Federal government jobs can be compelling career choices for a variety of reasons. These positions offer the chance to make a meaningful impact on public policy and community welfare. They often come with competitive salaries and comprehensive benefits packages, including health insurance, retirement plans and paid leave. They provide career advancement and professional development opportunities through training programs and educational incentives. Job security also provides stability and peace of mind in an unpredictable job market.
A professional relationship or career can still get sidetracked for various reasons. For example, there could be a change in leadership or management, an investigation or a new political agenda, the worker could face mistreatment or discrimination, or they could be injured and can no longer do the work. If the job doesn’t pan out as promised, a government employee sometimes needs to take action to protect their career and future if they face a potential removal or suspension.
The benefits of lateral transfers
Rather than leaving your government position, workers can pursue a lateral transfer. Here are some key benefits to doing it:
- Job security: By moving to a different position within the same organization, the employee can avoid the immediate threat of dismissal or removal while maintaining their current pay grade and benefits.
- Skill development: A lateral transfer allows the employee to gain new skills and experiences in a different role or department, enhancing their career prospects and making them more versatile.
- Relocation opportunities: If the employee desires a fresh start in a new location, a lateral transfer can facilitate this without the need to start over in a new organization.
This doesn’t happen on its own
Some law firms focus on helping government employees wrongfully accused of misbehavior or caught in political crossfire. These legal professionals can advocate for the employee and protect their legal rights, perhaps suggesting a lateral transfer if it protects the employee’s career. Doing this takes time, so it is essential to be proactive and start the process as soon as it becomes clear that your future is at risk.