Attorneys for Federal Employees — Nationwide

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Today at a Glance

• Trump fired all 24 members of the National Science Board on Friday — the independent oversight body for the $9 billion National Science Foundation — days before the board was set to finalize a report on the state of U.S. science.
• SSA expanded performance award eligibility to include employees rated 3.5 and 3.7, while HHS capped quality step increases at 3% of eligible employees — two agencies, opposite directions.
• OPM is consolidating 115 federal job titles it calls obsolete or redundant, affecting about 5,000 employees — agencies have until May 11 to push back.

Top Stories:

1. Trump Fires All 24 Members of the National Science Board

Source: Federal News Network — April 27, 2026

TL;DR: The Presidential Personnel Office emailed all 24 National Science Board members on Friday terminating their positions effective immediately. The board, created in 1950, advises the president and Congress on science policy, approves major NSF funding awards, and guides the agency's future. Members serve staggered six-year terms. Dismissed member Keivan Stassun said the board's public criticism last year of the administration's proposed 55% cut to NSF's budget likely antagonized the White House. NSF has been without a permanent director for a year. The board had been scheduled to meet in person this week to finalize a report on the state of U.S. science.

For federal employees, this means:

• NSF career staff now operate without independent oversight — the board was the primary check on how the agency awards grants and sets priorities.
• The administration has proposed cutting NSF's budget by more than half again in FY2027; without the board, there is no independent body to publicly challenge that request.
• Federal scientists at NSF and grantee institutions should expect continued uncertainty about research funding timelines and award decisions.

Legal Insight:
The National Science Foundation Act of 1950 (42 U.S.C. § 1863) establishes the National Science Board and provides that members serve six-year terms. The statute does not include a for-cause removal provision, which the administration has interpreted as granting the president unlimited removal authority. That interpretation is consistent with the Supreme Court's recent rulings expanding presidential removal power but may still be challenged — particularly where Congress established fixed terms to insulate board members from political pressure. Employees who rely on NSF grants or who work at NSF should preserve documentation of any changes to grant review processes or award criteria that follow the board's dismissal.

2. SSA Expands Performance Awards While HHS Caps Them — Two Agencies, Opposite Approaches

Source: Federal News Network — April 28, 2026

TL;DR: SSA Commissioner Bisignano directed that performance awards be issued earlier than usual and expanded eligibility to include employees rated 3.5 and 3.7 — not just those at the top of the scale. The trade-off: with the same funding pool, individual award amounts are smaller. Meanwhile, HHS is moving the opposite direction — capping quality step increases at 3% of eligible employees, meaning 97% of HHS employees rated highly enough for a QSI will not receive one. The divergence shows that agencies have significant discretion in how they recognize performance, even as OPM pushes a governmentwide forced distribution model.

For federal employees, this means:

• SSA employees rated 3.5 or 3.7 will receive bonuses for the first time, but Level 4 employees may see smaller individual awards than in prior years.
• HHS employees should not expect a QSI even with a top rating — only 3% of the eligible pool will receive one, per internal agency guidance.
• The contrast matters because OPM's pending forced distribution rule would cap high ratings governmentwide. Agencies that currently have generous award structures may soon lose that flexibility.

Legal Insight:
Under 5 U.S.C. § 4505a, agencies have discretion to grant performance awards to employees who receive a rating of "fully successful" or above. Quality step increases under 5 C.F.R. § 531.504 are available to employees who receive the highest rating level and demonstrate sustained performance at that level. Neither statute requires agencies to grant awards at any specific rate — giving management wide latitude. But if OPM's forced distribution rule is finalized, artificially compressed ratings could reduce the pool of employees eligible for QSIs and performance awards at every agency, regardless of actual performance. Employees who believe their rating was compressed below what their performance warrants should request a written explanation from their supervisor and preserve it for potential future challenge.

3. OPM Consolidates 115 Federal Job Titles — Agencies Have Until May 11 to Object

Source: Government Executive — April 27, 2026

TL;DR: OPM announced Friday that it is eliminating or merging 115 federal occupational series it considers obsolete or redundant — affecting about 5,000 employees. Targeted titles include clerk-typists, metal forgers, elevator operators, bartenders, meatcutters, and zoologists, among others. Employees in eliminated series will be reclassified into broader categories. OPM says no one should see a pay impact. This is Phase One of a larger effort to consolidate the government's 604 job series by 25% by September 2027. Agencies can submit feedback by May 11 if they believe a targeted series should be retained.

For federal employees, this means:

• If your job series is on the list, you will be reclassified — but OPM says your pay, grade, and career ladder should not change.
• The May 11 deadline is for agencies, not individuals — but employees should flag concerns to their HR office now if their series has specialized qualifications that could be lost in a broader category.
• This is Phase One. OPM plans to update all 22 occupational families by FY2027, meaning additional consolidations are coming.

Legal Insight:
OPM's authority to establish, revise, and abolish occupational series derives from 5 U.S.C. chapter 51 (Classification) and implementing regulations at 5 C.F.R. Part 511. Reclassification under this authority is a position action, not a personnel action — meaning employees generally cannot appeal it to the MSPB. However, if a reclassification results in a change to grade or pay, it could trigger adverse action protections under 5 U.S.C. § 7512. Employees in specialized scientific or technical series (zoologists, fish and wildlife administrators, and similar) should pay close attention to whether the new generalized series preserves the qualification standards that justified their current classification — if it does not, a classification appeal under 5 C.F.R. § 511.601 may be appropriate.

Mindful Moment of the Day

Protecting Your Calm During Nearby Drama

When voices rise in the hallway or a heated conversation erupts near your workspace, your body can react even if you’re not involved at all. Notice any tightness or jitters and take a few quiet breaths, focusing on the feeling of the chair under you or your hands on the desk. If you can, gently redirect your eyes to a neutral spot—like a calendar or a plant—so you’re not pulled into “watch mode.” You’re allowed to protect your own nervous system, even if the office energy around you is loud. 

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