Managing human capital risk in an unpredictable federal landscape
The current landscape for the federal workforce is flooded with confusion and uncertainty, especially for those who evaluate and manage risk.
The Partnership for Public Service hosted a panel discussion with workforce experts to provide federal risk managers and strategic planning leaders with insights and strategies to navigate risk and support their employees during these troubling times.
Navigating workforce uncertainty
The federal workforce faces a challenging policy and political environment marked by layoffs and hiring freezes, agency downsizing and reorganizations, and unpredictable congressional actions that have included funding uncertainties. These shifting dynamics have strained staffing and budgets and led to the reduction or the halt to numerous federal programs.
The panel of human resources experts outlined how strategic workforce planning is critical to maintaining mission delivery amid these pressures. Rather than just managing the cutbacks, they said agencies can use this moment to rethink how services are delivered and how technology might drive efficiency.
Institutional support and workforce resilience
In today’s challenging landscape, the HR experts said federal leaders must tap into resources like Government Accountability Office reports on organizational transformations, internal metrics as well as peer networks to stay informed and responsive. The panel noted that the Partnership’s FedSupport resources and webinars can help federal employees who continue to serve the public and those who are transitioning to new opportunities.
Supporting workforce resilience requires intentional employee engagement strategies, which are critical drivers of retention, mission commitment and productivity. Activities can include offering cross-training opportunities, creating feedback loops and fostering mentoring relationships.
Managing change and planning for the future
Assessing what the future holds and adapting to rapid changes in the human capital space is no easy task. As workforce dynamics shift and the federal talent pipeline narrows, the experts said risk leaders must take a proactive approach to workforce planning. The panelists said this includes conducting thorough skill inventories to understand current capabilities, identifying and addressing critical talent gaps and investing in robust succession planning to prepare for leadership transitions.
The panelists agreed that these strategies are not just best practices; they are essential for sustaining mission delivery in an era of constrained resources and increased demands. They emphasized the urgency of moving from reactive to strategic planning, highlighting that without intentional investment in people and planning, agencies risk falling behind as the federal workforce continues to shrink and evolve.
Final takeaways
In an era defined by uncertainty, the federal government’s ability to meet its mission depends on how well civil service leaders prepare their people for what’s ahead. The panelists’ message was clear: managing risk in today’s environment requires more than reacting to change. It demands strategic foresight, intentional investment in talent and a commitment to resilience at every level.
In leaning on each other and a mutual strong sense of service, federal leaders can not only weather the current turbulence but position their agencies to thrive in the future.
The panelists included Christine Major, former deputy assistant secretary for human resources and chief human capital officer at the Department of Health and Human Services; Ron Sanders, former chief human capital officer at the Office of the Director of National Intelligence; and Loren DeJonge Schulman, former associate director of performance and personnel management at the Office of Management and Budget. There also was a special presentation by Jenny Mattingley, the Partnership’s vice president for government affairs.
