirement age (11.6 years). Internal federal data has also shown a significant drop in IT employees (2210 series jobs) under the age of 35 across CFO Act agencies.

Where should this office be located in the Federal Government?

Where should this office be located in the Federal Government?
The most likely place to pilot the STEM talent team would be in the Executive Office of the President, either as a political role (e.g., Special Assistant to the President) in the Office of Science and Technology Policy or limited-term career role (e.g., Senior Leader or Scientific and Professional). The White House’s authority to coordinate and convene experts from across the government makes it an ideal location to operate from at first. Proximity to the President would make it easier to research critical roles throughout government, coordinate the efforts of disparate hiring programs throughout government, and recruit applicants.


Ultimately, however, the team could be piloted anywhere in the government with sufficient centralized authority. After a defined pilot period, the team may benefit from moving into a less political environment. The team should be founded in an environment that is friendly to iteration, risk-taking, and policy coordination.

Better Hires Faster: Leveraging Competencies for Classifications and Assessments

A federal agency takes over 100 days on average to hire a new employee — with significantly longer time frames for some positions — compared to 36 days in the private sector. Factors contributing to extended timelines for federal hiring include (1) difficulties in quickly aligning position descriptions with workforce needs, and (2) opaque and poor processes for screening applicants.

Fortunately, federal hiring managers and HR staffing specialists already have many tools at their disposal to accelerate the hiring process and improve quality outcomes – to achieve better hires faster. Inside and outside their organizations, agencies are already starting to share position descriptions, job opportunity announcements (JOAs), assessment tools, and certificates of eligibles from which they can select candidates. However, these efforts are largely piecemeal and dependent on individual initiative, not a coordinated approach that can overcome the pervasive federal hiring challenges.

The Office of Personnel Management (OPM), Office of Management and Budget (OMB) and the Chief Human Capital Officers (CHCO) Council should integrate these tools into a technology platform that makes it easy to access and implement effective hiring practices. Such a platform would alleviate unnecessary burdens on federal hiring staff, transform the speed and quality of federal hiring, and bring trust back into the federal hiring system.

Challenge and Opportunity 

This memo focuses on opportunities to improve two stages in the federal hiring process: (1) developing and posting a position description (PD), and (2) conducting a hiring assessment.

Position Descriptions. Though many agencies require managers to review and revise PDs annually, during performance review time, this requirement often goes unheeded. Furthermore, volatile occupations for which job skills change rapidly – think IT or scientific disciplines with frequent changes to how they practice (e.g., meteorology) or new technologies that upend how analytical skills (e.g., data analytics) are practiced – can result in yet more changes to job skills and competencies embedded in PDs.

When a hiring manager has an open position, a current PD for that job is necessary to proceed with the Job Opportunity Announcement (JOA)/posting. When the PD is not current, the hiring manager must work with an HR staffing specialist to determine the necessary revisions. If the revisions are significant, an agency classification specialist is engaged. The specialist conducts interviews with hiring managers and subject-matter experts and/or performs deeper desk audits, job task analyses, or other evaluations to determine the additional or changed job duties. Because classifiers may apply standards in different ways and rate the complexity of a position differently, a hiring manager can rarely predict how long the revision process will take or what the outcome will be. All this delays and complicates the rest of the hiring process.

Hiring Assessments. Despite a 2020 Executive Order and other directives requiring agencies to engage in skills-based hiring, agencies too often still use applicant self-certification on job skills as a primary screening method. This frequently results in certification lists of candidates who do not meet the qualifications to do the job in the eyes of hiring managers. Indeed, a federal hiring manager cannot find a qualified candidate from a certified list approximately 50% of the time when only a self-assessment questionnaire is used for screening. There are alternatives to self-certification, such as writing samples, multiple-choice questions, exercises that test for particular problem-solving or decision-making skills, and simulated job tryouts. Yet hiring managers and even some HR staffing specialists often don’t understand how assessment specialists decide what methods are best for which positions – or even what assessment options exist.

Both of these stages involve a foundation of occupation- and grade-level competencies – that is, the knowledge, skills, abilities, behaviors, and experiences it takes to do the job. When a classifier recommends PD updates, they apply pre-set classification standards comprising job duties for each position or grade. These job duties are built in turn around competencies. Similarly, an assessment specialist considers competencies when deciding how to evaluate a candidate for a job.

Each agency – and sometimes sub-agency unit – has its own authority to determine job competencies. This has caused different competency analyses, PDs, and assessment methods across agencies to proliferate. Though the job of a marine biologist, Grade 9, at the National Oceanic and Atmospheric Administration (NOAA) is unlikely to be considerably different from the job of a marine biologist, Grade 9 at the Fish and Wildlife Service (FWS), the respective competencies associated with the two positions are unlikely to be aligned. Competency diffusion across agencies is costly, time-consuming, and duplicative. 

Plan of Action

An Intergovernmental Platform for Competencies, PDs, Classifications, and Assessment Tools to Accelerate and Improve Hiring

To address the challenges outlined above, the Office of Personnel Management (OPM), Office of Management and Budget (OMB) and the Chief Human Capital Officers (CHCO) should create a web platform that makes it easy for federal agencies to align and exchange competencies, position descriptions, and assessment strategies for common occupations. This platform would help federal hiring managers and staffing specialists quickly compile a unified package that they can use from PD development up to candidate selection when hiring for occupations included on the platform.

To build this platform, the next administration should:

Data analytics from this platform and other HR talent acquisition systems will provide insights on the effectiveness of competency development, classification determinations, effectiveness of common PDs and joint JOAs, assessment quality, and effectiveness of shared certification of eligible lists. This will help HR leaders and program managers improve how agency staff are using common PDs, shared certs, classification consistency, assessment tool effectiveness, and other insights.

Finally, hiring managers, HR specialists, and applicants need to collaborate and share information better to implement any of these ideas well. Too often, siloed responsibilities and opaque specialization set back mutual accountability, effective communications, and trust.  These actions entail a significant cultural and behavior change on the part of hiring managers, HR specialists, Industrial/Organizational psychologists, classifiers, and leaders. OPM and the agencies need to support hiring managers and HR specialists in finding assessments, easing the processes that can support adoption of skills-based assessments, agreeing to common PDs, and accelerating an effective hiring process.

Conclusion

The Executive Order on skills-based hiring, recent training from OPM, OMB and the CHCO Council on the federal hiring experience, and potential legislative action (e.g. Chance to Compete Act) are drivers that can improve the hiring process. Though some agencies are using PD libraries, joint postings, and shared referral certificates to improve hiring, these are far from common practice. A common platform for competencies, classifications, PDs, JOAs, and assessment tools, will make it easier for HR specialists, hiring managers and others to adopt these actions – to make hiring better and faster.

Opportunities to move promising hiring practices to habit abound. Position management, predictive workforce planning, workload modeling, hiring flexibilities and authorities, engaging candidates before, during, and after the hiring process are just some of these. Making these practices everyday habits throughout agency regions, states and programs rather than the exception will improve hiring. Looking to the future, greater delegation of human capital authorities to agencies, streamlining the regulations that support merit systems principles, and stronger commitments to customer experience in hiring, will help remove systemic barriers to an effective customer-/and user-oriented federal hiring process.

Taking the above actions on a common platform for competency development, position descriptions, and assessments will make hiring faster and better. With some of these other actions, this can change the relationship of the federal workforce to their jobs and change how the American people feel about opportunities in their government.

This action-ready policy memo is part of Day One 2025 — our effort to bring forward bold policy ideas, grounded in science and evidence, that can tackle the country’s biggest challenges and bring us closer to the prosperous, equitable and safe future that we all hope for whoever takes office in 2025 and beyond.

Frequently Asked Questions
How can this platform continue to support the Merit System Principles and Prohibited Personnel Practices that ensure fairness and competitiveness in hiring and that are reflected in the regulations and policies that govern competencies, classifications, and assessments?
As noted above some regulations and policies will need revision. However, there is nothing inherently at odds with Merit System Principles, Prohibited Personnel Practices, fairness or competitiveness in the platform or its enabling actions. It can be argued that greater transparency in classification determinations, common PDs and announcements, and assessment processes will increase fairness and competition.
Could this platform work with existing agency talent acquisition software/platforms such as Workday, USA Staffing, Monster, etc.?
With common data standards and a focus on API development this platform can prove interoperable across the agencies. The contractor software providers, the agencies, and OPM can develop their own versions as long as the PDs, competencies, and assessments are transferable and usable across the agencies.
How might governance over development and execution of this platform and its implementation(s) work?
There are multiple options for governance, including empowering a subcommittee of the CHCO Council, OPM’s Multi-Agency Executive Strategy Committee (MAESC) with oversight for the HR Line of Business or talent acquisition systems user groups that already exist today.
Many federal jobs are unique and require unique classifications, PDs, JOAs, and assessment strategies/tools. How will this platform account for these unique, specialized roles?
The platform and the enabling actions certainly allow for the unique, specialized roles needed in federal agencies; the competency development, classifications, and assessments for those roles should not change. However, the actions for common competencies and assessments may spur HR leaders and program managers to consider whether they need the degree of specialization some of these roles appear to require.

Policy Experiment Stations to Accelerate State and Local Government Innovation

The federal government transfers approximately $1.1 trillion dollars every year to state and local governments. Yet most states and localities are not evaluating whether the programs deploying these funds are increasing community well-being. Similarly, achieving important national goals like increasing clean energy production and transmission often requires not only congressional but also state and local policy reform. Yet many states and localities are not implementing the evidence-based policy reforms necessary to achieve these goals.

State and local government innovation is a problem not only of politics but also of capacity. State and local governments generally lack the technical capacity to conduct rigorous evaluations of the efficacy of their programs, search for reliable evidence about programs evaluated in other contexts, and implement the evidence-based programs with the highest chances of improving outcomes in their jurisdictions. This lack of capacity severely constrains the ability of state and local governments to use federal funds effectively and to adopt more effective ways of delivering important public goods and services. To date, efforts to increase the use of evaluation evidence in federal agencies (including the passage of the Evidence Act) have not meaningfully supported the production and use of evidence by state and local governments.

Despite an emerging awareness of the importance of state and local government innovation capacity, there is a shortage of plausible strategies to build that capacity. In the words of journalist Ezra Klein, we spend “too much time and energy imagining the policies that a capable government could execute and not nearly enough time imagining how to make a government capable of executing them.”

Yet an emerging body of research is revealing that an effective strategy to build government innovation capacity is to partner government agencies with local universities on scientifically rigorous evaluations of the efficacy of their programs, curated syntheses of reliable evaluation evidence from other contexts, and implementation of evidence-based programs with the best chances of success. Leveraging these findings, along with recent evidence of the striking efficacy of the national network of university-based “Agriculture Experiment Stations” established by the Hatch Act of 1887, we propose a national network of university-based “Policy Experiment Stations” or policy innovation labs in each state, supported by continuing federal and state appropriations and tasked with accelerating state and local government innovation.  

Challenge

Advocates of abundance have identified “failed public policy” as an increasingly significant barrier to economic growth and community flourishing. Of particular concern are state and local policies and programs, including those powered by federal funds, that do not effectively deliver critically important public goods and services like health, education, safety, clean air and water, and growth-oriented infrastructure.

Part of the challenge is that state and local governments lack capacity to conduct rigorous evaluations of the efficacy of their policies and programs. For example, the American Rescue Plan, the largest one-time federal investment in state and local governments in the last century, provided $350 billion in State and Local Fiscal Recovery Funds to state, territorial, local, and Tribal governments to accelerate post-pandemic economic recovery. Yet very few of those investments are being evaluated for efficacy. In a recent survey of state policymakers, 59% of those surveyed cited “lack of time for rigorous evaluations” as a key obstacle to innovation. State and local governments also typically lack the time, resources, and technical capacity to canvass evaluation evidence from other settings and assess whether a program proven to improve outcomes elsewhere might also improve outcomes locally. Finally, state and local governments often don’t adopt more effective programs even when they have rigorous evidence that these programs are more effective than the status quo, because implementing new programs disrupts existing workflows. 

If state and local policymakers don’t know what works and what doesn’t, and/or aren’t able to overcome even relatively minor implementation challenges when they do know what works, they won’t be able to spend federal dollars more effectively, or more generally to deliver critical public goods and services.

Opportunity

A growing body of research on government innovation is documenting factors that reliably increase the likelihood that governments will implement evidence-based policy reform. First, government decision makers are more likely to adopt evidence-based policy reforms when they are grounded in local evidence and/or recommended by local researchers. Boston-based researchers sharing a Boston-based study showing that relaxing density restrictions reduces rents and house prices will do less to convince San Francisco decision makers than either a San Francisco-based study, or San Francisco-based researchers endorsing the evidence from Boston. Proximity matters for government innovation.

Second, government decision makers are more likely to adopt evidence-based policy reforms when they are engaged as partners in the research projects that produce the evidence of efficacy, helping to define the set of feasible policy alternatives and design new policy interventions. Research partnerships matter for government innovation.

Third, evidence-based policies are significantly more likely to be adopted when the policy innovation is part of an existing implementation infrastructure, or when agencies receive dedicated implementation support. This means that moving beyond incremental policy reforms will require that state and local governments receive more technical support in overcoming implementation challenges. Implementation matters for government innovation. 

We know that the implementation of evidence-based policy reform produces returns for communities that have been estimated to be on the order of 17:1. Our partners in government have voiced their direct experience of these returns. In Puerto Rico, for example, decision makers in the Department of Education have attributed the success of evidence-based efforts to help students learn to the “constant communication and effective collaboration” with researchers who possessed a “strong understanding of the culture and social behavior of the government and people of Puerto Rico.” Carrie S. Cihak, the evidence and impact officer for King County, Washington, likewise observes, 

“It is critical to understand whether the programs we’re implementing are actually making a difference in the communities we serve. Throughout my career in King County, I’ve worked with  County teams and researchers on evaluations across multiple policy areas, including transportation access, housing stability, and climate change. Working in close partnership with researchers has guided our policymaking related to individual projects, identified the next set of questions for continual learning, and has enabled us to better apply existing knowledge from other contexts to our own. In this work, it is essential to have researchers who are committed to valuing local knowledge and experience–including that of the community and government staff–as a central part of their research, and who are committed to supporting us in getting better outcomes for our communities.” 

The emerging body of evidence on the determinants of government innovation can help us define a plan of action that galvanizes the state and local government innovation necessary to accelerate regional economic growth and community flourishing. 

Plan of Action 

An evidence-based plan to increase state and local government innovation needs to facilitate and sustain durable partnerships between state and local governments and neighboring universities to produce scientifically rigorous policy evaluations, adapt evaluation evidence from other contexts, and develop effective implementation strategies. Over a century ago, the Hatch Act of 1887 created a remarkably effective and durable R&D infrastructure aimed at agricultural innovation, establishing university-based Agricultural Experiment Stations (AES) in each state tasked with developing, testing, and translating innovations designed to increase agricultural productivity. 

Locating university-based AES in every state ensured the production and implementation of locally-relevant evidence by researchers working in partnership with local stakeholders. Federal oversight of the state AES by an Office of Experiment Stations in the US Department of Agriculture ensured that work was conducted with scientific rigor and that local evidence was shared across sites. Finally, providing stable annual federal appropriations for the AES, with required matching state appropriations, ensured the durability and financial sustainability of the R&D infrastructure. This infrastructure worked: agricultural productivity near the experiment stations increased by 6% after the stations were established.

Congress should develop new legislation to create and fund a network of state-based “Policy Experiment Stations.”

 The 119th Congress that will convene on January 3, 2025 can adapt the core elements of the proven-effective network of state-based Agricultural Experiment Stations to accelerate state and local government innovation. Mimicking the structure of 7 USC 14, federal grants to states would support university-based “Policy Experiment Stations” or policy innovation labs in each state, tasked with partnering with state and local governments on (1) scientifically rigorous evaluations of the efficacy of state and local policies and programs; (2) translations of evaluation evidence from other settings; and (3) overcoming implementation challenges. 

As in 7 USC 14, grants to support state policy innovation labs would be overseen by a federal office charged with ensuring that work was conducted with scientific rigor and that local evidence was shared across sites. We see two potential paths for this oversight function, paths that in turn would influence legislative strategy.

Pathway 1: This oversight function could be located in the Office of Evaluation Sciences (OES) in the General Services Administration (GSA). In this case, the congressional committees overseeing GSA, namely the House Committee on Oversight and Responsibility and the Senate Committee on Homeland Security and Governmental Affairs, would craft legislation providing for an appropriation to GSA to support a new OES grants program for university-based policy innovation labs in each state. The advantage of this structure is that OES is a highly respected locus of program and policy evaluation expertise

Pathway 2: Oversight could instead be located in the Directorate of Technology, Innovation, and Partnerships in the National Science Foundation (NSF TIP). In this case, the House Committee on Science, Space, and Technology and the Senate Committee on Commerce, Science, and Transportation would craft legislation providing for a new grants program within NSF TIP to support university-based policy innovation labs in each state. The advantage of this structure is that NSF is a highly respected grant-making agency. 

Either of these paths is feasible with bipartisan political will. Alternatively, there are unilateral steps that could be taken by the incoming administration to advance state and local government innovation. For example, the Office of Management and Budget (OMB) recently released updated Uniform Grants Guidance clarifying that federal grants may be used to support recipients’ evaluation costs, including “conducting evaluations, sharing evaluation results, and other personnel or materials costs related to the effective building and use of evidence and evaluation for program design, administration, or improvement.” The Uniform Grants Guidance also requires federal agencies to assess the performance of grant recipients, and further allows federal agencies to require that recipients use federal grant funds to conduct program evaluations. The incoming administration could further update the Uniform Grants Guidance to direct federal agencies to require that state and local government grant recipients set aside grant funds for impact evaluations of the efficacy of any programs supported by federal funds, and further clarify the allowability of subgrants to universities to support these impact evaluations.

Conclusion

Establishing a national network of university-based “Policy Experiment Stations” or policy innovation labs in each state, supported by continuing federal and state appropriations, is an evidence-based plan to facilitate abundance-oriented state and local government innovation. We already have impressive examples of what these policy labs might be able to accomplish. At MIT’s Abdul Latif Jameel Poverty Action Lab North America, the University of Chicago’s Crime Lab and Education Lab, the University of California’s California Policy Lab, and Harvard University’s The People Lab, to name just a few, leading researchers partner with state and local governments on scientifically rigorous evaluations of the efficacy of public policies and programs, the translation of evidence from other settings, and overcoming implementation challenges, leading in several cases to evidence-based policy reform. Yet effective as these initiatives are, they are largely supported by philanthropic funds, an infeasible strategy for national scaling.

In recent years we’ve made massive investments in communities through federal grants to state and local governments. We’ve also initiated ambitious efforts at growth-oriented regulatory reform which require not only federal but also state and local action. Now it’s time to invest in building state and local capacity to deploy federal investments effectively and to galvanize regional economic growth. Emerging research findings about the determinants of government innovation, and about the efficacy of the R&D infrastructure for agricultural innovation established over a century ago, give us an evidence-based roadmap for state and local government innovation.

This action-ready policy memo is part of Day One 2025 — our effort to bring forward bold policy ideas, grounded in science and evidence, that can tackle the country’s biggest challenges and bring us closer to the prosperous, equitable and safe future that we all hope for whoever takes office in 2025 and beyond.