State Workforce

Chapter 29, Section 6 states that “The operating budget shall indicate the number of positions proposed to be authorized for each state agency or such other public instrumentality for the ensuing fiscal year, the number of positions for each state agency in the current and ensuing fiscal years and such other information as may be held to explain the anticipated results of the proposed expenditures”.

To address this requirement, the Governor’s budget recommendation includes budgeted Full Time Equivalency (FTE) counts summarized at the Government area level.  Additional detail is included throughout the Budget Recommendations to indicate the employee level within specific departments.

Effect of the Budget on Personnel to Date

Annually, the Executive Office for Administration and Finance (ANF) provides FTE caps to the Executive Branch Departments, prioritizing hiring in areas where positions are critical for public health and safety or where a position results in additional revenue or cost savings for the Commonwealth.  FTE caps are implemented at the department level and reviewed regularly by ANF budget analysts to ensure agencies are taking the necessary steps to live within capped levels. It is important to note that FTEs correspond to budgeted level of staffing during any given fiscal year. For a number of reasons, particularly timing of planned hire dates, actual state employee head count and the number of budgeted FTEs may vary within state agencies. In addition, FTE counts typically are less than employee headcount or jobs, since a portion of state employees do not work full-time schedules.

Executive Budgetary Jobs
  As Of Jobs
BENCHMARK* 01/20/07 37,473
BENCHMARK* 10/11/08 38,285
PREVIOUS PAY PERIOD 12/17/11 34,822
CURRENT PAY PERIOD 12/31/11 34,815
YTD VARIANCE FROM* 01/20/07 (2,658)
YTD VARIANCE FROM* 10/11/08 (3,470)
BENCHMARK VS. CURRENT* 10/11/08 38,285
  12/31/11 34,815
Job Variance   (3,470)
*1269 jobs adjusted for MassDOT reform as of 11/01/2009


Between the fall of 2008 and December 2011, the state workforce for jobs in the Executive Branch funded with operating dollars has declined by 3,470 jobs.  The reduction can be attributed to layoffs, attrition and retirement across all agencies in the Executive Branch. This trend has been mirrored in the Non-Executive Branch, even after accounting for an increase of 2,770 positions in January 2010 corresponding to the transition of seven county sheriffs’ offices to state agencies, total non-Executive budgetary jobs have declined by over 2,300 jobs. When considering employees paid in both branches, from all funding sources, the total state FTEs have decreased by more than 6,100 since FY 2008, as reported in the FY 2011 Statutory Basis Financial Report.

H.2 Employment Levels

In reviewing the funding levels available to them for 2013, agencies must critically evaluate their employee level and determine further reductions are necessary to maintain a balanced budget.  The Governor’s FY 2013 budget recommendation projects a total of 64,120 budgetary FTEs.  This amount includes FTEs from both Executive and Non-Executive departments as well as positions funded from the operating accounts listed within the budget.

FY 2012 and FY 2013 FTEs Levels by Government Area
FY 2012
FY 2013
Executive Branch Secretariats:
Administration and Finance 2,733 2,719 (14)
Education 506 533 27
Energy and Environmental Affairs 1,982 1,976 (6)
Housing and Economic Development 712 706 (6)
Health and Human Services 19,669 19,908 239
Transportation 0 0 -
Labor and Workforce Development 264 259 (5)
Public Safety* 8,130 10,070 1,940
Budgetary Position Eliminations - (400) (400)
sub-total 33,996 35,770 1,774
Non-Executive Branch:
Judiciary* 7,333 5,304 (2,029)
District Attorneys 1,439 1,439 -
Sheriffs 5,673 5,666 (6)
Constitutional Officers and Independents 3,077 3,042 (35)
Campuses 12,899 12,899 -
sub-total 30,421 28,350 (2,071)
TOTAL STATE BUDGETED FTEs 64,417 64,120 (297
*Reflects the shift of nearly 1,900 FTEs from the Judiciary to Public Safety as part of the Governor's proposed reforms related to community supervision.


The FY 2013 projected budgeted FTEs reflects the Governor’s proposal to consolidate the Probation Department under the Executive Branch in the new Department of Community Supervision. In addition, the Governor’s budget assumes targeted investments in Education and Health and Human Services, which will call for modest amounts of additional staffing to oversee and execute the Governor’s strategic priorities. Over 120 additional FTEs are projected within Health and Human Services for additional state caseworkers to address substantial caseload growth in the federal Medicaid program and Supplemental Nutritional Assistance Program (SNAP). Fifty percent of these costs are paid for by the federal government. The Governor’s budget does propose to hire up to 180 new state troopers in FY 2013 through a new police officer class that begins in the spring of 2013. Finally, the Governor’s FTE assumptions reflect that the state will hire up to 500 additional staff at the Committee for Public Counsel Services (CPCS), continuing the FY 2012 reform to shift legal representation of indigent persons from more expensive private attorneys that bill for hourly services to less costly salaried state employees.

The Governor’s proposal also calls for the elimination of an additional 400 budgetary FTEs across the Executive Branch. Outside Section 22 authorizes the Secretary of Administration and Finance to identify and sequester up to $30 M in FY 2013 savings generated by eliminating 400 FTEs, including salary and fringe costs.

Workforce Planning Goals

The Executive Office for Administration and Finance (ANF) and the Human Resources Division have worked together to implement clear policies surrounding employees. Each fall, ANF engages each agency in a spending plan process in which each account is evaluated to determine how funds will be spent for the current fiscal year.  This requires a detailed description of employees for the current year - including those currently on staff, positions that are open and intended to be filled and new positions for which funding is available.  The goals of the employee caps are to: