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SB 1040

Relating to pretrial incarceration; declaring an emergency.

2025 Regular Session Introduced by Daniel Bonham

Creates an Expedited Hiring Program to recruit eligible former federal employees into Maryland state jobs, targeting 40-day hiring for hard-to-fill roles.

In committee upon adjournment.
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Bill Summary · SB 1040

SB 1040 — Department of Budget and Management — Expedited Hiring Program (FEDERAL Jobs Act of 2025)

Overview / Purpose

SB 1040 (Emergency) establishes an Expedited Hiring Program in Maryland’s Department of Budget and Management (DBM) to accelerate hiring into vacant skilled and professional positions in the State Personnel Management System (SPMS). The program’s principal aim is to recruit and hire eligible former federal employees more quickly (targeting a 40‑day recruitment timeline) to fill critical or hard‑to‑fill State roles.

Key provisions

  • Creates an Expedited Hiring Program in DBM (Section 7‑201.1).
  • Authorizes the Secretary of Budget and Management, subject to available funds, to contract with external entities (contractors/vendors) to help implement the program.
  • Allows appointing authorities to recruit under the program and requires them to aim to complete recruitment and appointment within 40 days for covered vacancies.
  • Defines eligible applicants as individuals who:
    • Self‑certify (and provide documentation on request) that they served in the federal government for at least one year and left federal service after January 15, 2025; and
    • Have relevant federal expertise/experience meeting the State position description.
  • Program duties include:
    • Developing guidance to align State job titles/descriptions with federal equivalents without substantive reclassification;
    • Conducting targeted marketing and recruitment for eligible applicants;
    • Rating applicant qualifications while positions are open;
    • Maintaining communication with applicants throughout the process; and
    • Creating a referral process to match applicants with other vacant State positions and exploring expansion to support county hiring.
  • DBM must implement the program in phases (initial focus on critical/hard‑to‑fill roles), establish timelines for each phase, and adopt regulations — including expanding eligibility to consider former federal contractors.

Fiscal impact (from fiscal note)

  • Special fund expenditures (Dedicated Purpose Account) may increase by up to $2.0 million combined in FY 2025–2026, primarily for contractual staffing or vendor support.
  • The FY 2026 budget (as amended) appropriates $2.0 million to the DPA for expedited hiring of former federal employees. The fiscal note assumes $0.5M spent in FY2025 and $1.5M in FY2026.
  • No direct revenue effects; the bill terminates April 30, 2026, so no ongoing out‑year costs are projected.

Who is affected

  • DBM: responsible for program design, phased implementation, and rulemaking.
  • Appointing authorities and State agencies: may use the program to recruit and must adhere to the 40‑day recruitment goal.
  • Eligible former federal employees (and potentially former federal contractors if regulations expand eligibility).
  • County governments: may benefit indirectly if the program is expanded to support county hiring.

Implementation & timeline

  • Emergency measure — effective immediately upon enactment; the bill expires on April 30, 2026.
  • DBM to phase implementation with initial emphasis on critical/hard‑to‑fill positions and to adopt implementing regulations.

Practical considerations / risks

  • DBM currently reports average time‑to‑hire for skilled/professional positions ~100 days; meeting a 40‑day target will require additional contractual staff or vendor capacity.
  • Success depends on available funding, effective outreach to former federal personnel, and streamlined internal hiring procedures.

Compiled from official sources — confirm details with the bill’s official record.

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