Feds ditch hiring rules because lawyers said so
Published Date: 7/31/2026
Rule
Summary
Starting July 31, 2026, the Office of Personnel Management is removing all mentions of the Uniform Guidelines on Employee Selection Procedures from federal hiring rules because a legal opinion said those guidelines aren’t allowed. This change affects federal agencies and how they handle hiring, but it won’t cost extra money. People can share their thoughts on this update until September 29, 2026.
Analyzed Economic Effects
3 provisions identified: 2 benefits, 1 costs, 0 mixed.
OPM drops UGESP as a hiring rule
Starting July 31, 2026, the Office of Personnel Management removes references to the Uniform Guidelines on Employee Selection Procedures (UGESP) from federal hiring rules. Federal agencies will no longer be required by OPM regulations to apply UGESP's adverse-impact and validation-study framework as a binding standard.
Core job-analysis and nondiscrimination stay
OPM keeps job-analysis requirements, a rational relationship test, professional development standards, and nondiscrimination language in place. The rule does not change agency obligations under Title VII, the Age Discrimination in Employment Act, the Rehabilitation Act, the Genetic Information Nondiscrimination Act, veterans' preference laws, or other Federal laws.
Agencies must update materials, minimal cost
OPM expects agencies may need to review and update internal policy documents, delegated examining materials, category-rating procedures, or training materials to remove outdated references to UGESP. OPM states it does not expect this review to impose significant costs.
Personalized for You
How does this regulation affect your finances?
Personalize government policy and PRIA will tell you what this federal register document means for your household, plus every other regulation we track. PRIA reads each provision against your financial profile to show you exactly what matters to your wallet.
Key Dates
Department and Agencies
Related Federal Register Documents
2026-19222, Employment in the Excepted Service
The Office of Personnel Management is updating rules for excepted service jobs, including special hiring paths and administrative law judge appointments. These changes make hiring clearer and fairer, keep veterans’ rights safe, and modernize how some jobs convert to career positions. If you work in or apply for these jobs, check out the new rules and share your thoughts by November 17, 2026!
2026-18828, Shared Certificates and Pooled Hiring Actions
Starting October 15, 2026, federal agencies can team up better when hiring by sharing job candidate lists, making the process faster and smoother. This change helps agency leaders work together using shared certificates for both competitive and excepted service jobs. If you’re involved in federal hiring, get ready for easier collaboration and send your feedback by November 16, 2026!
2026-18800, Reduction in Force; Correction
The Office of Personnel Management fixed a mistake in a recent rule about job cuts and career help for federal workers. They accidentally removed important details about who counts as 'displaced' when facing job loss. This correction, effective September 15, 2026, puts those details back so employees know when they qualify for special support during layoffs.
2026-16687, Differential Pay for Prescribed Wildland Fire Activities
Starting September 14, 2026, federal employees who work on planned wildland fires will get a 25% pay boost for their risky fireline duties. This new rule affects General Schedule and Federal Wage System workers who help control these fires, making their tough jobs a bit more rewarding. It’s a win for firefighters who keep our forests safe with planned burns!
2026-15650, Suitability Action Appeals
The Office of Personnel Management (OPM) is issuing final regulations to revise how an applicant, appointee, or employee may appeal a suitability action taken under 5 CFR part 731. OPM will replace the Merit Systems Protection Board (MSPB) as the adjudicative agency for such appeals. The change will streamline suitability action appeals procedures, thereby improving the efficiency, rigor, and timeliness by which OPM and agencies resolve challenges to suitability actions and ensure the integrity and efficiency of the service.
2026-15666, Reduction in Force Appeals
The Office of Personnel Management (OPM) is issuing final regulations to revise how an employee may appeal a furlough of more than 30 days, separation, or demotion by a reduction-in-force (RIF) action. OPM will replace the Merit Systems Protection Board (MSPB) as the adjudicative agency for such appeals. The rule establishes a uniform, record-based OPM appeal process; clarifies the appellant's burden; requires production of the complete agency record; preserves collateral statutory remedies; and applies prospectively to improve timeliness, consistency, and cost-effectiveness while maintaining administrative review.
Previous / Next Documents
Previous: 2026-15585, Requirements for Interference-Tolerant Radio Altimeter Systems
In July 2025, President Trump signed the One Big Beautiful Bill Act. Section 40002 of that law re-institutes the Federal Communications Commission's general auction authority and specifically directs the Commission to complete a system of competitive bidding for not less than 100 megahertz in the 3.98-4.2 gigahertz band (Upper C- band). This final rule supports the Federal Communications Commission's July 2026 Report and Order that makes 160 megahertz of the Upper C-band available for terrestrial wireless flexible use via a system of competitive bidding. To ensure safe, efficient, and reliable aviation operations in the presence of wireless signals in the C-band, the Federal Aviation Administration is issuing new regulations that require all radio altimeters to meet specific minimum performance requirements. These new radio altimeters must withstand interference from wireless signals in neighboring spectrum bands and continue to provide accurate altitude readings to both pilots and integrated aircraft safety systems. These regulations require all aircraft equipped with radio altimeters operating under part 121 and those aircraft with radio altimeters operating under part 129 with 30 or more passenger seats or a payload capacity of more than 7,500 pounds to comply with the minimum performance requirements by December 30, 2030, which is prior to the date the Federal Communications Commission authorizes the use of the Upper C-band for new wireless services, as stated in its Report and Order. All other aircraft equipped with radio altimeters that are required to comply with part 91, including aircraft operating under parts 125, 133, 135, 136, 137, 194, and all other aircraft operating under part 129 that are not subject to the initial deadline, must comply with the same minimum performance requirements on or before October 31, 2034.
Next: 2026-15588, Medicare Program; FY 2027 Inpatient Psychiatric Facilities Prospective Payment System-Rate Update
This final rule updates the prospective payment rates, the outlier threshold, and the wage index for Medicare inpatient hospital services provided by Inpatient Psychiatric Facilities (IPFs), which include psychiatric hospitals and excluded psychiatric units of an acute care hospital or critical access hospital. This final rule also refines the Inpatient Psychiatric Facilities Prospective Payment System (IPF PPS) outlier policy. These changes will be effective for IPF discharges occurring during the fiscal year beginning October 1, 2026, through September 30, 2027. We are also finalizing the implementation of a standardized IPF patient assessment instrument, and removing two measures used in the Inpatient Psychiatric Facilities Quality Reporting Program.