Schedule Policy/Career Is No Longer Theoretical
For months, federal employees have been watching the return of Schedule F under a new name: Schedule Policy/Career. On June 3, 2026, the President signed an executive order implementing this new excepted-service category for positions listed in an appendix. The administration has said the order affects roughly 8,000 employees, far below earlier estimates of 50,000, and that about 97 percent of covered positions are at or above GS-15.
But the practical takeaway is simple: do not assume this affects only political-adjacent senior officials. The appendix reportedly includes not only senior policy roles, but also categories such as attorney advisors, HR specialists, budget analysts, grants management specialists, EEO officers, IT specialists, public health analysts, scientists, FEMA grants managers, USCIS adjudication officers, and IRS attorneys. That matters because many of these employees do not merely “advise” policy; they carry out the day-to-day work of government.
What Losing Chapter 75 Protections Can Mean
For competitive-service employees, Chapter 75 of Title 5 generally provides core adverse-action protections before a removal, demotion, or suspension of more than 14 days. Those protections usually include advance notice, an opportunity to respond, a written decision, and appeal rights to the Merit Systems Protection Board.
Schedule Policy/Career is designed to remove those procedural protections for covered positions, making removal far easier than it is under ordinary civil-service rules. The administration has framed the change as an accountability measure for policy-influencing roles, while unions and public-service organizations argue it unlawfully converts nonpartisan civil servants into at-will employees.
Do Not Panic, But Do Not Drift
A mindful response is not passive. It means slowing down enough to act deliberately. If you think your position may be listed, first check the appendix against your agency, title, series, grade, and position description number. Save the order, the appendix, any conversion notice, your position description, performance records, emails, and communications about your role.
Do not sign anything acknowledging reclassification, waiving rights, or accepting a new status without understanding what it says. A signature may not decide the legality of the order, but it can complicate the facts later. If you are bargaining-unit eligible, contact your union. If you receive a removal notice after conversion, speak with counsel quickly.
The Legal Fight Is Still Developing
Pending litigation brought by organizations including AFGE, AFSCME, AFL-CIO, PEER, and Democracy Forward challenges the Schedule Policy/Career framework as inconsistent with the Civil Service Reform Act and constitutional protections. No employee should assume every agency action taken under the order is automatically lawful or automatically unlawful. These cases will likely turn on specific facts, timing, position duties, documents, and how the agency applies the order.
For deeper practical guidance, impacted employees can review Southworth PC’s Schedule P/C tips.
Legal Disclaimer: The information provided in this article is for informational purposes only and should not be construed as legal advice. While I am a federal employment attorney, this post does not create an attorney-client relationship. Every situation is unique, and legal outcomes depend on specific facts and circumstances.