Addressing Staff Shortages

The 2020 global pandemic hit the United States just as state and local government employment numbers had recovered from the 2008 recession. Since then, record numbers of public service workers have retired or otherwise left public service, resulting in nearly 1 million vacant state and local government positions. Many of these vacant government positions continue to be unfilled due to a lack of qualified candidates or a lack of awareness of government employment by those seeking work. This short-staffing crisis in the public sector is causing important public services to either fall behind or be discontinued entirely. Without a fully staffed public sector and robust public services, it is possible the public will lose faith in our government itself.

The following 10 recommendations aim to transform the public sector into a “destination employer,” attracting a new generation of workers interested in strong purpose-driven careers that transform communities and strengthen our democracy:

1. Returning to a 35-hour workweek to support a balanced life.
2. Providing workplace flexibility: Jobs should be evaluated for remote work and hybrid work (in-person and work-from-home options).
3. Increasing public sector salaries to reduce the pay gap between private sector professionals and public sector professionals.
4. Creating benefit options to support employees wherever they are in their life cycle, including opportunities to access child care subsidies, housing support, subsidized commuting costs, investment and estate planning, and student debt relief.
5. Including mental health supports in the public sector healthcare coverage and having expanded treatment options for staff who experience on-the-job trauma and are at risk for moral injury.
6. Supporting and strengthening traditional defined-benefit pensions to attract and retain employees who are significantly behind in retirement savings.
7. Supporting a variety of opportunities for workers to become familiar with what the public sector provides, including internships, apprenticeships, fellowships, “service years,” mentoring programs and training opportunities.
8. Investing in human resources professionals to help guide recruitment and retention efforts throughout the public sector.
9. Improving the timeline for hiring staff.
10. Updating all job descriptions regularly to reflect the critical skills and education necessary to succeed in the job.

By incorporating these recommendations into bargaining and policy work, the AFT and our affiliates will advance the cause of improving our workplaces, providing high-quality services to the people our members serve and addressing the ongoing short-staffing crisis.