The Trump administration’s efforts to streamline the process of firing certain federal workers have resurfaced under the new name “Schedule Career/Policy,” as outlined in a recent memorandum from the Office of Personnel Management (OPM). This initiative, previously known as “Schedule F,” aims to provide agencies with more flexibility in managing employees in confidential or policy-related roles.
According to the OPM memo, agencies are directed to conduct a review of positions within the “policy-determining, policy-making, or policy-advocating character” category. This review will identify positions that are not typically subject to change during a presidential transition. The goal is to ensure that employees in these roles are administratively loyal and faithfully implement administration policies.
While employees in Schedule Career/Policy positions are not required to personally support the current president or administration, they are expected to uphold their constitutional oath and adhere to executive authority. Failure to do so could result in dismissal.
The origins of the Schedule Career/Policy initiative trace back to Executive Order 13957 issued by former President Trump in October 2020. This order created a new class of federal workers under Schedule F, who were more vulnerable to dismissal and had limited procedural protections compared to traditional civil servants. President Biden revoked this order in January 2021, citing concerns about undermining the civil service merit system principles.
The recent OPM memo and amended executive order signal a renewed focus on giving agencies the flexibility to remove underperforming employees from policy-related positions efficiently. However, this move has prompted pushback from organizations like the National Treasury Employees Union, which has filed a lawsuit challenging the potential for “political loyalty tests” for public employees.
As the administration moves forward with the Schedule Career/Policy initiative, the debate over the balance between administrative flexibility and civil service protections continues. The outcome of this ongoing dispute will shape the future of federal workforce management and the relationship between government employees and the administrations they serve.
