{"id":420155,"date":"2026-02-11T16:04:11","date_gmt":"2026-02-11T16:04:11","guid":{"rendered":"https:\/\/www.newsbeep.com\/uk\/420155\/"},"modified":"2026-02-11T16:04:11","modified_gmt":"2026-02-11T16:04:11","slug":"schedule-p-c-in-your-future-heres-whats-coming","status":"publish","type":"post","link":"https:\/\/www.newsbeep.com\/uk\/420155\/","title":{"rendered":"Schedule P\/C in Your Future? Here\u2019s What\u2019s Coming"},"content":{"rendered":"

\t\t\"\"
\n\t\t\t\t\tA separate template on disciplinary policies stresses that agencies \u201care not required to use performance improvement plans\u201d before taking action based on charges of poor performance.\t\t\t\t\t Image: Jonah Elkowitz\/Shutterstock.com
\n\t\t\t\tBy: FEDweek Staff<\/a><\/p>\n

For competitive service federal employees who are to be moved into the excepted service under Schedule Policy\/Career, the main impact will be the loss of many civil service appeal rights, but the difference will go well beyond that, according to OPM guidance.<\/p>\n

Federal agencies have initially recommended some 50,000 positions involved with making or carrying out policy for conversion\u2014more could be added in the future\u2014with President Trump\u2019s approval expected at any time. Newly finalized rules<\/a> are to take effect March 8.<\/p>\n

Attachments to memos<\/a> from OPM on implementation include a template<\/a> for agencies to present to employees to sign acknowledging that they will be in the excepted service as of a given date.<\/p>\n

In it, employees are to acknowledge that \u201cmy service in this position will be at-will,\u201d and that \u201cmy position does not confer appeal rights to the Merit System Protections Board concerning performance, discipline, or any other matter arising under chapters 23, 43, and 75 of title 5, United States Code\u201d\u2014the sections of law dealing with appeal rights.<\/p>\n

A question and answer document states<\/a> that signing is not mandatory but that refusal to sign won\u2019t change the impact. In case of refusal, \u201cAgencies should document that it placed the employee on notice of the employee\u2019s movement in Schedule Policy\/Career including the date the employee refused to sign any acknowledgement and store the information with human resources. An employee\u2019s refusal to acknowledge movement into Schedule Policy\/Career is not necessary to effectuate the move. Agencies should not take administrative action against an employee for refusing to do so.\u201d<\/p>\n

A separate template<\/a> on disciplinary policies meanwhile stresses that agencies \u201care not required to use performance improvement plans\u201d before taking action based on charges of poor performance. Nor are they required to use tables of penalties or progressive discipline before taking actions based on charges of poor performance or misconduct.<\/p>\n

Further, the \u201cDouglas Factors\u201d\u2014a set of standards the MSPB uses to judge whether a penalty on misconduct grounds is reasonable given the circumstances\u2014will no longer apply.<\/p>\n

One lesser-publicized aspect of the conversion is that employees in Schedule P\/C generally will not be eligible for a new recruitment, relocation, or retention incentive or a student loan repayment agreement. A slide deck<\/a> for agencies to use when briefing affected employees says an agency can \u201cusually continue honoring\u201d those already in effect; also, those converted \u201cmay still be eligible for other pay flexibilities and awards, consistent with agency policy.\u201d<\/p>\n

It further states that:<\/p>\n

\u201cIf your position is placed there, you move with your job and do not have to reapply.\u201d<\/p>\n

\u201cIf your job meets certain senior-level criteria, you might be asked to complete a public financial disclosure form.\u201d<\/p>\n

\u201cSchedule Policy\/Career status alone does not automatically remove a position from a bargaining unit; union status depends on duties and labor relations rules.\u201d<\/p>\n

\u201cAgencies must still protect employees from retaliation and other prohibited personnel practices through internal agency procedures.\u201d<\/p>\n

\u201cSchedule P\/C does not automatically change telework; you follow agency policy.\u201d<\/p>\n

\u201cAgencies can still send you to external training, with some limits on academic degree programs.\u201d<\/p>\n

\u201cRIF rules still apply, and you may still qualify for severance pay under normal rules.\u201d<\/p>\n

\u201cYou will still receive performance expectations and ratings under your agency\u2019s appraisal system.\u201d<\/p>\n

\u201cRatings still happen at the end of each appraisal cycle and go in your official personnel file.\u201d<\/p>\n

Schedule P\/C in Your Future? Here\u2019s What\u2019s Coming<\/a><\/p>\n

RIFs Would be Appealed to OPM Rather than MSPB Under Proposed Rule<\/a><\/p>\n

OPM Describes Next Steps for Agencies as Schedule P\/C Takes Effect<\/a><\/p>\n

Final Rules Issued for New At-Will \u2018Schedule Policy\/Career\u2019 that Could Affect 50K Positions<\/a><\/p>\n

House Committee Approves Boost in Value of Buyout Incentives<\/a><\/p>\n

OPM Issues Call for Data on Official Time, Bargaining-Related Expenses<\/a><\/p>\n

See also,<\/p>\n

The Best Way for Feds to Minimize Taxes for Themselves, and Family<\/a><\/p>\n

Why Standard Social Security Optimization Falls Short for Federal Employees<\/a><\/p>\n

How Withdrawal Order Affects Taxes for Federal Retirees<\/a><\/p>\n

What Retirement Date Maximizes My Federal Benefits?<\/a><\/p>\n

Federal Retirement Income Calculator<\/a><\/p>\n

Federal Manager\u2019s Handbook, 7th Ed.<\/a><\/p><\/p>\n","protected":false},"excerpt":{"rendered":"A separate template on disciplinary policies stresses that agencies \u201care not required to use performance improvement plans\u201d before…\n","protected":false},"author":2,"featured_media":420156,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14],"tags":[84,4176,4174,4175,56,54,55],"class_list":["post-420155","post","type-post","status-publish","format-standard","has-post-thumbnail","category-personal-finance","tag-business","tag-finance","tag-personal-finance","tag-personalfinance","tag-uk","tag-united-kingdom","tag-unitedkingdom"],"_links":{"self":[{"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/posts\/420155","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/comments?post=420155"}],"version-history":[{"count":0,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/posts\/420155\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/media\/420156"}],"wp:attachment":[{"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/media?parent=420155"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/categories?post=420155"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/tags?post=420155"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}