OPM and MSPB just proposed a sweeping overhaul of how the federal government disciplines and addresses poor performance in its workforce — and it touches almost everything.  Shortened reply periods.  The end of the Douglas factors.  No more tables of penalties.  No way to negotiate a clean record.  If you are a federal employee, these changes could reshape how fast you need to act, how much guidance your supervisor has, and how permanent a bad day at work can become.  This post covers what is actually in the proposal — and what it means for you.

Suitability determinations used to be something you dealt with once — before your first day on the job — but not anymore. OPM's new regulations expand the suitability process to reach current federal employees for their post-appointment conduct, add new grounds for action (including tax delinquency and refusal to sign OPM's forthcoming non-disclosure agreement), and put debarment on the table long after you've already been hired. Here's what changed, why it matters, and what could be coming next.

Your SF-50 is more than a record of a single personnel action — it's a snapshot of your federal position, pay, and rights. In Part Two of this series, I break down the SF-50 blocks that document your position, pay, and other critical information such as veterans preference, bargaining unit status, and your service computation date, which can define your rights and entitlements. Using a sample SF-50 for our fictional friend, Flora M. Fed, I'll show you exactly where to find this information and why it matters. Knowledge is power — make sure you know what your SF-50 says about you.

Your SF-50 is more than just a piece of paper — it's the official record of your federal career and understanding it could make all the difference when it matters most. In Part One of this two-part series, we break down the most important information on your SF-50, starting with how to tell it apart from an SF-52, what your effective date really means for your benefits and entitlements, and why Block 45 deserves more attention than most federal employees give it. Follow along with our fictional federal employee, Flora M. Fed, as we walk through a promotion SF-50, block by block.

The Office of Personnel Management just announced a new non-disclosure agreement for federal employees — but is it actually new? Federal workers are already bound by a web of laws and regulations prohibiting the disclosure of non-public, government information. So, what is OPM really after? The answer may lie in the fine print, and it has serious implications for whistleblowers, free speech, and the future of federal employment protections. Here's what you need to know.

The clock is ticking for tens of thousands of federal employees. Schedule Policy/Career — the rebranded successor to the controversial Schedule F — is no longer a distant threat. With OPM's final rule now in effect and HHS already identifying hundreds of positions for reclassification, implementation appears imminent. Here's what you need to know about how this started, how we got where we are today, and what it means for your job.

The federal workforce shrank by 10.3% in 2025 — and AI may accelerate that trend. As tech giants slash jobs and cite AI as the reason, could the federal government be next? Explore what federal employees need to know about AI adoption, workforce reductions, and how to navigate the uncertainty ahead.

OPM's April 2026 guidance eliminates performance appraisal requirements for Schedule C and Schedule G political appointees — and it may signal bigger changes ahead which could impact the future of performance management for all federal employees.

Federal employees who use nonpublic government information to trade on prediction markets like Kalshi and Polymarket risk serious consequences — including removal from federal service, criminal charges, and loss of security clearance.  Learn what the existing ethics regulations say, how the 2026 indictment of a U.S. Army Special Forces soldier changed the conversation, and what proposed legislation could mean for government employees.

Federal agencies are receiving mixed signals from OPM on workplace accommodations. Telework is described as a "low-cost solution" when requested for religious reasons, but "high-impact" and available only in "very limited situations" for employees with disabilities. Here's what federal employees need to know about their rights under the return-to-office directive.

All government employees have a love/hate relationship with human resources – from the paperwork and 45-step processes to the dreaded “well, it depends” answer to anything you ask.  This post will correct four myths about federal human resources, including misconceptions about the role of human resources staff.