Fact Sheet: President Donald J. Trump Creates New Federal Employee Category to Enhance Accountability

4/18/2025

Fact Sheets

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Action Summary

Objective: Implement President Trump’s Executive Action “Restoring Accountability to Policy-Influencing Positions Within the Federal Workforce” to reclassify select federal employees.
New Employee Category: OPM proposes amending civil service regulations to include Schedule Policy/Career positions for policy-making, policy-advocating, and confidential duties, moving approximately 50,000 (2%) of federal employees.
At-Will Employment & Removal Process: Employees in these positions will serve at-will without lengthy adverse action procedures or appeals, allowing agencies to swiftly remove poor performers, those involved in misconduct, corruption, or subversion of Presidential directives.
Exclusions and Protections: Line employees like Border Patrol agents are generally excluded; affected employees retain competitive status and are not required to politically support the President, but must faithfully implement laws and policies.
Systemic Accountability Issues: The rule addresses entrenched problems in federal workforce accountability, as previous lengthy procedures have allowed unaccountable behavior, underperformance, and even corruption to persist.
Historical and Political Context: This action is part of Trump’s broader effort to “drain the swamp” by reinstating accountability measures undone by the Biden Administration, reversing protections that previously shielded poor performers and bureaucratic resistance.

Risks & Considerations

The Executive Order aims to enhance accountability within the federal workforce by reclassifying certain positions as “Schedule Policy/Career,” which could lead to increased scrutiny and potential job insecurity for those in policy-influencing roles. This may create a more volatile environment for federal employees, impacting morale and productivity.
Vanderbilt University may need to consider the implications of this order on its graduates who pursue careers in federal agencies, as the changes could affect job stability and career progression for those in policy-related positions.
The emphasis on removing employees for poor performance or misconduct without lengthy procedures could lead to a more efficient federal workforce. However, it also raises concerns about due process and the potential for misuse of power, which could result in legal challenges and a lack of trust in federal employment practices.
The reclassification of positions may impact the university’s partnerships with federal agencies, particularly in research and policy development, as changes in personnel and policy priorities could affect ongoing and future collaborations.

Impacted Programs

Vanderbilt’s Public Policy Studies Program may need to adjust its curriculum to address the changing landscape of federal employment and the implications of increased accountability measures for policy-making roles.
The Career Center at Vanderbilt might need to provide additional guidance and support for students and alumni seeking federal employment, particularly in navigating the new classification system and understanding the potential risks and opportunities it presents.
Vanderbilt’s Law School could see increased interest in courses related to employment law and administrative law, as the changes in federal workforce policies may lead to legal challenges and a need for expertise in these areas.

Financial Impact

The reclassification of federal positions could lead to changes in funding priorities and allocations within federal agencies, potentially affecting grants and contracts that Vanderbilt University relies on for research and development.
There may be opportunities for Vanderbilt to engage in research and consulting projects related to the implementation and impact of the new federal workforce policies, particularly in areas such as organizational behavior and public administration.
The potential for increased legal challenges related to the reclassification and accountability measures could create demand for legal expertise and services, presenting opportunities for Vanderbilt’s Law School and related programs.

Relevance Score: 3 (The order presents moderate risks involving compliance and potential legal challenges that could impact university programs and partnerships.)

Key Actions

Vanderbilt University’s Human Resources Department should review and potentially revise its own accountability and performance management systems in light of the federal government’s emphasis on swift removal of underperforming employees. This could involve streamlining processes to ensure efficiency and effectiveness in managing staff performance.
The Office of Federal Relations should monitor developments related to the implementation of Schedule Policy/Career positions, as these changes could influence federal funding and policy decisions that impact the university. Understanding these shifts will be crucial for strategic planning and advocacy efforts.
Vanderbilt’s Political Science Department could conduct research on the implications of increased accountability measures within the federal workforce. This research could provide insights into how these changes affect governance and policy implementation, contributing to academic discourse and public policy debates.
The Center for the Study of Democratic Institutions should explore the broader impacts of federal workforce reforms on democratic accountability and governance. By analyzing these changes, the center can offer valuable perspectives on the balance between efficiency and democratic principles in public administration.

Opportunities

The executive order presents an opportunity for Vanderbilt’s Law School to engage in legal analysis and scholarship regarding the implications of at-will employment for federal policy-influencing positions. This could include examining the legal and ethical dimensions of such employment practices.
Vanderbilt can capitalize on the focus on accountability by developing training programs or workshops for public administrators and policymakers. These programs could emphasize best practices in performance management and accountability, positioning Vanderbilt as a leader in public administration education.
The emphasis on removing barriers to accountability offers an opportunity for Vanderbilt’s Owen Graduate School of Management to study and develop innovative management strategies that enhance organizational performance and accountability in both public and private sectors.

Relevance Score: 3 (The order suggests some adjustments are needed to processes or procedures at Vanderbilt to align with federal workforce accountability measures.)

Average Relevance Score: 2.8

Timeline for Implementation

N/A – The fact sheet does not specify any fixed deadlines or a timeline for when the subsequent executive order or final rule will be implemented.

Relevance Score: 1

Impacted Government Organizations

Office of Personnel Management (OPM): Directly responsible for amending civil service regulations, OPM is the agency implementing the new Schedule Policy/Career category.
Department of Homeland Security (DHS): Border Patrol agents, a subset of DHS employees, are noted as generally being excluded from the new category, indicating that personnel practices here may be indirectly affected.
Department of Labor: Wage and hour inspectors, mentioned as an example of line employees not subject to the new categorization, highlight implications for federal labor administration practices.
Department of Justice (DOJ): The text references past challenges with policy attorneys in the DOJ’s Civil Rights Division, implying that similar administrative accountability reforms could impact their operations.
Department of Education: Cited as an example where career employees resisted policy implementation, thus indicating potential impacts on its internal accountability processes.
Federal Deposit Insurance Corporation (FDIC): The FDIC is mentioned in the context of an audit that revealed systemic issues with accountability, underscoring potential administrative reforms in oversight and personnel management.
Equal Employment Opportunity Commission (EEOC): Referenced through an administrative judge’s email that demonstrates internal dissent regarding leadership accountability, suggesting the executive action may spur reforms here as well.

Relevance Score: 3 (Approximately 7 Federal organizations are explicitly impacted or referenced, placing the directive in the 6-10 agencies range.)

Responsible Officials

Office of Personnel Management (OPM) – Charged with proposing and implementing the new rule to reclassify policy-influencing federal employees.
Federal Agency Heads – Empowered to swiftly remove underperforming or misconducting policy-influencing employees as directed by the rule.

Relevance Score: 4 (Directives affect agency heads responsible for major personnel policy implementation and accountability actions.)