Identifying and Firing Federal Positions Not Listed in the Plum Book
The federal government is a vast entity employing millions of people across various roles. While the Plum Book, formally titled United States Government Policy and Supporting Positions, serves as a catalog of political appointments and senior non-competitive roles, it does not account for all federal positions. Many career positions, unionized roles, classified jobs, and specialized staff fall outside the scope of the Plum Book. Understanding these positions and the processes required to remove or replace them is critical for ensuring accountability and efficiency in the federal workforce.
Positions Not Listed in the Plum Book
Career Civil Service Positions:
These positions are part of the competitive or excepted service and are filled based on merit rather than political appointments. They form the backbone of federal agencies, handling day-to-day operations and specialized tasks.
Examples: IRS agents, EPA scientists, Social Security administrators, and clerks at the Department of Veterans Affairs.
Unionized Federal Positions:
Many federal employees are unionized, meaning their roles are governed by collective bargaining agreements that provide protections and stipulate processes for termination or role modification.
Examples: TSA screeners, postal workers, and many civilian employees in the Department of Defense.
Classified or National Security Positions:
Employees in agencies like the CIA, NSA, and certain units of the Department of Defense often hold roles that are classified for national security purposes. These positions do not appear in public records like the Plum Book.
Independent Agency Staff:
Staff in independent agencies such as the Federal Reserve, FDIC, or the Consumer Financial Protection Bureau (CFPB) often operate outside the executive branch’s direct control. Their positions are not listed in the Plum Book.
Legislative Branch Employees:
Positions in the legislative branch, such as congressional staffers or employees of the Library of Congress, are not included in the Plum Book.
Contractors and Consultants:
Federal contractors and private consultants are hired through external agreements and are not considered federal employees. Their roles are not listed in the Plum Book.
Temporary or Intermittent Positions:
Short-term employees, seasonal workers, or interns often do not appear in public records of federal roles unless they hold high-ranking or politically significant positions.
Processes for Removing or Replacing These Positions
Removing or replacing federal employees who are not listed in the Plum Book requires adherence to federal laws, regulations, and union agreements. Below are the processes for each category:
1. Career Civil Service Positions
Reduction in Force (RIF):
A RIF is a structured process used to lay off employees due to budget cuts, agency restructuring, or lack of work. Employees are ranked based on factors such as tenure, veteran status, and performance.
Example: If an agency’s funding is significantly reduced, it may eliminate positions using RIF procedures.
Performance-Based Termination:
Federal employees can be removed for poor performance, but the process is regulated and includes opportunities for the employee to improve. The agency must document deficiencies and follow a formal performance improvement plan (PIP).
Legislative Action:
Congress can restructure or defund agencies, effectively eliminating positions.
Example: Efforts to eliminate roles within the Department of Education by reducing its scope.
2. Unionized Federal Positions
Renegotiating Union Contracts:
Changes to unionized roles require renegotiation with unions. This can include modifying job descriptions, reducing redundancy, or reassigning employees.
Attrition:
Agencies can reduce positions by implementing hiring freezes or not replacing employees who retire or resign.
Program Elimination:
If an entire program is discontinued, associated unionized roles may be phased out, subject to collective bargaining agreements.
3. Classified or National Security Positions
Congressional Oversight:
Reducing classified roles typically requires approval from congressional committees overseeing intelligence and defense.
Mission Reprioritization:
Shifting funding and focus away from specific national security programs can lead to a natural reduction in roles.
4. Independent Agency Staff
Legislative Reforms:
Congress can amend the enabling statutes of independent agencies to eliminate certain functions, effectively reducing positions.
Budgetary Changes:
Reductions in funding can force independent agencies to downsize their workforce.
5. Contractors and Consultants
Non-Renewal of Contracts:
Agencies can choose not to renew contracts with private companies or consultants, effectively ending their involvement in federal projects.
Insourcing:
Agencies may bring contractor roles in-house, replacing them with career federal employees.
6. Temporary or Intermittent Positions
Program Discontinuation:
Temporary roles tied to specific projects or seasonal work can be eliminated by ending the associated program.
Not Renewing Appointments:
Agencies can choose not to extend temporary or seasonal appointments beyond their initial term.
Challenges to Removal and Replacement
Legal Protections:
Federal employees enjoy significant legal protections, particularly career civil servants and unionized workers. Terminations must follow strict due process requirements.
Union Resistance:
Unions often oppose workforce reductions, especially if they perceive them as targeting their members unfairly.
Public Backlash:
Reductions in positions at agencies providing critical services (e.g., Social Security, Veterans Affairs) can lead to public outcry.
Bureaucratic Resistance:
Agency leadership and employees may resist efforts to downsize or restructure, particularly if they believe the changes undermine their mission.
Strategies for Replacing Federal Positions
Replacing federal positions can involve hiring new talent, restructuring roles, or outsourcing work to contractors. Key strategies include:
Merit-Based Hiring:
Open competitive processes can be used to fill critical vacancies with highly qualified candidates.
Expanding Internship and Fellowship Programs:
Bringing in new talent through structured programs can provide a pipeline for future federal employees.
Outsourcing:
Private contractors can fill gaps in expertise or capacity temporarily or permanently.
Modernizing Job Descriptions:
Updating roles to reflect current needs and technologies can attract skilled applicants.
Conclusion
Positions in the federal government not listed in the Plum Book are integral to the functioning of the government but operate under different rules and protections. While removing or replacing these positions can be challenging due to legal, union, and bureaucratic barriers, it is not impossible. Strategies like reductions in force, legislative reforms, and performance-based terminations must be used carefully and lawfully to ensure efficiency and accountability. By addressing inefficiencies and modernizing federal roles, the government can better serve the public while adapting to evolving needs.