Government as Employer Playbook

The Government as Employer Playbook's archetype framework maps where agencies and individuals sit when implementing skills-based talent practices. Some have formal policies and leadership support; others are starting from scratch. Your role shapes what you need too. Rather than one-size-fits-all guidance, the five archetypes match you with advice that actually fits your context.

Hiring skills-first requires assessing skills throughout the employee lifecycle—not just at the screening stage. This guide walks through proven approaches states and cities are using to evaluate capability from job description through promotion. Real examples from Colorado, California, Louisiana, Maryland, and the federal government show how to write skills-focused job descriptions, conduct assessment interviews, use work simulations, onboard effectively, and build career pathways based on demonstrated ability.

Most government job postings lead with unnecessary degree requirements, filtering out qualified candidates before they apply. This template helps you shift the focus to what actually matters: skills and experience. It breaks down each section of a strong posting—from job summary through benefits—with writing guidance and examples. Customize it for your role and delete the guidance before you publish.

Government job classifications embed degree requirements that filter out capable STARs long before hiring managers evaluate skills. This learnings brief maps how Opportunity@Work's Classification Review Tool helps governments identify which roles can shift from degree-focused to skills-based minimum qualifications—and what durable change actually looks like. It covers classification system barriers, how to turn policy momentum into lasting reform, and archetype-specific guidance for reviewing and updating your job specifications.