EO-14410
Implementing Schedule Policy/Career in the Excepted Service
Date Issued
Jun 03, 2026
Status
Active
Category
Federal Regulation
Source
Federal Register
AI Analysis Summary
America First PerspectiveExecutive Order 14410 aims to enhance accountability in federal policy-influencing positions by streamlining the removal process for misconduct or poor performance. This move is designed to ensure that federal employees in critical roles are held to high standards, which could indirectly benefit small businesses by fostering a more efficient and responsive government. By promoting merit-based hiring and emphasizing accountability, this order could lead to more effective policy implementation that supports small business growth and reduces unnecessary bureaucratic hurdles. Although the immediate impact on small businesses may not be direct, a more accountable federal workforce can contribute to a stable economic environment that benefits Main Street entrepreneurs.
Sources linked — our analysis adds context.
Small Business Impact
Main Street Wins
The EO's focus on accountability and merit-based hiring in federal positions could lead to more efficient government operations, potentially reducing bureaucratic delays that often burden small businesses. By ensuring that policy-influencing positions are filled by competent individuals, the government may better support small business initiatives and deregulation efforts.
Risks to Watch
There is a risk that changes in federal workforce policies could lead to temporary disruptions in service delivery, which might affect small businesses relying on federal support or contracts. Additionally, if the implementation of this EO leads to increased turnover or instability within federal agencies, it could create uncertainties for small businesses dependent on government interactions.
Historical Cycle Connection
- Similar efforts to increase accountability in federal workforce management were seen during the Reagan and Trump administrations, focusing on civil service reform and efficiency.
- Executive Order 13957, issued in 2020, initially introduced the concept of Schedule F, which this EO builds upon.
- The Clinton administration also pushed for government efficiency with the National Performance Review in the 1990s.
- The Obama administration's focus on merit-based hiring laid groundwork for current policies emphasizing competence and accountability.
Economic & Data Context
BLS / Economic IndicatorsThe current unemployment rate of 4.3% suggests a stable job market, which is favorable for small business growth. Although FBI crime data is unavailable, maintaining low crime rates remains crucial for small businesses to thrive. The EO's focus on efficient government operations could indirectly support small business formation, as indicated by trends from the Census Bureau's Business Formation Statistics.
Community Poll
Does this executive order help or hurt independent Americans?
Full Text
[Federal Register Volume 91, Number 111 (Wednesday, June 10, 2026)]
[Presidential Documents]
[Pages 34893-35124]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2026-11594]
Presidential Documents
Federal Register / Vol. 91, No. 111 / Wednesday, June 10, 2026 /
Presidential Documents
___________________________________________________________________
Title 3--
The President
[[Page 34893]]
Executive Order 14410 of June 3, 2026
Implementing Schedule Policy/Career in the
Excepted Service
By the authority vested in me as President by the
Constitution and the laws of the United States of
America, including sections 3301, 3302, 5595 and 7511
of title 5, United States Code, it is hereby ordered:
Section 1. Purpose. The President relies on
subordinates in the executive branch to help him
faithfully execute the laws and advance the priorities
for which he was elected by the American people.
Officials in confidential, policy-determining, policy-
making, and policy-advocating roles (policy-influencing
positions) play particularly important roles in helping
him fulfill this constitutional duty. Therefore,
ensuring that such employees can be removed for
misconduct or poor performance is essential to
protecting democratic self-government by an elected
President.
To enhance accountability in these policy-influencing
positions, Executive Order 13957 of October 21, 2020
(Creating Schedule F in the Excepted Service), as
amended by Executive Order 14171 of January 20, 2025
(Restoring Accountability to Policy-Influencing
Positions Within the Federal Workforce), created
Schedule Policy/Career in the excepted service.
Schedule Policy/Career positions are policy-influencing
career positions that will be filled based on merit and
not political affiliation. At the same time, Schedule
Policy/Career positions are exempted from the adverse
action procedures that make removals for poor
performance or misconduct so difficult that barely two-
fifths of Federal supervisors believe they could remove
subordinates who engage in serious misconduct, and only
a quarter believe they could remove serious
underperformers. Further, two-thirds of senior Federal
executives report that their agencies rarely or never
reassign or dismiss underperforming managers.
Senior policy-influencing positions must be transferred
into Schedule Policy/Career to increase accountability
in such positions. This order effectuates these
transfers and amends the Civil Service Rules and
Regulations and previous Executive Orders to implement
Schedule Policy/Career. In addition to ensuring
accountability for poor performance, this order also
advances merit in the Federal civil service by
directing executive departments and agencies (agencies)
to appropriately recognize and reward Schedule Policy/
Career employees for outstanding work.
Sec. 2. Amendments to the Civil Service Rules and
Regulations. (a) Civil Service Rule I is amended by
removing the text of 5 CFR 1.3(d) that follows the
words ``Provided, that an employee who is in the
competitive service'' and adding in its place ``with
competitive status at the time his position is first
listed under Schedule A, B, C, Policy/Career or G shall
be in the excepted service but shall retain his
competitive status.''
(b) Civil Service Rule III is amended by adding at
the end of 5 CFR 3.1(a) a new paragraph 5 that reads:
``(5) An employee whose initial appointment was to a
Pathways Program position in Schedule D of the excepted
service, and who was subsequently converted to a
position in Schedule Policy/Career, with or without an
intervening term appointment, and without a break in
service of one day.''
(c) Civil Service Rule VI is amended as follows:
(i) 5 CFR 6.2 is amended by:
[[Page 34894]]
(A) revising the first sentence to read: ``OPM shall publish at least
annually a list of the positions excepted from the competitive service in
the following schedules, which constitute parts of this rule:''; and
(B) revising the second sentence of the paragraph labeled ``Schedule
Policy/Career'' to read: ``In appointing an individual to a position in
Schedule Policy/Career, each agency shall follow merit-based hiring
procedures as may be prescribed by OPM and shall follow the principle of
veteran preference as far as administratively feasible.''
(ii) 5 CFR 6.8 is amended by adding a new subsection (e) to read: ``(e) An
employee in the competitive service serving a probationary period when his
position is first listed under Schedule Policy/Career of the excepted
service shall acquire competitive status upon satisfactorily completing 1
year of current continuous service in that position.''
(d) Civil Service Rule XI is amended by revising 5
CFR 11.3(a) by removing the period at the end and
inserting in its place the following text: ``; provided
that individuals appointed to positions in Schedule C,
Schedule E, Schedule Policy/Career, and Schedule G are
not subject to trial periods.''
(e) Subsection (c) of the definition of
``Qualifying appointment'' at 5 CFR 550.703 is revised
to read: ``(c) An excepted appointment without time
limitation, except under Schedule C or Schedule G, or
another noncareer appointment.''
(f) 5 CFR 550.704(b) is amended by striking ``or''
at the end of subparagraph (4), striking the period at
the end of subparagraph (5) and inserting ``; or'' in
its place, and adding a new subparagraph (6) as
follows: ``(6) Occupies a position in Schedule Policy/
Career of the excepted service and his or her agency
identifies unacceptable performance or misconduct as
the basis for separation in a written notice to the
employee.''
(g) Within 60 days of the date of this order the
Director of the Office of Personnel Management shall
take steps to prepare and issue revisions that remove
or update, as applicable, obsolete provisions of the
Civil Service Rules that do not substantively affect
agency operations.
Sec. 3. Amendments to Executive Orders. (a) Executive
Order 13957, as amended by Executive Order 14171, is
further amended as follows:
(i) by removing the fourth paragraph of section 1; and
(ii) by amending section 5(a) by removing everything that follows
``Following such reviews each agency head'' and inserting in its place:
``shall petition the Director to recommend that the President place in
Schedule Policy/Career any such competitive service, Schedule A, Schedule
B, or Schedule D positions within the agency that the agency head
determines to be of a confidential, policy-determining, policy-making, or
policy-advocating character and that are not normally subject to change as
a result of a Presidential transition. Any such petition shall include a
written explanation documenting the basis for the agency head's
determination that such position should be placed in Schedule Policy/
Career.''
(b) Executive Order 13562 of December 27, 2010
(Recruiting and Hiring Students and Recent Graduates),
as amended by Executive Order 14217 of February 19,
2025 (Commencing the Reduction of the Federal
Bureaucracy), is further amended by adding a new
sentence at the end of section 5(c): ``Such career
appointments may include positions in Schedule Policy/
Career, subject to review by OPM.''
Sec. 4. Performance Awards. (a) Consistent with 5 CFR
Part 451 and applicable law, the head of each agency
with employees in Schedule Policy/Career is directed to
set aside a separate bonus pool, and use existing award
authorities, to ensure that Schedule Policy/Career
employees are appropriately recognized and rewarded for
outstanding work.
(b) The Director of the Office of Personnel
Management shall promptly initiate a rulemaking
pursuant to 5 U.S.C. 4504 and 4506 to create a
Presidential award program for Schedule Policy/Career
employees.
[[Page 34895]]
Sec. 5. Schedule Policy/Career Determination and
Transfer. (a) The positions set forth in the Appendix
to this order are determined to have a confidential,
policy-determining, policy-making, or policy-advocating
character. It is further determined that it is
necessary and warranted by conditions of good
administration to except these positions from the
competitive service because of their confidential,
policy-determining, policy-making, or policy-advocating
character.
(b) The positions set forth in the Appendix to this
order are hereby placed in Schedule Policy/Career of
the excepted service. Subsequent changes to a listed
position description's numbering or a position's
organizational realignment do not alter its placement
in Schedule Policy/Career.
(c) The head of each agency with positions covered
by subsection (b) of this section shall within 7 days
of the date of this order:
(i) notify officers or employees encumbering such positions of their
placement in Schedule Policy/Career; and
(ii) conform agency records and practices to reflect the changes made by
this order.
Sec. 6. General Provisions. (a) Nothing in this order
shall be construed to impair or otherwise affect:
(i) the authority granted by law to an executive department or agency, or
the head thereof; or
(ii) the functions of the Director of the Office of Management and Budget
relating to budgetary, administrative, or legislative proposals.
(b) This order shall be implemented consistent with
applicable law and subject to the availability of
appropriations.
(c) This order is not intended to, and does not,
create any right or benefit, substantive or procedural,
enforceable at law or in equity by any party against
the United States, its departments, agencies, or
entities, its officers, employees, or agents, or any
other person.
(d) If any provision of this order, or the
application of any provision to any person or
circumstances, is held to be invalid, the remainder of
this order and the application of any of its other
provisions to any other persons or circumstances shall
not be affected thereby.
(e) The costs for publication of this order shall
be borne by the Office of Personnel Management.
(Presidential Sig.)
THE WHITE HOUSE,
June 3, 2026.
Billing code 6325-38-P
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[FR Doc. 2026-11594
Filed 6-9-26; 8:45 am]
Billing code 6325-39-C
Disclaimer: AI-generated analysis is for informational purposes only and does not constitute legal or political advice. The "Indie vs. Mainstream" comparison reflects generalised media tendencies and does not represent specific outlets. Economic data references are drawn from publicly available training knowledge and may not reflect the latest figures. Always consult primary sources for official guidance.