# **Comprehensive Georgia Federal Talent Retention Program (FTRP)** # **Legislative, Funding, and Implementation Plan**

## **I. Executive Summary** Georgia stands at a crossroads of opportunity with thousands of highly skilled former federal employees (CDC, EPA, FEMA, etc.) residing in-state but underutilized. This comprehensive plan provides: - **Detailed funding mechanisms** using existing surpluses and innovative revenue streams - **Step-by-step implementation roadmap** for state and local governments - **Complete legislative language** for the Georgia Federal Talent Retention Act - **Ready-to-adopt proclamation template** for county/city governments - **Performance metrics** to ensure program success ## **II. Current Workforce & Budget Landscape** ### **A. Available Talent Pool (2024 Estimates)** | Agency | Estimated GA-Based Former Employees | Key Skill Areas | |--------|------------------------------------|----------------| | CDC | 3,200+ | Epidemiology, lab sciences, public health emergency response | | EPA | 850+ | Environmental engineering, regulatory compliance, climate science | | Other Federal | 2,100+ | Disaster response, infrastructure, data science | ### **B. Government Fiscal Capacity** **State of Georgia (FY2024)** - Total Budget: $36.1 billion - Undesignated Surplus: $10.7 billion - Potential Allocation: 0.25% = $26.75 million annually **Top 5 Counties (FY2024)** | County | Budget | Surplus | Proposed Allocation | |--------|--------|---------|---------------------| | Fulton | $1.2B | $120M | $6M (0.5%) | | Gwinnett | $2.3B | $90M | $4.5M | | Cobb | $1.1B | $70M | $3.5M | | DeKalb | $1.5B | $25M* | $1.25M | | Chatham | $900M | $50M | $2.5M | *Note: DeKalb's lower surplus requires creative funding solutions ## **III. Four-Pillar Funding Strategy** ### **Pillar 1: State Appropriations** **1. Primary Funding Stream** - Source: State undesignated reserves - Amount: $26.75 million/year (0.25% of $10.7B surplus) - Duration: 5-year commitment **2. Tax Incentives** - **Hiring Tax Credit**: $7,500/year for 3 years per qualified hire - **Student Loan Assistance**: Up to $10,000/year for 4 years - **Pension Bridge**: Count federal service toward state retirement ### **Pillar 2: Local Government Commitments** **Required Minimum Local Match** | Population Tier | Minimum Allocation | |-----------------|--------------------| | Counties >500K | $2.5M | | Counties 100-500K | $1M | | Counties <100K | $250K | **Innovative Local Funding Options** 1. **Public Health Surcharge**: 0.15% on hospital bills >$1,000 2. **Environmental Fee**: $0.25/month water bill add-on 3. **Public Safety Set-Aside**: 1% of police/fire budgets for emergency management hires ### **Pillar 3: Federal Grant Utilization** **Guaranteed Funding Sources** | Grant Program | Annual GA Allocation | FTRP Target | |--------------|----------------------|-------------| | CDC PHEP | $35M | $7M (20%) | | EPA EWDJT | $12M | $3M (25%) | | FEMA EMPG | $28M | $5.6M (20%) | ### **Pillar 4: Private Sector Partnerships** **Tiered Corporate Sponsorship** | Tier | Investment | Benefits | |------|------------|----------| | Platinum ($1M+) | Naming rights for program | Tax credit + PR package | | Gold ($500K) | Department sponsorship | Hiring preference | | Silver ($250K) | Position sponsorship | Recognition in materials | ## **IV. Complete Legislative Package** ### **GEORGIA FEDERAL TALENT RETENTION ACT OF 2025** **Section 1. Short Title** This Act shall be cited as the "Georgia Federal Talent Retention Act." **Section 2. Legislative Findings** (a) Georgia hosts over 6,000 former federal employees with critical skills (b) Retention of these workers serves compelling state interest (c) Current workforce gaps justify targeted intervention **Section 3. Definitions** (1) "Qualified federal employee" = Former GS-9+ with at least 2 years service (2) "Priority fields" = Public health, environmental protection, infrastructure **Section 4. Program Establishment** (a) Creates the Georgia Federal Talent Retention Office (GFTRO) within DOL (b) Mandates interagency cooperation with DPH, EPD, GEMA **Section 5. Funding Provisions** (a) $26.75 million annual appropriation from undesignated reserves (b) Local match requirements as specified in Section 7 (c) Tax credit authorization per Section 8 **Section 6. Hiring Protocols** (a) 60-day fast-track hiring process (b) Salary bands at 90-110% of former federal compensation (c) Service credit transfer for retirement purposes **Section 7. Local Participation** (a) Tiered matching requirements (b) Penalty for non-compliance: 10% reduction in state aid (c) Bonus for over-compliance: 5% increase in grant eligibility **Section 8. Tax Incentives** (a) $7,500 annual credit per qualified hire (b) 10% premium for rural county placements (c) Sunset after 5 years unless reauthorized **Section 9. Performance Metrics** (a) Annual reporting on: - Positions filled - Salary ranges - Retention rates - Measurable outcomes **Section 10. Effective Date** July 1, 2025, if enacted by March 31, 2025 ## **V. Local Government Proclamation Template** **OFFICIAL PROCLAMATION** **ESTABLISHING THE [JURISDICTION] FEDERAL TALENT RETENTION PROGRAM** **WHEREAS**, [Jurisdiction] recognizes the value of former federal employees; and **WHEREAS**, critical workforce needs exist in [list specific areas]; and **WHEREAS**, retention of these professionals benefits our community; **NOW THEREFORE**, be it proclaimed by the [Governing Body] of [Jurisdiction]: **Section 1. Program Creation** The [Jurisdiction] Federal Talent Retention Program is hereby established. **Section 2. Funding Commitment** (a) Initial appropriation of $[X] from [funding source] (b) Annual commitment of [X]% of [specified revenue stream] **Section 3. Hiring Priorities** First consideration shall be given to positions involving: (1) [Public health emergency preparedness] (2) [Environmental quality monitoring] (3) [Critical infrastructure protection] **Section 4. Implementation Timeline** (a) Position identification by [date] (b) First hires completed by [date] (c) Annual review each [month] **Section 5. Reporting Requirements** Quarterly reports to [designated office] showing: - Positions filled - Salaries paid - Performance metrics **ADOPTED** this [date] by the [Governing Body]. Attest: _________________________ [Authorized Signatory] ## **VI. Implementation Roadmap** **Phase 1: Pre-Launch (Months 1-3)** - Legislative adoption (State) - Proclamation approvals (Local) - Interagency MOUs executed - Job classification review **Phase 2: Recruitment (Months 4-6)** - Statewide job fair series - Targeted digital campaigns - University partnership outreach **Phase 3: Hiring (Months 7-9)** - Fast-tracked onboarding - Orientation programs - Mentorship pairings **Phase 4: Ongoing (Month 10+)** - Quarterly performance reviews - Annual funding reassessments - Program expansion planning ## **VII. Performance Dashboard Metrics** **Annual Targets** | Metric | Year 1 | Year 3 | Year 5 | |--------|--------|--------|--------| | Positions Filled | 200 | 600 | 1,000 | | Average Salary | $85K | $92K | $98K | | Retention Rate | 75% | 85% | 90% | | Grants Secured | $15M | $25M | $40M | **Success Indicators** - Reduction in public health response times - Improved environmental compliance metrics - Increased federal grant awards ## **VIII. Conclusion & Call to Action** This comprehensive plan provides Georgia with: 1. **Immediate access** to top-tier talent 2. **Sustainable funding** through diversified streams 3. **Accountability measures** ensuring results **Recommended Actions:** 1. **State Legislators**: Introduce the Georgia Federal Talent Retention Act by [date] 2. **County/City Leaders**: Adopt proclamations within 60 days 3. **Private Sector**: Commit to sponsorship tiers by [date] **Contact:** [Your Name] [Your Organization] [Phone/Email]