Creating Schedule G in the Excepted Service
In Simple Terms
The President made a new job category called Schedule G. It is for certain government jobs that change when a new President comes in.
Summary
President Donald Trump issued an executive order on July 17, 2025, to create a new category called Schedule G within the federal government's excepted service. This new schedule is designed for noncareer positions that are involved in policy-making or policy-advocating and are typically subject to change with a presidential transition. The order aims to fill a gap in the existing excepted service schedules by providing a formal classification for these roles, which are critical for effective government administration. The order also instructs the Office of Personnel Management to implement necessary regulations and the Secretary of Veterans Affairs to consider the alignment of appointees with the President's policies without regard to their political affiliations.
Official Record
Federal Register PublishedSigned by the President
July 17, 2025
July 23, 2025
Document #2025-13925
Analysis & Impact
💡 How This May Affect You
The creation of Schedule G in the excepted service through Executive Order 14317 primarily affects how certain federal government positions are filled and managed. Here’s how this action might impact different groups of Americans:
Working Families and Individuals
For most working families and individuals, the direct impact of this executive order is minimal. However, it could indirectly affect them through changes in government policy implementation. By allowing more flexibility in appointing policy-making positions, the government could more swiftly enact policy changes that might impact areas such as healthcare, education, or employment regulations. For example, if new appointees help streamline policies that improve access to healthcare, working families might benefit from better services.
Small Business Owners
Small business owners might experience indirect effects based on how swiftly and effectively new policies are implemented. If the new appointees in Schedule G positions advocate for policies that support small businesses, such as tax incentives or reduced regulatory burdens, small business owners could see positive changes. Conversely, if new policies increase regulations, it might create additional challenges for small business operations.
Students and Recent Graduates
This executive order does not directly affect students and recent graduates. However, if the changes in government personnel lead to new education policies or employment initiatives, students and recent graduates might see shifts in opportunities. For instance, if new appointees push for increased funding for education or job training programs, it could enhance prospects for students entering the workforce.
Retirees and Seniors
Retirees and seniors are not directly impacted by this executive order. However, policy changes stemming from new appointees could affect areas such as Social Security, Medicare, or other senior services. If appointees advocate for policies that enhance these programs, retirees might benefit from improved services or increased financial support.
Different Geographic Regions
Urban Areas: Urban regions might experience changes more rapidly due to their proximity to federal agencies and the potential for policy changes to impact city infrastructure projects, public transport, or housing regulations.
Suburban Areas: Suburban areas could see changes in policies related to housing, transportation, and education. New appointees might advocate for infrastructure improvements or educational reforms that benefit suburban communities.
Rural Areas: Rural regions might be affected by policy changes in agriculture, broadband access, or healthcare. If appointees focus on improving rural infrastructure or access to services, residents could see positive changes.
In summary, while the creation of Schedule G primarily affects federal employment practices, its broader implications depend on how these personnel changes influence policy directions. The real-world impacts on various groups will hinge on the specific policies these appointees support and implement.
🏢 Key Stakeholders
Primary Beneficiaries
Presidential Administration and Political Appointees:
The creation of Schedule G allows the presidential administration to appoint individuals to policy-making or policy-advocating positions that align with the President's agenda. This offers the administration greater flexibility in shaping policy direction through personnel who are expected to support and implement the President's policies.
Those Who May Face Challenges
Career Civil Servants:
Career civil servants may face challenges as the introduction of Schedule G could lead to increased turnover in policy-making positions with changes in administration. This might create instability and affect continuity in policy implementation within federal agencies, particularly the Department of Veterans Affairs.
Industries, Sectors, or Professions Most Impacted
Federal Government Employees and Agencies:
This action primarily impacts federal employees and agencies, especially those within the Department of Veterans Affairs, by altering the structure and expectations of certain policy-making roles. The introduction of Schedule G could influence hiring practices and the internal dynamics of policy advocacy within these agencies.
Government Agencies or Departments Involved in Implementation
Office of Personnel Management (OPM):
The OPM is tasked with implementing this executive order, including adopting necessary regulations and amendments. They play a crucial role in defining the parameters and guidelines for appointments under Schedule G, ensuring compliance with the new framework.
Department of Veterans Affairs (VA):
The VA is specifically mentioned in the order, highlighting its role in implementing Schedule G appointments. This department will need to assess candidates for their alignment with presidential policies while adhering to the order's stipulations regarding non-partisanship.
Interest Groups, Advocacy Organizations, or Lobbies with Strong Positions
Public Employee Unions and Civil Service Advocacy Groups:
These groups may express concern over the potential for increased politicization of the federal workforce and the erosion of merit-based hiring principles. They are likely to advocate for protections that ensure fair treatment and stability for career civil servants against politically motivated dismissals or appointments.
Veterans Advocacy Groups:
Given the focus on the Department of Veterans Affairs, veterans advocacy organizations will be attentive to how these changes affect the delivery of services and policies impacting veterans. They may support or oppose the order based on its perceived impact on the effectiveness and efficiency of the VA's operations.
📈 What to Expect
Short-term (3-12 months):
Immediate Implementation Steps: The Office of Personnel Management (OPM) will need to develop and issue regulations to implement Schedule G, including amending relevant sections of the Code of Federal Regulations (CFR). The Department of Veterans Affairs (VA), specifically, will begin identifying positions that fit the Schedule G criteria and start appointing individuals to these roles.
Early Visible Changes or Effects: Agencies, particularly the VA, may experience an initial surge in appointments as they fill newly categorized Schedule G positions. This could lead to a more streamlined process for appointing individuals to policy-making roles, potentially resulting in quicker implementation of presidential policies within these agencies.
Potential Initial Reactions or Challenges: There may be pushback from civil service unions and advocacy groups concerned about the potential for politicization of the civil service. Additionally, logistical challenges in identifying appropriate positions and candidates could delay full implementation. Some agencies might face internal resistance from career staff who are wary of increased turnover and political influence in policy-making roles.
Long-term (1-4 years):
Broader Systemic Changes: Over time, Schedule G could lead to a more politically responsive federal workforce in policy-making positions. This might enhance the ability of the executive branch to implement its agenda but could also increase the perception of partisanship within government agencies.
Cumulative Effects on Society, Economy, or Policy Landscape: If effectively managed, the increased flexibility in appointing policy-oriented roles could lead to more efficient and adaptive policy-making, particularly in rapidly changing areas like technology or healthcare. However, there is a risk that frequent turnover and political considerations could undermine long-term policy consistency and institutional knowledge.
Potential for Modification, Expansion, or Reversal by Future Administrations: Future administrations might modify or expand Schedule G to include additional agencies or roles, or conversely, they might seek to reverse this order if it is perceived to undermine the merit-based civil service system. Legislative challenges could arise if Congress views the order as overstepping executive authority or if it significantly alters the balance of power between career and political appointees.
In summary, while Schedule G aims to enhance the executive branch's ability to implement policy efficiently, it also raises concerns about potential impacts on the non-partisan nature of the civil service. Stakeholders will need to monitor how these changes affect agency operations and public trust in government institutions.
📚 Historical Context
The creation of Schedule G in the excepted service through Executive Order 14317 marks a significant development in the structure of federal employment, particularly in how noncareer positions related to policy-making and policy-advocacy are managed. To better understand its implications, we can examine similar historical actions and the broader patterns in American governance.
Historical Precedents and Similar Actions
Excepted Service Categories: The U.S. federal government has long used the excepted service as a means to fill positions that do not fit neatly into the competitive service framework. The creation of Schedule C, for instance, allowed for the appointment of individuals to positions of a confidential or policy-determining character, especially those likely to change with a presidential transition. This reflects a recognition that certain roles require flexibility and alignment with the current administration's policies.
Previous Executive Orders: Similar executive actions have been employed by past presidents to modify civil service rules. For instance, President Franklin D. Roosevelt issued Executive Order 7916 in 1938, which expanded the merit-based civil service system but also made allowances for certain political appointments, recognizing the need for flexibility in policy-making roles.
Schedule F Proposal: More recently, during the Trump administration, Executive Order 13957 sought to create Schedule F, which aimed to reclassify certain federal employees as at-will employees to give the administration greater control over hiring and firing. Although it was rescinded by President Biden, it set a precedent for rethinking how policy-related positions are managed within the federal workforce.
Building Upon or Modifying Existing Policies
Filling a Gap: The introduction of Schedule G addresses a specific gap by creating a distinct category for noncareer positions of a policy-making or policy-advocating nature, which were previously not clearly defined under existing schedules. This builds upon the existing framework by providing a more tailored approach to such roles, potentially enhancing the efficiency and responsiveness of federal agencies, particularly the Department of Veterans Affairs, as mentioned in the order.
Continuity and Change: While this executive order introduces a new category, it also emphasizes continuity in maintaining the principles of nonpartisanship in hiring, as seen in the directive to not consider political affiliation in appointments. This reflects a balance between allowing for policy alignment and preserving the merit-based ethos of the civil service.
Relevant Historical Patterns
Civil Service Reform: Since the Pendleton Civil Service Reform Act of 1883, there has been an ongoing tension between merit-based hiring and the need for political appointees who can effectively implement a president's agenda. This executive order is part of a historical pattern of adjusting civil service rules to better align with contemporary governance needs.
Presidential Transitions: The emphasis on positions "normally subject to change as a result of a Presidential transition" highlights a long-standing recognition of the need for flexibility during changes in administration. This ensures that new administrations can effectively implement their policy priorities with personnel who align with their vision.
Unique and Noteworthy Aspects
Focus on Policy Advocacy: By specifically addressing policy-making and policy-advocating roles, Schedule G acknowledges the increasing complexity and importance of advocacy within federal agencies. This is particularly relevant in an era where policy decisions are often subject to intense public and political scrutiny.
Impact on Specific Agencies: The explicit mention of the Department of Veterans Affairs suggests a targeted approach to improving operations within critical areas of government, reflecting a strategic use of executive power to address specific administrative challenges.
In summary, the creation of Schedule G represents a nuanced evolution in the management of federal employment, drawing on historical precedents while addressing contemporary governance needs. It underscores the ongoing balancing act between maintaining a nonpartisan civil service and ensuring that administrations can effectively pursue their policy objectives.
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