OPM Proposes a Faster Route Through Federal Employee Fitness Checks
Published Date: 6/3/2025
Proposed Rule
Summary
The Office of Personnel Management wants to update how it checks if people are fit to work for the federal government. These changes will speed up the process and make sure anyone who breaks serious rules on the job faces the same checks as new hires. If you have thoughts, speak up by July 3, 2025—this could affect current and future federal employees and how quickly decisions get made.
Analyzed Economic Effects
4 provisions identified: 1 benefits, 3 costs, 0 mixed.
OPM Can Remove Employees for New Reasons
You could be subject to OPM-led removal if you are an employee or appointee in the competitive service or career Senior Executive Service and your post-appointment conduct matches any suitability factor in 5 CFR 731.202. Agencies must refer such cases to OPM for final suitability determinations and OPM would make the final decision.
Faster OPM-Directed Removals — Five Workdays
If OPM decides to take a suitability action that requires removal, OPM will direct the employing agency to remove the individual and the agency must remove the employee within five workdays of receiving OPM's decision. Agencies must refer cases based on continuous vetting or other post-appointment findings to OPM because only OPM may take suitability actions against employees.
New Specific Misconduct Criteria Added
The rule would add specific examples and criteria to suitability determinations, including theft or misuse (or negligent loss) of government resources, refusal to certify or adhere to nondisclosure obligations, refusal to furnish testimony as required by 5 CFR 5.4, failure to comply with legal obligations (including timely filing of tax returns), and failure to meet provisions that would preclude Federal service (including citizenship requirements). These criteria would apply to applicants, appointees, and employees when making suitability decisions.
Estimated Government Costs and Savings
OPM estimates one-time government-wide implementation costs of about $3.1 million and recurring annual net savings of about $35.7 million. OPM estimates per-agency first-year costs of about $38,690, potential annual savings from fewer Chapter 75 removals of about $40.2 million, and anticipates hiring 18 adjudicators at a collective annual cost of about $4.4 million.
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Key Dates
Department and Agencies
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