From Federal to Local: Civic Match Offers Insights for Retaining Public Servants

Addressing her PSHRA25 audience just over 24 hours before the federal government would officially shut down, Shifra Goldenberg acknowledged the elephant in the Hilton Cleveland Downtown’s Superior Ballroom.

“Everybody here knows this has been a year of significant downsizing in federal government,” said Goldenberg, chief programs officer with Work for America, a nonprofit initiative focused on addressing government staffing issues nationwide.

Recent events have “left many talented public servants in a moment of uncertainty,” Goldenberg said as she dove into her presentation, “From Federal to Local: Civic Match Insights for Retaining Public Servants,” noting the recent government closure may lead to additional budget cuts.

This moment, however, “is also an opportunity.”

In November 2024, Work for America launched Civic Match, a non-partisan program created to help connect professionals—experienced government workers as well as those looking to break into public service—with meaningful roles across state and local government.

In March of this year—amid large-scale federal government workforce cuts—Civic Match conducted a survey of outgoing federal talent, seeking to “inform our work with governments and job seekers, and to better understand what these individuals want out of their work, said Goldenberg.

More than 550 individuals responded to the survey, representing 43 states, 228 cities and more than 40 federal agencies. Among respondents, 38% had been terminated or had their roles eliminated, with 34% saying they were still employed by the federal government but were seeking other opportunities.

Overall, “we learned that public service remains a calling,” Goldenberg said, citing the finding that more than half of respondents (53%) said they were “likely” or “almost certain” to pursue government jobs at the state and local level.

That number increases among younger workers, with 74% of survey participants with one-to-three years professional experience indicating as much.

Federal talent is willing to relocate for the right state or local opportunity, she added, noting that 54% said they were open to moving for the right role, and 77% saying they would consider relocating to small or mid-sized cities.

Federal workers seeking state and local opportunities “are willing to make significant life changes to continue their commitment to public service,” Goldenberg said, elaborating on the factors these government job seekers weigh when considering relocation for a new job.

For example, 75% cited affordability as a key variable, with 61% saying the same about demographic diversity and inclusivity. In addition, 60% indicated they would like to know that state or local policies aligned with their values, with other respondents saying they sought a vibrant city culture (58%) or proximity to friends and family (57%).

Many federal workers polled also expressed a willingness to adjust their salary expectations if it meant finding meaningful work that serves communities, Goldenberg said.

For instance, just 6% of job seekers surveyed said they would rule out a pay cut if an attractive offer came along, and 32% said they would definitely take a pay cut for the right position. More than 60% would accept a lower salary if paired with a cost-of-living decrease, Goldenberg pointed out, reminding attendees that the survey was done in March, “so these numbers could very well be higher now.”

Ultimately, “now is the time to reach early career public servants,” Goldenberg concluded, summing up a few other key takeaways from the survey data—the importance of offering hybrid and remote work options, or using relocation bonuses and hiring incentives to help candidates address financial anxiety, for example.

And, “hiring speed can make or break your recruitment efforts,” Goldenberg stressed, noting that some cities and states are taking steps such as fast-tracking applications received by federal workers and launching job portals geared specifically toward federal talent, for instance.

“Think about small fixes,” she said. “For example, make sure that someone on your team is communicating with ex-federal workers throughout the hiring process, so they know where things stand. It’s a little thing, but it can make a big difference.”