Federal Agencies Get New HR Rules Promising Less Paperwork, Better Surveys
Published Date: 10/29/2026
Rule
Summary
Starting November 30, 2026, Federal agencies will follow a fresh, simpler set of rules to manage their people better. This update gives agency HR leaders more power, cuts down on paperwork, and improves employee surveys to build a stronger, smarter workforce. These changes affect all Federal agencies and aim to save time and boost performance without extra costs.
Analyzed Economic Effects
6 provisions identified: 5 benefits, 0 costs, 1 mixed.
Annual Staffing Plans replace HCOP/HCR/HRStat
Starting November 30, 2026, agencies must replace the Human Capital Operating Plan, Human Capital Review, and HRStat framework with an Annual Staffing Plan (ASP). The ASP must be developed on a timeline consistent with the agency budget formulation cycle under OMB Circular A-11, Part 6 (Aug. 29, 2025), and must enable succession planning and support the Human Capital Framework systems.
Standing Strategic Hiring Committee for agency hiring
The final rule requires each agency to maintain a Strategic Hiring Committee to oversee and validate that hiring is directed to the agency's highest-need positions. The rule specifies Committee composition to include the Deputy Secretary (or equivalent), the chief of staff to the agency head, and the Chief Human Capital Officer (CHCO), and states the Committee does not replace existing examining authorities.
Employee survey administration changes; FEVS discontinued
OPM discontinues Governmentwide administration of the Federal Employee Viewpoint Survey (FEVS). Agencies must still conduct an annual employee survey with a preserved common core of required questions, but OPM reduces the core question set from 16 items to 10 and returns survey administration and additional tailoring to agencies.
Removal of 'diverse' workforce language from rule text
The final rule removes nonstatutory references to a "diverse" workforce from 5 CFR part 250 regulatory text. OPM states this removal does not change agencies' obligations under statutory merit system and equal employment laws (for example, 5 U.S.C. 2301 and 42 U.S.C. 2000e-16) or disability and veteran hiring statutes.
Annual agency-head certification of CHCO authority
As part of each Annual Staffing Review, agencies must submit an agency-head-certified attestation confirming the Chief Human Capital Officer (CHCO) has the visibility, oversight, and control required under Sec. 250.204(e), and any identified gaps must be documented with a remediation timeline.
Existing pre-appointment review for political-to-career conversions remains
The rule confirms agencies must obtain OPM approval before appointing a current or recent political appointee to a permanent competitive service, non-political excepted service, or career Senior Executive Service position; a "recent political appointee" is someone who held a covered political appointment within the preceding five years. OPM declines to add duplicative approval or certification requirements in part 250.
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Key Dates
Department and Agencies
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