INTEL 1084

Memorandum: Comparative Analysis of Government Employment – USSR and USA in 1985

Date: March 15, 2025

Subject: Assessing 1985 Government Workforce Levels of the USSR and USA for Benchmarking Against 2025 Chinese Capabilities

Introduction:

This memorandum provides an analysis of government employment numbers for the Union of Soviet Socialist Republics (USSR) and the United States of America (USA) in 1985. The objective is to understand the scale of government personnel during the Cold War era and to use these historical benchmarks to assess and potentially align with the capabilities of the People’s Republic of China in 2025.

USSR Government Employment in 1985:

In 1985, the USSR’s total workforce comprised approximately 130.3 million individuals. The distribution across various sectors was as follows:

• Agriculture and Forestry: Approximately 20%
• Industry and Construction: Slightly over 38%
• Transportation and Communications: Just under 10%
• Distribution and Other Services: Just under 32%

These figures indicate that a significant portion of the Soviet workforce was engaged in sectors typically associated with government planning and control. However, precise numbers detailing the exact size of government employment, including administrative and bureaucratic positions, are not readily available from the provided sources. citeturn0search2

USA Government Employment in 1985:

In the United States, government employment data for 1985 is categorized into federal, state, and local levels:

• Federal Government: Approximately 3.021 million civilian employees
• State Government: Approximately 3.984 million employees
• Local Government: Approximately 9.685 million employees

This aggregates to a total of approximately 16.690 million government employees across all levels. citeturn0search0

Specifically, within the federal government, the distribution between defense and non-defense civilian employment was:

• Defense: Approximately 1.065 million employees
• Non-Defense: Approximately 1.116 million employees

citeturn0search1

Implications for Benchmarking Against China’s 2025 Capabilities:

To assess whether current government employment levels can match or counterbalance China’s capabilities in 2025, it is essential to consider the following:

1. Current Government Workforce Data: Obtain up-to-date statistics on the number of individuals employed across various sectors within China, with a focus on those directly contributing to governmental functions, defense, and critical infrastructure.
2. Technological Advancements: Recognize that technological progress has transformed workforce requirements. Automation and artificial intelligence have reduced the need for large human workforces in certain sectors, potentially altering the traditional metrics of capability assessment.
3. Quality Over Quantity: Evaluate the efficiency, training, and technological support of the workforce. A smaller, highly skilled, and technologically equipped workforce may outperform a larger but less advanced one.
4. Strategic Sectors: Identify and compare employment in strategic sectors such as cybersecurity, space exploration, and advanced research and development, which are critical in modern geopolitical competition.

Conclusion:

While historical data from 1985 provides a baseline for understanding the scale of government employment during the Cold War, contemporary assessments must account for changes in technology, workforce efficiency, and the evolving nature of global competition. A comprehensive analysis of China’s current government employment and capabilities is essential to determine the necessary adjustments or enhancements required to align or counterbalance these capabilities effectively.

Recommendations:

• Data Acquisition: Commission studies to gather detailed and current data on China’s government employment across various sectors.
• Technological Investment: Prioritize investments in technology and training to enhance workforce efficiency and capability.
• Strategic Workforce Planning: Develop workforce strategies that focus on critical areas where enhancements are needed to meet or exceed the capabilities of peer competitors.

This approach will ensure a well-rounded and effective strategy in positioning against global competitors in 2025 and beyond.