President Trump’s second term has seen a rapid reduction in the federal workforce.
Actions such as dismantling the U.S. Agency for International Development and implementing a deferred resignation plan demonstrate the Trump administration’s efforts to significantly reshape the government’s size and employee distribution.
This report examines the federal workforce, its job security, and the process of downsizing.
Federal Workforce Size and Location
Excluding military and postal workers, the civilian federal workforce numbers approximately 2.4 million.
While roughly 20% are based in Washington, D.C., and surrounding areas, over 80% work elsewhere.
Civil Servants vs. Political Appointees
The vast majority of federal employees are civil servants, typically hired through a formal process and enjoying significant job protection.
In contrast, the approximately 4,000 political appointees serve at the president’s discretion and are subject to dismissal.
“Civil servants often have long careers, sometimes spanning decades,” notes Elaine Kamarck, a Brookings Institution senior fellow with experience in the Clinton administration, which reduced federal jobs by 426,000 over eight years through a planned government restructuring.
Dismissal Procedures in the Federal Government
Dismissing most federal employees is difficult due to their substantial job security and established legal protections.
Non-political appointees benefit from strong protections, strengthened over time under both major parties, to prevent politically motivated dismissals.
“The president faces a significant challenge,” observes Donald Kettl, professor emeritus and former dean of the University of Maryland School of Public Policy.
Federal employees are entitled to due process, including the right to challenge disciplinary actions, respond to allegations, and present their case.
“Building a case for dismissal is demanding, and it doesn’t happen frequently,” Kamarck adds.
Origins of Federal Employee Protections
Federal employee protections emerged as a response to the 19th-century spoils system’s chaos, characterized by job appointments based on loyalty, resulting in incompetence, corruption, and disruptive administrative turnovers.
President Garfield’s assassination in 1881, stemming from a job-related dispute, led to the 1883 Pendleton Civil Service Act, establishing a merit-based hiring system.
The 1978 Civil Service Reform Act further strengthened the merit system by providing enforceable rights, limiting dismissals to legitimate reasons.
“Job security is essential to attract high-quality candidates; otherwise, individuals might hesitate to apply for government service if their jobs are at risk with each change in administration,” explains David Super, a Georgetown Law professor specializing in administrative law.
Max Stier, president and CEO of the Partnership for Public Service, notes the unprecedented scale of Trump’s proposed cuts.
“Our history lacks any precedent for the current situation,” Stier states.
Role of Unions in the Federal Workforce
Federal employees are represented by unions, but unlike in many sectors, they lack the right to strike and cannot negotiate salaries, which are legally determined.
Federal unions can negotiate working conditions and protections, recently focusing on remote work, which they’ve successfully advocated for in the past and which Trump aims to curtail.
“There are limitations on bargaining topics; for example, agency policy is determined through the political process,” Super clarifies. “However, they can negotiate conditions affecting workers’ jobs and well-being.”
Federal Employee Probationary Periods
Federal employees undergo probationary periods, often one to two years, where their performance is evaluated by a supervisor. Unsatisfactory performance may lead to dismissal; successful completion results in full-time employment with protections.
Probationary employees have fewer appeal rights, simplifying the dismissal process.
—Associated Press writer Matthew Perrone contributed to this report.