By Dragana Thibault | Mon, January 19, 26
Building code enforcement officials are the guardians of our built environment, ensuring that every new or upgraded home, office, or school meets crucial standards for safety, health, and energy efficiency. From the structural beams and fire alarms down to the insulation in the walls, almost every aspect of a building is reviewed and approved by a code official before it’s deemed ready for occupancy. Effective code enforcement is what turns building and energy policies from ideas into real-world outcomes: safe, resilient, and efficient buildings in our communities.
Yet across the country, this vital workforce is facing a wave of retirements, a shortage of new recruits, and more complex building practices and codes. To support this essential work, NEEP has released the Code Official Workforce Roadmap, a new resource focused on strengthening and supporting the workforce behind building and energy code adoption and enforcement.
Why long-term workforce planning can’t wait
In a recent survey conducted by NEEP, nearly 39% of code enforcement officials in the Northeast and Mid-Atlantic region said they plan to retire by 2029, and well over half could leave the profession in the early 2030s. At the same time, many local building departments report being understaffed and struggling to fill vacancies. Combine this with increasingly complex building codes, and it’s clear that business as usual will not suffice to keep our buildings safe and up to code. Without intervention, communities risk construction slowdowns, safety issues, and missed energy savings. With so much at stake, developing the next generation of code officials is an urgent priority.
To address this challenge, NEEP has developed a new Code Official Workforce Roadmap with an emphasis on energy codes. The roadmap draws on a 2024/2025 survey of code officials in the Northeast and Mid-Atlantic, as well as input from regional building code experts, to identify the necessary steps for recruiting, preparing, and retaining the next generation of code officials. The Roadmap outlines six priority areas for action, each with practical strategies for state agencies overseeing code implementation and enforcement, local code departments, training and continuous education organizations, and industry partners. The report outlines encouraging models that states across the region are piloting, offering examples of progress, and where more investment is still needed.
1. Recruitment
The code official profession needs a bigger and more diverse talent pipeline. That means making the code enforcement profession more visible, less intimidating, and more accessible through outreach, education, and entry-level programs. Some states are already taking bold steps in this direction. For example, Connecticut is working with Capital Community College to create an academic track in code enforcement, a formal on-ramp for students to enter the field with foundational knowledge. Outreach strategies can help bring the profession to life, such as hosting “Code Enforcement Career Days,” creating shadowing opportunities, or inviting retired officials to serve as career ambassadors. These approaches offer a practical and engaging way to connect with young people, trades professionals, and others who might thrive in the role but haven’t considered it. To build a strong pipeline, recruitment must be paired with support. Paid apprenticeships, trainee roles, and partnerships with vocational schools or veteran programs can open doors for more diverse candidates, including those entering mid-careers. By investing in early exposure and clear entry pathways, jurisdictions can strengthen their building departments, ensuring they run smoothly in the years ahead.
2. Retention
Departments must also keep the talent they already have. Pay competitiveness, modern tools, and a culture of respect and support are key. Many jurisdictions report losing code officials to higher-paying private sector roles or struggling to fill positions because of outdated tools and low morale. Strategies can help to retain code officials by making their jobs more manageable and improve consistency and code compliance. In New York, regional circuit riders support code officials by providing on-site training, plan review help, answering any code-related questions, and providing tailored technical assistance. Iowa and several southeastern states have similar models that alleviate pressure on small-town departments. Broader adoption of circuit rider models, flexible schedules, and better compensation and support can go a long way to keep experienced professionals in the field.
3. Training and Certification
Many new code officials enter the field without a consistent, hands-on training pathway. While certification resources exist, most officials rely heavily on self-study, often without field-based preparation or formal instruction on how to apply complex code provisions. This can make it harder for new officials to feel prepared and can contribute to uneven enforcement, especially in complex areas like the energy code. The roadmap calls for expanded access to structured training programs, especially those that include field-based learning, energy code content, and opportunities for cross-training with design and construction professionals.
For example, Massachusetts offers energy code training and technical support through the Mass Save program. Officials have access to webinars, workshops, technical checklists, and a code helpline. New York also mandates a Basic Training Program for new code officials, covering core inspection and plan review topics. Strengthening training at the start of a code official’s career can lead to greater consistency, better enforcement, and a workforce that is ready for the technical demands of modern building codes.
4. Continuous Learning
Building codes evolve every few years, and technologies in the field change even faster. Code officials need structured opportunities for lifelong learning, supported by time, funding, and culture. The New England Building Officials Education Association (NEBOEA) is a great example, hosting an annual, two-day conference attended by hundreds of officials from across the region, offering intensive seminars on varied topics, from structural plan review to the latest energy code updates and networking opportunities. Maine has also partnered with passivhausMAINE to offer workshops focused on energy efficiency and Passive House principles, helping keep code officials current on advanced building techniques. However, in many places, code officials struggle to find time or budget to attend training, and rural departments often lack access altogether. Establishing regional training hubs and ensuring paid time for professional development are essential to make continuous learning the norm, not the exception.
5. Renovations and Retrofits
Today, most permits are for work done on existing buildings rather than new construction. These projects come with their own set of complexities, old materials, constrained spaces, and unclear compliance paths. Code officials need specialized training and simplified tools to address them effectively. The roadmap recommends building departments to offer early consultations, helping homeowners or contractors understand energy code requirements before a project starts. States can help by creating flowcharts, decision trees, and case studies that explain common retrofit scenarios to code officials and by funding trainings that demystify energy code provisions for existing buildings.
6. Succession Planning
With more than half the code official workforce expected to retire by 2034, departments need to prepare now to pass on institutional knowledge and develop future leaders. This means documenting local practices, cross-training staff, and identifying internal candidates who can step into senior roles. So far, formal succession planning is rare and many departments lack a basic knowledge transfer process when someone retires. The Roadmap recommends engaging retirees as mentors and instructors, preparing mid-career officials for department head roles through leadership training programs , and using digital tools to capture internal knowledge. Scaling these efforts is essential. The knowledge and judgment of experienced code officials can’t be replaced overnight, but it can be handed forward with intention.
Funding mechanisms are essential
Funding workforce development doesn’t have to start from scratch. The roadmap recommends practical mechanisms such as permit fee surcharges (as used in Pennsylvania and Connecticut), utility energy efficiency funds (since better enforcement leads to verified savings), and targeted state appropriations. It also encourages partnerships with insurance companies and their foundations, which have a vested interest in reducing risk through stronger code compliance. By tapping into these aligned funding sources, states and municipalities can support training, staffing, and technical assistance in a sustainable, cost-effective way.
The challenges are clear, and so are the solutions. With better support, planned recruitment, and stronger coordination, we can ensure that every jurisdiction has the skilled professionals it needs. This new roadmap offers a practical way forward.
