Restoring Accountability to Policy-Influencing Positions Within the Federal Workforce

What is the presidential action?

The President has signed an executive order reinstating and modifying Schedule F, now known as Schedule Policy/Career. This order:

• Reclassifies policy-influencing federal employees into a category that allows for easier dismissal for poor performance or insubordination.

• Requires career federal employees in policy roles to follow the administration’s policies, regardless of personal or political beliefs.

• Revokes civil service protections for these positions, allowing easier removal of employees resistant to leadership directives.

• Directs federal agencies to recommend additional positions for this new category within 30 days.

This order aims to restore accountability within the federal workforce by ensuring that career employees do not undermine the President’s policies.

What is the historical context for this presidential action?

The federal civil service system was created to prevent political patronage in government hiring and ensure a professional, independent workforce. However, concerns have arisen that:

• Career bureaucrats resist or slow-roll administration policies, regardless of who is in power. (Source: Federal Employee Viewpoint Survey, 2023)

• Supervisors struggle to discipline underperforming employees due to lengthy dismissal processes. (Source: U.S. Office of Personnel Management, 2024)

• The government is increasingly filled with political activism rather than nonpartisan service.

Schedule F & Its Controversy

• First introduced in 2020 by then-President Trump, Schedule F sought to reclassify policy-influencing roles for easier hiring and firing.

• Revoked in 2021 by President Biden, citing concerns about politicizing the civil service.

• Reinstated in 2025, now renamed Schedule Policy/Career, with minor modifications.

This battle over federal workforce accountability has been ongoing for years, and this order revives the push for easier removal of career employees in key policy roles.

Why this presidential action has been taken (intent)?

This executive order is meant to solve two major problems:

1. Lack of Accountability in the Civil Service

• Only 26% of federal supervisors believe they can remove a poorly performing employee (Source: U.S. Office of Personnel Management, 2024).

• Lengthy processes prevent timely discipline, leading to inefficiencies and resistance.

2. Policy-Influencing Employees Undermining Leadership

• Some career bureaucrats actively resist presidential directives, slowing down policy implementation.

• The President argues that federal employees in policy roles should be accountable to elected leadership, rather than acting independently.

This action is intended to streamline policy implementation, improve government efficiency, and prevent internal resistance from unelected officials.

What is the impact on people (short term and long term)?

Short-Term Impact:

• Reclassification of thousands of policy-related federal jobs, placing them in Schedule Policy/Career.

• Increased ability to dismiss employees, leading to potential job losses.

• Agencies must review existing workforce structures and identify additional roles for reclassification.

Long-Term Impact:

• Greater flexibility for future administrations to remove employees who do not align with their policies.

• Increased political influence over federal hiring, possibly leading to more partisan staffing.

• Reduced job security for career employees in policy-related roles, potentially discouraging highly qualified professionals from government work.

(Sources: Congressional Research Service, U.S. Office of Personnel Management Reports, 2025)

What are the performance and impact parameters?

To determine whether this executive action achieves its goals, the following indicators will be tracked:

1. Increase in Employee Removals for Poor Performance – Tracking whether agencies are removing underperforming policy-related employees at higher rates.

2. Efficiency of Policy Implementation – If new administration policies are enacted faster with fewer bureaucratic delays.

3. Changes in Federal Workforce Retention – Monitoring whether skilled professionals leave government servicedue to reduced job security.

4. Legal Challenges & Court Rulings – If courts uphold or strike down aspects of the order.

(Sources: U.S. Merit Systems Protection Board Reports, Federal Workforce Data, 2025)

How is this executive order perceived across ideologies?

1. Could This Lead to a “Spoils System” Revival?

• The civil service was designed to prevent political purges.

• If every new administration replaces thousands of policy staff, it could create constant instability.

2. How Will This Impact Government Whistleblowers?

• If employees fear dismissal for questioning policies, fewer whistleblowers may come forward.

• Could this weaken accountability for corruption?

3. Could This Lead to More Politicized Hiring?

• Future administrations may hire more political loyalists rather than subject-matter experts.

• This could weaken the effectiveness of federal agencies.

These long-term risks deserve more scrutiny than short-term media debates.

Public & Political Reactions

• Right (Conservatives):

• Strongly support the action, viewing it as necessary to remove “deep state” resistance.

• See this as a step toward making government more accountable.

• Moderates (Centrists):

• Mixed reactions—some support increasing accountability, but others worry about potential political purges.

• Progressives (Leftists):

• Strong opposition, arguing this politicizes the civil service.

• Fear it will weaken government stability and public trust.

• Federal Employee Unions & Legal Experts:

• Expect legal challenges, citing due process concerns.

• May argue this violates civil service protections (Sources: American Federation of Government Employees, U.S. Federal Workforce Legal Reviews, 2025).

Is this executive order legal according to the Constitution?

Yes, but it will likely face legal challenges under:

1. Presidential Authority Over the Executive Branch – The President has broad authority to regulate federal employment (Source: Title 5, U.S. Code).

2. Merit-Based Civil Service Laws – Courts may review whether this order undermines the merit system.

3. Due Process & Employee Protections – If dismissals occur without cause, lawsuits could arise.

(Sources: Federal Labor Relations Authority, U.S. Office of Legal Counsel, 2025)

This executive order reshapes federal workforce rules, making it easier to remove policy-related employees who do not align with administration directives.

• Pros: Increases accountability, reduces bureaucratic resistance, and ensures faster policy execution.

• Cons: Risks politicizing federal jobs, weakening job security, and discouraging skilled professionals from government work.