WEBVTT NOTE This file was generated by Descript 00:00:00.050 --> 00:00:05.429 Lawrence: Welcome to The FED Weekly for 14-20 December 2025, your essential 00:00:05.429 --> 00:00:09.680 weekly briefing on the policies and proposals shaping your career, 00:00:10.000 --> 00:00:12.319 your benefits, and your retirement. 00:00:12.989 --> 00:00:16.959 Whether you’re a current federal employee navigating changes in the civil service, 00:00:17.399 --> 00:00:22.620 or a retiree keeping a close watch on your hard-earned pension and healthcare, this 00:00:22.620 --> 00:00:27.540 is your source for the latest news from Capitol Hill and the executive branch. 00:00:28.150 --> 00:00:32.279 Each week, we cut through the noise to bring you the critical updates on budget 00:00:32.279 --> 00:00:37.810 negotiations, pay raises, workforce policies, and the legislative battles that 00:00:37.810 --> 00:00:40.049 directly impact the federal community. 00:00:40.669 --> 00:00:43.959 Let's get you up to speed on what happened this past week. 00:00:44.695 --> 00:00:47.955 Issues That Affect Current and Retired Federal Workers 00:00:48.579 --> 00:00:54.239 The week of 14 to 20 December 2025 opened with a significant intersection 00:00:54.239 --> 00:00:58.449 of policy that bridged the interests of both the active civil service 00:00:58.899 --> 00:01:00.890 and the retired federal community. 00:01:01.670 --> 00:01:05.519 Perhaps the most prominent development during this window was the official 00:01:05.519 --> 00:01:09.939 finalization and signing of the National Defense Authorization Act for Fiscal Year 00:01:09.939 --> 00:01:15.119 2026, which occurred on 18 December 2025. 00:01:15.210 --> 00:01:18.919 While the National Defense Authorization Act is traditionally viewed as a 00:01:18.919 --> 00:01:23.560 military policy vehicle, its reach extends into the civilian workforce 00:01:23.850 --> 00:01:28.060 through procurement reforms, health benefit shifts, and broader national 00:01:28.060 --> 00:01:29.970 security workforce mandates. 00:01:30.549 --> 00:01:35.150 For the sixty-fifth consecutive year, Congress managed to pass this massive 00:01:35.150 --> 00:01:39.089 policy bill, which President Donald Trump signed after it cleared the 00:01:39.089 --> 00:01:45.889 Senate on 17 December 2025 with an overwhelming 77-20 bipartisan vote. 00:01:46.717 --> 00:01:50.227 One of the most immediate impacts for the entire federal community—current 00:01:50.707 --> 00:01:55.328 workers, their families, and by extension, the retirees who utilize 00:01:55.328 --> 00:01:59.297 federal services—stems from the National Defense Authorization Act’s 00:01:59.297 --> 00:02:01.528 integration of the BIOSECURE Act. 00:02:02.297 --> 00:02:06.347 This legislation has far-reaching consequences for the federal supply chain. 00:02:07.218 --> 00:02:10.548 It prohibits federal agencies from contracting with certain 00:02:10.548 --> 00:02:14.317 biotechnology companies of concern, specifically targeting those 00:02:14.317 --> 00:02:16.358 with ties to foreign adversaries. 00:02:17.017 --> 00:02:20.417 For current employees, this means a shift in administrative procurement 00:02:20.417 --> 00:02:24.638 protocols and potential changes in health service providers that 00:02:24.638 --> 00:02:27.178 utilize specific laboratory services. 00:02:28.088 --> 00:02:32.627 For retirees, the Act includes specific clarifications to protect access to 00:02:32.627 --> 00:02:36.338 healthcare for those living abroad, ensuring that the manufacturer of a 00:02:36.338 --> 00:02:40.877 drug will not lose eligibility for federal rebate agreements solely 00:02:40.877 --> 00:02:42.678 because of these new restrictions. 00:02:43.278 --> 00:02:46.588 This nuance is critical for maintaining the stability of the 00:02:46.588 --> 00:02:50.927 VA Federal Supply Schedule and preventing unintended spikes in drug 00:02:50.927 --> 00:02:53.298 pricing for the retiree population. 00:02:54.030 --> 00:02:57.970 Beyond legislative milestones, the executive branch initiated a major 00:02:57.970 --> 00:03:02.349 shift in holiday operations that affects the rhythm of government for everyone. 00:03:02.929 --> 00:03:07.259 On 18 December 2025, President Trump issued an Executive Order 00:03:07.259 --> 00:03:11.750 excusing federal employees from duty on Wednesday, 24 December 00:03:11.840 --> 00:03:16.350 2025, and Friday, 26 December 2025. 00:03:17.020 --> 00:03:20.879 By granting these two days as administrative leave, the administration 00:03:20.879 --> 00:03:25.430 created a five-day holiday break, as Christmas Day falls on a Thursday. 00:03:26.000 --> 00:03:30.419 While retirees do not receive "days off" in the traditional sense, the wholesale 00:03:30.419 --> 00:03:34.619 closure of federal departments for nearly a week has a significant ripple 00:03:34.619 --> 00:03:39.320 effect on the processing of benefits, the availability of agency helplines, 00:03:39.649 --> 00:03:41.730 and the speed of administrative services. 00:03:42.340 --> 00:03:47.029 The order explicitly treats these two days as federal holidays for pay and leave 00:03:47.029 --> 00:03:49.669 purposes under statutes like 5 U.S.C. 00:03:49.669 --> 00:03:56.079 5546 and 6103(b), meaning active employees previously scheduled for annual leave 00:03:56.079 --> 00:03:58.130 on those dates will not be charged. 00:03:58.689 --> 00:04:03.579 For retirees, this signals a likely pause in OPM’s retirement processing 00:04:03.579 --> 00:04:08.069 activities during the final weeks of the year, which is particularly relevant 00:04:08.069 --> 00:04:10.200 given the currently surging backlog. 00:04:10.829 --> 00:04:15.439 The healthcare landscape for 2026 also saw significant updates 00:04:15.439 --> 00:04:17.300 during this mid-December window. 00:04:17.970 --> 00:04:21.520 Although the Federal Benefits Open Season concluded on 08 December 00:04:21.520 --> 00:04:28.720 2025, the week of 14 to 20 December 2025 served as the primary period 00:04:28.720 --> 00:04:32.459 for agencies to begin processing the results of these selections. 00:04:32.539 --> 00:04:36.349 Data clarified during this week highlights that the Federal Employees 00:04:36.349 --> 00:04:42.170 Health Benefits program will see an overall average premium increase of 10.2 00:04:42.170 --> 00:04:44.270 percent in 2026. 00:04:44.930 --> 00:04:47.709 While this is a slight decrease from the 11.2 00:04:47.709 --> 00:04:52.419 percent increase seen in 2025, the financial burden remains a shared 00:04:52.419 --> 00:04:56.739 concern for active and retired workers whose pay and cost-of-living 00:04:56.770 --> 00:05:01.559 adjustments have not kept pace with double-digit healthcare inflation. 00:05:01.619 --> 00:05:05.209 The new Postal Service Health Benefits program will see a 9.0 00:05:05.209 --> 00:05:10.439 percent increase, driven by the same market forces: rising provider costs 00:05:10.750 --> 00:05:15.259 and the massive utilization of GLP-1 medications and other specialty drugs. 00:05:15.838 --> 00:05:20.708 The implementation of benefits for 2026 also includes a series of policy 00:05:20.708 --> 00:05:22.827 shifts finalized during this period. 00:05:23.478 --> 00:05:29.317 OPM announced that for the 2026 plan year, all plans in the Federal Employees 00:05:29.317 --> 00:05:33.648 Health Benefits and Postal Service Health Benefits programs have removed 00:05:33.648 --> 00:05:37.677 coverage for the medical or surgical modification of sex traits, including 00:05:37.677 --> 00:05:40.447 gender transition procedures for all ages. 00:05:41.148 --> 00:05:45.578 Conversely, the federal community will see expanded access to behavioral health, 00:05:46.007 --> 00:05:50.457 with carriers now required to allow out-of-network care when wait times 00:05:50.457 --> 00:05:52.828 for in-network providers are excessive. 00:05:53.697 --> 00:05:57.028 These changes represent a broader administrative pivot toward 00:05:57.028 --> 00:06:01.188 traditional medical priorities and behavioral health resilience. 00:06:01.851 --> 00:06:05.482 Furthermore, the week saw continued movement on the implementation of the 00:06:05.482 --> 00:06:10.472 Social Security Fairness Act, which became law earlier in the year to repeal 00:06:10.472 --> 00:06:14.642 the Windfall Elimination Provision and the Government Pension Offset. 00:06:15.521 --> 00:06:20.982 During this window in December 2025, the Social Security Administration continued 00:06:20.982 --> 00:06:26.492 its evaluation of how to revise benefits for nearly three million retirees, many 00:06:26.492 --> 00:06:31.101 of whom are former federal employees under the Civil Service Retirement System. 00:06:31.781 --> 00:06:36.222 This repeal is a landmark achievement for federal advocacy groups like NARFE, 00:06:36.652 --> 00:06:40.751 as it corrects what many viewed as an unfair reduction in the Social Security 00:06:40.751 --> 00:06:45.692 benefits earned through private-sector work or as a surviving spouse. 00:06:46.385 --> 00:06:51.366 Lastly, on 18 December 2025, the Office of Personnel Management 00:06:51.366 --> 00:06:55.066 released the final results of its annual review of special rates. 00:06:55.765 --> 00:06:59.645 This review is pivotal because it affects the competitive pay structures 00:06:59.885 --> 00:07:03.956 for technical and high-demand roles, influencing both the retention of 00:07:03.956 --> 00:07:08.085 current staff and the long-term pension calculations for those 00:07:08.085 --> 00:07:09.946 nearing the end of their careers. 00:07:10.026 --> 00:07:15.095 The review coincides with the 1 percent across-the-board pay raise for 2026, 00:07:15.616 --> 00:07:20.045 which continues to be a point of contention for both the active workforce 00:07:20.045 --> 00:07:25.085 and retiree advocacy groups, who argue that such small increases erode the 00:07:25.085 --> 00:07:29.765 appeal of federal service and the real value of the federal pension over time. 00:07:30.599 --> 00:07:33.190 Issues That Affect Retired Federal Workers 00:07:33.807 --> 00:07:37.858 The narrative for retired federal employees during the week of 14 to 00:07:37.858 --> 00:07:43.697 20 December 2025 was dominated by a deepening crisis in the processing 00:07:43.697 --> 00:07:45.327 of retirement applications. 00:07:45.808 --> 00:07:51.998 By 16 December 2025, news reports and OPM data confirmed that the retirement 00:07:51.998 --> 00:07:58.147 application backlog has swelled to nearly 50,000 cases, a staggering increase that 00:07:58.147 --> 00:08:03.168 has left many new retirees in a state of financial limbo during the holiday season. 00:08:03.198 --> 00:08:07.448 Specifically, the inventory of pending applications grew in November 00:08:07.448 --> 00:08:15.387 2025 to approximately 49,400, up from 34,600 in October 2025. 00:08:15.757 --> 00:08:20.828 When compared to the same period in 2024, the figures are even more alarming: OPM 00:08:20.828 --> 00:08:27.117 had only 13,844 pending applications in November 2024, meaning the backlog 00:08:27.117 --> 00:08:29.238 has more than tripled in a single year. 00:08:29.799 --> 00:08:31.500 This surge is not accidental. 00:08:31.930 --> 00:08:36.419 It is the direct result of massive downsizing programs initiated earlier 00:08:36.419 --> 00:08:39.980 in the year, most notably the "Fork in the Road" initiative and the 00:08:39.980 --> 00:08:41.820 "Deferred Resignation Program". 00:08:42.629 --> 00:08:46.270 These programs offered federal employees incentives to leave 00:08:46.270 --> 00:08:50.850 their careers before their planned retirement dates, leading to a wave of 00:08:50.850 --> 00:08:56.749 departures that culminated at the end of September 2025 and October 2025. 00:08:56.880 --> 00:09:04.280 OPM reported that it received 23,400 applications in November 2025 alone—3,000 00:09:04.280 --> 00:09:10.969 more than were received in October 2025 and significantly higher than the 6,095 00:09:10.969 --> 00:09:13.840 applications received in September 2025. 00:09:14.538 --> 00:09:18.837 The delay in processing is further complicated by OPM’s ongoing 00:09:18.837 --> 00:09:21.268 transition to a digital infrastructure. 00:09:21.908 --> 00:09:26.577 Earlier in the year, OPM issued a mandate that all new retirement applications 00:09:26.577 --> 00:09:31.097 be submitted electronically through the Online Retirement Application portal. 00:09:31.808 --> 00:09:36.398 However, during the week of 14 December 2025, it was revealed that 00:09:36.398 --> 00:09:40.488 thousands of applications were still being submitted on paper, creating 00:09:40.488 --> 00:09:42.488 a massive paperwork bottleneck. 00:09:42.568 --> 00:09:45.918 For those who managed to utilize the digital portal, the results were 00:09:45.918 --> 00:09:50.387 relatively positive: the average processing time for digital applications 00:09:50.618 --> 00:09:57.477 dropped to 38 days in November 2025, compared to 45 days in October 2025. 00:09:58.157 --> 00:10:01.657 In stark contrast, paper-based applications averaged 00:10:01.657 --> 00:10:03.558 94 days for processing. 00:10:04.122 --> 00:10:08.151 This processing delay has real-world consequences for retirees. 00:10:08.811 --> 00:10:12.582 Many are forced to rely on interim payments, which are often only a 00:10:12.582 --> 00:10:14.851 fraction of their actual earned benefit. 00:10:15.962 --> 00:10:20.211 This "holiday heartache" for new retirees is a recurring theme in news coverage 00:10:20.211 --> 00:10:24.412 during this period, as the combination of administrative closures and the 00:10:24.412 --> 00:10:29.051 sheer volume of applications suggests that full benefits for many will not 00:10:29.051 --> 00:10:32.102 be finalized until well into 2026. 00:10:32.192 --> 00:10:36.652 Retiree organizations have pointed out that while OPM claims 92 percent 00:10:36.912 --> 00:10:41.371 of these 2025 departures were "voluntary," many employees felt they 00:10:41.371 --> 00:10:46.011 had no choice but to take the buyouts or resignations as their units were 00:10:46.011 --> 00:10:48.812 dissolved or their offices relocated. 00:10:49.419 --> 00:10:53.990 In addition to processing delays, retirees received important updates regarding 00:10:53.990 --> 00:10:56.869 their 2026 Cost-of-Living Adjustments. 00:10:57.550 --> 00:11:01.289 The final determination for 2026, reinforced by reports 00:11:01.289 --> 00:11:03.770 during this week, remains at 2.8 00:11:03.770 --> 00:11:07.119 percent for Civil Service Retirement System annuitants 00:11:07.339 --> 00:11:09.150 and Social Security benefits. 00:11:09.660 --> 00:11:15.209 However, those under the Federal Employee Retirement System are facing a capped 2.0 00:11:15.209 --> 00:11:18.019 percent adjustment, as the underlying inflation rate 00:11:18.070 --> 00:11:20.230 fell between 2 and 3 percent. 00:11:20.800 --> 00:11:25.220 This disparity, often referred to as the "FERS COLA cap," is a primary 00:11:25.220 --> 00:11:29.409 target for legislative advocacy, as it results in a permanent reduction in 00:11:29.409 --> 00:11:34.049 purchasing power for younger retirees compared to their CSRS counterparts. 00:11:34.730 --> 00:11:39.569 Furthermore, reporting errors on the December 2025 annuity statements were 00:11:39.569 --> 00:11:41.650 a point of concern for many annuitants. 00:11:42.219 --> 00:11:45.339 These errors, coupled with the ongoing backlog, have created a 00:11:45.339 --> 00:11:49.100 sense of frustration among the retired community, who must now 00:11:49.100 --> 00:11:54.189 navigate a system that is struggling to modernize while simultaneously 00:11:54.189 --> 00:11:56.750 handling record-high volumes of claims. 00:11:57.549 --> 00:12:02.230 The OPM’s retirement operations center in Pennsylvania remains under intense 00:12:02.230 --> 00:12:07.549 pressure, and OPM officials have admitted that legacy processing systems were not 00:12:07.549 --> 00:12:09.489 built for a surge of this magnitude. 00:12:10.123 --> 00:12:13.703 Retirees also faced news regarding the Federal Employees Health 00:12:13.744 --> 00:12:15.614 Benefits program’s transition. 00:12:16.223 --> 00:12:19.813 Specifically, participants in certain plans that are dropping out of the 00:12:19.813 --> 00:12:26.124 program in 2026, such as the NALC Health Benefit Plan CDHP and various 00:12:26.364 --> 00:12:30.303 HMO options, were reminded that if they did not select a new plan during Open 00:12:30.303 --> 00:12:34.543 Season, they would be automatically transitioned into default plans like 00:12:34.543 --> 00:12:37.124 the GEHA Benefit Plan High Option. 00:12:37.694 --> 00:12:41.493 For dental coverage, the Health Partners Dental Plan will no longer be offered 00:12:41.493 --> 00:12:46.734 in 2026, and enrollees must select a new plan to maintain coverage. 00:12:47.367 --> 00:12:50.008 Issues That Affect Current Federal Workers 00:12:50.579 --> 00:12:56.520 For active federal employees, the week of 14 to 20 December 2025 was a 00:12:56.520 --> 00:13:01.269 period of definitive executive action that reshaped the compensation and 00:13:01.269 --> 00:13:03.500 management landscape for the coming year. 00:13:03.979 --> 00:13:09.589 On 18 December 2025, President Trump issued the highly anticipated Executive 00:13:09.589 --> 00:13:12.660 Order implementing the 2026 pay raise. 00:13:13.160 --> 00:13:17.339 The order provides for a 1 percent across-the-board pay raise for the 00:13:17.339 --> 00:13:21.009 General Schedule workforce, effective with the first full pay period 00:13:21.009 --> 00:13:24.420 starting on or after 01 January 2026. 00:13:25.209 --> 00:13:28.990 This 1 percent increase applies entirely to basic pay, as the 00:13:28.990 --> 00:13:33.990 administration has chosen to freeze locality pay rates at 2025 levels. 00:13:34.591 --> 00:13:38.472 This pay decision marks a notable departure from previous years. 00:13:38.921 --> 00:13:44.442 The 1 percent raise is the smallest since 2021 and a significant decrease from the 2 00:13:44.442 --> 00:13:48.392 percent raise provided in 2025 and the 5.2 00:13:48.392 --> 00:13:50.352 percent raise in 2024. 00:13:51.002 --> 00:13:54.722 However, the order includes a significant carve-out for 00:13:54.722 --> 00:13:56.742 federal law enforcement officers. 00:13:56.842 --> 00:14:00.781 OPM Director Scott Kupor was directed to assess whether to implement 00:14:00.931 --> 00:14:03.172 a total increase of up to 3.8 00:14:03.172 --> 00:14:07.601 percent for select law enforcement categories, aligning them with the pay 00:14:07.601 --> 00:14:09.851 increase authorized for the military. 00:14:10.581 --> 00:14:15.061 OPM indicated it would use special salary rate authority to address recruitment 00:14:15.092 --> 00:14:20.121 and retention crises at the border and in other critical security agencies. 00:14:20.432 --> 00:14:25.092 The finalized 2026 pay tables were made available on the White House 00:14:25.092 --> 00:14:27.662 and OPM websites during this period. 00:14:28.251 --> 00:14:32.481 While the pay raise was finalized, a more transformative change was 00:14:32.481 --> 00:14:36.791 brewing in the form of a draft rule from OPM that would overhaul the 00:14:36.791 --> 00:14:38.932 federal performance appraisal system. 00:14:39.531 --> 00:14:44.781 Circulated during the week of 15 December 2025, the proposed rule aims 00:14:44.781 --> 00:14:49.082 to end "rating inflation" across the more than two million civil servants. 00:14:49.861 --> 00:14:53.871 The draft rule proposes a "forced distribution" of performance ratings, 00:14:53.931 --> 00:14:57.951 effectively allowing agencies to set quotas on how many employees 00:14:57.951 --> 00:14:59.691 can receive the highest marks. 00:15:00.331 --> 00:15:04.252 Currently, OPM data shows that 99 percent of employees receive at 00:15:04.252 --> 00:15:09.261 least a "fully successful" rating, a statistic the administration views as a 00:15:09.261 --> 00:15:11.601 failure to distinguish top performers. 00:15:12.215 --> 00:15:16.445 Under the proposed performance management structure, the current five-level 00:15:16.445 --> 00:15:21.075 rating scale would be reduced to four levels by eliminating the "minimally 00:15:21.075 --> 00:15:23.526 satisfactory" (Level 2) rating. 00:15:24.186 --> 00:15:27.295 This change is intended to make a clearer distinction between 00:15:27.295 --> 00:15:29.825 satisfactory and unsatisfactory work. 00:15:30.456 --> 00:15:34.016 Furthermore, the rule would allow supervisors to issue "level one" 00:15:34.286 --> 00:15:37.575 (unacceptable) ratings without the higher-level review currently 00:15:37.575 --> 00:15:41.966 required, which OPM claims will speed up corrective actions. 00:15:42.026 --> 00:15:45.736 Supervisors would also be held accountable for their compliance with these new 00:15:45.736 --> 00:15:47.725 rating rules in their own appraisals. 00:15:48.335 --> 00:15:52.666 Employee groups and HR officials have criticized the move, with some 00:15:52.666 --> 00:15:56.455 describing it as a "continuation of the administration's playbook 00:15:56.455 --> 00:15:58.095 of vilifying the civil service". 00:15:58.685 --> 00:16:03.385 Agencies were given until 22 December 2025 to submit their 00:16:03.385 --> 00:16:05.495 feedback on the draft proposal. 00:16:06.187 --> 00:16:10.227 On the legislative front, the Protect America's Workforce Act (H.R. 00:16:10.227 --> 00:16:14.948 2550) was received in the Senate on 15 December 2025. 00:16:15.498 --> 00:16:19.568 This follows its passage in the House on 11 December 2025 00:16:19.967 --> 00:16:23.197 by a bipartisan 231-195 vote. 00:16:23.787 --> 00:16:27.807 The bill is a direct response to the administration's efforts to limit union 00:16:27.807 --> 00:16:32.588 rights; it would nullify the Executive Order titled "Exclusions from Federal 00:16:32.588 --> 00:16:38.157 Labor-Management Relations Programs" issued in March 2025 and ensure that any 00:16:38.157 --> 00:16:44.627 collective bargaining agreement in effect as of 26 March 2025 remains in full force. 00:16:45.098 --> 00:16:48.697 While the bill faces a challenging environment in the Senate, its reception 00:16:48.697 --> 00:16:54.008 on 15 December 2025 marks a critical step for labor organizations like the 00:16:54.008 --> 00:17:00.028 AFGE and the AFL-CIO, who are fighting against what they call "the largest act 00:17:00.028 --> 00:17:02.328 of union-busting in American history". 00:17:03.290 --> 00:17:07.459 The tension between the administration and federal unions escalated further 00:17:07.459 --> 00:17:13.080 on 15 December 2025 when Homeland Security Secretary Kristi Noem 00:17:13.300 --> 00:17:16.580 announced the unilateral termination of the collective bargaining 00:17:16.580 --> 00:17:21.350 agreement between the AFGE and the Transportation Security Administration. 00:17:21.920 --> 00:17:27.250 This revocation affects approximately 47,000 TSA officers and has prompted 00:17:27.250 --> 00:17:29.420 the union to plan a legal challenge. 00:17:30.090 --> 00:17:36.289 Similarly, on 15 December 2025, senior members of Congress and union leaders held 00:17:36.289 --> 00:17:41.219 events to defend the collective bargaining rights of Veterans Affairs employees, 00:17:41.480 --> 00:17:43.740 which they claim are also under threat. 00:17:44.435 --> 00:17:48.066 Amidst these labor disputes, the administration launched a major 00:17:48.066 --> 00:17:49.986 technological recruitment effort. 00:17:50.555 --> 00:17:55.875 On Monday, 15 December 2025, the OPM officially launched "U.S. 00:17:55.875 --> 00:18:00.396 Tech Force," a new governmentwide hiring program designed to fill critical 00:18:00.396 --> 00:18:02.955 gaps in AI and technical expertise. 00:18:03.445 --> 00:18:07.605 The program aims to recruit 1,000 individuals—ranging from early-career 00:18:07.605 --> 00:18:11.625 data scientists to experienced engineering managers—for two-year 00:18:11.625 --> 00:18:13.305 stints in federal agencies. 00:18:13.355 --> 00:18:17.396 Unlike traditional federal careers, this program is designed for short-term 00:18:17.396 --> 00:18:21.826 rotation, with OPM Director Scott Kupor noting that the goal is not 00:18:21.826 --> 00:18:26.125 necessarily to secure "40-year careers" but to solve complex 00:18:26.125 --> 00:18:28.506 problems using private-sector talent. 00:18:29.065 --> 00:18:33.015 Partners for this initiative include industry giants like Microsoft, Meta, 00:18:33.096 --> 00:18:35.285 Nvidia, and Amazon Web Services. 00:18:35.925 --> 00:18:40.506 Simultaneously, the administration moved forward with "Federal HR 2.0," 00:18:40.865 --> 00:18:45.135 a project to consolidate all federal human capital management into a single 00:18:45.135 --> 00:18:47.045 information technology platform. 00:18:47.526 --> 00:18:52.105 A joint memo from OMB Director Russell Vought and OPM Director Scott Kupor, 00:18:52.305 --> 00:18:57.635 finalized around 17 December 2025, outlined a two-year timeline for 00:18:57.635 --> 00:19:01.846 transitioning the government’s disparate HR networks onto a "best-in-class 00:19:01.885 --> 00:19:03.836 commercial Core HCM system". 00:19:03.875 --> 00:19:08.256 As part of this transition, agencies have been directed to stop all current 00:19:08.256 --> 00:19:13.715 projects related to their legacy systems unless they receive a specific exception. 00:19:14.366 --> 00:19:18.435 At the Department of Agriculture, workers voiced strong opposition to the 00:19:18.435 --> 00:19:20.846 administration's reorganization plans. 00:19:21.506 --> 00:19:27.505 On 16 December 2025, the USDA reported that the "overwhelming majority" of 00:19:27.505 --> 00:19:32.596 its employees—roughly 82 percent of those who commented—were opposed to 00:19:32.596 --> 00:19:36.645 the plan to close regional offices and relocate 2,600 staff members 00:19:36.885 --> 00:19:38.705 away from the Washington, D.C. 00:19:38.705 --> 00:19:39.215 area. 00:19:39.375 --> 00:19:43.836 Critics argued that the move would replace localized knowledge with centralized, 00:19:43.975 --> 00:19:48.656 "top-down management," potentially harming the agency's ability to manage 00:19:48.656 --> 00:19:51.235 public lands and natural resources. 00:19:51.911 --> 00:19:56.111 In other agency news, the GAO released a report on 16 December 00:19:56.111 --> 00:20:01.212 2025 declaring the Postal Service’s business model "unsustainable" 00:20:01.521 --> 00:20:03.542 despite recent legislative reforms. 00:20:03.892 --> 00:20:10.081 The report noted that USPS has lost $118 billion since 2007 and suggested that 00:20:10.081 --> 00:20:14.962 without further changes in law—such as reducing delivery days or privatizing 00:20:14.962 --> 00:20:19.492 certain functions—the agency’s financial condition will continue to deteriorate. 00:20:19.521 --> 00:20:24.502 This report adds pressure on the roughly 600,000 postal employees and 00:20:24.502 --> 00:20:28.892 their management as they enter another high-stakes year for postal reform. 00:20:29.751 --> 00:20:33.362 Finally, the week concluded with a whistleblower allegation at U.S. 00:20:33.362 --> 00:20:35.331 Citizenship and Immigration Services. 00:20:35.942 --> 00:20:41.301 On 19 December 2025, reports surfaced that the agency has implemented 00:20:41.402 --> 00:20:45.252 "arbitrarily strict" FOIA policies that allow the rejection of 00:20:45.252 --> 00:20:47.112 requests for immigration records. 00:20:47.681 --> 00:20:51.562 Senator and staff-level criticism followed, arguing that these 00:20:51.562 --> 00:20:55.901 policies reduce transparency and hinder the ability of immigrants to 00:20:55.901 --> 00:20:57.812 dispute administrative narratives. 00:20:57.931 --> 00:21:01.671 This development highlights the ongoing friction between the current 00:21:01.671 --> 00:21:06.322 administration’s enforcement priorities and the transparency requirements of 00:21:06.322 --> 00:21:08.451 federal labor and immigration law. 00:21:09.087 --> 00:21:12.688 And that’s a wrap on this week’s Federal Workforce Roundup. 00:21:13.127 --> 00:21:17.688 The landscape for federal employees and retirees is constantly shifting, 00:21:17.928 --> 00:21:22.237 with major decisions being made about everything from pay and job security 00:21:22.548 --> 00:21:26.517 to retirement benefits and the very structure of the civil service. 00:21:27.068 --> 00:21:29.238 Staying informed is your best tool. 00:21:29.638 --> 00:21:33.777 Be sure to subscribe wherever you get your podcasts, so you never miss an update. 00:21:34.393 --> 00:21:35.403 Thanks for tuning in. 00:21:35.403 --> 00:21:38.183 We’ll be back next week to track the latest developments 00:21:38.394 --> 00:21:39.773 and what they mean for you. 00:21:40.364 --> 00:21:43.193 Until then, stay engaged and be well.