The unprecedented mass layoffs of federal workers in 2025 have created both humanitarian and economic challenges, particularly in communities with large federal workforces. In one county with over 70,000 federal employees, more than 4,000 residents have lost their jobs since January. These displaced workers represent decades of institutional knowledge, specialized skills, and commitment to public service that are at risk of being permanently lost to the public sector.

To address this crisis, local leadership introduced legislation creating a county hiring preference for displaced federal workers. Qualified displaced federal employees are placed second in hiring priority—behind only veterans and people with disabilities—for all county positions. The policy takes effect immediately and runs through July 2027, providing sustained support while establishing a precedent for future federal workforce disruptions.

This legislation was developed in collaboration with national labor representatives and local support groups of impacted federal workers and passed unanimously. Beyond the practical benefits, the policy helps retain experienced public servants, gives the county access to highly skilled workers who already understand government operations, and provides immediate job opportunities for displaced families. It also demonstrates that local leadership can protect and value public service during times of federal workforce upheaval.

Impact or how it will be measured:

The policy’s impact is being assessed through both qualitative and quantitative methods:

• Qualitative Feedback: Public hearings, bill signing, and community engagement have shown strong support from federal workers, demonstrating that the policy is already achieving its goal of signaling county support. Media coverage helps document broader community impact and raises awareness of the value these employees bring.

• Quantitative Metrics: Quarterly hiring data is being tracked to determine how many displaced federal workers secure county positions, broken down by department and position type. Time-to-hire metrics and retention rates are also monitored to ensure placements are effective and sustainable.

This combination of qualitative feedback and quantitative data will show whether the policy successfully retains public service talent in the county and provides economic stability for affected families.