By Scott Kupor, Director, U.S. Office of Personnel Management

August 8, 2025

One of OPM’s most important responsibilities is to support other federal agencies, not just by setting policy, but by helping them implement it effectively. That work has been front and center as we’ve continued rolling out key initiatives under President Trump’s agenda.

Last week, we issued guidance to help agencies implement the new Executive Order creating Schedule G. This new schedule is designed for noncareer roles of a policy-making or policy-advocating nature that are typically subject to change during a presidential transition. Our guidance helps agencies identify these positions and incorporate them into their workforce planning in a consistent and strategic way.

We also continued our push to protect the constitutional rights of every federal employee. We released a memo reinforcing employees’ right to express their religious beliefs in the workplace, whether that means displaying religious items, praying during breaks, or inviting colleagues to religious events. This follows earlier guidance affirming agencies’ obligations to provide reasonable religious accommodations under Title VII of the Civil Rights Act. We are making it clear that inclusion in the federal workplace must also mean protecting the freedoms guaranteed by the Constitution.

This week also marked the launch of OPM’s Executive Development Programs, a suite of modern training opportunities designed to prepare GS-14, GS-15, and SES leaders to drive performance, accountability, and results. These programs are aligned with President Trump’s updated Executive Core Qualifications and are anchored by on-demand content from top administration leaders across government. Whether it’s our Senior Executive Development Program or the Leadership for an Efficient and Accountable Government track, we’re equipping federal leaders with the tools they need to meet today’s challenges and deliver for the American people.

At the same time, we decided to end the “five things” email reporting process. Our view is simple: every federal manager has an obligation to track and prioritize what their team is working on – be that through regular one-on-ones or otherwise. The five things email was an augment to that, so if managers find it useful to deploy, they of course are free to do so directly. But OPM will no longer maintain a centralized inbox for this practice.

Beyond policy, I also spent time this week meeting with agency heads on workforce modernization, and how OPM can continue to equip agencies with the tools and talent they need to serve the American people effectively.

Each of these steps, whether a new policy memo or a coordination meeting, adds up to something bigger: real support for the agencies carrying out the day-to-day work of government. I’m proud of the team at OPM for the work they’ve done this week, and I’m grateful to our partners across government who are working with us to move quickly, lawfully, and thoughtfully.