A survey by the National Active and Retired Federal Employees Association found that 64% [1] of federal workers would not choose a government career again.

This trend suggests a growing crisis in recruitment and retention for the U.S. civil service. If a majority of the existing workforce views their career path with regret, the government may struggle to attract the next generation of skilled professionals needed to maintain essential services.

The findings include both current employees and those who have already retired from service. The data indicates a widespread sentiment of dissatisfaction across different stages of federal employment [1].

Workers cited several reasons for their perspective, including a perceived erosion of job security [3]. The instability of tenure and the changing nature of federal employment have left many feeling vulnerable to political or administrative shifts.

Beyond security concerns, the survey highlighted general dissatisfaction with government work [3]. This encompasses the daily operational frustrations, and the systemic challenges of working within a massive bureaucracy.

The National Active and Retired Federal Employees Association, known as NARFE, conducted the research to gauge the morale of the federal workforce [1]. The organization represents the interests of those serving in and retired from the federal government.

While the U.S. government remains one of the largest employers in the country, the lack of professional fulfillment among its staff presents a risk to long-term institutional knowledge. The preference for private-sector employment often stems from a desire for more stability, or better working conditions that the public sector currently fails to provide [3].

“64% of current and retired federal workers say they would not choose a federal career again”

This data points to a significant decline in the 'employer brand' of the U.S. federal government. When a supermajority of the workforce expresses regret over their career choice, it indicates that traditional incentives—such as pensions and stability—are no longer sufficient to outweigh the perceived negatives of public service. This could lead to a 'brain drain' where high-skill talent avoids government roles, potentially degrading the quality of federal administration and public service delivery.