The Office of Personnel Management on Thursday issued a final rule that changes how federal agencies plan and review their workforces. The rule replaces three existing frameworks with a single Annual Staffing Plan and requires each agency to set up a Strategic Hiring Committee. It takes effect Nov. 30, 2026.
According to the agency, the rule governs the internal processes agencies use to manage their own workforces. It does not regulate the public or the private sector. The Federal Register lists President Donald Trump as the signer.
The rule amends part of the federal personnel regulations to streamline human capital planning and reporting, strengthen the authority of agency Chief Human Capital Officers, and update employee survey requirements. It also removes nonstatutory references to a “diverse” workforce from the regulatory text. OPM said that removal does not change agencies’ duties under the merit system principles, the prohibited personnel practices or federal equal employment opportunity requirements.
Under the rule, Annual Staffing Plans replace the Human Capital Operating Plan, Human Capital Reviews and HRStat quarterly reviews. OPM said the plans must direct hiring to an agency’s highest-need positions, address skills gaps and enable succession planning. The plans must also be developed on a timeline tied to the federal budget formulation cycle.
The Strategic Hiring Committee requirement comes from Executive Order 14356, published Oct. 20, 2025, according to OPM. The rule says the committee is made up of the Deputy Secretary or equivalent, the chief of staff to the agency head, and the Chief Human Capital Officer. OPM said the committee oversees the agency’s hiring program and has no authority to rate, rank or certify job candidates.
OPM published the proposed rule on July 2, 2026, and received nine comments during a 30-day period that ended Aug. 3, 2026. One commenter expressed general support for the rule. Others opposed it, citing administrative burden, the possible politicization of the civil service, and effects on recruitment, retention and certain roles. Two commenters argued that the hiring committee would centralize career hiring decisions in political appointees in violation of federal law.
OPM disagreed with those objections. The agency said the rule does not create, abolish or reclassify any position, and does not change how candidates are examined and selected. It said any applicant or employee who believes a committee member discriminated on the basis of political affiliation can seek corrective action through the Office of Special Counsel.
OPM made three main changes in response to comments. It clarified the difference between strategic human capital planning and operational staffing planning. It added a requirement that agency heads certify each year that the Chief Human Capital Officer has the visibility, oversight and control the rule requires, with any gaps documented along with a plan to fix them. It also allows agencies to fold the new Quarterly Staffing Plan Performance Reviews into their existing quarterly performance reviews.
OPM rejected a comment that the rule lacks a cost-benefit analysis. The agency said it assessed costs and benefits, and that its estimated Governmentwide implementation cost falls well below the $100 million annual threshold that triggers a full regulatory impact analysis. OPM said it will issue guidance to minimize compliance work for agencies.