Challenges in Federal Workforce Recruitment and Retention in Alaska, Hawaii, and U.S. Territories

The GAO report, titled “Federal Workforce: Actions Needed to Improve Recruitment and Retention in Alaska, Hawaii, and U.S. Territories,” examines the recruitment and retention challenges faced by federal agencies in these noncontiguous regions from 2018 to 2023. The report highlights the difficulties these regions face compared to the mainland U.S. in attracting and keeping qualified federal employees. One key issue identified is the impact of high attrition rates in the noncontiguous areas, which often exceed those found on the mainland, particularly in the Pacific territories. Federal employees in Alaska, Hawaii, and the U.S. territories are frequently burdened with higher costs of living, relocation expenses, and limited access to local career growth opportunities. Additionally, geographical isolation, along with infrastructure deficiencies such as limited healthcare, childcare, and reliable internet access, further exacerbate the difficulties in these regions.

Several federal agencies, including FEMA, the Social Security Administration, the Fish and Wildlife Service, and the National Park Service, were examined in the report. These agencies consistently reported that the high cost of living—particularly for housing, groceries, and utilities—is a significant factor that deters both recruitment and retention. For example, in rural Alaska, basic goods like a gallon of milk can cost over $12. Agencies struggle to provide competitive compensation that accounts for these local economic realities, even with the introduction of locality pay and cost-of-living allowances. Despite the implementation of these financial incentives, federal employees in noncontiguous areas often face significant challenges in affording basic living expenses, making long-term retention difficult.

In addition to financial strain, the report identifies administrative and geographic challenges as critical barriers to federal recruitment efforts. The federal hiring process, especially through USAJOBS, was noted as particularly difficult for local candidates to navigate. Cultural factors, such as a reluctance in some Pacific Island cultures to self-promote or highlight qualifications, further complicate the application process, contributing to underrepresentation in these roles. Moreover, employees in noncontiguous areas frequently report feeling disconnected from their mainland headquarters, which often struggle to understand or address the unique circumstances faced by their remote offices. Limited access to real-time, virtual training and development opportunities for employees in these regions also hampers their ability to stay engaged and grow within their roles.

Agencies have attempted to address these challenges through various measures, such as offering housing in remote areas, providing relocation incentives, and creating mentorship programs for local hires. However, the report suggests that more comprehensive efforts are needed. The GAO recommends that agencies evaluate their current strategies, especially in terms of hiring and recruitment flexibilities, and take steps to improve access to training and career development for employees in noncontiguous areas. Addressing these systemic challenges would help improve retention rates and strengthen the overall effectiveness of federal agencies operating in these regions.

The information in this blog is based on a summary of a GAO report and is intended for informational purposes only. It should not be construed as legal advice or relied upon for accuracy or completeness without professional consultation