The federal workforce is facing one of its most significant potential transformations in decades with the proposed return of Schedule F, a personnel classification that would reclassify a substantial number of policy-oriented positions within the executive branch. Originally introduced in 2020 and rescinded in early 2021, Schedule F has resurfaced in 2025 as part of a broader push to modify the structure and accountability mechanisms of the federal civil service.
While this development is currently subject to legal and political debate, understanding the mechanics, implications, and uncertainties surrounding Schedule F is critical for both federal employees and the public at large.
What Is Schedule F?
Schedule F refers to a classification created by Executive Order 13957 in October 2020. The order directed the Office of Personnel Management (OPM) to identify federal positions that involve policy-making, policy interpretation, or policy advocacy and reclassify them into a new category of federal service: Schedule F. Unlike most career civil service roles, which are protected by merit-based rules and appeal rights, Schedule F employees would serve at the will of the administration, without the same job protections typically afforded to career staff.
When the order was first implemented, agencies were instructed to compile lists of eligible positions. Though no broad removals were reported before the order was rescinded in January 2021, the framework was in place to change the status of thousands of federal employees.
In 2025, the initiative has been revived under a similar structure, now referred to in some documents as Schedule Policy/Career, with the potential to affect as many as 50,000 federal roles across the executive branch, depending on agency-specific implementation.
Intent and Justification for Schedule F
The stated objective of Schedule F is to enhance agency performance and responsiveness by allowing administrations to more easily remove employees in positions of substantial policy influence. The logic behind the classification suggests that employees serving in these capacities have duties more closely aligned with political discretion, and therefore should not be insulated from dismissal in the same way as technical or administrative staff.
Supporters of the policy argue that executive agencies should be empowered to ensure that key staff positions reflect the administration’s priorities, particularly where policy advice and implementation are involved. They contend that this flexibility could reduce bureaucratic inertia and improve the alignment between elected leadership and the administrative state.
Concerns About the Impact on Civil Service Norms
On the other hand, critics of Schedule F express concern that the reclassification may erode the nonpartisan foundation of the federal civil service, which has been a core principle since the Pendleton Act of 1883. This law established merit-based hiring to prevent patronage and ensure the continuity of government functions across administrations.
By making certain employees at-will, Schedule F could result in turnover not just during transitions between administrations, but also within a single administration, based on shifting policy preferences or performance evaluations that are difficult to independently review. Some labor and civil rights organizations warn that such a system could lead to increased politicization, reduced institutional memory, and hesitation among employees to provide candid, data-driven advice for fear of reprisal.
Operational Considerations for Federal Agencies
If implemented broadly, Schedule F could significantly reshape how agencies manage staffing, recruitment, and internal governance. Agencies would be required to:
- Identify eligible roles: Positions involving policy formulation, interpretation, or advocacy would be subject to review.
- Reclassify positions: Employees in eligible roles could be reappointed under the new classification, changing their status to at-will.
- Develop transition policies: This may include revising performance evaluations, hiring policies, and appeal procedures.
Such changes could complicate federal human resources operations, particularly in agencies with highly specialized missions that depend on institutional knowledge, long-term continuity, and inter-agency collaboration.
Legal Context and Potential Litigation
The legality of Schedule F is not settled. In 2020 and again in 2025, several legal scholars and public interest organizations raised concerns about the reclassification’s compatibility with existing statutes such as the Civil Service Reform Act of 1978, which was intended to preserve employee protections while allowing for agency accountability.
Lawsuits are expected or already underway from advocacy groups and employee unions, arguing that Schedule F violates principles of due process and undermines statutory rights that apply to civil servants. The outcome of such litigation will likely determine whether—and to what extent—Schedule F can be implemented and sustained.
Recruitment, Retention, and Workforce Morale
Another consideration is the potential long-term effect on recruitment and retention. Federal employment has traditionally attracted professionals with the promise of stable, merit-based careers insulated from political shifts. A widespread use of Schedule F may prompt some to reconsider civil service careers, particularly in roles tied to policy development. Federal agencies competing for top talent with the private sector may find it more difficult to retain experienced staff under uncertain employment terms.
Additionally, morale among current employees may be impacted by the perception that job security is becoming contingent on political conformity rather than competence or performance.
What’s Next?
As of mid-2025, implementation of Schedule F remains in development and under scrutiny. Agency heads may begin reviewing job classifications, while legal challenges and congressional oversight are expected to shape the pace and scale of adoption.
Key questions remain:
- How broadly will Schedule F be applied across departments?
- What rights, if any, will affected employees retain under collective bargaining agreements or other civil service statutes?
- Will Congress act to codify or restrict the use of such classifications in the future?
Conclusion
The reintroduction of Schedule F marks a pivotal moment in the evolution of the federal workforce. It raises fundamental questions about the balance between political leadership and administrative continuity, the role of expertise in government decision-making, and the protections afforded to public employees. As federal agencies begin to grapple with the potential operational and legal consequences, it will be critical for employees, supervisors, legal advisors, and policymakers to stay informed and engaged. The decisions made in the coming months could shape the federal service for years to come.
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