Implementing Schedule Policy/Career in the Excepted Service
- Executive Order Number
- 14410
- President
- Donald Trump
- Signed
- June 3, 2026
- Published
- June 10, 2026
- Source
- Federal Register
- Original Document
- https://www.govinfo.gov/content/pkg/FR-2026-06-10/pdf/2026-11594.pdf
AI-Generated Summary
Executive Order Summary: Schedule Policy/Career Implementation
Purpose The order establishes Schedule Policy/Career in the excepted service to increase accountability for federal employees in confidential, policy-determining, policy-making, or policy-advocating positions. It aims to facilitate removal for misconduct or poor performance while preserving merit-based hiring and veteran preference.
Key Actions or Directives
- Transfers listed positions (detailed in the Appendix) into Schedule Policy/Career.
- Amends Civil Service Rules I, III, VI, and XI regarding competitive status, Pathways conversions, excepted service listings, probationary periods, and trial periods.
- Updates related regulations on severance pay and qualifying appointments.
- Requires agency heads to notify affected employees and update records within 7 days.
- Directs agencies to create separate bonus pools to reward outstanding performance by Schedule Policy/Career employees.
- Instructs OPM to initiate rulemaking for a Presidential award program and update obsolete Civil Service Rule provisions.
Significant Changes to Policy or Law
- Exempts Schedule Policy/Career positions from standard adverse action procedures, easing removals compared to competitive service.
- Modifies prior Executive Orders 13957 and 13562 to refine Schedule Policy/Career placement criteria and Pathways conversions.
- Introduces new probationary and status rules specific to the schedule.
Potential Impacts
- Agencies gain greater flexibility to address underperformance or misconduct in policy roles.
- Employees in transferred positions lose certain civil service protections but retain merit hiring standards.
- OPM and agencies face short-term administrative requirements for implementation and potential long-term changes in workforce management.
Main Stakeholders Affected
- Federal agencies and their heads.
- Employees in policy-influencing positions.
- Office of Personnel Management (OPM).
- Supervisors and senior executives overseeing such roles.
Notable Legal, Constitutional, or Political Implications
- Relies on presidential authority under 5 U.S.C. §§ 3301, 3302, 5595, and 7511 to reclassify positions outside competitive service.
- Balances accountability for elected leadership with merit principles; includes standard severability and non-enforceability clauses.
This summary was generated by AI and may contain inaccuracies. Refer to the official source document for the authoritative text.