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The science of job (In)security: Industrial-organizational psychology insights on reshaping the federal workforce using Schedule F (Policy/Career)

Published online by Cambridge University Press:  19 August 2025

Andrea Bazzoli Open the ORCID record for Andrea Bazzoli [Opens in a new window]  and
Tahira M. Probst Open the ORCID record for Tahira M. Probst [Opens in a new window]
Andrea Bazzoli*
Affiliation:
Department of Psychology, Baruch College and CUNY Graduate Center, New York, NY, USA
Tahira M. Probst
Affiliation:
Department of Psychology, Washington State University Vancouver, Vancouver, WA, USA
*
Corresponding author: Andrea Bazzoli; Email: andrea.bazzoli@baruch.cuny.edu
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Abstract

This policy brief analyzes the effects of reclassifying large swaths of the federal civilian workforce currently appointed to the competitive service into Schedule F (Policy/Career Schedule) appointments. We review the policy when it was first introduced in 2020 and reinstated with amendments in 2025. In doing so, we draw from decades of extant literature within the organizational sciences to analyze the validity of one of its main assertions, that is, moving federal workers toward at-will employment is beneficial. Our analysis shows that, as it currently stands, the proposed reclassification into Schedule F would generate widespread, chronic job insecurity and fail to improve federal workers’ performance or accountability, in addition to other physical and psychological adverse consequences. It would also result in significant, negative outcomes for federal agencies in terms of their reduced ability to attract and retain competent civil servants, lower economic efficiency, and ultimately negatively impact the customers of federal agencies by increasing costs for lower quality governmental services.

Keywords

federal workforceSchedule Fjob insecurityperformance managementcivil service employees

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Type
Focal Article
Information
Industrial and Organizational Psychology , First View , pp. 1 - 9
Copyright
© The Author(s), 2025. Published by Cambridge University Press on behalf of Society for Industrial and Organizational Psychology

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