Modernization and Consolidation of Occupational Series

April 24, 2026 Memorandum For Chief Human Capital Officers From: Veronica E. Hinton Associate Director Workforce Policy and Innovation Subject: Modernization and Consolidation of Occupational Series The U.S. Office of Personnel Management (OPM) is modernizing Federal position classification and job grading standards to ensure the classification system remains current, consistent, and responsive to evolving mission needs. Under 5 U.S.C. chapter 51 and implementing regulations at 5 CFR part 511, OPM establishes and maintains these standards and oversees their appropriate application across the Federal Government. This modernization of General Schedule (GS) and Wage Grade (WG) occupational structures supports Executive Order 13932 1, Executive Order 14170 2, the Merit Hiring Plan 3, and the Chance to Compete Act (2024) 4. It strengthens the talent pipeline, removes outdated structures, and positions agencies to more effectively recruit and retain the skills required for today’s workforce. Modernization Strategy OPM is implementing four mutually reinforcing objectives that modernize and streamline the classification system while supporting workforce agility: 1. Streamline occupational series. Consolidate series with low employment, obsolete duties, or redundancy to simplify classification, support employee mobility, and reduce administrative burden. 2. Redesign the classification framework. Update and align GS and WG series with modern work, emerging technologies, and national frameworks, including the

Exec. Order No. 13932, Modernizing and Reforming the Assessment and Hiring of Federal Job Candidates, 85 Fed. Reg. 39457 (June 26, 2020). 2 Exec. Order No. 14170, Reforming the Federal Hiring Process and Restoring Merit to Government Service, 90 Fed. Reg. 8621 (Jan. 20, 2025). 3 Office of Personnel Management and Domestic Policy Council, Merit Hiring Plan (2025), available at https://www.opm.gov/chcoc/latest-memos/merit-hiring-plan.pdf. 4 Chance to Compete Act of 2024, Pub. L. No. 118-188, 138 Stat. 2644 (2024) 1 Page 2 Department of Labor’s Standard Occupational Classification system, and external labor market data. 3. Promote transparency and merit principles. Ensure qualification standards reinforce competitive access and uphold statutory merit-system requirements. 4. Advance skills-based hiring. Expand competency-based assessments and reduce unnecessary reliance on educational credentials to strengthen merit-based hiring and widen access to qualified talent. Together, these efforts advance a modern, merit-based, and mission-aligned Federal workforce structure. Scope of This Memorandum: Phase One This memorandum initiates Phase One of a multi-phase effort. Phase One focuses on consolidating low-utilization and obsolete occupational series, the first objective above. Future phases will address broader structural redesign aligned to skills-based workforce frameworks. This phased approach ensures agencies move through change in an orderly, manageable sequence while OPM advances a comprehensive modernization strategy. Consolidation Criteria and Decision Standards OPM applied consistent, data-driven criteria to determine series recommended for consolidation: Criterion Description 1. Low Federal Employment (100 or fewer FTEs) Series has 100 or fewer employees governmentwide.

2. Obsolete or NonTransferable Skills Series includes outdated functions or lacks alignment with modern occupational taxonomies (e.g., not mapped to DOL’s Standard Occupational Classification [SOC] system). Rationale Indicates limited usage and potential for consolidation with broader series. Suggests the work is no longer relevant or has evolved into other roles. Criterion Description Rationale 3. Declining Hiring Trends Series shows minimal or no hiring activity over the past 3–5 years. Reflects reduced demand and limited future workforce planning value. 4. No Forecasted Workforce Demand No projected growth or replacement need based on workforce planning data. Indicates the series is not missioncritical or sustainable. 5. Redundancy with Other Series Duties and competencies are fully covered by another existing or updated series. Supports consolidation and reduces classification complexity. 6. Lack of Agency Sponsorship Limited or no agency identification of the series as a priority for retention or update recorded. Suggests low strategic value across government.

Consolidation may include realigning positions to an existing broader series, canceling obsolete series, or merging specialty coverage under updated classification standards. These standards ensure consolidation decisions support mission needs, reflect modern work, and maintain clarity and consistency across the Federal Government. Employee Impact and Transition Consolidation of occupational series will not automatically change an employee’s grade, pay, tenure, or career ladder placement. When reclassification is required, agencies must apply all applicable requirements governing classification determinations, grade retention, pay retention, and career progression and follow their internal merit promotion plans to implement the updated classification standards. Agencies must also fully comply with all collective bargaining obligations, including notice and negotiation requirements where applicable. OPM will provide comprehensive implementation guidance to ensure consistency across agencies, protect employee rights, and minimize disruption throughout the transition. Addressing Employee and Stakeholder Concerns The evolution of work across government, including new technologies, scientific advances, and shifting mission demands, has led many series to become low-use, outdated, or Page 4 overlapping. As OPM modernizes occupational series, we recognize that employees and stakeholders may have questions about what these changes mean. OPM is committed to ensuring a smooth, predictable transition for employees and agencies. The following addresses anticipated questions from key stakeholder groups. •

Specialized professional and technical communities (e.g., wildlife biology, geospatial analysis, laboratory science): Consolidation does not diminish the recognition of specialized work. These functions will remain fully reflected in position descriptions, qualifications, competencies, and career paths, even when grouped within broader series. • Occupations with statutory distinctions: Consolidation does not change statutory requirements or the core professional identity of a field. Legal support work, such as claims examination or legal research, remains separate from positions requiring attorney authorities or licensure. • Employees in skilled trades: Work such as HVAC repair, heavy equipment operation, and carpentry require extensive hands-on expertise. Consolidation updates structure for clarity and consistency, but does not change trade skill requirements, certifications, or performance expectations. • Agencies with highly specialized missions: OPM will support mission visibility through specialty titles and clear position description guidance to ensure unique mission work is accurately communicated to applicants. • Labor organizations: Agencies must continue to follow all notice and negotiation requirements. OPM will provide materials to support consistent and timely engagement. Throughout the process, OPM will continue working closely with agencies to address mission-specific needs, ensure smooth transitions, and consider retention requests supported by operational evidence. Agency Review and Next Steps OPM will: • Issue the proposed consolidation list (Appendix A) • Review agency feedback and retention requests • Issue updated classification and qualification standards • Provide FAQs, tools, templates, and implementation guidance Page 5 Agencies must: •

Conduct a headquarters-level review of affected series • Identify mission-critical positions and impacts • Submit requests to retain series when warranted by operational or statutory requirements with supporting documentation per the instructions in Appendix B • Provide classification, workforce planning, and recruiting insights • Meet all collective bargaining obligations Conclusion These actions position the Federal classification system to meet current and emerging mission needs while strengthening merit, transparency, and workforce agility. For additional information and support, agency headquarters-level human resources offices may contact Classification and Assessment Policy at fedclass@opm.gov. cc: Deputy CHCOs, Human Resources Directors Page 6 Appendix A – Full List of Occupational Series for Consolidation This appendix identifies the 115 occupational series recommended for consolidation, affecting approximately 4,926 Federal employees governmentwide. Each series was identified based on one or more of the following criteria: low employment, obsolete skills, declining demand, redundancy, or lack of agency sponsorship. For instructions on submitting retention requests or agency feedback, see Appendix B. Series Code Series Name Number of Proposed Employees Realignment Criteria Met Bond Sales Promotion Series 1, 3, 4, 5, 6 Community Planning Technician 1, 3, 6 3, 6 1, 3, 6 0023 0029 Outdoor Recreation Planning Environmental Protection Assistant Guide 3, 6 Foreign Law Specialist 1, 3, 4, 5, 6 1, 3, 4, 5, 6 Intelligence Aid and Clerk International Cooperation 1, 3, 6 Workforce Research and Analysis 1, 3, 6 Sociology 1, 3, 6 General Anthropology 3, 6 Messenger 1, 2, 3, 6 Correspondence Clerk 1, 3, 4, 5, 6 Work Unit Supervising 1, 3, 6 1, 3, 4, 5, 6 Closed Microphone Reporter Series Code 0322 0326

Series Name Clerk-Typist Office Automation Clerical and Assistance Number of Employees Proposed Criteria Met Realignment 1, 3, 4, 5, 6 2,3,5 Equipment Operator 2, 3, 5 Data Transcriber 1, 3, 4, 5, 6 1, 3, 6 Telecommunications Processing General Communicating 2,3,5 Communications Clerical 1, 3, 4, 5, 6 Zoology 1, 3, 6 Horticulture 3, 6 Range Technician 3, 6 Irrigation System Operation 1, 3, 6 Fish and Wildlife Administration 3, 6 Animal Science 1, 3, 6 1, 3, 6 1, 2, 3, 6 1, 2, 3, 6 0642 0688 0698 Nuclear Medicine Technician Sanitarian Environmental Health Technician Mining Engineering 1, 3, 6 Petroleum Engineering 3, 6 Employee Benefits Law 1, 3, 4, 5, 6 Land Law Examining 3, 4, 5, 6 Illustrating 1, 3, 6 Language Clerical 1, 3, 4, 5, 6 Series Code Series Name Number of Employees Proposed Criteria Met Realignment Music Specialist 1, 2, 3, 6 Theater Specialist 1, 2, 3, 6 Art Specialist 1, 2, 3, 6 Editorial Assistance 1, 3, 4, 5, 6 Property Disposal Clerical and Technician 1, 3, 4, 5, 6 Insurance Examining 1, 3, 6 Metallurgy 1, 3, 6 Geodesy 1, 3, 6 Geodetic Technician 1, 3, 6 Forest Products Technology 1, 3, 6 Textile Technology 1, 3, 6 Laundry Operations Services 1, 3, 6 Public Health Educator 1, 3, 6 Education Research 1, 3, 6 Air Safety Investigating 1, 2, 3, 6 Agricultural Warehouse Inspection 1, 3, 6 Cargo Scheduling 1, 3, 4, 5, 6 Marine Cargo 1, 3, 4, 5, 6 Air Navigation 1, 2, 3, 6 1, 3, 4, 5, 6 Electronic Digital Computer Mechanic Upholstering 1, 3, 4, 5, 6 Laboratory Working 1, 2, 3, 4, 5, 6 Coin/Currency Checking 1, 2, 3, 4, 5, 6 Series Code Series Name Number of Employees Proposed Criteria Met Realignment Laboratory Support Working 1, 2, 3, 4, 5, 6 Tile Setting 1, 3, 4, 5, 6 Plastering 1, 3, 4, 5, 6 Roofing 1, 3, 4, 5, 6 Metalizing 1, 3, 4, 5, 6 Heat Treating 1, 3, 4, 5, 6 Battery Repairing 1, 2, 3, 4, 5, 6 Buffing and Polishing 1, 3, 4, 5, 6 Shot Peening Machine Operating

1, 3, 4, 5, 6 Metal Forging 1, 3, 4, 5, 6 Boilermaking 1, 3, 4, 5, 6 Broadcasting Equipment Operating 1, 3, 4, 5, 6 Sign Painting 1, 2, 3, 4, 5, 6 Rubber Equipment Repairing 1, 2, 3, 4, 5, 6 Molding 1, 3, 4, 5, 6 Offset Platemaking 1, 3, 4, 5, 6 Offset Press Operating 1, 3, 4, 5, 6 Bookbinding 1, 3, 4, 5, 6 1, 3, 4, 5, 6 Electrolytic Intaglio Platemaking Wood Working 3, 4, 5, 6 Patternmaking 1, 3, 4, 5, 6 1, 3, 4, 5, 6 Exhibits Making/Modeling Series Code Series Name Number of Employees Proposed Criteria Met Realignment Boat Building and Repairing 1, 3, 4, 5, 6 General Equipment Mechanic 3, 4, 5, 6 Research Laboratory Mechanic 1, 2, 3, 4, 5, 6 1, 2, 3, 4, 5, 6 Protective & Safe 4816 Equipment Fabricating & Repair Bowling Equipment Repairing 1, 2, 3, 4, 5, 6 Bearing Reconditioning 1, 2, 3, 4, 5, 6 Domestic Appliance Repairing 1, 3, 4, 5, 6 Insects Production Working 1, 3, 4, 5, 6 1, 3, 4, 5, 6 Tree Trimming and Removing Gas and Radiation Detecting 1, 2, 3, 4, 5, 6 Lofting 1, 3, 4, 5, 6 Elevator Mechanic 1, 3, 4, 5, 6 1, 3, 4, 5, 6 Laundry & Dry Cleaning Equipment Repairing Oiling and Greasing 1, 3, 4, 5, 6 Stationary-Engine Operating 1, 2, 3, 4, 5, 6 Elevator Operating 1, 3, 4, 5, 6 Series Code Series Name Number of Employees Proposed Criteria Met Realignment Packaging Machine Operating 1, 2, 3, 4, 5, 6 Drill Rig Operating 1, 3, 4, 5, 6 Braking-Switching and Conducting 1, 3, 4, 5, 6 Locomotive Engineering 1, 3, 4, 5, 6 Railroad Maintenance Vehicle Operating 1, 3, 4, 5, 6 Airfield Clearing Equipment Operating 3, 4, 5, 6 Electromotive Equipment Mechanic 1, 3, 4, 5, 6 Munitions Destroying 1, 3, 4, 5, 6 1, 2, 3, 4, 5, 6 Special Weapons Systems Mechanic Preservation Servicing 1, 2, 3, 4, 5, 6 Baking 1, 3, 4, 5, 6 Bartending 1, 3, 4, 5, 6 Meatcutting 1,107 3, 4, 5, 6 Waiter 1, 3, 4, 5, 6 Small Engine Mechanic 1, 2, 3, 4, 5, 6 Aircraft Propeller Mechanic 1, 2, 3, 4, 5, 6

Film Assembling and Repairing 1, 2, 3, 4, 5, 6 (Total: 115 series impacting ~4,926 employee records.) Page 12 Appendix B - Agency Instructions for Review and Response Headquarters-Level Review Requirements Agencies must conduct a comprehensive, agency-wide review at the headquarters level to ensure operational needs are addressed and submit a consolidated agency response for any occupational series they seek to retain. This review must include the following: • Assess Organizational Impact: Identify all positions within the proposed consolidated series and determine which roles are mission-critical or involve specialized function that would not be adequately captured under a broader series. • Evaluate Workforce Planning Needs: Consider future hiring trends, skill requirements, and alignment with skills-based hiring initiatives. Agencies should document how retention of a series supports long-term workforce strategy. • Document Classification Challenges: For each series recommended for retention, provide examples of difficulties applying current standards, including any agency studies, surveys, or position review findings that support the case for retention, employment data (number of positions, pay plan, and grade), and a clear explanation of how the work supports the agencyʼs mission. Timeline for Agency Responses • Friday, April 24, 2026: OPM issues proposed consolidation guidance. • Monday, May 11, 2026: Deadline for agency feedback and retention request with supporting documentation. • May 2026: OPM reviews agency input and finalizes consolidation decisions. • April 2026 – September 2027: Ongoing publication of updated classification and qualifications standards and implementation guidance for GS and WG occupational series.

Submission Instructions All agency responses and supporting documentation must be submitted through the OPM secure portal by the deadline above: Secure Portal: https://surveys.opm.gov/se/5B5534D4645F8295 Agencies with questions about the submission process or review requirements should contact Classification and Assessment Policy at fedclass@opm.gov. Appendix C – Survey for Occupational Series Consolidation and Realignment Feedback Purpose: This survey seeks your agency’s input on the proposed modernization and consolidation of occupational series by OPM. Please provide detailed responses to help inform decisions using the required link. Section 1: Agreement and Rationale 1. Does your agency agree with the occupational series OPM identified for consolidation? ☐ Yes ☐ No If no, please explain your reason(s) for not supporting the consolidation of specific occupational series: 2. Does your agency agree with the realignment of specific occupational series for coverage? ☐ Yes ☐ No If no, please provide your recommendations for occupational series realignment: Section 2: Retention and Justification 3. Is your agency requesting to retain occupational series? ☐ Yes ☐ No Identify the series and provide your justification for retaining the series: Section 3: Impact and Workforce Considerations 4. Are any positions mission-critical and/or require unique competencies not covered by broader series? ☐ Yes ☐ No If yes, please describe: 5. How will consolidation affect workforce planning and skills-based hiring initiatives at your agency? Please describe.

Page 14 Section 4: Challenges and Issues 6. What recruitment or retention challenges exist for these occupational series? Please describe. 7. What classification and/or qualifications difficulties have you encountered with these series? Please describe. Section 5: Additional Input 8. Are there any additional comments your agency would like to share?

Page 15 Appendix D: Answers to Frequently Asked Modernization and Consolidation of Occupational Series Questions 1. What is the purpose of OPM’s modernization and consolidation effort? OPM’s modernization initiative updates the Federal classification and job grading system to keep pace with the changing nature of work. This effort supports broader government reform mandates found in Executive Orders, the Merit Hiring Plan, and the Chance to Compete Act. OPM’s goal is a more agile, mission-ready workforce, supported by modernized structures for hiring, employee mobility, and career development. 2. Will consolidation of occupational series change employee pay, grade, or tenure? No. Consolidation does not automatically change an employee’s grade, pay, or tenure. Agencies must continue applying all statutory and regulatory requirements related to classification, pay retention, reduction-in-force procedures, and collective bargaining obligations. Where positions are realigned into a consolidated occupational series, agencies will implement those changes in accordance with law and OPM guidance to minimize disruption. 3. Why is modernization necessary for the Federal classification system? Over time, many occupational series have become outdated, redundant, or minimally used. Modernization reduces administrative burden, increases consistency, and helps agencies classify work in ways that reflect current missions, technology, and labor markets. 4. What are the primary objectives of the modernization strategy? OPM’s modernization strategy pursues four objectives: streamlining occupational series; redesigning the classification framework to align with modern work and national labor market data; streamlining occupational series; reinforcing merit systems principles; and advancing skills-based hiring. 5. What does “skills-based hiring” mean within this modernization effort? Skills-based hiring means assessing applicants based on demonstrated competencies, what they can actually do, rather than relying solely on educational credentials or degree requirements. This approach broadens access to Federal careers, strengthens merit-based selection, and helps agencies hire candidates who are genuinely ready to perform the work from day one. 6. Why is OPM consolidating occupational series, and how many are affected? OPM identified 115 occupational series, affecting approximately 4,926 employees, for consolidation based on low employment, obsolete skills, declining demand, redundancy, or lack of agency sponsorship. 7. What criteria did OPM use to determine which series should be consolidated? OPM evaluated usage levels, redundancy, alignment with modern work, and agency feedback.

Page 16 8. What are agencies expected to do during the consolidation review process? Agencies must conduct a headquarters-level review of all affected positions, document mission-critical impacts and classification challenges, and submit a consolidated response, including retention requests with supporting documentation, by the deadline specified in Appendix B. 9. What must agencies submit if they wish to retain a series proposed for consolidation? See Appendix B. Agencies must provide workforce data, organizational charts, position descriptions, competency requirements, and mission justification. 10. What are the deadlines and required steps for submitting feedback? Agencies must submit feedback, including any retention requests and supporting documentation, by Monday, May 11, 2026. Submissions must be provided through the secure portal at: https://surveys.opm.gov/se/5B5534D4645F8295. OPM will review agency input in May 2026 and continue issuing updated classification and qualification standards from April 2026 through September 2027. 11. How will encumbered positions be transitioned into consolidated series? OPM will issue implementation guidance outlining how agencies should convert encumbered positions into consolidated series. In most cases, this will involve reviewing position descriptions to confirm proper alignment with the broader series and updating titles and occupational codes as needed. Conversion does not automatically require changes to duties or grade levels; instead, it simply ensures positions are accurately classified within the modernized structure. 12. How will OPM ensure mission-critical or highly specialized work remains appropriately classified? OPM will evaluate agency requests to retain series supported by data and mission justification. Consolidation does not prevent agencies from identifying specialized work through titling practices, qualification requirements, and position descriptions. Broader series frameworks retain the flexibility to distinguish specialized duties where the mission requires it. 13. Is this consolidation a key phase of a broader classification modernization effort? Yes. This consolidation is Phase One of a multi-phase effort to modernize the Federal classification system. This phase targets low-utilization, obsolete, and redundant occupational series. Subsequent phases will update classification and qualification standards more broadly, advancing skills-based workforce models and ensuring the system keeps pace with evolving mission needs. 14. What tools, resources, or support will OPM provide to agencies? OPM will issue updated classification and qualification standards, reclassification timelines, implementation guidance, position description templates, and competency models.

Page 17 Agencies with complex or mission-specific implementation needs may also request direct engagement with OPM. 15. What is the overall impact of the modernization effort on the Federal workforce? This initiative builds a more transparent, flexible, and skills-aligned classification system, one that reflects how work is actually performed today. By modernizing and streamlining outdated structures and reducing administrative burden, OPM is positioning agencies to hire and retain the talent their missions require and to better serve the American public for years to come.