White House policy sends federal workers reality check
Aparajita Chatterjee
Mon, February 9, 2026 at 9:03 PM EST
4 min read
A major change is coming for part of the federal workforce amid a shift in the White House. On February 6, 2026, the US Office of Personnel Management (OPM) established a new category- Schedule Policy/Career- that will make it easier to regulate and strengthen accountability of certain federal positions.
Fast fact: Federal employment peaked at 3.4 million in May 1990, according to USAFacts. As of last summer, employment totaled about 2.9 million.
Proposed in April 2025, the rule takes effect on March 9, 2026, and OPM says that some specific positions may be moved into this category by a Presidential executive order after the effective date.
What is the new 'Schedule Policy/Career'?
For thousands of senior analysts, managers, and attorneys whose work impacts policy-making, this new rule/category will change how their position is treated.
Employees placed under Schedule Policy/Career will be excluded from the usual “adverse action” and performance action procedures covered under Title 5.
Previously, before the removal, demotion, or suspension of a federal worker, it was required to issue a notice, provide a period for review, and give the affected employee a chance to respond before issuing a written decision. After this, these protections and procedural actions meant to protect them will be removed.
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OPM has not clearly stated which positions will fall under it, but it is expected to impact up to 50,000 federal workers.
Currently, only 4,000 people appointed by the President, also known as political appointees, are the only ones to be fired at will, the New York Times reported.
OPM argues that, under current provisions, it is extremely difficult to remove poor performers or those in policy-facing roles that require greater accountability.
The rule describes Schedule/Career positions as still “career” and “nonpartisan” in hiring and merit-based, but has now introduced an “at-will” addendum that will remove appeals protections.
This, simply put, means that while hiring is non-political, it will now become at-will employment, which is common in private companies across the country.
While it gives you the freedom to leave the job when you want, it also gives the employer the freedom to fire you at any time.
The proposal drew over 40,500 comments during the 45-day public comment period, and they ranged from “ardent support to categorical rejection.”
Some of the comments questioned the move as violating the Pendleton Act, the Llyod-La Follette Act and/or the CSRA (Civil Service Reform Act of 1978).
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OPM countered that the law is commonly misunderstood and the Pendleton Act did not provide tenureship for federal employees. Rather, the act was only “concerned with establishing merit as the basis for civil service appointments.”
The protection, esp for non-Veterans, is more recent and not part of the Act. This new category will therefore continue to use merit for placement.
"This rule will principally affect removal procedures for employees in policy-influencing positions whose performance or conduct is judged to be deficient. The vast majority of those appointed under Schedule Policy/Career will thus experience no change in their employment characteristics or conditions and retain protections against prohibited personnel practices, including retaliation against whistleblowing (PPPs),” according to the OPM.
Whistleblower appeal process changes
The new framework also alters how whistleblower protections are handled for employees in the Schedule Policy/Career category.
The new policy reaffirms that, even when moved into the “at-will” category, it will not change the legal protections afforded to whistleblowers; however, the way these protections are applied does change, which has been a cause for concern among nonprofits working to protect whistleblowers from bias and reprisal.
Whistleblowers, who previously could appeal to the Merit Systems Protection Board (MSPB), an independent third-party agency, will now have to raise the issue with someone in the agency’s general counsel’s office.
OPM says that agencies will be given 30 days to put in place an internal PPP policy to handle such cases.
While the new category has drawn substantial criticism questioning its motives, it remains to be seen which positions will be impacted.
The government continues to maintain its stance that the change will only make it easier to question performance and address “resistance from career bureaucrats to the implementation of the President’s agenda.”
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This story was originally published by TheStreet on Feb 9, 2026, where it first appeared in the Employment section. Add TheStreet as a Preferred Source by clicking here.
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