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New OPM Guidance Alters Appointment Process for Political Appointees
The Office of Personnel Management (OPM) has recently introduced new guidelines encouraging federal agencies to offer political appointees the highest possible salaries while simultaneously removing career human resources (HR) professionals from the appointment process for these positions. This change signifies a shift in how Schedule C appointments, which are filled with low-level political appointees within the federal workforce, are managed.
In a memo dated April 10, acting OPM Director Charles Ezell emphasized the “great flexibility” agencies possess in determining the pay for employees under Schedule C, which is designed for individuals in critical roles that involve policy-making and advising. Ezell stated that attracting highly qualified candidates is pivotal to implement the extensive agenda that the public has tasked President Trump to deliver.
The memorandum specifies that Schedule C salaries can reach a ceiling of $195,200 and instructs agencies to withdraw any HR delegations involved in onboarding and vetting new political appointees, tasks previously shared with agency HR employees under the White House’s guidance.
According to the memo, it is essential for agencies to coordinate all Schedule C appointments with the White House liaison through OPM’s Executive and Schedule C System, which has been designated as the core approval channel for these non-career appointments. The memo clearly stipulates that no appointments should proceed without this coordination.
Traditionally, while White House officials typically choose Schedule C appointees, career HR personnel would conduct a thorough review of candidates’ qualifications, ensuring they meet necessary standards and providing input on appropriate salary levels. However, sources familiar with internal federal HR practices suggest that the latest guidance aims to streamline the process by stripping away the traditional safeguards that career HR staff provided, potentially allowing for less qualified individuals to be appointed.
One source indicated that this new approach represents a significant departure from previous practices, suggesting that the White House may override HR recommendations entirely, thereby placing unqualified individuals in important roles with salaries dictated by the administration rather than through a formal vetting process.
Jason Briefel, who serves as the director of government and public affairs at Shaw Bransford and Roth P.C. and is the executive director of the Senior Executives Association, remarked on the implications of OPM’s memo. He predicts an influx of Schedule C employees being compensated at the maximum salary level, reflecting a trend that dates back to the early Trump administration.
Briefel highlighted that the increase in Schedule C salaries has been a concern across party lines, but the current administration’s push to elevate these positions occurs alongside efforts to reduce the career workforce through various measures, including incentivizing voluntary separations and layoffs.
The philosophy of the current administration appears to prioritize appointing individuals who align closely with its agenda, often sidelining career civil servants who possess valuable expertise. This shift raises concerns about the ability to effectively implement policies and navigate complex government operations without the input of seasoned career professionals, highlighting a potential risk of disruption in governance.
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