U.S. Government Services
A PROUD RELOCATION MANAGEMENT PROVIDER TO THOSE SERVING OUR COUNTRY
Since 1984, Sirva, dba BGRS, Inc. (“BGRS”), has been a trusted advisor and partner to the nation’s top federal agencies. Our decades-long history of serving the U.S. government is backed by our unparalleled experience in conforming to both the Federal Acquisition Regulation (FAR) and Federal Travel Regulation (FTR) and our deep understanding of the General Services Administration’s (GSA’s) stringent relocation policy requirements and guidelines.
Since the award of our first Government contract in 1984, we have supported 40+ federal and quasi-governmental agencies and managed more than 147,500 U.S. federal moves. We have also expertly handled 280,000 moves for the Canadian Government over the past 15 years.
OUR EXPERIENCE HAS YOU COVERED
As the relocation industry’s leading federal contractor, we offer complete, reliable relocation services in full compliance with the GSA Schedule 48 and all U.S. government contracting requirements. We value our long-standing relationship with the U.S. government and take our responsibility to the federal agencies and employees we serve seriously.
Highlighting our experience and leadership in serving the government sector, we have proudly played a key role in the following federal community forums for many years:
- Senior Executives Association (SEA) Corporate Advisory Council: Serve as an advocate for our government clients’ relocation interests to federal leaders.
- Government Relocation Advisory Board (GRAB): Served as an active member focused on transforming the relocation provisions of the FTR.
Our agency clients are governed by the highest ethical standards and quality control elements:
GOVERNMENT-TRAINED AND GOVERNMENT-CLEARED PERSONNEL:
All dedicated team members are U.S. citizens and hold or are in the process of obtaining Position of Public Trust security clearances.
STRINGENT SECURITY PROTOCOLS:
All systems, facilities, personnel, and data accessibility are U.S-based and carefully constructed to adhere to government standards and protect the sensitive information entrusted to us.
SECURE RELOCATION MANAGEMENT PORTAL:
Adheres to the highest global standards for data security with multi-factor authentication, biometrics, and user-level validation.
PROPRIETARY GCERTIFIED™ PROGRAM:
All dedicated government team members and service partners are required to participate in a Sirva, dba BGRS-developed course to learn FTR/FAR requirements and understand government culture.
Sirva, dba BGRS, Inc., stands as a steadfast and proud relocation service partner to the U.S. government. With a commitment to excellence, efficiency, and unparalleled service, we have consistently demonstrated its ability to meet the unique needs and challenges of government-sponsored relocations. Through innovative solutions, rigorous adherence to compliance, and a dedicated team of professionals, we ensure that every relocation undertaken in partnership with the U.S. government is executed with precision and care.
MORE THAN A MOVER
In addition to providing relocation management services, we play a pivotal role in supporting U.S. federal government agencies in crafting relocation strategies that seamlessly integrate with overarching talent management objectives. By leveraging our expertise and experience in mobility solutions, we ensure that relocation initiatives align closely with broader talent management goals.
SPOUSE AND PARTNER ASSISTANCE:
We provide personalized services to help facilitate integration into the new community, such as mentor and support networks and career assistance, which may include resume writing and interviewing, introductions/networking opportunities, and traditional job placement services in the destination location.
CAREER ADVANCEMENT:
We support a mobile employee's career advancement through a range of relocation service solutions and policies designed to facilitate professional growth and development. We enable mobile employees to seamlessly transition to new roles and opportunities while supporting their long-term professional success within the organization.
Employee Retention:
We contribute to our government clients’ employee retention by facilitating smooth transitions and providing personalized support throughout the relocation process, enhancing job satisfaction, maintaining loyalty, and safeguarding institutional knowledge.
By connecting relocations with these critical goals, Sirva, dba BGRS, not only facilitates efficient moves but also actively contributes to the long-term success and effectiveness of U.S. federal government agencies' talent management strategies.
As we look towards the future, we remain unwavering in our dedication to facilitating seamless transitions for government employees and their families, thereby upholding our shared commitment to service, integrity, and excellence.
RELOCATION SERVICES
We have been authorized by the GSA to provide the following relocation services to the federal government under Schedule Title: Transportation, Delivery & Relocation Services; SIN 531 (Schedule 48); Contract number: GS-33F-001HA.
The following Multiple Award Schedule (MAS) outlines the Special Item Numbers (SINs) we are approved to provide to the U.S. government:
653-1 Home Sale
653-4 Entitlement Counseling
653-1B Marketing Assistance
653-5 Agency Customizes Services
653-5 Property Management
653-7 Move Management
For a complete history and listing of services, please refer to our GSA-Approved Catalog.
Why Repatriation Training Matters
Why Leading Organizations Are Reframing the Return Home
Global mobility programs are often focused on the move itself: getting the right people into the right markets at the right time. But the value of an international assignment does not end when the assignment ends. It really depends on how well employees return, and how effectively the new insights learned while on assignment are brought back into the business.
Yet one of the most critical phases of the mobility lifecycle is often underestimated by most organizations: repatriation.
Many companies invest carefully in selection, pre-departure preparation, and support while employees are abroad. The return home, however, is often treated as a final administrative step, and that creates risk. Without the right support, organizations may lose the employee, or miss the chance to use the global perspective, market knowledge, and leadership capability the assignment helped build.
The Hidden Risk in Global Mobility
Coming home can look simple from the outside. Employees are returning to a familiar place, but the workplace may have changed while they were away. Priorities may have shifted, leaders may have moved on, and the role they return to may not fully and effectively use what they learned abroad.
For example, an employee who led a regional team overseas may come back with stronger stakeholder management skills but not have a clear opportunity available to apply them. Families are adjusting too, rebuilding routines, friendships, and a sense of belonging.
Repatriation as a Strategic Talent Lever
Repatriation training is not just an extra step at the end of an assignment. It is a practical way to help employees reconnect, stay engaged, and translate international experience into business value.
Handled well, repatriation creates a bridge between the assignment and what comes next. Employees can reflect on what they learned, identify how those lessons apply at home, and return with greater confidence and purpose. For example, a returning assignee might share customer insights from a growth market, mentor colleagues preparing for similar moves, or help a team avoid common cross-cultural missteps. Sirva’s approach begins before employees leave the host country, because the strongest return plans start before re-entry begins.
From Assignment Cost to Capability Return
International assignments require significant investment, so the return should be measured in more than just cost of the assignment. The real question is whether the organization is ready to benefit from the employee’s experience once they are back. Without enough support, companies can lose people just as their global experience has become most valuable.
Effective repatriation training helps close that gap. It gives employees time to identify what they gained, connect it to organizational business priorities, and explain their value clearly as they move into their next role. This might include mapping new skills against a leadership path, preparing for a career conversation, or identifying teams that could benefit from their market knowledge.
In that sense, repatriation is not just about helping employees return. It helps them contribute sooner, with more clarity and impact.
Why the Human Dimension Still Matters
Repatriation is also very personal. Employees and families may face reverse culture shock, changed relationships, disrupted routines, and new questions about identity and belonging. A child may be returning to a school system that feels unfamiliar. A partner may be rebuilding a professional network. The employee may be navigating a workplace that no longer feels quite the same.
The strongest programs support both the employee and the family. They recognize that wellbeing, adjustment, and career continuity are connected, and that people are more likely to re-engage when they feel understood, prepared, and supported.
Completing the Mobility Value Chain
If organizations want global mobility to work as a talent and business strategy, they need to manage the full experience, not just the move, but the return as well. Repatriation is where assignment value is either carried forward or lost. It is the moment when individual experience can become shared organizational learning.
Turning Global Experience into Organizational Advantage
At its best, repatriation training helps employees return with confidence and clarity, while helping organizations retain the talent and experiences they have invested in. Employees come back not only as people who completed an assignment, but as leaders with experience that can shape what comes next.
As organizations continue to invest in globally mobile talent, the question is not whether repatriation matters. It is whether they are giving it the attention it deserves.
Best Practice for Mobility Leaders
Leading organizations understand that repatriation is not the end of the assignment experience. It is the point where global experience is either put to work or quietly lost. With structured, forward-looking support, organizations can turn a vulnerable transition point into an opportunity for retention, growth, and shared learning.
For Sirva’s Intercultural Group, repatriation training helps organizations move beyond simply completing an assignment. It helps them build lasting global capability that strengthens both their people and the business.
To learn more about how Sirva can help your organization support successful repatratiations, email us at concierge@sirva.com and visit the Talent Development & Intercultural section of our website.
Smart. Helpful. Human. Responsible.