What Federal Employees Should Know About Schedule G
Yesterday’s executive order unveiled Schedule G, a new employment category that could reshape the political staffing landscape across federal agencies. While it doesn’t directly impact most current career employees, it changes the structure around you—and that could have ripple effects.
A New Lane for Political Hires
Schedule G creates a formal category for non-career policy advocates—people brought in specifically to drive a president’s agenda. Unlike Schedule C or competitive service positions, these are at-will jobs, with no MSPB appeal rights or due process guarantees. By design, Schedule G hires come and go with the administration.
The administration claims this addresses a structural gap: where Schedule C is for confidential aides and policy/career roles are reserved for long-term civil servants, Schedule G provides a home for political appointees who don’t fit either category. But the legal designation carries more than just bureaucratic nuance—it allows faster hiring and easier removal without civil service protections.
Not Schedule F—But Still Significant
Many are comparing Schedule G to the controversial Schedule F from 2020, which aimed to reclassify thousands of career staff as at-will. This new order does not reclassify existing roles. That’s critical. However, it does expand the potential number of political appointees within agencies. And it does so without clear caps on how many roles can be created.
That means agencies could potentially reduce or restructure career positions, then create new Schedule G positions to perform similar duties. This shift might be legally permissible—but it opens the door to challenges at the Merit Systems Protection Board (MSPB) or even in court under the Administrative Procedure Act.
Legal Teeth—But Not Unlimited Power
The president has the authority under existing statutes to create accepted service exceptions like this one. Schedules A, B, and C already exist under similar logic. But that authority isn’t boundless. If Schedule G is misused—say, to sideline technical experts or reclassify neutral roles as “policy advocating”—litigation could follow. Courts have historically allowed flexibility here, but they also look for overreach.
How This Could Affect You
For rank-and-file feds, the most likely impact is cultural and structural. You may find yourself reporting to more political appointees who are mission-driven and turnover-prone. That can affect morale, the pace of change, and how safe it feels to voice concerns or resist questionable directives.
There’s also potential for reorgs or even RIFs, especially if agencies lean into creating new G-positions post-realignment. Stay alert to any moves that suggest a reclassification of your own role. That’s a legal red flag worth acting on quickly.
Stay Informed, Stay Ready
We recommend monitoring OPM guidance and Federal Register notices for definitions and classification criteria. If your role is ever proposed for conversion to Schedule G, that’s likely unlawful—reach out immediately.
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.