The FED Weekly

(Ep 76) The FED Weekly 8-14 Nov 2026
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[00:00:00] Weekly Briefing Kickoff
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Welcome to The FED Weekly for 8-14 November 2026, your essential weekly briefing on the policies and proposals shaping your career, your benefits, and your retirement. Whether you’re a current federal employee navigating changes in the civil service or a retiree keeping a close watch on your hard-earned pension and healthcare, this is your source for the latest news from Capitol Hill and the executive branch.

Each week, we cut through the noise to bring you the critical updates on budget negotiations, pay raises, workforce policies, and the legislative battles that directly impact the federal community. Let's get you up to speed on what happened this past week.

[00:00:44] Open Season Essentials
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[00:00:44]  Issues That Affect Current and Retired Federal Workers
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Issues That Affect Current and Retired Federal Workers

Federal Benefits Open Season Begins for 2027 Coverage

Federal Benefits Open Season officially began on 9 November 2026, giving eligible employees and [00:01:00] retirees an opportunity to review and change their health, dental, and vision insurance coverage for 2027. The enrollment period continues through 14 December 2026. The Office of Personnel Management confirmed that the available Federal Employees Health Benefits, Postal Service Health Benefits, and Federal Employees Dental and Vision Insurance Program plans can now be reviewed through its official benefits resources. This is the enrollment period for making elections that will generally govern next year's coverage.

We covered the announcement of 2027 premiums in Episode 70, so we won't repeat those figures. The new development is that the enrollment window is now open and eligible participants can act on their choices. Employees and retirees who are satisfied with their existing FEHB, PSHB, or FEDVIP coverage generally do not need to make another election to continue coverage. However, [00:02:00] automatic continuation should not be confused with a guarantee that premiums, benefits, provider networks, or prescription-drug arrangements will remain unchanged.

For 2027, FEHB offers 118 plan options through 45 participating carriers, while PSHB offers 65 options through 17 carriers. FEDVIP includes 21 dental options and 10 vision options. Not every option is available to every enrollee, because eligibility and service areas vary. The practical importance of Open Season is therefore individualized. Employees and retirees should compare the plans available to their household, rather than relying on program-wide averages or assuming that last year's preferred arrangement remains unchanged.

[00:02:46] FSAFEDS Election Changes
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There is also a change affecting eligible active employees who participate in the Federal Flexible Spending Account Program. For the 2027 benefit year, participants can elect an optional FSAFEDS Visa card to pay [00:03:00] qualifying expenses at the point of sale. The existing reimbursement approach remains available. Unlike FEHB and FEDVIP elections, FSAFEDS elections do not automatically renew. Employees who want to participate in 2027 must make a new election during Open Season, even if they participated during 2026.

[00:03:20] Retirement Backlog Update
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[00:03:20]  Issues That Affect Retired Federal Workers
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Issues That Affect Retired Federal Workers

Federal Retirement Claims Backlog Increases in October

We begin the retirement section with newly reported figures from OPM's retirement-processing operation. On 12 November 2026, Federal News Network reported that the number of pending federal retirement claims increased during October. OPM's inventory stood at approximately 10,600 claims, roughly 2,000 more than the previous month. This is a new monthly processing update rather than another discussion of the larger retirement backlog that developed earlier in [00:04:00] 2026. It provides a more current picture of how the agency is handling incoming retirement applications.

Processing times also increased. According to the latest figures, OPM took an average of 73 days to finalize retirement claims during October. Applications submitted through the agency's digital processing system moved faster, averaging approximately 59 days. Those figures describe average processing times, not guaranteed completion deadlines. Individual applications can take longer when employment records are incomplete, service histories require additional verification, or the retirement calculation involves special circumstances that cannot be resolved through the standard automated process.

The distinction between digital and traditional processing is particularly relevant for employees approaching retirement. OPM has been expanding its Online Retirement Application system as part of its broader modernization effort. [00:05:00] The October figures suggest that electronically submitted applications continue to move through the system more quickly on average. However, the difference does not establish that every digitally submitted application will be completed in 59 days, or that an employee can bypass agency certification and record-verification requirements simply by using the electronic process.

For employees planning to retire in the coming months, the practical lesson is to begin reviewing service records and retirement documentation before the intended separation date. Missing military-service deposits, discrepancies in creditable service, incomplete beneficiary information, and unresolved personnel records can complicate processing. For recent retirees already awaiting finalization, the October figures explain the broader processing environment but do not determine when an individual case will be completed. OPM's official retirement services channels [00:06:00] remain the appropriate source for case-specific information and payment status.

[00:06:04] Interim Pay Explained
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What the New Processing Figures Mean for Retirees

An important distinction in federal retirement administration is the difference between receiving interim annuity payments and having a retirement application fully adjudicated. OPM may authorize interim payments while completing the final calculation, depending on the case. The newly reported 73-day average concerns claim processing and should not be interpreted as a universal waiting period without any retirement income. Likewise, finalization can involve adjustments that differ from an employee's preliminary retirement estimate, particularly when additional service or benefit elections require verification.

For existing retirees whose annuities have already been finalized, the October backlog does not represent a new reduction in benefits or a change to the CSRS or FERS retirement formulas. [00:07:00] The immediate impact falls primarily on newly separated employees and people whose applications remain pending. The larger policy question is whether OPM's modernization efforts can keep processing times stable as application volumes fluctuate. Future monthly reports will help establish whether October's increase represents a temporary change or a more sustained processing challenge.

[00:07:25] Law Enforcement Pay Boost
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[00:07:25]  Issues That Affect Current Federal Workers
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Issues That Affect Current Federal Workers

OPM Expands Special Salary Rates for Federal Law Enforcement

One of this week's most consequential pay developments concerns federal law enforcement personnel. On 9 November 2026, Federal News Network reported that OPM is expanding the positions eligible for special salary rates in 2027. The announcement follows an OPM memorandum issued on 6 November 2026. Many qualifying law enforcement employees are expected to receive a 3.8 percent increase, while [00:08:00] certain newly eligible positions could receive an increase of approximately 6.7 percent. The larger adjustment incorporates a catch-up component for employees who did not receive the corresponding special-rate increase in 2026.

The expanded coverage includes certain law enforcement officer positions under federal law, police officers in occupational series 0083, qualifying security administration personnel in series 0080, and criminal investigators in series 1811. There are important qualifications. For example, Veterans Affairs police officers are handled under a separate special-rate arrangement. Employees in security administration positions must meet the specified duties and arrest-authority requirements. Simply holding a particular occupational-series designation does not necessarily establish eligibility without satisfying the conditions described in OPM's guidance.

OPM is using its existing [00:09:00] special salary rate authority to address recruitment and retention needs. The agency says additional compensation may be necessary to attract and retain personnel responsible for enforcing federal law and protecting public safety. Agencies generally will have qualifying positions included unless they request an exemption. OPM is also examining whether certain Customs and Border Protection agricultural inspectors and federal firefighters should receive additional special-rate consideration, but those potential expansions should not be treated as approved salary adjustments.

The new pay guidance also highlights the difference between special salary rates and the broader General Schedule pay adjustment. Most civilian federal employees are currently facing a proposed 2027 pay freeze under the administration's alternative pay plan. The law enforcement adjustments are separate from that general approach. Final 2027 pay arrangements [00:10:00] remain subject to the applicable executive and congressional processes. Employees should therefore wait for their agency's official pay tables and eligibility determinations before treating any reported percentage as their individual raise.

[00:10:15] Telework Drop Report
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OPM Reports a 73 Percent Reduction in Federal Telework

On 13 November 2026, Federal News Network examined OPM's newly released annual report to Congress on federal telework. The report found that federal teleworking decreased approximately 73 percent between fiscal years 2024 and 2025. OPM surveyed 97 agencies and also reported that the number of employees eligible for telework declined by approximately 6 percent. These figures provide a government-wide measurement of the return-to-office changes implemented during 2025, rather than announcing another new requirement for employees to report to their workplaces.

OPM [00:11:00] Director Scott Kupor characterized the reduction as evidence that agencies had implemented the administration's emphasis on in-person work. The agency maintained that telework remains available in limited circumstances, including reasonable accommodations and situations where agency missions justify its use. However, the report does not establish that every employee has lost telework eligibility. Individual arrangements continue to depend on agency policy, job duties, applicable legal requirements, and approved exceptions. The reported percentage describes aggregate participation rather than a universal prohibition.

The report has also generated questions about how federal agencies measure the results of return-to-office policies. Federal News Network noted that the latest report does not provide the same range of productivity, cost, and employee-attitude information included in earlier telework reports. Workplace specialists argue that changes in [00:12:00] attendance should be evaluated alongside service delivery, recruitment, retention, facilities expenses, and employee performance. OPM responded that agencies themselves are responsible for measuring workforce productivity and customer satisfaction within their organizations.

Another important limitation concerns methodology. OPM changed its data-collection approach, using a September pay-period snapshot rather than measuring telework across an entire fiscal year. The agency says that approach better reflects the situation after agencies implemented the new requirements. Critics argue that a single pay period may not capture temporary telework arrangements caused by emergencies, building repairs, or other operational disruptions. The resulting report documents a substantial change in work arrangements, but it does not independently establish whether those changes improved or reduced government performance.

[00:12:57] USDA Reorg Oversight
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GAO Questions Transparency in [00:13:00] USDA Reorganization Planning

The Government Accountability Office released a report on 9 November 2026 examining how the Department of Agriculture planned its major reorganization. This is a new oversight development concerning an issue we previously covered through federal court proceedings. GAO found that USDA had not provided sufficient documentation for investigators to determine whether the department evaluated several important consequences before announcing its restructuring. Those included potential effects on services, workforce attrition, economic considerations, and the management of federal property.

GAO reported that it repeatedly requested information about USDA's planning and analysis but did not receive the documentation needed to complete that portion of its review. The watchdog emphasized that this limitation prevents Congress and the public from evaluating how particular factors influenced the department's decisions. [00:14:00] Importantly, GAO did not establish that USDA performed no analysis whatsoever. Its finding was that the department had not supplied adequate evidence for GAO to determine what analysis was conducted and how it informed the reorganization.

Agriculture Secretary Brooke Rollins disputed the report's characterization of the department's actions. In comments accompanying the report, she argued that the review did not adequately account for financial pressures, staffing concerns, and underused office space. GAO responded that it stood by the accuracy and independence of its work. These are competing assessments of the oversight process. The documented finding is that GAO lacked access to information it considered necessary, while USDA maintains that its restructuring decisions addressed operational and financial needs.

For USDA employees, this report does not independently cancel relocations, restore positions, or change existing [00:15:00] court orders. Its significance lies in congressional oversight and the department's accountability for its planning decisions. Lawmakers can use GAO's findings when requesting additional documentation, conducting hearings, or evaluating the effects of the reorganization. The distinction from our earlier USDA coverage is important: previous episodes addressed employee relocation deadlines and litigation, while this week's report concerns the transparency and supporting analysis behind the reorganization itself.

[00:15:31] HUD Reorg Notice
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HUD Publishes a Department-Wide Reorganization Notice

The Department of Housing and Urban Development published a new reorganization notice in the Federal Register on 10 November 2026. The notice, titled “Notice of Intent To Reorganize HUD and Revise Headquarters and Field Operating Model,” describes plans to consolidate administrative functions, adjust reporting relationships, and reorganize several headquarters and [00:16:00] field components. HUD says the objective is to operate more effectively with its reduced workforce. The notice represents a formal administrative step toward implementing organizational changes, rather than a new government-wide personnel regulation.

HUD's proposal affects multiple program and support offices, including public housing, fair housing, financial management, information technology, legal services, and human capital management. Some smaller organizational units would be combined, while other functions would move under different supervisory structures. The department says its current staffing is approximately 35 percent below historical levels. According to HUD, the restructuring is intended to align existing employees and responsibilities more closely with available resources, without introducing additional staffing reductions through the plan itself.

One especially important provision concerns employee locations. [00:17:00] HUD states that the reorganization described in this notice does not require office closures or staff relocations. The department also says the plan is not intended to reduce grades or rates of pay. That distinguishes HUD's proposal from the USDA relocation initiative discussed earlier. Nevertheless, changes to organizational reporting relationships, responsibilities, supervisory arrangements, and internal workflows can still affect employees' daily work even when their geographic duty stations remain unchanged.

HUD anticipates phased implementation, with some changes proceeding sooner and others continuing during fiscal year 2027. Certain field-office reorganizations are subject to statutory notice and cost-benefit requirements, including a 90-day period following publication. The department acknowledges that immediate, quantifiable cost savings are not expected from the structural changes themselves. Instead, it [00:18:00] anticipates operational efficiencies through consolidation and coordination. Employees should distinguish the announced organizational framework from any subsequent individual personnel actions, which remain subject to applicable federal law and regulations.

[00:18:15] New Employee Surveys
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Agencies Receive New Employee Survey Requirements

OPM issued additional guidance during this reporting period concerning the annual employee surveys federal agencies must conduct. On 13 November 2026, Federal News Network reported that agencies are receiving instructions on the core questions they must use and the deadlines for distributing their surveys. The changes follow OPM's decision to discontinue the government-wide Federal Employee Viewpoint Survey in favor of agency-administered surveys. The new guidance is therefore an implementation step for the employee-feedback framework discussed in earlier episodes.

Agencies have until 31 December 2026 to [00:19:00] distribute their employee surveys for this year. Surveys administered on or after 30 November 2026 must incorporate OPM's newly prescribed core questions. The agency has also provided a comparison between the new questions and the previous 16 required items. That comparison is intended to help human-resources officials understand the transition and maintain the information needed for government-wide reporting while allowing agencies to manage their own survey processes.

For employees, the practical change is that survey administration will increasingly occur through individual agencies rather than a single centralized government-wide instrument. Agencies may use their own survey platforms and include additional questions addressing their particular workforce concerns. OPM will continue requiring certain common information for oversight purposes. The shift may provide agencies with greater flexibility, but it also [00:20:00] creates questions about how consistently employee experiences can be compared across departments when surveys differ in administration and content.

The timing is especially important for human-capital offices because the new requirements arrive near the end of the calendar year. Agencies must prepare questions, establish distribution procedures, and meet OPM's deadlines while also implementing broader workforce-planning changes. For employees, survey responses remain an opportunity to provide information about workplace conditions and organizational effectiveness. However, survey results should be interpreted according to the questions asked, participation rates, and the limitations of the collection method rather than treated as a complete measure of agency performance.

[00:20:49] Combined Federal Campaign
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Combined Federal Campaign Will Continue in 2026

Finally, OPM confirmed this week that the Combined Federal Campaign will proceed during [00:21:00] 2026, following uncertainty about whether the program would continue. The annual campaign allows federal employees to support participating charitable organizations through payroll deductions and other approved contributions. OPM had been examining the campaign's administrative expenses and declining participation. The decision to continue provides agencies and employees with confirmation that the program remains available this year, rather than being discontinued before the campaign could proceed.

The decision does not mean OPM has permanently settled the program's future. The agency indicated that it will continue evaluating whether the Combined Federal Campaign remains financially and operationally viable in subsequent years. For employees who participate, the immediate consequence is straightforward: the 2026 campaign will continue, and eligible workers can make voluntary charitable contributions through established [00:22:00] procedures. Future changes to the program's structure or availability would require additional action and should not be assumed from this week's announcement alone.

[00:22:10] Wrap Up and Subscribe
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And that’s a wrap on this week’s Federal Workforce Roundup. The landscape for federal employees and retirees is constantly shifting, with major decisions being made about everything from pay and job security to retirement benefits and the very structure of the civil service. Staying informed is your best tool. Subscribe wherever you get your podcasts​