Pricing

from $1.50 / 1,000 pages

Try for free

Go to Apify Store

PDF to Markdown & RAG Chunks — OCR, Tables, Page Citations

Try for free

Convert PDF URLs into clean LLM-ready Markdown (headings, tables) or heading-aware RAG chunks with page numbers and citations. Automatic OCR for scanned pages. No external AI APIs or token costs. Great for RFPs, regulations, reports and manuals. $1.50 per 1,000 pages.

Pricing

from $1.50 / 1,000 pages

Rating

0.0

(0)

Developer

OpenDataFrontierLabs

Actor stats

Bookmarked

Total users

Monthly active users

6 days ago

Last modified

PDF to Markdown RAG-Ready

hedelka/pdf-to-markdown-rag

Premium PDF scraper that preserves tables and structure. Optimized for RAG.

Dmitry Goncharov

PDF to Markdown Converter - AI-Powered with OCR & Tables

clearpath/pdf-to-markdown-api

Convert PDFs to clean Markdown with GPU-accelerated AI. Extracts tables, LaTeX formulas, and images from complex layouts. Supports OCR for scanned docs in 8 languages. Batch process hundreds of PDFs in parallel via URL, upload, or API.

ClearPath

Website & PDF to RAG JSONL Crawler

orbiscribe/linked-pdf-website-rag-crawler

Paste webpage and PDF URLs and get Markdown, JSONL chunks, PDF inventory, source warnings, and RAG-ready records.

Orbiscribe Labs

PDF Text Extractor & Markdown for LLM RAG: OCR, Tables, Chunks

pankovs/pdf-to-llm-markdown

Convert PDF to clean Markdown for LLM & RAG pipelines: text extractor with OCR fallback (50 languages), GitHub-flavored table reconstruction (incl. tables spanning pages), right-to-left script support, and optional RAG chunking. ~$0.008 for a 20-page text PDF. Pay only for pages with real text.

Pankovs

PDF to Markdown for RAG & LLMs — Tables

vivid_astronaut/pdf-to-markdown-for-rag

Convert PDFs into structured Markdown for RAG and LLM ingestion while preserving tables, headings, and reading order. No external parsing API key; tiered per-page pricing.

BRAINIALL Team

PDF to Markdown — Tables + OCR, for RAG & AI Agents

lizaraco/pdf-to-markdown

Convert PDFs to clean markdown at scale: layout-aware text extraction, table handling, and a vision-model OCR tier for scanned or broken pages. Per-page transparency, never-fail runs.

Shawn Downs

PDF Text Extractor — Markdown, Tables, OCR & RAG Chunks

nanare-sudo/pdf-text-extractor-rag

Extract text, GFM Markdown, tables (2D arrays + CSV) and heading-aware RAG chunks with page anchors from PDFs. URLs, base64 upload, key-value store, password-protected PDFs, page ranges, OCR fallback (eng/deu/fra/spa) only for pages without a text layer. Failed PDFs are never charged.

Leonardo Berisha

PDF → RAG Chunks (Token-Aware, Vector-Ready)

gochujang/pdf-rag-chunker

Download any PDF and chunk into semantically coherent segments ready for embedding/RAG. Configurable chunk size + overlap. Returns one row per chunk with page, char count, token estimate. Feed directly into OpenAI text-embedding-3 / Voyage / Cohere. $0.005 per PDF + $0.0002 per chunk.

Hojun Lee

PDF to Markdown, Tables & RAG Chunks (with OCR)

errandkit/pdf-to-markdown-tables

Convert PDF, DOCX and image files to clean Markdown, tables as CSV and RAG-ready chunks with page numbers. Scanned pages are read with OCR. No API keys, pay per page, built for AI agents and LLM pipelines.

Killis Haraway

PDF to Markdown Converter — DOCX, OCR & RAG Chunks

owlabee/pdf-to-markdown

Convert PDF, DOCX, HTML and text documents from URLs into clean Markdown with headings, lists, tables, links and metadata, plus optional heading-aware RAG chunks and OCR for scanned pages. No browser, no external API. Pay per page converted ($0.001).

Owlabee

FROM apify/actor-python:3.13 COPY --chown=myuser:myuser requirements.txt ./ RUN pip install --no-cache-dir -r requirements.txt COPY --chown=myuser:myuser . ./ # Warm up: build a 1-page image-only PDF and OCR it, so RapidOCR models are baked into the image. RUN python -m src.warmup || true RUN python -m compileall -q src/ CMD ["python3", "-m", "src"]

GNU AFFERO GENERAL PUBLIC LICENSE Version 3, 19 November 2007 Copyright (C) 2007 Free Software Foundation, Inc. <https://fsf.org/> Everyone is permitted to copy and distribute verbatim copies of this license document, but changing it is not allowed. Preamble The GNU Affero General Public License is a free, copyleft license for software and other kinds of works, specifically designed to ensure cooperation with the community in the case of network server software. The licenses for most software and other practical works are designed to take away your freedom to share and change the works. By contrast, our General Public Licenses are intended to guarantee your freedom to share and change all versions of a program--to make sure it remains free software for all its users. When we speak of free software, we are referring to freedom, not price. Our General Public Licenses are designed to make sure that you have the freedom to distribute copies of free software (and charge for them if you wish), that you receive source code or can get it if you want it, that you can change the software or use pieces of it in new free programs, and that you know you can do these things. Developers that use our General Public Licenses protect your rights with two steps: (1) assert copyright on the software, and (2) offer you this License which gives you legal permission to copy, distribute and/or modify the software. A secondary benefit of defending all users' freedom is that improvements made in alternate versions of the program, if they receive widespread use, become available for other developers to incorporate. Many developers of free software are heartened and encouraged by the resulting cooperation. However, in the case of software used on network servers, this result may fail to come about. The GNU General Public License permits making a modified version and letting the public access it on a server without ever releasing its source code to the public. The GNU Affero General Public License is designed specifically to ensure that, in such cases, the modified source code becomes available to the community. It requires the operator of a network server to provide the source code of the modified version running there to the users of that server. Therefore, public use of a modified version, on a publicly accessible server, gives the public access to the source code of the modified version. An older license, called the Affero General Public License and published by Affero, was designed to accomplish similar goals. This is a different license, not a version of the Affero GPL, but Affero has released a new version of the Affero GPL which permits relicensing under this license. The precise terms and conditions for copying, distribution and modification follow. TERMS AND CONDITIONS 0. Definitions. "This License" refers to version 3 of the GNU Affero General Public License. "Copyright" also means copyright-like laws that apply to other kinds of works, such as semiconductor masks. "The Program" refers to any copyrightable work licensed under this License. Each licensee is addressed as "you". "Licensees" and "recipients" may be individuals or organizations. To "modify" a work means to copy from or adapt all or part of the work in a fashion requiring copyright permission, other than the making of an exact copy. The resulting work is called a "modified version" of the earlier work or a work "based on" the earlier work. A "covered work" means either the unmodified Program or a work based on the Program. To "propagate" a work means to do anything with it that, without permission, would make you directly or secondarily liable for infringement under applicable copyright law, except executing it on a computer or modifying a private copy. Propagation includes copying, distribution (with or without modification), making available to the public, and in some countries other activities as well. To "convey" a work means any kind of propagation that enables other parties to make or receive copies. Mere interaction with a user through a computer network, with no transfer of a copy, is not conveying. An interactive user interface displays "Appropriate Legal Notices" to the extent that it includes a convenient and prominently visible feature that (1) displays an appropriate copyright notice, and (2) tells the user that there is no warranty for the work (except to the extent that warranties are provided), that licensees may convey the work under this License, and how to view a copy of this License. If the interface presents a list of user commands or options, such as a menu, a prominent item in the list meets this criterion. 1. Source Code. The "source code" for a work means the preferred form of the work for making modifications to it. "Object code" means any non-source form of a work. A "Standard Interface" means an interface that either is an official standard defined by a recognized standards body, or, in the case of interfaces specified for a particular programming language, one that is widely used among developers working in that language. The "System Libraries" of an executable work include anything, other than the work as a whole, that (a) is included in the normal form of packaging a Major Component, but which is not part of that Major Component, and (b) serves only to enable use of the work with that Major Component, or to implement a Standard Interface for which an implementation is available to the public in source code form. A "Major Component", in this context, means a major essential component (kernel, window system, and so on) of the specific operating system (if any) on which the executable work runs, or a compiler used to produce the work, or an object code interpreter used to run it. The "Corresponding Source" for a work in object code form means all the source code needed to generate, install, and (for an executable work) run the object code and to modify the work, including scripts to control those activities. However, it does not include the work's System Libraries, or general-purpose tools or generally available free programs which are used unmodified in performing those activities but which are not part of the work. For example, Corresponding Source includes interface definition files associated with source files for the work, and the source code for shared libraries and dynamically linked subprograms that the work is specifically designed to require, such as by intimate data communication or control flow between those subprograms and other parts of the work. The Corresponding Source need not include anything that users can regenerate automatically from other parts of the Corresponding Source. The Corresponding Source for a work in source code form is that same work. 2. Basic Permissions. All rights granted under this License are granted for the term of copyright on the Program, and are irrevocable provided the stated conditions are met. This License explicitly affirms your unlimited permission to run the unmodified Program. The output from running a covered work is covered by this License only if the output, given its content, constitutes a covered work. This License acknowledges your rights of fair use or other equivalent, as provided by copyright law. You may make, run and propagate covered works that you do not convey, without conditions so long as your license otherwise remains in force. You may convey covered works to others for the sole purpose of having them make modifications exclusively for you, or provide you with facilities for running those works, provided that you comply with the terms of this License in conveying all material for which you do not control copyright. Those thus making or running the covered works for you must do so exclusively on your behalf, under your direction and control, on terms that prohibit them from making any copies of your copyrighted material outside their relationship with you. Conveying under any other circumstances is permitted solely under the conditions stated below. Sublicensing is not allowed; section 10 makes it unnecessary. 3. Protecting Users' Legal Rights From Anti-Circumvention Law. No covered work shall be deemed part of an effective technological measure under any applicable law fulfilling obligations under article 11 of the WIPO copyright treaty adopted on 20 December 1996, or similar laws prohibiting or restricting circumvention of such measures. When you convey a covered work, you waive any legal power to forbid circumvention of technological measures to the extent such circumvention is effected by exercising rights under this License with respect to the covered work, and you disclaim any intention to limit operation or modification of the work as a means of enforcing, against the work's users, your or third parties' legal rights to forbid circumvention of technological measures. 4. Conveying Verbatim Copies. You may convey verbatim copies of the Program's source code as you receive it, in any medium, provided that you conspicuously and appropriately publish on each copy an appropriate copyright notice; keep intact all notices stating that this License and any non-permissive terms added in accord with section 7 apply to the code; keep intact all notices of the absence of any warranty; and give all recipients a copy of this License along with the Program. You may charge any price or no price for each copy that you convey, and you may offer support or warranty protection for a fee. 5. Conveying Modified Source Versions. You may convey a work based on the Program, or the modifications to produce it from the Program, in the form of source code under the terms of section 4, provided that you also meet all of these conditions: a) The work must carry prominent notices stating that you modified it, and giving a relevant date. b) The work must carry prominent notices stating that it is released under this License and any conditions added under section 7. This requirement modifies the requirement in section 4 to "keep intact all notices". c) You must license the entire work, as a whole, under this License to anyone who comes into possession of a copy. This License will therefore apply, along with any applicable section 7 additional terms, to the whole of the work, and all its parts, regardless of how they are packaged. This License gives no permission to license the work in any other way, but it does not invalidate such permission if you have separately received it. d) If the work has interactive user interfaces, each must display Appropriate Legal Notices; however, if the Program has interactive interfaces that do not display Appropriate Legal Notices, your work need not make them do so. A compilation of a covered work with other separate and independent works, which are not by their nature extensions of the covered work, and which are not combined with it such as to form a larger program, in or on a volume of a storage or distribution medium, is called an "aggregate" if the compilation and its resulting copyright are not used to limit the access or legal rights of the compilation's users beyond what the individual works permit. Inclusion of a covered work in an aggregate does not cause this License to apply to the other parts of the aggregate. 6. Conveying Non-Source Forms. You may convey a covered work in object code form under the terms of sections 4 and 5, provided that you also convey the machine-readable Corresponding Source under the terms of this License, in one of these ways: a) Convey the object code in, or embodied in, a physical product (including a physical distribution medium), accompanied by the Corresponding Source fixed on a durable physical medium customarily used for software interchange. b) Convey the object code in, or embodied in, a physical product (including a physical distribution medium), accompanied by a written offer, valid for at least three years and valid for as long as you offer spare parts or customer support for that product model, to give anyone who possesses the object code either (1) a copy of the Corresponding Source for all the software in the product that is covered by this License, on a durable physical medium customarily used for software interchange, for a price no more than your reasonable cost of physically performing this conveying of source, or (2) access to copy the Corresponding Source from a network server at no charge. c) Convey individual copies of the object code with a copy of the written offer to provide the Corresponding Source. This alternative is allowed only occasionally and noncommercially, and only if you received the object code with such an offer, in accord with subsection 6b. d) Convey the object code by offering access from a designated place (gratis or for a charge), and offer equivalent access to the Corresponding Source in the same way through the same place at no further charge. You need not require recipients to copy the Corresponding Source along with the object code. If the place to copy the object code is a network server, the Corresponding Source may be on a different server (operated by you or a third party) that supports equivalent copying facilities, provided you maintain clear directions next to the object code saying where to find the Corresponding Source. Regardless of what server hosts the Corresponding Source, you remain obligated to ensure that it is available for as long as needed to satisfy these requirements. e) Convey the object code using peer-to-peer transmission, provided you inform other peers where the object code and Corresponding Source of the work are being offered to the general public at no charge under subsection 6d. A separable portion of the object code, whose source code is excluded from the Corresponding Source as a System Library, need not be included in conveying the object code work. A "User Product" is either (1) a "consumer product", which means any tangible personal property which is normally used for personal, family, or household purposes, or (2) anything designed or sold for incorporation into a dwelling. In determining whether a product is a consumer product, doubtful cases shall be resolved in favor of coverage. For a particular product received by a particular user, "normally used" refers to a typical or common use of that class of product, regardless of the status of the particular user or of the way in which the particular user actually uses, or expects or is expected to use, the product. A product is a consumer product regardless of whether the product has substantial commercial, industrial or non-consumer uses, unless such uses represent the only significant mode of use of the product. "Installation Information" for a User Product means any methods, procedures, authorization keys, or other information required to install and execute modified versions of a covered work in that User Product from a modified version of its Corresponding Source. The information must suffice to ensure that the continued functioning of the modified object code is in no case prevented or interfered with solely because modification has been made. If you convey an object code work under this section in, or with, or specifically for use in, a User Product, and the conveying occurs as part of a transaction in which the right of possession and use of the User Product is transferred to the recipient in perpetuity or for a fixed term (regardless of how the transaction is characterized), the Corresponding Source conveyed under this section must be accompanied by the Installation Information. But this requirement does not apply if neither you nor any third party retains the ability to install modified object code on the User Product (for example, the work has been installed in ROM). The requirement to provide Installation Information does not include a requirement to continue to provide support service, warranty, or updates for a work that has been modified or installed by the recipient, or for the User Product in which it has been modified or installed. Access to a network may be denied when the modification itself materially and adversely affects the operation of the network or violates the rules and protocols for communication across the network. Corresponding Source conveyed, and Installation Information provided, in accord with this section must be in a format that is publicly documented (and with an implementation available to the public in source code form), and must require no special password or key for unpacking, reading or copying. 7. Additional Terms. "Additional permissions" are terms that supplement the terms of this License by making exceptions from one or more of its conditions. Additional permissions that are applicable to the entire Program shall be treated as though they were included in this License, to the extent that they are valid under applicable law. If additional permissions apply only to part of the Program, that part may be used separately under those permissions, but the entire Program remains governed by this License without regard to the additional permissions. When you convey a copy of a covered work, you may at your option remove any additional permissions from that copy, or from any part of it. (Additional permissions may be written to require their own removal in certain cases when you modify the work.) You may place additional permissions on material, added by you to a covered work, for which you have or can give appropriate copyright permission. Notwithstanding any other provision of this License, for material you add to a covered work, you may (if authorized by the copyright holders of that material) supplement the terms of this License with terms: a) Disclaiming warranty or limiting liability differently from the terms of sections 15 and 16 of this License; or b) Requiring preservation of specified reasonable legal notices or author attributions in that material or in the Appropriate Legal Notices displayed by works containing it; or c) Prohibiting misrepresentation of the origin of that material, or requiring that modified versions of such material be marked in reasonable ways as different from the original version; or d) Limiting the use for publicity purposes of names of licensors or authors of the material; or e) Declining to grant rights under trademark law for use of some trade names, trademarks, or service marks; or f) Requiring indemnification of licensors and authors of that material by anyone who conveys the material (or modified versions of it) with contractual assumptions of liability to the recipient, for any liability that these contractual assumptions directly impose on those licensors and authors. All other non-permissive additional terms are considered "further restrictions" within the meaning of section 10. If the Program as you received it, or any part of it, contains a notice stating that it is governed by this License along with a term that is a further restriction, you may remove that term. If a license document contains a further restriction but permits relicensing or conveying under this License, you may add to a covered work material governed by the terms of that license document, provided that the further restriction does not survive such relicensing or conveying. If you add terms to a covered work in accord with this section, you must place, in the relevant source files, a statement of the additional terms that apply to those files, or a notice indicating where to find the applicable terms. Additional terms, permissive or non-permissive, may be stated in the form of a separately written license, or stated as exceptions; the above requirements apply either way. 8. Termination. You may not propagate or modify a covered work except as expressly provided under this License. Any attempt otherwise to propagate or modify it is void, and will automatically terminate your rights under this License (including any patent licenses granted under the third paragraph of section 11). However, if you cease all violation of this License, then your license from a particular copyright holder is reinstated (a) provisionally, unless and until the copyright holder explicitly and finally terminates your license, and (b) permanently, if the copyright holder fails to notify you of the violation by some reasonable means prior to 60 days after the cessation. Moreover, your license from a particular copyright holder is reinstated permanently if the copyright holder notifies you of the violation by some reasonable means, this is the first time you have received notice of violation of this License (for any work) from that copyright holder, and you cure the violation prior to 30 days after your receipt of the notice. Termination of your rights under this section does not terminate the licenses of parties who have received copies or rights from you under this License. If your rights have been terminated and not permanently reinstated, you do not qualify to receive new licenses for the same material under section 10. 9. Acceptance Not Required for Having Copies. You are not required to accept this License in order to receive or run a copy of the Program. Ancillary propagation of a covered work occurring solely as a consequence of using peer-to-peer transmission to receive a copy likewise does not require acceptance. However, nothing other than this License grants you permission to propagate or modify any covered work. These actions infringe copyright if you do not accept this License. Therefore, by modifying or propagating a covered work, you indicate your acceptance of this License to do so. 10. Automatic Licensing of Downstream Recipients. Each time you convey a covered work, the recipient automatically receives a license from the original licensors, to run, modify and propagate that work, subject to this License. You are not responsible for enforcing compliance by third parties with this License. An "entity transaction" is a transaction transferring control of an organization, or substantially all assets of one, or subdividing an organization, or merging organizations. If propagation of a covered work results from an entity transaction, each party to that transaction who receives a copy of the work also receives whatever licenses to the work the party's predecessor in interest had or could give under the previous paragraph, plus a right to possession of the Corresponding Source of the work from the predecessor in interest, if the predecessor has it or can get it with reasonable efforts. You may not impose any further restrictions on the exercise of the rights granted or affirmed under this License. For example, you may not impose a license fee, royalty, or other charge for exercise of rights granted under this License, and you may not initiate litigation (including a cross-claim or counterclaim in a lawsuit) alleging that any patent claim is infringed by making, using, selling, offering for sale, or importing the Program or any portion of it. 11. Patents. A "contributor" is a copyright holder who authorizes use under this License of the Program or a work on which the Program is based. The work thus licensed is called the contributor's "contributor version". A contributor's "essential patent claims" are all patent claims owned or controlled by the contributor, whether already acquired or hereafter acquired, that would be infringed by some manner, permitted by this License, of making, using, or selling its contributor version, but do not include claims that would be infringed only as a consequence of further modification of the contributor version. For purposes of this definition, "control" includes the right to grant patent sublicenses in a manner consistent with the requirements of this License. Each contributor grants you a non-exclusive, worldwide, royalty-free patent license under the contributor's essential patent claims, to make, use, sell, offer for sale, import and otherwise run, modify and propagate the contents of its contributor version. In the following three paragraphs, a "patent license" is any express agreement or commitment, however denominated, not to enforce a patent (such as an express permission to practice a patent or covenant not to sue for patent infringement). To "grant" such a patent license to a party means to make such an agreement or commitment not to enforce a patent against the party. If you convey a covered work, knowingly relying on a patent license, and the Corresponding Source of the work is not available for anyone to copy, free of charge and under the terms of this License, through a publicly available network server or other readily accessible means, then you must either (1) cause the Corresponding Source to be so available, or (2) arrange to deprive yourself of the benefit of the patent license for this particular work, or (3) arrange, in a manner consistent with the requirements of this License, to extend the patent license to downstream recipients. "Knowingly relying" means you have actual knowledge that, but for the patent license, your conveying the covered work in a country, or your recipient's use of the covered work in a country, would infringe one or more identifiable patents in that country that you have reason to believe are valid. If, pursuant to or in connection with a single transaction or arrangement, you convey, or propagate by procuring conveyance of, a covered work, and grant a patent license to some of the parties receiving the covered work authorizing them to use, propagate, modify or convey a specific copy of the covered work, then the patent license you grant is automatically extended to all recipients of the covered work and works based on it. A patent license is "discriminatory" if it does not include within the scope of its coverage, prohibits the exercise of, or is conditioned on the non-exercise of one or more of the rights that are specifically granted under this License. You may not convey a covered work if you are a party to an arrangement with a third party that is in the business of distributing software, under which you make payment to the third party based on the extent of your activity of conveying the work, and under which the third party grants, to any of the parties who would receive the covered work from you, a discriminatory patent license (a) in connection with copies of the covered work conveyed by you (or copies made from those copies), or (b) primarily for and in connection with specific products or compilations that contain the covered work, unless you entered into that arrangement, or that patent license was granted, prior to 28 March 2007. Nothing in this License shall be construed as excluding or limiting any implied license or other defenses to infringement that may otherwise be available to you under applicable patent law. 12. No Surrender of Others' Freedom. If conditions are imposed on you (whether by court order, agreement or otherwise) that contradict the conditions of this License, they do not excuse you from the conditions of this License. If you cannot convey a covered work so as to satisfy simultaneously your obligations under this License and any other pertinent obligations, then as a consequence you may not convey it at all. For example, if you agree to terms that obligate you to collect a royalty for further conveying from those to whom you convey the Program, the only way you could satisfy both those terms and this License would be to refrain entirely from conveying the Program. 13. Remote Network Interaction; Use with the GNU General Public License. Notwithstanding any other provision of this License, if you modify the Program, your modified version must prominently offer all users interacting with it remotely through a computer network (if your version supports such interaction) an opportunity to receive the Corresponding Source of your version by providing access to the Corresponding Source from a network server at no charge, through some standard or customary means of facilitating copying of software. This Corresponding Source shall include the Corresponding Source for any work covered by version 3 of the GNU General Public License that is incorporated pursuant to the following paragraph. Notwithstanding any other provision of this License, you have permission to link or combine any covered work with a work licensed under version 3 of the GNU General Public License into a single combined work, and to convey the resulting work. The terms of this License will continue to apply to the part which is the covered work, but the work with which it is combined will remain governed by version 3 of the GNU General Public License. 14. Revised Versions of this License. The Free Software Foundation may publish revised and/or new versions of the GNU Affero General Public License from time to time. Such new versions will be similar in spirit to the present version, but may differ in detail to address new problems or concerns. Each version is given a distinguishing version number. If the Program specifies that a certain numbered version of the GNU Affero General Public License "or any later version" applies to it, you have the option of following the terms and conditions either of that numbered version or of any later version published by the Free Software Foundation. If the Program does not specify a version number of the GNU Affero General Public License, you may choose any version ever published by the Free Software Foundation. If the Program specifies that a proxy can decide which future versions of the GNU Affero General Public License can be used, that proxy's public statement of acceptance of a version permanently authorizes you to choose that version for the Program. Later license versions may give you additional or different permissions. However, no additional obligations are imposed on any author or copyright holder as a result of your choosing to follow a later version. 15. Disclaimer of Warranty. THERE IS NO WARRANTY FOR THE PROGRAM, TO THE EXTENT PERMITTED BY APPLICABLE LAW. EXCEPT WHEN OTHERWISE STATED IN WRITING THE COPYRIGHT HOLDERS AND/OR OTHER PARTIES PROVIDE THE PROGRAM "AS IS" WITHOUT WARRANTY OF ANY KIND, EITHER EXPRESSED OR IMPLIED, INCLUDING, BUT NOT LIMITED TO, THE IMPLIED WARRANTIES OF MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE. THE ENTIRE RISK AS TO THE QUALITY AND PERFORMANCE OF THE PROGRAM IS WITH YOU. SHOULD THE PROGRAM PROVE DEFECTIVE, YOU ASSUME THE COST OF ALL NECESSARY SERVICING, REPAIR OR CORRECTION. 16. Limitation of Liability. IN NO EVENT UNLESS REQUIRED BY APPLICABLE LAW OR AGREED TO IN WRITING WILL ANY COPYRIGHT HOLDER, OR ANY OTHER PARTY WHO MODIFIES AND/OR CONVEYS THE PROGRAM AS PERMITTED ABOVE, BE LIABLE TO YOU FOR DAMAGES, INCLUDING ANY GENERAL, SPECIAL, INCIDENTAL OR CONSEQUENTIAL DAMAGES ARISING OUT OF THE USE OR INABILITY TO USE THE PROGRAM (INCLUDING BUT NOT LIMITED TO LOSS OF DATA OR DATA BEING RENDERED INACCURATE OR LOSSES SUSTAINED BY YOU OR THIRD PARTIES OR A FAILURE OF THE PROGRAM TO OPERATE WITH ANY OTHER PROGRAMS), EVEN IF SUCH HOLDER OR OTHER PARTY HAS BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES. 17. Interpretation of Sections 15 and 16. If the disclaimer of warranty and limitation of liability provided above cannot be given local legal effect according to their terms, reviewing courts shall apply local law that most closely approximates an absolute waiver of all civil liability in connection with the Program, unless a warranty or assumption of liability accompanies a copy of the Program in return for a fee. END OF TERMS AND CONDITIONS How to Apply These Terms to Your New Programs If you develop a new program, and you want it to be of the greatest possible use to the public, the best way to achieve this is to make it free software which everyone can redistribute and change under these terms. To do so, attach the following notices to the program. It is safest to attach them to the start of each source file to most effectively state the exclusion of warranty; and each file should have at least the "copyright" line and a pointer to where the full notice is found. <one line to give the program's name and a brief idea of what it does.> Copyright (C) <year> <name of author> This program is free software: you can redistribute it and/or modify it under the terms of the GNU Affero General Public License as published by the Free Software Foundation, either version 3 of the License, or (at your option) any later version. This program is distributed in the hope that it will be useful, but WITHOUT ANY WARRANTY; without even the implied warranty of MERCHANTABILITY or FITNESS FOR A PARTICULAR PURPOSE. See the GNU Affero General Public License for more details. You should have received a copy of the GNU Affero General Public License along with this program. If not, see <https://www.gnu.org/licenses/>. Also add information on how to contact you by electronic and paper mail. If your software can interact with users remotely through a computer network, you should also make sure that it provides a way for users to get its source. For example, if your program is a web application, its interface could display a "Source" link that leads users to an archive of the code. There are many ways you could offer source, and different solutions will be better for different programs; see section 13 for the specific requirements. You should also get your employer (if you work as a programmer) or school, if any, to sign a "copyright disclaimer" for the program, if necessary. For more information on this, and how to apply and follow the GNU AGPL, see <https://www.gnu.org/licenses/>.

[ { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "Check for updates RECOVER IDNTIY GOVERN NIST Cybersecurity Framework RESPOND PROTECT DETECT\n\nThe NIST Cybersecurity Framework (CSF) 2.0\n\nNational Institute of Standards and Technology This publication is available free of charge from: https://doi.org/10.6028/NIST.CSWP.29\n\nFebruary 26, 2024\n\nNATIONALINSTITUTEOF STANDARDS AND TECHNOLOGY NIST U.S. DEPARTMENT OF COMMERCE", "headingPath": [], "pageStart": 1, "pageEnd": 1, "chunkIndex": 0, "charCount": 382, "approxTokens": 96, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 1" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **Abstract**\n\nThe NIST Cybersecurity Framework (CSF) 2.0 provides guidance to industry, government agencies, and other organizations to manage cybersecurity risks. It offers a taxonomy of highlevel cybersecurity outcomes that can be used by any organization \u2014 regardless of its size, sector, or maturity \u2014 to better understand, assess, prioritize, and communicate its cybersecurity efforts. The CSF does not prescribe how outcomes should be achieved. Rather, it links to online resources that provide additional guidance on practices and controls that could be used to achieve those outcomes. This document describes CSF 2.0, its components, and some of the many ways that it can be used.", "headingPath": [ "Abstract" ], "pageStart": 2, "pageEnd": 2, "chunkIndex": 1, "charCount": 690, "approxTokens": 172, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 2" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **Keywords**\n\ncybersecurity; Cybersecurity Framework (CSF); cybersecurity risk governance; cybersecurity risk management; enterprise risk management; Profiles; Tiers.\n\n# **Audience**\n\nIndividuals responsible for developing and leading cybersecurity programs are the primary audience for the CSF. The CSF can also be used by others involved in managing risk \u2014 including executives, boards of directors, acquisition professionals, technology professionals, risk managers, lawyers, human resources specialists, and cybersecurity and risk management auditors \u2014 to guide their cybersecurity-related decisions. Additionally, the CSF can be useful to those making and influencing policy (e.g., associations, professional organizations, regulators) who set and communicate priorities for cybersecurity risk management.", "headingPath": [ "Keywords" ], "pageStart": 2, "pageEnd": 2, "chunkIndex": 2, "charCount": 812, "approxTokens": 203, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 2" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **Supplemental Content**\n\nNIST will continue to build and host additional resources to help organizations implement the CSF, including Quick Start Guides and Community Profiles. All resources are made publicly available on the NIST CSF website. Suggestions for additional resources to reference on the NIST CSF website can always be shared with NIST at cyberframework@nist.gov.", "headingPath": [ "Supplemental Content" ], "pageStart": 2, "pageEnd": 2, "chunkIndex": 3, "charCount": 379, "approxTokens": 95, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 2" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **Note to Readers**\n\nUnless otherwise noted, documents cited, referenced, or excerpted in this publication are not wholly incorporated into this publication.\n\nBefore version 2.0, the Cybersecurity Framework was called the \u201cFramework for Improving Critical Infrastructure Cybersecurity.\u201d This title is not used for CSF 2.0.", "headingPath": [ "Note to Readers" ], "pageStart": 2, "pageEnd": 2, "chunkIndex": 4, "charCount": 324, "approxTokens": 81, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 2" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **Acknowledgments**\n\nThe CSF is the result of a multi-year collaborative effort across industry, academia, and government in the United States and around the world. NIST acknowledges and thanks all of those who have contributed to this revised CSF. Information on the CSF development process can be found on the NIST CSF website. Lessons learned about the use of the CSF can always be shared with NIST at cyberframework@nist.gov.", "headingPath": [ "Acknowledgments" ], "pageStart": 3, "pageEnd": 3, "chunkIndex": 5, "charCount": 431, "approxTokens": 108, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 3" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **Table of Contents**\n\n|**1. Cybersecurity Framework (CSF) Overview ............................................................**|**...........................1**|\n|---|---|\n|**2. Introduction to the CSF Core ................................................................................**|**...........................3**|\n|**3. Introduction to CSF Profiles and Tiers ..................................................................**|**...........................6**|\n|3.1. CSF Profiles...|6|\n|3.2. CSF Tiers ...|7|\n|**4. Introduction to Online Resources That Supplement the CSF .................................**|**...........................9**|\n|**5. Improving Cybersecurity Risk Communication and Integration .............................**|**......................... 10**|\n|5.1. Improving Risk Management Communication .|10|\n|5.2. Improving Integration with Other Risk Management Programs .|..11|\n|**Appendix A. CSF Core ..............................................................................................**|**......................... 15**|\n|**Appendix B. CSF Tiers ..............................................................................................**|**......................... 24**|\n|**Appendix C. Glossary ..............................................................................................**|**......................... 26**|", "headingPath": [ "Table of Contents" ], "pageStart": 4, "pageEnd": 4, "chunkIndex": 6, "charCount": 1378, "approxTokens": 344, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 4" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **List of Figures**\n\n|**Fig. 1. CSF Core structure ....................................................................................................................3**|\n|---|\n|**Fig. 2. CSF Functions ...........................................................................................................................5**|\n|**Fig. 3. Steps for creating and using a CSF Organizational Profile ...........................................................6**|\n|**Fig. 4. CSF Tiers for cybersecurity risk governance and management ...................................................8**|\n|**Fig. 5. Using the CSF to improve risk management communication .................................................... 10**|\n|**Fig. 6. Cybersecurity and privacy risk relationship ............................................................................. 13**|", "headingPath": [ "List of Figures" ], "pageStart": 4, "pageEnd": 4, "chunkIndex": 7, "charCount": 855, "approxTokens": 214, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 4" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **Preface**\n\nThe Cybersecurity Framework (CSF) 2.0 is designed to help organizations of all sizes and sectors \u2014 including industry, government, academia, and nonprofit \u2014 to manage and reduce their cybersecurity risks. It is useful regardless of the maturity level and technical sophistication of an organization\u2019s cybersecurity programs. Nevertheless, the CSF does not embrace a one-size-fitsall approach. Each organization has both common and unique risks, as well as varying risk appetites and tolerances, specific missions, and objectives to achieve those missions. By necessity, the way organizations implement the CSF will vary.\n\nIdeally, the CSF will be used to address cybersecurity risks alongside other risks of the enterprise, including those that are financial, privacy, supply chain, reputational, technological, or physical in nature.\n\nThe CSF _describes_ desired outcomes that are intended to be understood by a broad audience, including executives, managers, and practitioners, regardless of their cybersecurity expertise. Because these outcomes are sector-, country-, and technology-neutral, they provide an organization with the flexibility needed to address their unique risks, technologies, and mission considerations. Outcomes are mapped directly to a list of potential security controls for immediate consideration to mitigate cybersecurity risks.", "headingPath": [ "Preface" ], "pageStart": 5, "pageEnd": 5, "chunkIndex": 8, "charCount": 1370, "approxTokens": 342, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 5" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "Although not prescriptive, the CSF assists its users in learning about and selecting specific outcomes. Suggestions for how specific outcomes may be achieved are provided in an expanding suite of online resources that complement the CSF, including a series of Quick Start Guides (QSGs). Also, various tools offer downloadable formats to help organizations that choose to automate some of their processes. The QSGs suggest initial ways to use the CSF and invite the reader to explore the CSF and related resources in greater depth. Available through the NIST CSF website, the CSF and these supplementary resources from NIST and others should be viewed as a \u201cCSF portfolio\u201d to help manage and reduce risks. Regardless of how it is applied, the CSF prompts its users to consider their cybersecurity posture in context and then adapt the CSF to their specific needs.\n\nBuilding on previous versions, CSF 2.0 contains new features that highlight the importance of _governance_ and _supply chains_ . Special attention is paid to the QSGs to ensure that the CSF is relevant and readily accessible by smaller organizations as well as their larger counterparts. NIST now provides _Implementation Examples_ and _Informative References_ , which are available online and updated regularly. Creating current and target state _Organizational Profiles_ helps organizations to compare where they are versus where they want or need to be and allows them to implement and assess security controls more quickly.\n\nCybersecurity risks are expanding constantly, and managing those risks must be a continuous process. This is true regardless of whether an organization is just beginning to confront its cybersecurity challenges or whether it has been active for many years with a sophisticated, well-resourced cybersecurity team. The CSF is designed to be valuable for any type of organization and is expected to provide appropriate guidance over a long time.", "headingPath": [ "Preface" ], "pageStart": 5, "pageEnd": 5, "chunkIndex": 9, "charCount": 1935, "approxTokens": 484, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 5" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **1. Cybersecurity Framework (CSF) Overview**\n\nThis document is version 2.0 of the NIST Cybersecurity Framework ( _Framework_ or _CSF_ ). It includes the following components:\n\n- **_CSF Core_** , the nucleus of the CSF, which is a taxonomy of high-level cybersecurity outcomes that can help any organization manage its cybersecurity risks. The CSF Core components are a hierarchy of Functions, Categories, and Subcategories that detail each outcome. These outcomes can be understood by a broad audience, including executives, managers, and practitioners, regardless of their cybersecurity expertise. Because the outcomes are sector-, country-, and technology-neutral, they provide an organization with the flexibility needed to address its unique risks, technologies, and mission considerations.\n\n- **_CSF Organizational Profiles_** , which are a mechanism for describing an organization\u2019s current and/or target cybersecurity posture in terms of the CSF Core\u2019s outcomes.\n\n- **_CSF Tiers_** , which can be applied to CSF Organizational Profiles to characterize the rigor of an organization\u2019s cybersecurity risk governance and management practices. Tiers can also provide context for how an organization views cybersecurity risks and the processes in place to manage those risks.\n\nThis document describes _what_ desirable outcomes an organization can aspire to achieve. It does not _prescribe_ outcomes nor _how_ they may be achieved. Descriptions of _how_ an organization can achieve those outcomes are provided in a suite of online resources that complement the CSF and are available through the NIST CSF website. These resources offer additional guidance on practices and controls that could be used to achieve outcomes and are intended to help an organization understand, adopt, and use the CSF. They include:\n\n- _Informative References_ that point to sources of guidance on each outcome from existing global standards, guidelines, frameworks, regulations, policies, etc.", "headingPath": [ "1. Cybersecurity Framework (CSF) Overview" ], "pageStart": 6, "pageEnd": 6, "chunkIndex": 10, "charCount": 1982, "approxTokens": 496, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 6" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "- _Implementation Examples_ that illustrate potential ways to achieve each outcome\n\n- _Quick-Start Guides_ that give actionable guidance on using the CSF and its online resources, including transitioning from previous CSF versions to version 2.0\n\n- _Community Profiles_ and _Organizational Profile Templates_ that help an organization put the CSF into practice and set priorities for managing cybersecurity risks\n\nAn organization can use the CSF Core, Profiles, and Tiers with the supplementary resources to understand, assess, prioritize, and communicate cybersecurity risks.\n\n- **Understand and Assess:** Describe the current or target cybersecurity posture of part or all of an organization, determine gaps, and assess progress toward addressing those gaps.\n\n- **Prioritize:** Identify, organize, and prioritize actions for managing cybersecurity risks that align with the organization\u2019s mission, legal and regulatory requirements, and risk management and governance expectations.\n\n- **Communicate:** Provide a common language for communicating inside and outside the organization about cybersecurity risks, capabilities, needs, and expectations.\n\nThe CSF is designed to be used by organizations of all sizes and sectors, including industry, government, academia, and nonprofit organizations, regardless of the maturity level of their cybersecurity programs. The CSF is a foundational resource that may be adopted voluntarily and through governmental policies and mandates. The CSF\u2019s taxonomy and referenced standards, guidelines, and practices are not country-specific, and previous versions of the CSF have been leveraged successfully by many governments and other organizations both inside and outside of the United States.", "headingPath": [ "1. Cybersecurity Framework (CSF) Overview" ], "pageStart": 6, "pageEnd": 7, "chunkIndex": 11, "charCount": 1764, "approxTokens": 441, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 6-7" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "The CSF should be used in conjunction with other resources (e.g., frameworks, standards, guidelines, leading practices) to better manage cybersecurity risks and inform the overall management of information and communications technology (ICT) risks at an enterprise level. The CSF is a flexible framework that is intended to be tailored for use by all organizations regardless of size. Organizations will continue to have unique risks \u2014 including different threats and vulnerabilities \u2014 and risk tolerances, as well as unique mission objectives and requirements. Thus, organizations\u2019 approaches to managing risks and their implementations of the CSF will vary.\n\nThe remainder of this document is structured as follows:\n\n- Section 2 explains the basics of the CSF Core: Functions, Categories, and Subcategories.\n\n- Section 3 defines the concepts of CSF Profiles and Tiers.\n\n- Section 4 provides an overview of selected components of the CSF\u2019s suite of online resources: Informative References, Implementation Examples, and Quick Start Guides.\n\n- Section 5 discusses how an organization can integrate the CSF with other risk management programs.\n\n- Appendix A is the CSF Core.\n\n- Appendix B contains a notional illustration of the CSF Tiers.\n\n- Appendix C is a glossary of CSF terminology.", "headingPath": [ "1. Cybersecurity Framework (CSF) Overview" ], "pageStart": 7, "pageEnd": 7, "chunkIndex": 12, "charCount": 1286, "approxTokens": 322, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 7" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **2. Introduction to the CSF Core**\n\nAppendix A is the CSF Core \u2014 a set of cybersecurity outcomes arranged by Function, then Category, and finally Subcategory, as depicted in Fig. 1. These outcomes are not a checklist of actions to perform; specific actions taken to achieve an outcome will vary by organization and use case, as will the individual responsible for those actions. Additionally, the order and size of Functions, Categories, and Subcategories in the Core does not imply the sequence or importance of achieving them. The structure of the Core is intended to resonate most with those charged with operationalizing risk management within an organization.\n\n\nCybersecurity Framework Core Functions Categories Subcategories Govern Identify Protect Detect Respond Recover \n\n**Fig. 1. CSF Core structure**\n\nThe CSF Core Functions \u2014 GOVERN, IDENTIFY, PROTECT, DETECT, RESPOND, and RECOVER \u2014 organize cybersecurity outcomes at their highest level.\n\n- **GOVERN (GV)** \u2014 _The organization\u2019s cybersecurity risk management strategy, expectations, and policy are established, communicated, and monitored._ The GOVERN Function provides outcomes to inform what an organization may do to achieve and prioritize the outcomes of the other five Functions in the context of its mission and stakeholder expectations. Governance activities are critical for incorporating cybersecurity into an organization\u2019s broader enterprise risk management (ERM) strategy. GOVERN addresses an understanding of organizational context; the establishment of cybersecurity strategy and cybersecurity supply chain risk management; roles, responsibilities, and authorities; policy; and the oversight of cybersecurity strategy.", "headingPath": [ "2. Introduction to the CSF Core" ], "pageStart": 8, "pageEnd": 8, "chunkIndex": 13, "charCount": 1780, "approxTokens": 445, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 8" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "- **IDENTIFY (ID)** \u2014 _The organization\u2019s current cybersecurity risks are understood._ Understanding the organization\u2019s assets (e.g., data, hardware, software, systems, facilities, services, people), suppliers, and related cybersecurity risks enables an organization to prioritize its efforts consistent with its risk management strategy and the mission needs identified under GOVERN. This Function also includes the identification of\n\nimprovement opportunities for the organization\u2019s policies, plans, processes, procedures, and practices that support cybersecurity risk management to inform efforts under all six Functions.\n\n- **PROTECT (PR)** \u2014 _Safeguards to manage the organization\u2019s cybersecurity risks are used._ Once assets and risks are identified and prioritized, PROTECT supports the ability to secure those assets to prevent or lower the likelihood and impact of adverse cybersecurity events, as well as to increase the likelihood and impact of taking advantage of opportunities. Outcomes covered by this Function include identity management, authentication, and access control; awareness and training; data security; platform security (i.e., securing the hardware, software, and services of physical and virtual platforms); and the resilience of technology infrastructure.\n\n- **DETECT (DE)** \u2014 _Possible cybersecurity attacks and compromises are found and analyzed._ DETECT enables the timely discovery and analysis of anomalies, indicators of compromise, and other potentially adverse events that may indicate that cybersecurity attacks and incidents are occurring. This Function supports successful incident response and recovery activities.\n\n- **RESPOND (RS)** \u2014 _Actions regarding a detected cybersecurity incident are taken._ RESPOND supports the ability to contain the effects of cybersecurity incidents. Outcomes within this Function cover incident management, analysis, mitigation, reporting, and communication.", "headingPath": [ "2. Introduction to the CSF Core" ], "pageStart": 8, "pageEnd": 9, "chunkIndex": 14, "charCount": 1931, "approxTokens": 483, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 8-9" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "- **RECOVER (RC)** \u2014 _Assets and operations affected by a cybersecurity incident are restored._ RECOVER supports the timely restoration of normal operations to reduce the effects of cybersecurity incidents and enable appropriate communication during recovery efforts.\n\nWhile many cybersecurity risk management activities focus on preventing negative events from occurring, they may also support taking advantage of positive opportunities. Actions to reduce cybersecurity risk might benefit an organization in other ways, like increasing revenue (e.g., first offering excess facility space to a commercial hosting provider for hosting their own and other organizations\u2019 data centers, then moving a major financial system from the organization\u2019s in-house data center to the hosting provider to reduce cybersecurity risks).\n\nFigure 2 shows the CSF Functions as a wheel because all of the Functions relate to one another. For example, an organization will categorize assets under IDENTIFY and take steps to secure those assets under PROTECT. Investments in planning and testing in the GOVERN and IDENTIFY Functions will support timely detection of unexpected events in the DETECT Function, as well as enabling incident response and recovery actions for cybersecurity incidents in the RESPOND and RECOVER Functions. GOVERN is in the center of the wheel because it informs how an organization will implement the other five Functions.\n\n\nRECOVERGOVERNIDNTIFY NIST Cybersecurity Framework RESPOND DETECT \n\n**Fig. 2. CSF Functions**", "headingPath": [ "2. Introduction to the CSF Core" ], "pageStart": 9, "pageEnd": 10, "chunkIndex": 15, "charCount": 1611, "approxTokens": 403, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 9-10" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "The Functions should be addressed concurrently. Actions that support GOVERN, IDENTIFY, PROTECT, and DETECT should all happen continuously, and actions that support RESPOND and RECOVER should be ready at all times and happen when cybersecurity incidents occur. All Functions have vital roles related to cybersecurity incidents. GOVERN, IDENTIFY, and PROTECT outcomes help prevent and prepare for incidents, while GOVERN, DETECT, RESPOND, and RECOVER outcomes help discover and manage incidents.\n\nEach Function is named after a verb that summarizes its contents. Each Function is divided into _Categories_ , which are related cybersecurity outcomes that collectively comprise the Function. _Subcategories_ further divide each Category into more specific outcomes of technical and management activities. The Subcategories are not exhaustive, but they describe detailed outcomes that support each Category.\n\nThe Functions, Categories, and Subcategories apply to all ICT used by an organization, including information technology (IT), the Internet of Things (IoT), and operational technology (OT). They also apply to all types of technology environments, including cloud, mobile, and artificial intelligence systems. The CSF Core is forward-looking and intended to apply to future changes in technologies and environments.", "headingPath": [ "2. Introduction to the CSF Core" ], "pageStart": 10, "pageEnd": 10, "chunkIndex": 16, "charCount": 1317, "approxTokens": 329, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 10" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **3. Introduction to CSF Profiles and Tiers**\n\nThis section defines the concepts of CSF Profiles and Tiers.\n\n# **3.1. CSF Profiles**\n\nA _CSF Organizational Profile_ describes an organization\u2019s current and/or target cybersecurity posture in terms of the Core\u2019s outcomes. Organizational Profiles are used to understand, tailor, assess, prioritize, and communicate the Core\u2019s outcomes by considering an organization\u2019s mission objectives, stakeholder expectations, threat landscape, and requirements. An organization can then prioritize its actions to achieve specific outcomes and communicate that information to stakeholders.\n\nEvery Organizational Profile includes one or both of the following:\n\n1. A _Current Profile_ specifies the Core outcomes that an organization is currently achieving (or attempting to achieve) and characterizes how or to what extent each outcome is being achieved.\n\n2. A _Target Profile_ specifies the desired outcomes that an organization has selected and prioritized for achieving its cybersecurity risk management objectives. A Target Profile considers anticipated changes to the organization\u2019s cybersecurity posture, such as new requirements, new technology adoption, and threat intelligence trends.\n\nA _Community Profile_ is a baseline of CSF outcomes that is created and published to address shared interests and goals among a number of organizations. A Community Profile is typically developed for a particular sector, subsector, technology, threat type, or other use case. An organization can use a Community Profile as the basis for its own Target Profile. Examples of Community Profiles can be found on the NIST CSF website.\n\nThe steps shown in Fig. 3 and summarized below illustrate one way that an organization could use an Organizational Profile to help inform continuous improvement of its cybersecurity.", "headingPath": [ "3. Introduction to CSF Profiles and Tiers" ], "pageStart": 11, "pageEnd": 11, "chunkIndex": 17, "charCount": 1843, "approxTokens": 461, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 11" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "\nScope the Organizational Profile GOVERN 2 Gather needed information NIST CybersecurityFramework 3 Create the Organizational Profile Analyze gaps and create an action plan DETECT 5 Implement action plan and update Profile Repeat... \n\n**Fig. 3. Steps for creating and using a CSF Organizational Profile**\n\n1. **Scope the Organizational Profile.** Document the high-level facts and assumptions on which the Profile will be based to define its scope. An organization can have as many Organizational Profiles as desired, each with a different scope. For example, a Profile could address an entire organization or be scoped to an organization\u2019s financial systems or to countering ransomware threats and handling ransomware incidents involving those financial systems.\n\n2. **Gather the information needed to prepare the Organizational Profile.** Examples of information may include organizational policies, risk management priorities and resources, enterprise risk profiles, business impact analysis (BIA) registers, cybersecurity requirements and standards followed by the organization, practices and tools (e.g., procedures and safeguards), and work roles.\n\n3. **Create the Organizational Profile.** Determine what types of information the Profile should include for the selected CSF outcomes, and document the needed information. Consider the risk implications of the Current Profile to inform Target Profile planning and prioritization. Also, consider using a Community Profile as the basis for the Target Profile.\n\n4. **Analyze the gaps between the Current and Target Profiles, and create an action plan.** Conduct a gap analysis to identify and analyze the differences between the Current and Target Profiles, and develop a prioritized action plan (e.g., risk register, risk detail report, Plan of Action and Milestones [POA&M]) to address those gaps.", "headingPath": [ "3.1. CSF Profiles" ], "pageStart": 11, "pageEnd": 12, "chunkIndex": 18, "charCount": 1936, "approxTokens": 484, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 11-12" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "5. **Implement the action plan, and update the Organizational Profile.** Follow the action plan to address the gaps and move the organization toward the Target Profile. An action plan may have an overall deadline or be ongoing.\n\nGiven the importance of continual improvement, an organization can repeat these steps as often as needed.\n\nThere are additional uses for Organizational Profiles. For example, a Current Profile can be used to document and communicate the organization\u2019s cybersecurity capabilities and known opportunities for improvement with external stakeholders, such as business partners or prospective customers. Also, a Target Profile can help express the organization\u2019s cybersecurity risk management requirements and expectations to suppliers, partners, and other third parties as a target for those parties to achieve.", "headingPath": [ "3.1. CSF Profiles" ], "pageStart": 12, "pageEnd": 12, "chunkIndex": 19, "charCount": 836, "approxTokens": 209, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 12" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **3.2. CSF Tiers**\n\nAn organization can choose to use the Tiers to inform its Current and Target Profiles. _Tiers_ characterize the rigor of an organization\u2019s cybersecurity risk governance and management practices, and they provide context for how an organization views cybersecurity risks and the processes in place to manage those risks. The Tiers, as shown in Fig. 4 and notionally illustrated in Appendix B, reflect an organization\u2019s practices for managing cybersecurity risk as Partial (Tier 1), Risk Informed (Tier 2), Repeatable (Tier 3), and Adaptive (Tier 4). The Tiers describe a progression from informal, ad hoc responses to approaches that are agile, risk-informed, and\n\ncontinuously improving. Selecting Tiers helps set the overall tone for how an organization will manage its cybersecurity risks.\n\n\nTier 4 Tier 3 Adaptive Tier 2 Repeatable Tier 1 Risk- Informed Partial \n\n**Fig. 4. CSF Tiers for cybersecurity risk governance and management**\n\nTiers should complement an organization\u2019s cybersecurity risk management methodology rather than replace it. For example, an organization can use the Tiers to communicate internally as a benchmark for an organization-wide1 approach to managing cybersecurity risks. Progression to higher Tiers is encouraged when risks or mandates are greater or when a cost-benefit analysis indicates a feasible and cost-effective reduction of negative cybersecurity risks.\n\nThe NIST CSF website provides additional information on using Profiles and Tiers. It includes pointers to NIST-hosted Organizational Profile templates and a repository of Community Profiles in a variety of machine-readable and human-usable formats.\n\n> 1 For the purposes of this document, the terms \u201corganization-wide\u201d and \u201centerprise\u201d have the same meaning.", "headingPath": [ "3.2. CSF Tiers" ], "pageStart": 12, "pageEnd": 13, "chunkIndex": 20, "charCount": 1877, "approxTokens": 469, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 12-13" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **4. Introduction to Online Resources That Supplement the CSF**\n\nNIST and other organizations have produced a suite of online resources that help organizations understand, adopt, and use the CSF. Since they are hosted online, these additional resources can be updated more frequently than this document, which is updated infrequently to provide stability to its users, and be available in machine-readable formats. This section provides an overview of three types of online resources: Informative References, Implementation Examples, and Quick Start Guides.\n\n_Informative References_ are mappings that indicate relationships between the Core and various standards, guidelines, regulations, and other content. Informative References help inform how an organization may achieve the Core\u2019s outcomes. Informative References can be sector- or technology-specific. They may be produced by NIST or another organization. Some Informative References are narrower in scope than a Subcategory. For example, a particular control from SP 800-53, _Security and Privacy Controls for Information Systems and Organizations_ , may be one of many references needed to achieve the outcome described in one Subcategory. Other Informative References may be higher-level, such as a requirement from a policy that partially addresses numerous Subcategories. When using the CSF, an organization can identify the most relevant Informative References.\n\n_Implementation Examples_ provide notional examples of concise, action-oriented steps to help achieve the outcomes of the Subcategories. Verbs used to express Examples include share, document, develop, perform, monitor, analyze, assess, and exercise. The Examples are not a comprehensive list of all actions that could be taken by an organization to achieve an outcome, nor do they represent a baseline of required actions to address cybersecurity risks.", "headingPath": [ "4. Introduction to Online Resources That Supplement the CSF" ], "pageStart": 14, "pageEnd": 14, "chunkIndex": 21, "charCount": 1903, "approxTokens": 476, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 14" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "_Quick-Start Guides (QSGs)_ are brief documents on specific CSF-related topics and are often tailored to specific audiences. QSGs can help an organization implement the CSF because they distill specific portions of the CSF into actionable \u201cfirst steps\u201d that an organization can consider on the path to improving their cybersecurity posture and management of associated risks. The guides are revised in their own time frames, and new guides are added as needed.\n\nSuggestions for new Informative References for CSF 2.0 can always be shared with NIST at olir@nist.gov. Suggestions for other resources to reference on the NIST CSF website, including additional QSG topics, should be directed to cyberframework@nist.gov.", "headingPath": [ "4. Introduction to Online Resources That Supplement the CSF" ], "pageStart": 14, "pageEnd": 14, "chunkIndex": 22, "charCount": 729, "approxTokens": 182, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 14" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **5. Improving Cybersecurity Risk Communication and Integration**\n\nThe CSF\u2019s use will vary based on an organization\u2019s unique mission and risks. With an understanding of stakeholder expectations and risk appetite and tolerance (as outlined in GOVERN), an organization can prioritize cybersecurity activities to make informed decisions about cybersecurity expenditures and actions. An organization may choose to handle risk in one or more ways \u2014 including mitigating, transferring, avoiding, or accepting negative risks and realizing, sharing, enhancing, or accepting positive risks \u2014 depending on the potential impacts and likelihoods. Importantly, an organization can use the CSF both internally to manage its cybersecurity capabilities and externally to oversee or communicate with third parties.\n\nRegardless of the CSF\u2019s utilization, an organization may benefit from using the CSF as guidance to help it understand, assess, prioritize, and communicate cybersecurity risks and the actions that will manage those risks. The selected outcomes can be used to focus on and implement strategic decisions to improve cybersecurity postures and maintain continuity of missionessential functions while taking priorities and available resources into account.", "headingPath": [ "5. Improving Cybersecurity Risk Communication and Integration" ], "pageStart": 15, "pageEnd": 15, "chunkIndex": 23, "charCount": 1251, "approxTokens": 313, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 15" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **5.1. Improving Risk Management Communication**\n\nThe CSF provides a basis for improved communication regarding cybersecurity expectations, planning, and resources. The CSF fosters bidirectional information flow (as shown in the top half of Fig. 5) between executives who focus on the organization\u2019s priorities and strategic direction and managers who manage specific cybersecurity risks that could affect the achievement of those priorities. The CSF also supports a similar flow (as shown in the bottom half of Fig. 5) between managers and the practitioners who implement and operate the technologies. The left side of the figure indicates the importance of practitioners sharing their updates, insights, and concerns with managers and executives.\n\n\nExecutives Changes in Current Mission Priority and and Future Risk Risk Appetite and Budget Managers Framework Implementation Profiles Progress Practitioners \n\n**Fig. 5. Using the CSF to improve risk management communication**\n\nPreparing to create and use Organizational Profiles involves gathering information about organizational priorities, resources, and risk direction from executives. Managers then collaborate with practitioners to communicate business needs and create risk-informed Organizational Profiles. Actions to close any gaps identified between the Current and Target Profiles will be implemented by managers and practitioners and will provide key inputs into system-level plans. As the target state is achieved throughout the organization \u2014 including through controls and monitoring applied at the system level \u2014 the updated results can be shared through risk registers and progress reports. As part of ongoing assessment, managers gain insights to make adjustments that further reduce potential harms and increase potential benefits.", "headingPath": [ "5.1. Improving Risk Management Communication" ], "pageStart": 15, "pageEnd": 16, "chunkIndex": 24, "charCount": 1889, "approxTokens": 472, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 15-16" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "The GOVERN Function supports organizational risk communication with **executives** . Executives\u2019 discussions involve strategy, particularly how cybersecurity-related uncertainties might affect the achievement of organizational objectives. These governance discussions support dialogue and agreement about risk management strategies (including cybersecurity supply chain risk); roles, responsibilities, and authorities; policies; and oversight. As executives establish cybersecurity priorities and objectives based on those needs, they communicate expectations about risk appetite, accountability, and resources. Executives are also responsible for integrating cybersecurity risk management with ERM programs and lower-level risk management programs (see Sec. 5.2). The communications reflected in the top half of Fig. 5 can include considerations for ERM and the lower-level programs and, thus, inform managers and practitioners.\n\nThe overall cybersecurity objectives set by executives are informed by and cascade to **managers** . In a commercial entity, these may apply to a line-of-business or operating division. For government entities, these may be division- or branch-level considerations. When implementing the CSF, managers will focus on how to achieve risk targets through common services, controls, and collaboration, as expressed in the Target Profile and improved through the actions being tracked in the action plan (e.g., risk register, risk detail report, POA&M).", "headingPath": [ "5.1. Improving Risk Management Communication" ], "pageStart": 16, "pageEnd": 16, "chunkIndex": 25, "charCount": 1479, "approxTokens": 370, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 16" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "**Practitioners** focus on implementing the target state and measuring changes in operational risk to help plan, carry out, and monitor specific cybersecurity activities. As controls are implemented to manage risk at an acceptable level, practitioners provide managers and executives with the information (e.g., key performance indicators, key risk indicators) they need to understand the organization\u2019s cybersecurity posture, make informed decisions, and maintain or adjust the risk strategy accordingly. Executives can also combine this cybersecurity risk data with information about other types of risk from across the organization. Updates to expectations and priorities are included in updated Organizational Profiles as the cycle repeats.", "headingPath": [ "5.1. Improving Risk Management Communication" ], "pageStart": 16, "pageEnd": 16, "chunkIndex": 26, "charCount": 744, "approxTokens": 186, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 16" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **5.2. Improving Integration with Other Risk Management Programs**\n\nEvery organization faces numerous types of ICT risk (e.g., privacy, supply chain, artificial intelligence) and may use frameworks and management tools that are specific to each risk. Some organizations integrate ICT and all other risk management efforts at a high level by using ERM, while others keep the efforts separate to ensure adequate attention on each. Small\n\norganizations by their nature may monitor risk at the enterprise level, while larger companies may maintain separate risk management efforts integrated into the ERM.\n\nOrganizations can employ an ERM approach to balance a _portfolio_ of risk considerations, including cybersecurity, and make informed decisions. Executives receive significant input about current and planned risk activities as they integrate governance and risk strategies with results from previous uses of the CSF. The CSF helps organizations to translate their terminology for cybersecurity and cybersecurity risk management into general risk management language that executives will understand.\n\nNIST resources that describe the mutual relationship between cybersecurity risk management and ERM include:\n\n- _NIST Cybersecurity Framework 2.0 \u2013_ _Enterprise Risk Management Quick-Start Guide_\n\n- NIST Interagency Report (IR) 8286, _Integrating Cybersecurity and Enterprise Risk Management (ERM)_\n\n- IR 8286A, _Identifying and Estimating Cybersecurity Risk for Enterprise Risk Management_\n\n- IR 8286B, _Prioritizing Cybersecurity Risk for Enterprise Risk Management_\n\n- IR 8286C, _Staging Cybersecurity Risks for Enterprise Risk Management and Governance Oversight_\n\n- IR 8286D, _Using Business Impact Analysis to Inform Risk Prioritization and Response_\n\n- SP 800-221, _Enterprise Impact of Information and Communications Technology Risk: Governing and Managing ICT Risk Programs Within an Enterprise Risk Portfolio_", "headingPath": [ "5.2. Improving Integration with Other Risk Management Programs" ], "pageStart": 16, "pageEnd": 17, "chunkIndex": 27, "charCount": 1971, "approxTokens": 493, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 16-17" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "- SP 800-221A, _Information and Communications Technology (ICT) Risk Outcomes: Integrating ICT Risk Management Programs with the Enterprise Risk Portfolio_\n\nAn organization may also find the CSF beneficial for integrating cybersecurity risk management with individual ICT risk management programs, such as:\n\n- **Cybersecurity risk management and assessment:** The CSF can be integrated with established cybersecurity risk management and assessment programs, such as SP 800- 37, _Risk Management Framework for Information Systems and Organizations_ , and SP 800-30, _Guide for Conducting Risk Assessments_ from the NIST Risk Management Framework (RMF). For an organization using the NIST RMF and its suite of publications, the CSF can be used to complement the RMF\u2019s approach to selecting and prioritizing controls from SP 800-53, _Security and Privacy Controls for Information Systems and Organizations_ .\n\n- **Privacy risks:** While cybersecurity and privacy are independent disciplines, their objectives overlap in certain circumstances, as illustrated in Fig. 6.\n\n\nCybersecurity Privacy Risks Risks cyber associated with security- associated with cybersecurity related privacy events incidents arising from privacy loss of confidentiality, events arising from data processing integrity, or availability \n\n**Fig. 6. Cybersecurity and privacy risk relationship**\n\nCybersecurity risk management is essential for addressing privacy risks related to the loss of the confidentiality, integrity, and availability of individuals\u2019 data. For example, data breaches could lead to identity theft. However, privacy risks can also arise by means that are unrelated to cybersecurity incidents.", "headingPath": [ "5.2. Improving Integration with Other Risk Management Programs" ], "pageStart": 17, "pageEnd": 18, "chunkIndex": 28, "charCount": 1825, "approxTokens": 456, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 17-18" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "An organization processes data to achieve mission or business purposes, which can sometimes give rise to _privacy events_ whereby individuals may experience problems as a result of the data processing. These problems can be expressed in various ways, but NIST describes them as ranging from dignity-type effects (e.g., embarrassment or stigma) to more tangible harms (e.g., discrimination, economic loss, or physical harm). The NIST Privacy Framework and Cybersecurity Framework can be used together to address the different aspects of cybersecurity and privacy risks. Additionally, NIST\u2019s Privacy Risk Assessment Methodology (PRAM) has a catalog of example problems for use in privacy risk assessments.\n\n- **Supply chain risks:** An organization can use the CSF to foster cybersecurity risk oversight and communications with stakeholders across supply chains. All types of technology rely on a complex, globally distributed, extensive, and interconnected supply chain ecosystem with geographically diverse routes and multiple levels of outsourcing. This ecosystem is composed of public- and private-sector entities (e.g., acquirers, suppliers, developers, system integrators, external system service providers, and other technology-related service providers) that interact to research, develop, design, manufacture, acquire, deliver, integrate, operate, maintain, dispose of, and otherwise utilize or manage technology products and services. These interactions are shaped and influenced by technologies, laws, policies, procedures, and practices.", "headingPath": [ "5.2. Improving Integration with Other Risk Management Programs" ], "pageStart": 18, "pageEnd": 18, "chunkIndex": 29, "charCount": 1561, "approxTokens": 390, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 18" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "Given the complex and interconnected relationships in this ecosystem, supply chain risk management (SCRM) is critical for organizations. Cybersecurity SCRM (C-SCRM) is a systematic process for managing exposure to cybersecurity risk throughout supply chains and developing appropriate response strategies, policies, processes, and procedures. The Subcategories within the CSF C-SCRM Category [GV.SC] provide a connection between outcomes that focus purely on cybersecurity and those that focus\n\non C-SCRM. SP 800-161r1 (Revision 1), _Cybersecurity Supply Chain Risk Management Practices for Systems and Organizations_ , provides in-depth information on C-SCRM.\n\n- **Risks from emerging technologies:** As new technologies and new applications of technology become available, new risks become clear. A contemporary example is artificial intelligence (AI), which has cybersecurity and privacy risks, as well as many other types of risk. The NIST Artificial Intelligence Risk Management Framework (AI RMF) was developed to help address these risks. Treating AI risks alongside other enterprise risks (e.g., financial, cybersecurity, reputational, and privacy) will yield a more integrated outcome and organizational efficiencies. Cybersecurity and privacy risk management considerations and approaches are applicable to the design, development, deployment, evaluation, and use of AI systems. The AI RMF Core uses Functions, Categories, and Subcategories to describe AI outcomes and help manage risks related to AI.", "headingPath": [ "5.2. Improving Integration with Other Risk Management Programs" ], "pageStart": 18, "pageEnd": 19, "chunkIndex": 30, "charCount": 1532, "approxTokens": 383, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 18-19" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **Appendix A. CSF Core**\n\nThis appendix describes the Functions, Categories, and Subcategories of the CSF Core. Table 1 lists the CSF 2.0 Core Function and Category names and unique alphabetic identifiers. Each Function name in the table is linked to its portion of the appendix. The order of Functions, Categories, and Subcategories of the Core is not alphabetical; it is intended to resonate most with those charged with operationalizing risk management within an organization. The numbering of the Subcategories is intentionally not sequential; gaps in numbering indicate CSF 1.1 Subcategories that were relocated in CSF 2.0.\n\n**Table 1. CSF 2.0 Core Function and Category names and identifiers**\n\n|**Function**|**Category**|**Category Identifier**|\n|---|---|---|\n|**Govern (GV)**|Organizational Context|GV.OC|\n||Risk Management Strategy|GV.RM|\n||Roles, Responsibilities, and Authorities|GV.RR|\n||Policy|GV.PO|\n||Oversight|GV.OV|\n||Cybersecurity Supply Chain Risk Management|GV.SC|\n|**Identify (ID)**|Asset Management|ID.AM|\n||Risk Assessment|ID.RA|\n||Improvement|ID.IM|\n|**Protect (PR)**|Identity Management, Authentication, and Access Control|PR.AA|\n||Awareness and Training|PR.AT|\n||Data Security|PR.DS|\n||Platform Security|PR.PS|\n||Technology Infrastructure Resilience|PR.IR|\n|**Detect (DE)**|Continuous Monitoring|DE.CM|\n||Adverse Event Analysis|DE.AE|\n|**Respond (RS)**|Incident Management|RS.MA|\n||Incident Analysis|RS.AN|\n||Incident Response Reporting and Communication|RS.CO|\n||Incident Mitigation|RS.MI|\n|**Recover (RC)**|Incident Recovery Plan Execution|RC.RP|\n||Incident Recovery Communication|RC.CO|\n\nThe CSF Core, Informative References, and Implementation Examples are available on the CSF 2.0 website and through the CSF 2.0 Reference Tool, which allows users to explore them and export them in human- and machine-readable formats. The CSF 2.0 Core is also available in a legacy format similar to that of CSF 1.1.", "headingPath": [ "Appendix A. CSF Core" ], "pageStart": 20, "pageEnd": 20, "chunkIndex": 31, "charCount": 1948, "approxTokens": 487, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 20" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "**GOVERN (GV):** The organization\u2019s cybersecurity risk management strategy, expectations, and policy are established, communicated, and monitored\n\n- **Organizational Context (GV.OC):** The circumstances \u2014 mission, stakeholder expectations, dependencies, and legal, regulatory, and contractual requirements \u2014 surrounding the organization\u2019s cybersecurity risk management decisions are understood\n\n- **GV.OC-01:** The organizational mission is understood and informs cybersecurity risk management\n\n- **GV.OC-02:** Internal and external stakeholders are understood, and their needs and expectations regarding cybersecurity risk management are understood and considered\n\n- **GV.OC-03:** Legal, regulatory, and contractual requirements regarding cybersecurity \u2014 including privacy and civil liberties obligations \u2014 are understood and managed\n\n- **GV.OC-04:** Critical objectives, capabilities, and services that external stakeholders depend on or expect from the organization are understood and communicated\n\n- **GV.OC-05:** Outcomes, capabilities, and services that the organization depends on are understood and communicated\n\n- **Risk Management Strategy (GV.RM):** The organization\u2019s priorities, constraints, risk tolerance and appetite statements, and assumptions are established, communicated, and used to support operational risk decisions\n\n- **GV.RM-01:** Risk management objectives are established and agreed to by organizational stakeholders\n\n- **GV.RM-02:** Risk appetite and risk tolerance statements are established, communicated, and maintained\n\n- **GV.RM-03:** Cybersecurity risk management activities and outcomes are included in enterprise risk management processes\n\n- **GV.RM-04:** Strategic direction that describes appropriate risk response options is established and communicated\n\n- **GV.RM-05:** Lines of communication across the organization are established for cybersecurity risks, including risks from suppliers and other third parties", "headingPath": [ "Appendix A. CSF Core" ], "pageStart": 21, "pageEnd": 21, "chunkIndex": 32, "charCount": 1952, "approxTokens": 488, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 21" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "- **GV.RM-06:** A standardized method for calculating, documenting, categorizing, and prioritizing cybersecurity risks is established and communicated\n\n- **GV.RM-07:** Strategic opportunities (i.e., positive risks) are characterized and are included in organizational cybersecurity risk discussions\n\n- **Roles, Responsibilities, and Authorities (GV.RR):** Cybersecurity roles, responsibilities, and authorities to foster accountability, performance assessment, and continuous improvement are established and communicated\n\n- **GV.RR-01:** Organizational leadership is responsible and accountable for cybersecurity risk and fosters a culture that is risk-aware, ethical, and continually improving\n\n- **GV.RR-02:** Roles, responsibilities, and authorities related to cybersecurity risk management are established, communicated, understood, and enforced\n\n- **GV.RR-03:** Adequate resources are allocated commensurate with the cybersecurity risk strategy, roles, responsibilities, and policies\n\n- **GV.RR-04:** Cybersecurity is included in human resources practices\n\n- **Policy (GV.PO):** Organizational cybersecurity policy is established, communicated, and enforced\n\n- **GV.PO-01:** Policy for managing cybersecurity risks is established based on organizational context, cybersecurity strategy, and priorities and is communicated and enforced\n\n- **GV.PO-02:** Policy for managing cybersecurity risks is reviewed, updated, communicated, and enforced to reflect changes in requirements, threats, technology, and organizational mission\n\n- **Oversight (GV.OV):** Results of organization-wide cybersecurity risk management activities and performance are used to inform, improve, and adjust the risk management strategy\n\n- **GV.OV-01:** Cybersecurity risk management strategy outcomes are reviewed to inform and adjust strategy and direction\n\n- **GV.OV-02:** The cybersecurity risk management strategy is reviewed and adjusted to ensure coverage of organizational requirements and risks", "headingPath": [ "Appendix A. CSF Core" ], "pageStart": 21, "pageEnd": 22, "chunkIndex": 33, "charCount": 1977, "approxTokens": 494, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 21-22" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "- **GV.OV-03:** Organizational cybersecurity risk management performance is evaluated and reviewed for adjustments needed\n\n- **Cybersecurity Supply Chain Risk Management (GV.SC):** Cyber supply chain risk management processes are identified, established, managed, monitored, and improved by organizational stakeholders\n\n- **GV.SC-01:** A cybersecurity supply chain risk management program, strategy, objectives, policies, and processes are established and agreed to by organizational stakeholders\n\n- **GV.SC-02:** Cybersecurity roles and responsibilities for suppliers, customers, and partners are established, communicated, and coordinated internally and externally\n\n- **GV.SC-03:** Cybersecurity supply chain risk management is integrated into cybersecurity and enterprise risk management, risk assessment, and improvement processes\n\n- **GV.SC-04:** Suppliers are known and prioritized by criticality\n\n- **GV.SC-05:** Requirements to address cybersecurity risks in supply chains are established, prioritized, and integrated into contracts and other types of agreements with suppliers and other relevant third parties\n\n- **GV.SC-06:** Planning and due diligence are performed to reduce risks before entering into formal supplier or other third-party relationships\n\n- **GV.SC-07:** The risks posed by a supplier, their products and services, and other third parties are understood, recorded, prioritized, assessed, responded to, and monitored over the course of the relationship\n\n- **GV.SC-08:** Relevant suppliers and other third parties are included in incident planning, response, and recovery activities\n\n- **GV.SC-09:** Supply chain security practices are integrated into cybersecurity and enterprise risk management programs, and their performance is monitored throughout the technology product and service life cycle\n\n- **GV.SC-10:** Cybersecurity supply chain risk management plans include provisions for activities that occur after the conclusion of a partnership or service agreement", "headingPath": [ "Appendix A. CSF Core" ], "pageStart": 22, "pageEnd": 23, "chunkIndex": 34, "charCount": 1993, "approxTokens": 498, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 22-23" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "**IDENTIFY (ID):** The organization\u2019s current cybersecurity risks are understood\n\n- **Asset Management (ID.AM):** Assets (e.g., data, hardware, software, systems, facilities, services, people) that enable the organization to achieve business purposes are identified and managed consistent with their relative importance to organizational objectives and the organization\u2019s risk strategy\n\n- **ID.AM-01:** Inventories of hardware managed by the organization are maintained\n\n- **ID.AM-02:** Inventories of software, services, and systems managed by the organization are maintained\n\n- **ID.AM-03:** Representations of the organization\u2019s authorized network communication and internal and external network data flows are maintained\n\n- **ID.AM-04:** Inventories of services provided by suppliers are maintained\n\n- **ID.AM-05:** Assets are prioritized based on classification, criticality, resources, and impact on the mission\n\n- **ID.AM-07:** Inventories of data and corresponding metadata for designated data types are maintained\n\n- **ID.AM-08:** Systems, hardware, software, services, and data are managed throughout their life cycles\n\n- **Risk Assessment (ID.RA):** The cybersecurity risk to the organization, assets, and individuals is understood by the organization\n\n- **ID.RA-01:** Vulnerabilities in assets are identified, validated, and recorded\n\n- **ID.RA-02:** Cyber threat intelligence is received from information sharing forums and sources\n\n- **ID.RA-03:** Internal and external threats to the organization are identified and recorded\n\n- **ID.RA-04:** Potential impacts and likelihoods of threats exploiting vulnerabilities are identified and recorded\n\n- **ID.RA-05:** Threats, vulnerabilities, likelihoods, and impacts are used to understand inherent risk and inform risk response prioritization\n\n- **ID.RA-06:** Risk responses are chosen, prioritized, planned, tracked, and communicated\n\n- **ID.RA-07:** Changes and exceptions are managed, assessed for risk impact, recorded, and tracked", "headingPath": [ "Appendix A. CSF Core" ], "pageStart": 23, "pageEnd": 24, "chunkIndex": 35, "charCount": 1994, "approxTokens": 498, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 23-24" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "- **ID.RA-08:** Processes for receiving, analyzing, and responding to vulnerability disclosures are established\n\n- **ID.RA-09:** The authenticity and integrity of hardware and software are assessed prior to acquisition and use\n\n- **ID.RA-10:** Critical suppliers are assessed prior to acquisition\n\n- **Improvement (ID.IM):** Improvements to organizational cybersecurity risk management processes, procedures and activities are identified across all CSF Functions\n\n- **ID.IM-01:** Improvements are identified from evaluations\n\n- **ID.IM-02:** Improvements are identified from security tests and exercises, including those done in coordination with suppliers and relevant third parties\n\n- **ID.IM-03:** Improvements are identified from execution of operational processes, procedures, and activities\n\n- **ID.IM-04:** Incident response plans and other **c** ybersecurity plans that affect operations are established, communicated, maintained, and improved\n\n**PROTECT (PR):** Safeguards to manage the organization\u2019s cybersecurity risks are used\n\n- **Identity Management, Authentication, and Access Control (PR.AA):** Access to physical and logical assets is limited to authorized users, services, and hardware and managed commensurate with the assessed risk of unauthorized access\n\n- **PR.AA-01:** Identities and credentials for authorized users, services, and hardware are managed by the organization\n\n- **PR.AA-02:** Identities are proofed and bound to credentials based on the context of interactions\n\n- **PR.AA-03:** Users, services, and hardware are authenticated\n\n- **PR.AA-04:** Identity assertions are protected, conveyed, and verified\n\n- **PR.AA-05:** Access permissions, entitlements, and authorizations are defined in a policy, managed, enforced, and reviewed, and incorporate the principles of least privilege and separation of duties\n\n- **PR.AA-06:** Physical access to assets is managed, monitored, and enforced commensurate with risk", "headingPath": [ "Appendix A. CSF Core" ], "pageStart": 24, "pageEnd": 25, "chunkIndex": 36, "charCount": 1943, "approxTokens": 486, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 24-25" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "- **Awareness and Training (PR.AT):** The organization\u2019s personnel are provided with cybersecurity awareness and training so that they can perform their cybersecurity-related tasks\n\n- **PR.AT-01:** Personnel are provided with awareness and training so that they possess the knowledge and skills to perform general tasks with cybersecurity risks in mind\n\n- **PR.AT-02:** Individuals in specialized roles are provided with awareness and training so that they possess the knowledge and skills to perform relevant tasks with cybersecurity risks in mind\n\n- **Data Security (PR.DS):** Data are managed consistent with the organization\u2019s risk strategy to protect the confidentiality, integrity, and availability of information\n\n- **PR.DS-01:** The confidentiality, integrity, and availability of data-at-rest are protected\n\n- **PR.DS-02:** The confidentiality, integrity, and availability of data-in-transit are protected\n\n- **PR.DS-10:** The confidentiality, integrity, and availability of data-in-use are protected\n\n- `o` **PR.DS-11:** Backups of data are created, protected, maintained, and tested\n\n- **Platform Security (PR.PS):** The hardware, software (e.g., firmware, operating systems, applications), and services of physical and virtual platforms are managed consistent with the organization\u2019s risk strategy to protect their confidentiality, integrity, and availability\n\n- **PR.PS-01:** Configuration management practices are established and applied\n\n- **PR.PS-02:** Software is maintained, replaced, and removed commensurate with risk\n\n- **PR.PS-03:** Hardware is maintained, replaced, and removed commensurate with risk\n\n- **PR.PS-04:** Log records are generated and made available for continuous monitoring\n\n- **PR.PS-05:** Installation and execution of unauthorized software are prevented\n\n- **PR.PS-06:** Secure software development practices are integrated, and their performance is monitored throughout the software development life cycle", "headingPath": [ "Appendix A. CSF Core" ], "pageStart": 25, "pageEnd": 25, "chunkIndex": 37, "charCount": 1947, "approxTokens": 487, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 25" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "- **Technology Infrastructure Resilience (PR.IR):** Security architectures are managed with the organization\u2019s risk strategy to protect asset confidentiality, integrity, and availability, and organizational resilience\n\n- **PR.IR-01:** Networks and environments are protected from unauthorized logical access and usage\n\n- **PR.IR-02:** The organization\u2019s technology assets are protected from environmental threats\n\n- **PR.IR-03:** Mechanisms are implemented to achieve resilience requirements in normal and adverse situations\n\n- **PR.IR-04:** Adequate resource capacity to ensure availability is maintained\n\n**DETECT (DE):** Possible cybersecurity attacks and compromises are found and analyzed\n\n- **Continuous Monitoring (DE.CM):** Assets are monitored to find anomalies, indicators of compromise, and other potentially adverse events\n\n- **DE.CM-01:** Networks and network services are monitored to find potentially adverse events\n\n- **DE.CM-02:** The physical environment is monitored to find potentially adverse events\n\n- **DE.CM-03:** Personnel activity and technology usage are monitored to find potentially adverse events\n\n- **DE.CM-06:** External service provider activities and services are monitored to find potentially adverse events\n\n- **DE.CM-09:** Computing hardware and software, runtime environments, and their data are monitored to find potentially adverse events\n\n- **Adverse Event Analysis (DE.AE):** Anomalies, indicators of compromise, and other potentially adverse events are analyzed to characterize the events and detect cybersecurity incidents\n\n- **DE.AE-02:** Potentially adverse events are analyzed to better understand associated activities\n\n- **DE.AE-03:** Information is correlated from multiple sources\n\n- **DE.AE-04:** The estimated impact and scope of adverse events are understood\n\n- **DE.AE-06:** Information on adverse events is provided to authorized staff and tools", "headingPath": [ "Appendix A. CSF Core" ], "pageStart": 25, "pageEnd": 26, "chunkIndex": 38, "charCount": 1901, "approxTokens": 475, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 25-26" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "related from multiple sources\n\n- **DE.AE-04:** The estimated impact and scope of adverse events are understood\n\n- **DE.AE-06:** Information on adverse events is provided to authorized staff and tools\n\n- **DE.AE-07:** Cyber threat intelligence and other contextual information are integrated into the analysis", "headingPath": [ "Appendix A. CSF Core" ], "pageStart": 25, "pageEnd": 26, "chunkIndex": 39, "charCount": 308, "approxTokens": 77, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 25-26" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "- **DE.AE-08:** Incidents are declared when adverse events meet the defined incident criteria\n\n**RESPOND (RS):** Actions regarding a detected cybersecurity incident are taken\n\n- **Incident Management (RS.MA):** Responses to detected cybersecurity incidents are managed\n\n- **RS.MA-01:** The incident response plan is executed in coordination with relevant third parties once an incident is declared\n\n- **RS.MA-02:** Incident reports are triaged and validated\n\n- **RS.MA-03:** Incidents are categorized and prioritized\n\n- **RS.MA-04:** Incidents are escalated or elevated as needed\n\n- **RS.MA-05:** The criteria for initiating incident recovery are applied\n\n- **Incident Analysis (RS.AN):** Investigations are conducted to ensure effective response and support forensics and recovery activities\n\n- **RS.AN-03:** Analysis is performed to establish what has taken place during an incident and the root cause of the incident\n\n- **RS.AN-06:** Actions performed during an investigation are recorded, and the records\u2019 integrity and provenance are preserved\n\n- **RS.AN-07:** Incident data and metadata are collected, and their integrity and provenance are preserved\n\n- **RS.AN-08:** An incident\u2019s magnitude is estimated and validated\n\n- **Incident Response Reporting and Communication (RS.CO):** Response activities are coordinated with internal and external stakeholders as required by laws, regulations, or policies\n\n- **RS.CO-02:** Internal and external stakeholders are notified of incidents\n\n- **RS.CO-03:** Information is shared with designated internal and external stakeholders\n\n- **Incident Mitigation (RS.MI):** Activities are performed to prevent expansion of an event and mitigate its effects\n\n- **RS.MI-01:** Incidents are contained\n\n- **RS.MI-02:** Incidents are eradicated\n\n**RECOVER (RC):** Assets and operations affected by a cybersecurity incident are restored", "headingPath": [ "Appendix A. CSF Core" ], "pageStart": 26, "pageEnd": 27, "chunkIndex": 40, "charCount": 1869, "approxTokens": 467, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 26-27" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "- **Incident Recovery Plan Execution (RC.RP):** Restoration activities are performed to ensure operational availability of systems and services affected by cybersecurity incidents\n\n- **RC.RP-01:** The recovery portion of the incident response plan is executed once initiated from the incident response process\n\n- **RC.RP-02:** Recovery actions are selected, scoped, prioritized, and performed\n\n- **RC.RP-03:** The integrity of backups and other restoration assets is verified before using them for restoration\n\n- **RC.RP-04:** Critical mission functions and cybersecurity risk management are considered to establish post-incident operational norms\n\n- **RC.RP-05:** The integrity of restored assets is verified, systems and services are restored, and normal operating status is confirmed\n\n- **RC.RP-06:** The end of incident recovery is declared based on criteria, and incidentrelated documentation is completed\n\n- **Incident Recovery Communication (RC.CO):** Restoration activities are coordinated with internal and external parties\n\n- **RC.CO-03:** Recovery activities and progress in restoring operational capabilities are communicated to designated internal and external stakeholders\n\n- **RC.CO-04:** Public updates on incident recovery are shared using approved methods and messaging", "headingPath": [ "Appendix A. CSF Core" ], "pageStart": 27, "pageEnd": 28, "chunkIndex": 41, "charCount": 1287, "approxTokens": 322, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 27-28" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **Appendix B. CSF Tiers**\n\nTable 2 contains a notional illustration of the CSF Tiers discussed in Sec. 3. The Tiers characterize the rigor of an organization\u2019s cybersecurity risk governance practices (GOVERN) and cybersecurity risk management practices (IDENTIFY, PROTECT, DETECT, RESPOND, and RECOVER).\n\n**Table 2. Notional Illustration of the CSF Tiers**", "headingPath": [ "Appendix B. CSF Tiers" ], "pageStart": 29, "pageEnd": 29, "chunkIndex": 42, "charCount": 358, "approxTokens": 90, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 29" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "|**Tier**|**Cybersecurity Risk Governance**|**Cybersecurity Risk Management**|\n|---|---|---|\n|Tier 1: Partial|Application of the organizational cybersecurity risk strategy is managed in an ad hoc manner. Prioritization is ad hoc and not formally based on objectives or threat environment.|There is limited awareness of cybersecurity risks at the organizational level. The organization implements cybersecurity risk management on an irregular, case-by-case basis. The organization may not have processes that enable cybersecurity information to be shared within the organization. The organization is generally unaware of the cybersecurity risks associated with its suppliers and the products and services it acquires and uses.|\n|Tier 2: Risk Informed|Risk management practices are approved by management but may not be established as organization- wide policy. The prioritization of cybersecurity activities and protection needs is directly informed by organizational risk objectives, the threat environment, or business/mission requirements.|There is an awareness of cybersecurity risks at the organizational level, but an organization-wide approach to managing cybersecurity risks has not been established. Consideration of cybersecurity in organizational objectives and programs may occur at some but not all levels of the organization.", "headingPath": [ "Appendix B. CSF Tiers" ], "pageStart": 29, "pageEnd": 29, "chunkIndex": 43, "charCount": 1431, "approxTokens": 358, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 29" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "to managing cybersecurity risks has not been established. Consideration of cybersecurity in organizational objectives and programs may occur at some but not all levels of the organization. Cyber risk assessment of organizational and external assets occurs but is not typically repeatable or reoccurring. Cybersecurity information is shared within the organization on an informal basis. The organization is aware of the cybersecurity risks associated with its suppliers and the products and services it acquires and uses, but it does not act consistently or formally in response to those risks.|\n|Tier 3: Repeatable|The organization\u2019s risk management practices are formally approved and expressed as policy. Risk-informed policies, processes, and procedures are defined, implemented as intended, and reviewed. Organizational cybersecurity practices are regularly updated based on the application of risk management processes to changes in business/mission requirements, threats, and technological landscape.|There is an organization-wide approach to managing cybersecurity risks. Cybersecurity information is routinely shared throughout the organization. Consistent methods are in place to respond effectively to changes in risk. Personnel possess the knowledge and skills to perform their appointed roles and responsibilities. The organization consistently and accurately monitors the cybersecurity risks of assets. Senior cybersecurity and non-cybersecurity executives communicate regularly regarding cybersecurity risks. Executives ensure that cybersecurity is considered through all lines of operation in the organization.|", "headingPath": [ "Appendix B. CSF Tiers" ], "pageStart": 29, "pageEnd": 29, "chunkIndex": 44, "charCount": 1734, "approxTokens": 434, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 29" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "|**Tier**|**Cybersecurity Risk Governance**|**Cybersecurity Risk Management** The organization risk strategy is informed by the cybersecurity risks associated with its suppliers and the products and services it acquires and uses. Personnel formally act upon those risks through mechanisms such as written agreements to communicate baseline requirements, governance structures (e.g., risk councils), and policy implementation and monitoring. These actions are implemented consistently and as intended and are continuously monitored and reviewed.|\n|---|---|---|\n|Tier 4: Adaptive|There is an organization-wide approach to managing cybersecurity risks that uses risk-informed policies, processes, and procedures to address potential cybersecurity events. The relationship between cybersecurity risks and organizational objectives is clearly understood and considered when making decisions. Executives monitor cybersecurity risks in the same context as financial and other organizational risks. The organizational budget is based on an understanding of the current and predicted risk environment and risk tolerance. Business units implement executive vision and analyze system-level risks in the context of the organizational risk tolerances. Cybersecurity risk management is part of the organizational culture. It evolves from an awareness of previous activities and continuous awareness of activities on organizational systems and networks.", "headingPath": [ "Appendix B. CSF Tiers" ], "pageStart": 30, "pageEnd": 30, "chunkIndex": 45, "charCount": 1540, "approxTokens": 385, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 30" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "risk management is part of the organizational culture. It evolves from an awareness of previous activities and continuous awareness of activities on organizational systems and networks. The organization can quickly and efficiently account for changes to business/mission objectives in how risk is approached and communicated.|The organization adapts its cybersecurity practices based on previous and current cybersecurity activities, including lessons learned and predictive indicators. Through a process of continuous improvement that incorporates advanced cybersecurity technologies and practices, the organization actively adapts to a changing technological landscape and responds in a timely and effective manner to evolving, sophisticated threats. The organization uses real-time or near real-time information to understand and consistently act upon the cybersecurity risks associated with its suppliers and the products and services it acquires and uses. Cybersecurity information is constantly shared throughout the organization and with authorized third parties.|", "headingPath": [ "Appendix B. CSF Tiers" ], "pageStart": 30, "pageEnd": 30, "chunkIndex": 46, "charCount": 1140, "approxTokens": 285, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 30" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "# **Appendix C. Glossary**\n\n## **CSF Category**\n\nA group of related cybersecurity outcomes that collectively comprise a CSF Function.\n\n## **CSF Community Profile**\n\nA baseline of CSF outcomes that is created and published to address shared interests and goals among a number of organizations. A Community Profile is typically developed for a particular sector, subsector, technology, threat type, or other use case. An organization can use a Community Profile as the basis for its own Target Profile.", "headingPath": [ "Appendix C. Glossary" ], "pageStart": 31, "pageEnd": 31, "chunkIndex": 47, "charCount": 500, "approxTokens": 125, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 31" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "## **CSF Core**\n\nA taxonomy of high-level cybersecurity outcomes that can help any organization manage its cybersecurity risks. Its components are a hierarchy of Functions, Categories, and Subcategories that detail each outcome.\n\n## **CSF Current Profile**\n\nA part of an Organizational Profile that specifies the Core outcomes that an organization is currently achieving (or attempting to achieve) and characterizes how or to what extent each outcome is being achieved.", "headingPath": [ "Appendix C. Glossary", "CSF Core" ], "pageStart": 31, "pageEnd": 31, "chunkIndex": 48, "charCount": 469, "approxTokens": 117, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 31" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "## **CSF Function**\n\nThe highest level of organization for cybersecurity outcomes. There are six CSF Functions: Govern, Identify, Protect, Detect, Respond, and Recover.\n\n## **CSF Implementation Example**\n\nA concise, action-oriented, notional illustration of a way to help achieve a CSF Core outcome.\n\n## **CSF Informative Reference**\n\nA mapping that indicates a relationship between a CSF Core outcome and an existing standard, guideline, regulation, or other content.", "headingPath": [ "Appendix C. Glossary", "CSF Function" ], "pageStart": 31, "pageEnd": 31, "chunkIndex": 49, "charCount": 468, "approxTokens": 117, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 31" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "## **CSF Organizational Profile**\n\nA mechanism for describing an organization\u2019s current and/or target cybersecurity posture in terms of the CSF Core\u2019s outcomes.\n\n## **CSF Quick Start Guide**\n\nA supplementary resource that gives brief, actionable guidance on specific CSF-related topics.\n\n## **CSF Subcategory**\n\nA group of more specific outcomes of technical and management cybersecurity activities that comprise a CSF Category.", "headingPath": [ "Appendix C. Glossary", "CSF Organizational Profile" ], "pageStart": 31, "pageEnd": 31, "chunkIndex": 50, "charCount": 428, "approxTokens": 107, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 31" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "## **CSF Target Profile**\n\nA part of an Organizational Profile that specifies the desired Core outcomes that an organization has selected and prioritized for achieving its cybersecurity risk management objectives.\n\n## **CSF Tier**\n\nA characterization of the rigor of an organization\u2019s cybersecurity risk governance and management practices. There are four Tiers: Partial (Tier 1), Risk Informed (Tier 2), Repeatable (Tier 3), and Adaptive (Tier 4).\n\nCertain commercial equipment, instruments, software, or materials, commercial or non-commercial, are identified in this paper in order to specify the experimental procedure adequately. Such identification does not imply recommendation or endorsement of any product or service by NIST, nor does it imply that the materials or equipment identified are necessarily the best available for the purpose.\n\n**NIST Technical Series Policies** Copyright, Use, and Licensing Statements NIST Technical Series Publication Identifier Syntax", "headingPath": [ "Appendix C. Glossary", "CSF Target Profile" ], "pageStart": 31, "pageEnd": 32, "chunkIndex": 51, "charCount": 983, "approxTokens": 246, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 31-32" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "## **How to Cite this NIST Technical Series Publication:**\n\nNational Institute of Standards and Technology (2024) The NIST Cybersecurity Framework (CSF) 2.0. (National Institute of Standards and Technology, Gaithersburg, MD), NIST Cybersecurity White Paper (CSWP) NIST CSWP 29. https://doi.org/10.6028/NIST.CSWP.29", "headingPath": [ "Appendix C. Glossary", "How to Cite this NIST Technical Series Publication:" ], "pageStart": 32, "pageEnd": 32, "chunkIndex": 52, "charCount": 314, "approxTokens": 78, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 32" }, { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "docId": "8eeaabe261e4", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf", "fileName": "NIST.CSWP.29.pdf", "title": "The NIST Cybersecurity Framework (CSF) 2.0", "author": "National Institute of Standards and Technology", "pageCount": 32, "pagesProcessed": 32, "ocrPages": 0, "sha256": "3c31f46fee98cac0c4323453e5109291a213b4de7fef8c058af9bf67f717433c", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8eeaabe261e4.md", "text": "## **Contact Information**\n\ncyberframework@nist.gov\n\nNational Institute of Standards and Technology Attn: Applied Cybersecurity Division, Information Technology Laboratory 100 Bureau Drive (Mail Stop 2000) Gaithersburg, MD 20899-2000\n\n**All comments are subject to release under the Freedom of Information Act (FOIA).**", "headingPath": [ "Appendix C. Glossary", "Contact Information" ], "pageStart": 32, "pageEnd": 32, "chunkIndex": 53, "charCount": 326, "approxTokens": 82, "chunkCount": 54, "citation": "The NIST Cybersecurity Framework (CSF) 2.0, p. 32" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "# **Rules and Regulations**\n\n### **Federal Register**\n\nVol. 91, No. 208\n\nThursday, October 29, 2026\n\nThis section of the FEDERAL REGISTER contains regulatory documents having general applicability and legal effect, most of which are keyed to and codified in the Code of Federal Regulations, which is published under 50 titles pursuant to 44 U.S.C. 1510.\n\nThe Code of Federal Regulations is sold by the Superintendent of Documents.", "headingPath": [ "Rules and Regulations" ], "pageStart": 1, "pageEnd": 1, "chunkIndex": 0, "charCount": 430, "approxTokens": 108, "chunkCount": 77, "citation": "2026-22093.pdf, p. 1" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **OFFICE OF PERSONNEL MANAGEMENT**\n\n**5 CFR Part 250 [Docket ID: OPM\u20132026\u20130368] RIN 3206\u2013AO77**\n\n## **Personnel Management in Agencies: Strategic Human Capital Management**\n\n**AGENCY:** Office of Personnel Management. **ACTION:** Final rule.\n\n**SUMMARY:** The Office of Personnel Management (OPM) is issuing a final rule to modernize the framework governing personnel management and strategic human capital management in Federal agencies. This rule amends the regulatory framework for personnel management in Federal agencies to streamline human capital planning and reporting requirements, strengthen the authority of agency Chief Human Capital Officers (CHCOs), update employee survey requirements, and align the regulatory framework with Executive branch priorities for a highperforming Federal workforce. OPM carefully considered all public comments received on the proposed rule and has made targeted revisions in response.\n\n**DATES:** Effective November 30, 2026. **FOR FURTHER INFORMATION CONTACT:** Jeanne Jacobson, Acting Deputy Associate Director, Center for Workforce Strategy, Design, and Insights, Office of Personnel Management, 1900 E Street NW, Washington, DC 20415; email: _workforce@opm.gov;_ phone (202) 606\u2013 1800.", "headingPath": [ "Rules and Regulations", "OFFICE OF PERSONNEL MANAGEMENT" ], "pageStart": 1, "pageEnd": 1, "chunkIndex": 1, "charCount": 1236, "approxTokens": 309, "chunkCount": 77, "citation": "2026-22093.pdf, p. 1" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "#### **SUPPLEMENTARY INFORMATION:**\n\n## **Background**\n\nThe Civil Service Reform Act (CSRA) of 1978 established the foundational framework for merit-based personnel management in the Federal Government. Pursuant to the CSRA and subsequent statutory authority, OPM is\n\nresponsible for promulgating Governmentwide regulations governing Federal human capital management, including the systems and standards by which agencies plan, implement, and evaluate their human capital strategies.\n\nPart 250 of title 5 of the Code of Federal Regulations establishes the regulatory framework for personnel management in Federal agencies. Subpart A sets standards for agency personnel actions and delegation agreements. Subpart B\u2014Strategic Human Capital Management\u2013defines the systems, standards, and metrics agencies must use to manage human capital, currently organized around the Human Capital Framework (HCF) and the Human Capital Operating Plan (HCOP), Human Capital Reviews (HCR), and HRStat quarterly reviews. Subpart C\u2014Employee Surveys\u2014governs the administration and public disclosure of annual Federal employee surveys and establishes a core set of 16 required survey questions.\n\nOn July 2, 2026, OPM published a proposed rule (91 FR 40435) to amend 5 CFR part 250 to modernize strategic human capital management across the Federal Government. The proposed rule proposed to: (1) consolidate and streamline human capital planning requirements by replacing the HCOP, HCR, and HRStat framework with Annual Staffing Plans (ASPs) and associated review processes; (2) strengthen CHCO authority and visibility; (3) require each agency to establish a Strategic Hiring Committee to oversee hiring within the agency; (4) revise the employee survey framework under subpart C, including changes to the Governmentwide core question set and survey administration; and (5) remove references to workforce diversity from the regulatory text.", "headingPath": [ "Rules and Regulations", "Personnel Management in Agencies: Strategic Human Capital Management", "SUPPLEMENTARY INFORMATION:" ], "pageStart": 1, "pageEnd": 1, "chunkIndex": 2, "charCount": 1917, "approxTokens": 479, "chunkCount": 77, "citation": "2026-22093.pdf, p. 1" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "In response to public comments, OPM has made targeted revisions to the proposed rule. Key changes from the proposed rule include: (1) clarifying the terminology distinguishing strategic human capital planning from operational staffing planning and tying Annual Staffing Plan development to the budget formulation cycle under the annual Office of Management and Budget (OMB) Circular A\u201311, Preparation, Submission, and Execution of the Budget, Part 6 (OMB, Circular No. A\u201311, Preparation, Submission, and Execution of the Budget (Aug. 29, 2025),\n\n_https://www.whitehouse.gov/wpcontent/uploads/2025/08/a11.pdf_ ); (2) adding an annual agency-headcertification requirement to ensure CHCO visibility, oversight, and control; and (3) permitting agencies to integrate Quarterly Staffing Plan Performance Reviews into existing performance review processes. Each of these changes is discussed in detail in the commentresponse section below.\n\nIn response to comments, OPM also clarifies several matters that do not change the regulatory text, including the effect of the removal of nonstatutory references to a \u2018\u2018diverse\u2019\u2019 workforce and the scope of the Strategic Hiring Committee\u2019s role; those clarifications are addressed in the same section.", "headingPath": [ "Rules and Regulations", "Background" ], "pageStart": 1, "pageEnd": 1, "chunkIndex": 3, "charCount": 1235, "approxTokens": 309, "chunkCount": 77, "citation": "2026-22093.pdf, p. 1" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Digest of Public Comments**\n\nIn response to the proposed rule, OPM received nine comments during the 30-day public comment period ending August 3, 2026. These responses came from a range of sources: individual citizens; nonprofit and professional organizations; and a former Federal employee writing in a private capacity. All nine comments are substantive and have been considered in full. All comments were posted and made available to the public in the docket. A reference to a comment provides the location of the item in the public record ( _i.e.,_ the four-digit number associated with the location in the docket) at _https://www.regulations.gov/comment/ OPM-2026-0368-nnnn._ The comments are summarized below, together with OPM\u2019s responses, including where OPM has adopted, partially adopted, or declined commenter suggestions, along with OPM\u2019s reasoning. The comments are organized by issue category.", "headingPath": [ "Rules and Regulations", "Digest of Public Comments" ], "pageStart": 1, "pageEnd": 1, "chunkIndex": 4, "charCount": 913, "approxTokens": 228, "chunkCount": 77, "citation": "2026-22093.pdf, p. 1" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **General Comments**\n\nComment 0010 expressed general support for the proposed rule, noting it \u2018\u2018will strengthen accountability, improve hiring practices, and enhance morale and recruitment across the federal workforce.\u2019\u2019 Comment 0010 offered additional recommendations to strengthen protections against politicalto-career conversions (\u2018\u2018burrowing in\u2019\u2019), discussed further below.\n\nComments 0002 and 0005 expressed broad opposition to the rule. Comment 0002 argued the rule lacks the required cost-benefit analysis and would negatively affect employee retention and hiring quality. Comment 0005 urged\n\nOPM to abandon the rule, citing concerns about administrative burden, potential for politicization of the civil service, and anticipated harm to scientific, diversity, equity, and inclusion-related roles, to include harmful impacts to sexual and gender orientation focused roles.\n\nComment 0002 argued that the proposed rule \u2018\u2018does not seem to be in compliance with various regulatory requirements\u2019\u2019 because it lacks a costbenefit analysis. OPM disagrees. The Office of Information and Regulatory Affairs designated this rulemaking a significant regulatory action under section 3(f) of Executive Order 12866, Regulatory Planning and Review, 58 FR 51735 (Oct. 4, 1993), and OPM has assessed its costs and benefits accordingly. A full regulatory impact analysis is required only for an action with an annual effect on the economy of $100 million or more, or one that otherwise materially and adversely affects the economy or a sector of it. This rule governs the internal planning, review, and survey processes agencies use to manage their own workforces; it does not regulate the public or the private sector, and its estimated Governmentwide implementation cost, set out in the Costs section of this preamble, falls well below that threshold.", "headingPath": [ "Rules and Regulations", "General Comments" ], "pageStart": 1, "pageEnd": 2, "chunkIndex": 5, "charCount": 1844, "approxTokens": 461, "chunkCount": 77, "citation": "2026-22093.pdf, p. 1-2" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Executive Orders 12866 and 13563 direct agencies to assess costs and benefits in proportion to the significance of the action, and OPM has done so: the Expected Impact section of this preamble states the need for the rule, quantifies first-year and ongoing implementation costs, describes the rule\u2019s anticipated benefits, and discusses regulatory alternatives, including retaining the existing framework. The comment\u2019s premise that no cost-benefit analysis exists is therefore mistaken. As to the comment\u2019s prediction that the rule will increase costs by harming employee retention and candidate quality, OPM addresses workforce recruitment, retention, and morale in a dedicated section of this preamble and concludes, for the reasons stated there, that the rule is more likely to strengthen than to weaken the Government\u2019s competitive position for talent.\n\nComment 0005 further asserted that the rule would harm scientific positions and positions focused on sexual and gender orientation. OPM disagrees. This rule does not create, abolish, classify, or reclassify any position, and it directs no agency to eliminate any occupation or occupational category. Subparts A and B govern how agencies plan, document, and review their human capital\n\nmanagement, and subpart C governs the annual employee survey. Decisions about which positions an agency establishes and fills remain the agency\u2019s, made under the authorities governing position management and staffing and subject to applicable law. The requirement that an Annual Staffing Plan direct hiring to an agency\u2019s highest-needed positions is a planning requirement; it does not prescribe which occupations an agency must treat as high-need.", "headingPath": [ "Rules and Regulations", "General Comments" ], "pageStart": 2, "pageEnd": 2, "chunkIndex": 6, "charCount": 1691, "approxTokens": 423, "chunkCount": 77, "citation": "2026-22093.pdf, p. 2" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Nor does the removal of nonstatutory references to a \u2018\u2018diverse\u2019\u2019 workforce, discussed below, alter any agency\u2019s obligations under the merit system principles at 5 U.S.C. 2301, the prohibited personnel practices at 5 U.S.C. 2302, or the equal employment opportunity requirements applicable to Federal employment under 42 U.S.C. 2000e\u201316. To the extent the comment addresses agency staffing decisions taken outside this rulemaking, those decisions are beyond the scope of this rule.\n\nOPM appreciates all comments received. As discussed throughout this preamble, OPM has carefully considered concerns about administrative burden and the integrity of the merit system and has made targeted revisions in response. OPM is committed to a nonpartisan, merit-based civil service and believes the final rule, as modified, reflects that commitment.", "headingPath": [ "Rules and Regulations", "General Comments" ], "pageStart": 2, "pageEnd": 2, "chunkIndex": 7, "charCount": 837, "approxTokens": 209, "chunkCount": 77, "citation": "2026-22093.pdf, p. 2" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Workforce Planning Framework**\n\nComments 0006 and 0003 raised concerns about the proposed replacement of the Human Capital Operating Plan (HCOP) framework with Annual Staffing Plans. Comment 0006 expressed support for the rule\u2019s emphasis on forward-looking workforce planning but cautioned that designating the primary planning document as a \u2018\u2018staffing plan\u2019\u2019 may create unintended confusion between two distinct activities: (1) strategic human capital planning, which accounts for alignment with administration priorities, budget, organizational performance, and longterm talent needs; and (2) operational staffing planning, which addresses specific FTE needs, skills needs, and near-term staffing challenges within bureaus and program offices.\n\nComment 0006 recommended that the final rule delineate between these two types of planning and revise terminology to avoid conflation. Comment 0006 further recommended that agency staffing plans be led by the CHCO in coordination with the Chief Financial Officer (CFO), Chief Operating Officer (COO), and senior leadership to ensure that all offices have the people\n\nand skills needed to execute their missions.", "headingPath": [ "Rules and Regulations", "Workforce Planning Framework" ], "pageStart": 2, "pageEnd": 2, "chunkIndex": 8, "charCount": 1163, "approxTokens": 291, "chunkCount": 77, "citation": "2026-22093.pdf, p. 2" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "OPM agrees that clear terminology is important and that strategic human capital planning should be distinguished from operational staffing planning. In response to these comments, OPM has revised the final rule to clarify the relationship between the consolidated Annual Staffing Plan and the agency\u2019s broader strategic human capital management obligations, as reflected in the definition of Annual Staffing Plan at \u00a7 250.202. The final rule makes clear that Annual Staffing Plans are the operational implementation mechanism for the agency\u2019s strategic human capital strategy and are not a substitute for aligning human capital to the agency\u2019s strategic plan, Annual Performance Plan, and administration priorities. OPM agrees that the CHCO should coordinate the Annual Staffing Plan with the CFO, COO, and senior leadership, and has added language to \u00a7 250.205 to reflect this expectation.", "headingPath": [ "Rules and Regulations", "Workforce Planning Framework" ], "pageStart": 2, "pageEnd": 2, "chunkIndex": 9, "charCount": 890, "approxTokens": 222, "chunkCount": 77, "citation": "2026-22093.pdf, p. 2" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _Succession Planning_\n\nComment 0003 objected more broadly, arguing that replacing the HCOP with Annual Staffing Plans forces a short-term mentality onto Federal agencies designed for long-term national stability. Comment 0003 stated that managing human capital on a strict year-to-year basis makes it impossible to build and retain specialized talent pipelines and will trigger severe retention crises and skill gaps. Likewise, comment 0009 expressed concern that consolidating the planning and review framework could dilute attention to leadership succession planning. The commenter stated that multi-year investment in developing a bench of qualified career executives is \u2018\u2018different in kind from annual hiring and staffing metrics, and it can be crowded out\u2019\u2019 if not explicitly addressed in the rule. The commenter recommended that the final rule includes explicit multi-year succession planning language to ensure succession planning is not subordinated to short-term staffing metrics.\n\nOPM does not agree that the consolidated planning framework imposes an inappropriately short-term mentality on Federal agencies. Under the final rule, \u00a7 250.205(b)(2) specifically includes language that says the Annual Staffing Plan \u2018\u2018must . . . enable succession planning\u2019\u2019 and the Annual Staffing Plan must support the four Human Capital Framework systems, of which Talent Management is one of the four systems and encompasses succession management. The final rule\u2019s systems and standards under \u00a7 250.203(b) (Talent Management)\n\nobliges agencies to engage in designing and implementing strategies that will \u2018\u2018attract, acquire, develop, promote, and retain quality talent.\u2019\u2019 Developing, promoting, and retaining talent are all implicitly long-term goals for any human capital management system.", "headingPath": [ "Rules and Regulations", "_Succession Planning_" ], "pageStart": 2, "pageEnd": 3, "chunkIndex": 10, "charCount": 1789, "approxTokens": 447, "chunkCount": 77, "citation": "2026-22093.pdf, p. 2-3" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "In addition, succession planning for leadership and management is also covered by 5 CFR part 412, subpart B. Further, \u00a7 250.204(a)(4) and (5) specifically mention these are responsibilities for the agencies in addition to \u00a7 250.204(a)(6) requiring a \u2018\u2018knowledge management process to ensure continuity in knowledge sharing.\u2019\u2019 As noted in Executive Order 14356, _Ensuring Continued Accountability in Federal Hiring_ , 90 FR 48387 (Oct. 20, 2025), the Annual Staffing Plan is intended as a dynamic implementation document that is reviewed and updated on an ongoing basis, not a rigid annual snapshot. The final rule also clarifies that the Annual Staffing Plan must be developed on a timeline consistent with the agency\u2019s strategic planning and budget formulation cycle under the OMB Circular A\u201311, Part 6, so that workforce planning, resource allocation, and performance planning decisions are coordinated rather than sequenced.", "headingPath": [ "Rules and Regulations", "_Succession Planning_" ], "pageStart": 3, "pageEnd": 3, "chunkIndex": 11, "charCount": 927, "approxTokens": 232, "chunkCount": 77, "citation": "2026-22093.pdf, p. 3" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _Administrative Burden of Quarterly Reviews_\n\nComments 0003, 0005, and 0002 raised concerns about the administrative burden created by the proposed Quarterly Staffing Plan Performance Reviews. Comment 0003 argued that forcing human resources staff into quarterly review cycles diverts resources from substantive recruiting and onboarding. Comment 0005 stated that, given recent reductions in Federal agency capacity, agencies do not have the capacity to absorb additional compliance requirements. Comment 0002 argued the rule lacks a cost-benefit analysis demonstrating that the benefits of additional oversight requirements outweigh the costs.\n\nOPM acknowledges these concerns but does not agree that the final rule adds a review requirement. Agencies are already required to conduct quarterly human capital reviews. Current \u00a7 250.207 requires HRStat quarterly data-driven reviews of human capital performance, led by the Chief Human Capital Officer in coordination with the agency Performance Improvement Officer. This rule does not create a new review cycle; it modifies the existing one, reorienting the quarterly review from HRStat reporting to implementation of the agency\u2019s Annual Staffing Plan.\n\nThe Expected Impact section of this preamble addresses the cost-benefit analysis. The quarterly cadence is a necessary component of effective human capital oversight and is consistent with the Government Performance and Results Act Modernization Act of 2010 performance review framework, which agencies already administer on a quarterly basis through their Performance Improvement Officers. By consolidating the Human Capital Operating Plan, Human Capital Review, and HRStat quarterly review into a single framework, the final rule reduces required reporting rather than adding to it.", "headingPath": [ "Rules and Regulations", "_Administrative Burden of Quarterly Reviews_" ], "pageStart": 3, "pageEnd": 3, "chunkIndex": 12, "charCount": 1791, "approxTokens": 448, "chunkCount": 77, "citation": "2026-22093.pdf, p. 3" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "The existing HRStat process has been used to monitor, evaluate, and align agency strategic planning and evaluation systems as part of the Human Capital Framework. OPM intends for the Quarterly Staffing Plan Performance Reviews to build upon existing agency review processes rather than create duplicative burdens, and OPM will issue guidance to minimize compliance overhead. The agency Performance Improvement Officer supports the quarterly priority progress reviews that 31 U.S.C. 1121(c) requires of the agency head and Chief Operating Officer, and current \u00a7 250.207 already requires the Chief Human Capital Officer to conduct the quarterly human capital review in coordination with that same Performance Improvement Officer. The two processes therefore already share a participant and a quarterly cadence. The final rule accordingly makes clear that agencies may integrate the Staffing Plan Performance Review into their existing quarterly reviews where practicable, rather than convening a separate meeting.\n\nComment 0009 supported that integration but recommended that OPM specify a minimum standing agenda allocation for workforce metrics so that workforce issues are not crowded out by competing agenda items. OPM acknowledges the concern and may address these matters in implementation guidance.\n\n_Workforce Recruitment, Retention, and Morale_\n\nComments 0002, 0003, and 0005 asserted that the rule will harm workforce recruitment, retention, and employee morale. Comment 0002 argued that the changes would negatively affect employee retention and hiring efforts, resulting in higher costs and lower-quality candidates. Comment 0003 predicted that year-to-year staffing planning would trigger \u2018\u2018severe retention crises and skill gaps\u2019\u2019 and warned that a workforce that feels", "headingPath": [ "Rules and Regulations", "_Administrative Burden of Quarterly Reviews_" ], "pageStart": 3, "pageEnd": 3, "chunkIndex": 13, "charCount": 1781, "approxTokens": 445, "chunkCount": 77, "citation": "2026-22093.pdf, p. 3" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "silenced and ignored will suffer from low morale, driving talented civil servants out of public service. Comment 0006 likewise emphasized that workload and morale measures should inform staffing plans, observing that persistent, widespread unreasonable workloads can lead to errors and mishaps, including in high-stakes environments such as emergency response.\n\nOPM has considered these comments carefully and does not agree that the rule will impair the Government\u2019s ability to recruit and retain a highquality workforce; OPM expects the opposite effect. The final rule requires each agency to direct its hiring to its highest-need positions, to address skills gaps, and to enable succession planning (\u00a7 250.205(b)(2)), and it synchronizes workforce planning with the budget formulation cycle so that agencies can commit to hiring decisions when resources are known rather than after opportunities have passed.", "headingPath": [ "Rules and Regulations", "_Administrative Burden of Quarterly Reviews_" ], "pageStart": 3, "pageEnd": 3, "chunkIndex": 14, "charCount": 911, "approxTokens": 228, "chunkCount": 77, "citation": "2026-22093.pdf, p. 3" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Slow, diffuse, and poorly prioritized hiring\u2014not disciplined planning\u2014is what costs agencies top candidates: applicants who wait months for a certificate or a final offer frequently accept employment elsewhere. A staffing plan that concentrates hiring capacity on the positions agencies need most and is reviewed quarterly for progress should shorten that cycle and improve both the speed and the quality of Federal hiring. OPM\u2019s recently issued Guidance on Annual Staffing Plans implements this approach for the FY 2027 cycle, directing agencies to conduct bottom-up workforce planning that reserves billets and budget for mission-critical, technology, and earlycareer hires; to recruit through pooled hiring actions and shared certificates; and to assess every external hire using a validated technical or alternative assessment rather than a self-assessment questionnaire alone\u2014measures aimed squarely at improving the speed and quality of Federal recruitment. OPM, _Guidance on Annual Staffing Plans_ (July 30, 2026), _https://www.opm.gov/ chcoc/latest-memos/guidance-onannual-staffing-plans.pdf_ .\n\nThe commenters\u2019 contrary predictions that the rule will hurt recruitment rest largely on the premise that the rule adds administrative burden. But, as explained above, the rule consolidates three overlapping requirements into a single framework and permits integration with existing quarterly reviews.\n\nNor does the rule diminish the Government\u2019s attention to morale. The final rule retains a Governmentwide requirement that every agency survey its", "headingPath": [ "Rules and Regulations", "_Administrative Burden of Quarterly Reviews_" ], "pageStart": 3, "pageEnd": 3, "chunkIndex": 15, "charCount": 1552, "approxTokens": 388, "chunkCount": 77, "citation": "2026-22093.pdf, p. 3" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "employees annually, and the prescribed items measure conditions closely tied to morale and engagement\u2014whether employees feel empowered, whether coworkers cooperate, whether meaningful distinctions in performance are recognized, whether supervisors provide career-development feedback, and whether employees can disclose suspected wrongdoing without fear of reprisal, a core measure of employee voice. Agencies remain free, and are encouraged, to field additional engagement, satisfaction, workload, and morale items tailored to their workforces (and to conduct additional \u2018\u2018pulse\u2019\u2019 surveys throughout the year), and OPM\u2019s Employee Survey Playbook1 provides model content and methodological support. The rule does not silence employee feedback; it places responsibility for gathering and acting on that feedback with the agency leaders best positioned to respond to it.", "headingPath": [ "Rules and Regulations", "_Administrative Burden of Quarterly Reviews_" ], "pageStart": 4, "pageEnd": 4, "chunkIndex": 16, "charCount": 879, "approxTokens": 220, "chunkCount": 77, "citation": "2026-22093.pdf, p. 4" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Finally, OPM notes that Annual Staffing Plans must include metrics for evaluating current and future workforce and staffing needs (\u00a7 250.205(b)(1)), and that OPM and OMB will review implementation annually through the Annual Staffing Review. In response to comment 0009\u2019s recommendation that OPM maintain a stable set of core human capital metrics that persists across administrations, OPM notes that its Guidance on Annual Staffing Plans specifies the core hiring and workforce measures agencies must address in preparing their FY 2027 Annual Staffing Plans. OPM, _Guidance on Annual Staffing Plans_ (July 30, 2026), _https:// www.opm.gov/chcoc/latest-memos/ guidance-on-annual-staffing-plans.pdf_ . That guidance directs agencies to identify mission-critical occupations and skills gaps, together with plans for closing them, and to include in each plan a detailed hiring forecast projecting\u2014by quarter and by mission area or component\u2014total hires, external hires versus internal placements, mission-critical occupation hires, technology hires, and early-career hires, measured against standing Governmentwide targets. Agencies must report performance against each target in their quarterly updates and must justify, and set a corrective trajectory for, any projected variance; OPM and OMB will track progress through the Quarterly Staffing Plan Performance Review and Annual Staffing Review processes. This guidance illustrates how the planning cadence reflected in this rule can support multi-year workforce\n\n1 Employee Survey Playbook, U.S. Office of Personnel Management, _https://www.opm.gov/ chcoc/latest-memos/employee-survey-playbook.pdf_ .\n\nplanning efforts based on core human capital metrics.", "headingPath": [ "Rules and Regulations", "_Administrative Burden of Quarterly Reviews_" ], "pageStart": 4, "pageEnd": 4, "chunkIndex": 17, "charCount": 1705, "approxTokens": 426, "chunkCount": 77, "citation": "2026-22093.pdf, p. 4" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **CHCO Visibility, Oversight, and Control**\n\nComment 0009 expressed strong support for the proposed requirement at \u00a7 250.204(e) that agencies ensure their internal delegations, organizational structure, policies, and technological systems give the CHCO sufficient visibility, oversight, and control to carry out statutory functions under 5 U.S.C. 1401 and 1402. The commenter noted this has been a persistent, longstanding problem, as confirmed by Government Accountability Office (GAO) reporting. The commenter expressed concern, however, that the provision as drafted \u2018\u2018states an obligation without a mechanism for verifying compliance\u2019\u2019 and recommended that the final rule direct OPM to require an annual, agency-head-certified attestation confirming that the CHCO has the required visibility, oversight, and control, with any gaps identified and a remediation timeline attached.\n\nComment 0006 similarly recommended that the final rule require CHCO coordination with the CFO, COO, and senior leadership to ensure the CHCO has the organizational standing to perform the functions contemplated by the rule.\n\nComment 0003 raised a concern in the opposite direction, arguing that giving the CHCO top-down singular control over all human capital functions risks creating an environment detached from individual component needs and stripping sub-agencies of the operational flexibility needed to address local staffing challenges.", "headingPath": [ "Rules and Regulations", "CHCO Visibility, Oversight, and Control" ], "pageStart": 4, "pageEnd": 4, "chunkIndex": 18, "charCount": 1430, "approxTokens": 358, "chunkCount": 77, "citation": "2026-22093.pdf, p. 4" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "OPM agrees with Comment 0009 that the CHCO visibility requirement requires a compliance verification mechanism to be effective. OPM has added a requirement to \u00a7 250.206 that, as part of each Annual Staffing Review, agencies submit an agency head certification confirming that the CHCO has the visibility, oversight, and control required under \u00a7 250.204(e), and that any identified gaps are documented with a remediation timeline. This addition provides the accountability mechanism the commenter identified while preserving agency flexibility in how CHCO authority is structured internally.\n\nOPM does not agree that strengthening CHCO authority necessarily undermines sub-agency operational flexibility. The final rule preserves the agency\u2019s ability to delegate authorities consistent with the CHCO\u2019s oversight responsibilities and does not prohibit sub-agencies from maintaining\n\noperational human capital functions appropriate to their missions.", "headingPath": [ "Rules and Regulations", "CHCO Visibility, Oversight, and Control" ], "pageStart": 4, "pageEnd": 4, "chunkIndex": 19, "charCount": 947, "approxTokens": 237, "chunkCount": 77, "citation": "2026-22093.pdf, p. 4" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Political-to-Career Conversion**\n\n**Safeguards (** \u2018\u2018 **Burrowing In** \u2019\u2019 **)**\n\nComment 0010 expressed general support for the proposed rule and offered targeted recommendations to address political-to-career conversions. The commenter recommended that: (1) \u00a7 250.203 be amended to require agency human capital management systems to include screening for political-to-career conversions, with OPM pre-approval required before such actions are finalized; (2) \u00a7 250.204 be amended to require agencies to certify that no political influence occurred and that OPM requirements for political-to-career conversions were followed, including for reassignments and details; (3) \u00a7 250.205 be amended to require agencies to review hiring actions involving political appointees and assess whether details, transfers, and reassignments were consented to and properly justified; (4) \u00a7 250.206 be amended to require documentation of any attempts to support political-tocareer conversions; and (5) a new \u00a7 250.210 be added to require written employee consent for details over 60 days, justification for involuntary details, and CHCO approval for directed reassignments.\n\nOPM appreciates the comment\u2019s detailed recommendations and shares the concern that improper political-tocareer conversions undermine merit system principles. The safeguards the commenter describes, however, are already in place and are administered by OPM outside this part.", "headingPath": [ "Rules and Regulations", "Political-to-Career Conversion" ], "pageStart": 4, "pageEnd": 4, "chunkIndex": 20, "charCount": 1435, "approxTokens": 359, "chunkCount": 77, "citation": "2026-22093.pdf, p. 4" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Agencies must obtain OPM\u2019s approval before appointing a current or recent political appointee to a permanent competitive service, non-political excepted service, or career Senior Executive Service position, including time-limited appointments that would permit later noncompetitive conversion. For this purpose, a recent political appointee is an individual who held a covered political appointment within the preceding five years. OPM administers this pre-appointment review; agencies submit a preappointment checklist, and OPM examines the action for compliance with merit system principles and applicable civil service law before the appointment may be made. This review operates against the background requirements of 5 U.S.C. 2301 (merit system principles), 5 U.S.C. 2302 (prohibited personnel practices), 5 U.S.C. 3317 and 3318 (certification and selection in the competitive service), Civil Service Rules 4.2 and 7.1 (5 CFR\n\n4.2, 7.1), 5 CFR part 317 (career SES appointment procedures), and OPM\u2019s memorandum to Chief Human Capital Officers, Political Appointees and Career Civil Service Positions (Dec. 30, 2022), _https://www.opm.gov/chcoc/ transmittals/2022/Political% 20Appointees%20and% 20Career%20Civil%_\n\n_20Service%20Positions_ 508.pdf_ . OPM also conducts ongoing oversight of completed conversions under 5 U.S.C. 1104 and 5 CFR 5.2.", "headingPath": [ "Rules and Regulations", "Political-to-Career Conversion" ], "pageStart": 4, "pageEnd": 5, "chunkIndex": 21, "charCount": 1350, "approxTokens": 338, "chunkCount": 77, "citation": "2026-22093.pdf, p. 4-5" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Recommendations (1) through (4) would restate these existing obligations within part 250\u2019s human capital planning and evaluation provisions. OPM declines to do so. The preappointment review is already mandatory and Governmentwide: no agency may appoint a current or recent political appointee to a covered career position without OPM\u2019s advance approval, and OPM examines each proposed action for evidence of political influence before it may proceed. Layering a duplicative planning-stage approval or certification on top of that review would add process without adding protection. OPM also notes that the Annual Staffing Review and Quarterly Staffing Plan Performance Review framework adopted in this final rule will give OPM and OMB regular, structured visibility into agency hiring patterns, complementing the conversion-specific review described above. Agencies remain fully bound by the pre-appointment review described above, and OPM will continue to enforce it.\n\nRecommendation (5) is outside the scope of this rulemaking. It would establish new requirements governing employee consent to details, justification for involuntary details, and approval of directed reassignments. The proposed rule did not propose to regulate details or reassignments; those matters are governed by 5 U.S.C. 3341 and 5 CFR parts 300 and 335, and the public was not on notice that this rulemaking might address them. OPM therefore does not adopt recommendation (5) in this final rule.", "headingPath": [ "Rules and Regulations", "Political-to-Career Conversion" ], "pageStart": 5, "pageEnd": 5, "chunkIndex": 22, "charCount": 1470, "approxTokens": 368, "chunkCount": 77, "citation": "2026-22093.pdf, p. 5" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Strategic Hiring Committee and Merit System Principles**\n\nComments 0005 and 0007 raised legal and policy objections to the proposed Strategic Hiring Committee. The comments argued that centralizing career hiring decisions in political appointees under the proposed Strategic Hiring Committee violates 5 U.S.C. 2301(b)(2), 2301(b)(8)(A), 2302(b)(1)(E), and 2302(b)(3), which prohibit consideration of political affiliation in competitive and excepted service hiring.\n\nThe commenters further objected that undefined hiring criteria such as \u2018\u2018patriotism\u2019\u2019 provide insufficient guardrails against partisan favoritism. Comment 0005 further characterized the Strategic Hiring Committee as political interference in career agency operations.\n\nComment 0006 did not specifically address the Strategic Hiring Committee but emphasized broadly that modernization of strategic human capital management must reinforce, not erode, the merit system principles that have long guided the Federal civil service. Comment 0009 supported the requirement that the CHCO serve on the Committee alongside the Deputy Secretary or equivalent and recommended that the final rule also require the Committee to solicit written input from the relevant career senior executive with programmatic responsibility before acting on a position within that executive\u2019s chain of command.", "headingPath": [ "Rules and Regulations", "Strategic Hiring Committee and Merit System Principles" ], "pageStart": 5, "pageEnd": 5, "chunkIndex": 23, "charCount": 1351, "approxTokens": 338, "chunkCount": 77, "citation": "2026-22093.pdf, p. 5" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "OPM takes seriously its obligation to administer the merit system in compliance with applicable statutes and disagrees that the Strategic Hiring Committee is inconsistent with those obligations. The Committee is not a creation of this rule. Executive Order 14356 directs each agency to maintain a Strategic Hiring Committee through which agency leadership reviews and approves the creation of positions and hiring actions; this rule incorporates that requirement into part 250 so that it operates alongside, rather than apart from, the agency\u2019s other human capital planning obligations. The Committee\u2019s function is accordingly to oversee the agency\u2019s hiring program\u2014to ensure that the agency\u2019s hiring is directed to its highest-need positions and is consistent with its mission needs and its Annual Staffing Plan.\n\nThis rule confers no examining authority on the Committee. Rating, ranking, and certification of eligibles are governed by 5 U.S.C. 3317 and 3318 and 5 CFR part 332 and are carried out under the agency\u2019s examining authority, and this rule makes no change to those authorities or to the requirement that an appointing official select from among the eligibles properly certified under them. That an individual official may separately take part in an assessment process under those existing authorities\u2014for example, as a subjectmatter expert\u2014is a function of that official\u2019s role in the examining process, not of Committee membership, and this rule neither creates nor enlarges any such role. The commenters\u2019 central premise\u2014that the rule centralizes career hiring decisions in a manner that\n\ndisplaces competitive examination\u2014is therefore incorrect.", "headingPath": [ "Rules and Regulations", "Strategic Hiring Committee and Merit System Principles" ], "pageStart": 5, "pageEnd": 5, "chunkIndex": 24, "charCount": 1662, "approxTokens": 416, "chunkCount": 77, "citation": "2026-22093.pdf, p. 5" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "That senior agency officials participate in and are accountable for the agency\u2019s hiring decisions is neither novel nor unlawful. Nothing in the merit system requires that appointment decisions be insulated from agency leadership. To the contrary, sustained involvement by senior leadership is a hallmark of effective human capital management. GAO has long reported that the personal commitment and accountability of an agency\u2019s top leaders is among the most consistent predictors of progress in strategic human capital management\u2014and that its absence is a central reason the area has remained on the High-Risk List since 2001. _See_ GAO, _A Model of Strategic Human Capital Management_ , GAO\u201302\u2013373SP (Mar. 15, 2002) (identifying the \u2018\u2018sustained commitment by agency leaders\u2019\u2019 as the first cornerstone of strategic human capital management), _https:// www.gao.gov/products/gao-02-373sp;_ GAO, High-Risk Series: Substantial Efforts Needed to Achieve Greater Progress on High-Risk Areas, GAO\u201319\u2013 157SP (Mar. 6, 2019) (leadership commitment is the first of the five criteria GAO uses to assess progress toward removal from the High-Risk List), _https://www.gao.gov/products/ gao-19-157sp;_ GAO\u201325\u2013107743, _https:// files.gao.gov/reports/GAO-25-107743/ index.html_ .", "headingPath": [ "Rules and Regulations", "Strategic Hiring Committee and Merit System Principles" ], "pageStart": 5, "pageEnd": 5, "chunkIndex": 25, "charCount": 1262, "approxTokens": 316, "chunkCount": 77, "citation": "2026-22093.pdf, p. 5" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "The Chief Human Capital Officers Act likewise places workforce strategy with a senior official answerable to agency leadership precisely because staffing decisions are inseparable from decisions about mission, budget, and organizational design. _See_ 5 U.S.C. 1401 (the head of each agency shall appoint or designate a Chief Human Capital Officer to \u2018\u2018advise and assist the head of the agency and other agency officials\u2019\u2019 in workforce management). Executive Order 14356 and OPM\u2019s Guidance on Annual Staffing Plans carry that principle forward: workforce planning is built from the bottom up by the managers closest to the work and then validated by the Strategic Hiring Committee and the CHCO, so that the officials accountable for the agency\u2019s mission and resources are also accountable for the staffing decisions that determine whether the mission can be met. Hiring executed without leadership engagement produces the very pathologies commenters elsewhere decry\u2014diffuse priorities, unfilled mission-critical positions, and hiring disconnected from budget reality.\n\nAn applicant or employee who believes a Committee member has discriminated on the basis of political\n\naffiliation, or who has granted a preference or advantage not authorized by law, may seek corrective action through the Office of Special Counsel under 5 U.S.C. 1214, and the Merit Systems Protection Board may discipline officials who commit prohibited personnel practices under 5 U.S.C. 1215. Civil Service Rule IV (5 CFR 4.2) independently prohibits inquiry into the political affiliation of applicants and eligibles and any discrimination on that basis.", "headingPath": [ "Rules and Regulations", "Strategic Hiring Committee and Merit System Principles" ], "pageStart": 5, "pageEnd": 6, "chunkIndex": 26, "charCount": 1626, "approxTokens": 406, "chunkCount": 77, "citation": "2026-22093.pdf, p. 5-6" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "As to the concern regarding undefined criteria such as \u2018\u2018patriotism,\u2019\u2019 this rule prescribes no qualification, suitability, or selection criteria for individual hiring actions. Qualification requirements continue to be governed by 5 CFR part 300, subpart A, and the qualification standards OPM issues thereunder, and suitability and fitness determinations continue to be governed by 5 CFR part 731. This rule confers on the Strategic Hiring Committee no authority to establish or alter either.\n\nComment 0007 also pointed to materials outside this rulemaking\u2014 including OPM\u2019s Merit Hiring Plan, related guidance on application essay questions, and pending litigation concerning one such question\u2014as evidence that the Committee structure will facilitate politicized hiring. OPM affirms that no hiring criterion, however labeled, may be applied to prefer or exclude a candidate on the basis of political affiliation, and an official who does so commits a prohibited personnel practice under 5 U.S.C. 2302 regardless of the organizational setting\u2014a hiring committee or otherwise\u2014in which the violation occurs. The Committee exists to ensure that hiring is directed to mission needs and that agency leadership is involved in and accountable for the agency\u2019s workforce planning. OPM disagrees that this structure will facilitate politicized hiring. If anything, a standing committee whose decisions are documented against a published Annual Staffing Plan and reviewed by OPM and OMB through the Annual Staffing Review makes improper influence easier to detect, not harder: structured, recorded decisions tied to preestablished mission criteria leave a trail, while diffuse and undocumented hiring processes offer far more cover for favoritism. This rule alters none of the prohibitions, or the remedies for their violation, discussed above.", "headingPath": [ "Rules and Regulations", "Strategic Hiring Committee and Merit System Principles" ], "pageStart": 6, "pageEnd": 6, "chunkIndex": 27, "charCount": 1833, "approxTokens": 458, "chunkCount": 77, "citation": "2026-22093.pdf, p. 6" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Finally, OPM does not agree that agencywide oversight of hiring is in tension with the merit system. Directing scarce hiring capacity to an agency\u2019s highest-need positions is a core management responsibility, and 5", "headingPath": [ "Rules and Regulations", "Strategic Hiring Committee and Merit System Principles" ], "pageStart": 6, "pageEnd": 6, "chunkIndex": 28, "charCount": 214, "approxTokens": 54, "chunkCount": 77, "citation": "2026-22093.pdf, p. 6" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "U.S.C. 1401 and 1402 contemplate that the Chief Human Capital Officer will exercise that kind of oversight. The Committee\u2019s required composition\u2014the Deputy Secretary or equivalent and the chief of staff to the agency head, together with the Chief Human Capital Officer\u2014follows from Executive Order 14356, which requires that the deputy agency head participate, and from the human capital leadership responsibilities the Chief Human Capital Officers Act assigns to the CHCO. OPM notes that it proposed to add the regulatory provisions related to the Strategic Hiring Committee to implement E.O. 14356, which states: \u2018\u2018The Strategic Hiring Committee shall include the deputy agency head and the chief of staff to the agency head, along with such other senior officials as the agency head may designate.\u2019\u2019 The final regulatory text corrects the composition of the Strategic Hiring Committee to include the chief of staff to the agency head in accordance with E.O. 14356. OPM acknowledges that the proposed regulatory text did not list the chief of staff to the agency head as a required Committee member. This revision does not create a new substantive obligation; it conforms the regulation to the Committee composition that E.O. 14356 already requires and under which agencies are already operating. Because the change makes no operative legal change and simply allows the regulation to reflect existing requirements, OPM finds, pursuant to 5 U.S.C. 553(b)(B), that good cause exists to finalize this conforming revision without additional notice and opportunity for comment, which would be unnecessary. It pairs mission and resource accountability with the agency\u2019s senior human capital official. In any event, all applicable requirements under 5 U.S.C. chapters 23 and 33 and other statutes and regulations still apply to all hiring practices and decisions.", "headingPath": [ "Rules and Regulations", "Strategic Hiring Committee and Merit System Principles" ], "pageStart": 6, "pageEnd": 6, "chunkIndex": 29, "charCount": 1858, "approxTokens": 464, "chunkCount": 77, "citation": "2026-22093.pdf, p. 6" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "OPM has also considered comment 0009\u2019s recommendation that the Committee be required to solicit written input from the relevant career senior executive before acting on a position within that executive\u2019s program area. OPM agrees that program-level expertise is important to sound hiring decisions but declines to prescribe mandatory Committee procedures in regulatory text. The rule establishes the Committee\u2019s minimum composition and function; it does not limit the officials a Committee may consult, and nothing in the rule precludes a Committee from soliciting written input from career senior executives, program managers, or subject-matter experts. OPM expects\n\nCommittees to draw on that expertise as a matter of course and will address recommended practices for Committee operations in implementation guidance.", "headingPath": [ "Rules and Regulations", "Strategic Hiring Committee and Merit System Principles" ], "pageStart": 6, "pageEnd": 6, "chunkIndex": 30, "charCount": 817, "approxTokens": 204, "chunkCount": 77, "citation": "2026-22093.pdf, p. 6" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Workforce Diversity and Merit System Principles**\n\nComments 0007 and 0005 opposed the proposed rule\u2019s removal of diversity references from the regulations. Comment 0007 argued that diversity policies are codified in statute\u2014 specifically, 5 U.S.C. 2301(b)(1), which establishes as a merit system principle that the Federal workforce be drawn \u2018\u2018from all segments of society.\u2019\u2019 The commenter further argued that affirmative action requirements in 5 U.S.C. 3102 and 3112 and 29 U.S.C. 791(b) cannot be overridden by OPM rulemaking, and that OPM\u2019s rulemaking authority under 5 U.S.C. 1103(a)(5)(A) and 1401(1), (2) expressly constrains OPM to act consistent with those statutory provisions.", "headingPath": [ "Rules and Regulations", "Workforce Diversity and Merit System Principles" ], "pageStart": 6, "pageEnd": 6, "chunkIndex": 31, "charCount": 691, "approxTokens": 173, "chunkCount": 77, "citation": "2026-22093.pdf, p. 6" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "OPM does not accept the premise that the statutes the commenters cite establish \u2018\u2018diversity\u2019\u2019 requirements of the kind reflected in the regulatory language being removed. The merit system principle at 5 U.S.C. 2301(b)(1) provides that recruitment should be from qualified individuals from all segments of society, and that selection and advancement should be determined solely on the basis of relative ability, knowledge, and skills, after fair and open competition. That is a command to recruit broadly and to select on merit alone; it neither requires nor permits agencies to pursue demographic representation targets or to consider race, sex, or other protected characteristics in personnel decisions, and it therefore provides no statutory foundation for the regulatory references being removed. The provisions the commenters cite concerning individuals with disabilities and disabled veterans are specific statutory obligations that operate independently of part 250 and bind agencies by their own force; part 250 need not restate them for them to apply. This rule makes no change to \u00a7 250.204(a)(4), which continues to require that agencies recruit, hire, develop, and retain an effective workforce, especially in the agency\u2019s mission-critical occupations. Nothing in this rule alters agency obligations under 5 U.S.C. 3102 (readers, interpreters, and personal assistants for employees with disabilities), 5 U.S.C. 3112 (noncompetitive appointment of disabled veterans), or 29 U.S.C. 791(b) (affirmative action for individuals with disabilities).\n\nAs proposed, the final rule removes the references to a \u2018\u2018diverse\u2019\u2019 workforce", "headingPath": [ "Rules and Regulations", "Workforce Diversity and Merit System Principles" ], "pageStart": 6, "pageEnd": 6, "chunkIndex": 32, "charCount": 1631, "approxTokens": 408, "chunkCount": 77, "citation": "2026-22093.pdf, p. 6" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "in \u00a7 250.203(b) and (c). As OPM explained in proposing that removal, the existing references to a \u2018\u2018diverse\u2019\u2019 workforce may be read to suggest that agencies are required or permitted to take race or other protected characteristics into account in hiring, evaluation, and promotion decisions, and OPM proposed to remove that unnecessary and potentially misleading language. 91 FR 40435, 40438 (July 2, 2026).\n\nThe removal is also consistent with Executive Order 14151, _Ending Radical and Wasteful Government DEI Programs and Preferencing_ , 90 FR 8339 (Jan. 29, 2025). Requirements that agencies comply with applicable equal employment opportunity and merit system principles, including nondiscrimination, remain in force under 5 U.S.C. 2301 and 42 U.S.C. 2000e\u201316. The commenters\u2019 objections identify statutory requirements that this rule leaves fully intact; they do not identify a statute that compels the particular regulatory language being removed. OPM has considered those objections and is not persuaded to depart from the proposal. Other references to executive-driven diversity, equity, and inclusion (DEI) programs that are not compelled by statute are removed on the same basis.\n\nOPM is not eliminating any statutory obligation in this final rule. The final rule is consistent with a merit-based, nonpartisan civil service that draws from all segments of society as Congress has required.", "headingPath": [ "Rules and Regulations", "Workforce Diversity and Merit System Principles" ], "pageStart": 7, "pageEnd": 7, "chunkIndex": 33, "charCount": 1400, "approxTokens": 350, "chunkCount": 77, "citation": "2026-22093.pdf, p. 7" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Annual Employee Surveys**\n\nThe single most frequently raised theme across the comments concerns OPM\u2019s proposed changes to the annual employee survey, addressed in subpart C (\u00a7\u00a7 250.302 and 250.303), and the discontinuation of the Federal Employee Viewpoint Survey. Six of the nine comments address this subject in some form (comments 0003, 0004, 0006, 0007, 0008, 0009), reflecting its evident importance to stakeholders.\n\nThe Federal Employee Viewpoint Survey (FEVS) is often conflated with the annual employee survey (AES) requirement set in section 1128 of the National Defense Authorization Act for Fiscal Year 2004, Public Law 108\u2013136, div. A, tit. XI (5 U.S.C. 7101 note), which requires each agency to conduct an annual survey covering two content areas. That statute directs OPM to prescribe survey questions by regulation, and this final rule modifies those prescribed questions. The FEVS was part of a larger effort by OPM to assess a variety of human capital topics, and OPM incentivized agencies to\n\nparticipate in the FEVS by including the required AES items. By participating in the FEVS, agencies would meet their required survey obligation.\n\nIn 2026, after serious consideration, OPM decided to discontinue the Governmentwide administration of FEVS, as it was felt the survey had become a check-the-box activity and did not yield actionable insights sufficient to justify the cost and burden it imposed. (OPM paused the survey for 2025 to allow agencies to focus on other workforce priorities; _see_ OPM, 2025 Federal Employee Viewpoint Survey and Compliance with Recent Executive Orders (Feb. 28, 2025), _https:// www.opm.gov/chcoc/transmittals/2025/ Memo%20on%20FEVS% 20ReportsFINAL.pdf_ (delaying the 2025 survey); OPM, Cancellation of 2025 OPM Federal Employee Viewpoint Survey (Aug. 15, 2025), _https:// content.govdelivery.com/accounts/ USOPM/bulletins/3ede04d_ ).", "headingPath": [ "Rules and Regulations", "Annual Employee Surveys" ], "pageStart": 7, "pageEnd": 7, "chunkIndex": 34, "charCount": 1891, "approxTokens": 473, "chunkCount": 77, "citation": "2026-22093.pdf, p. 7" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "FEVS did not provide enough meaningful assessment as a general purpose, one-size-fits-all instrument, nor did it have enough actionable feedback or make a real impact for employees to be worthwhile. OPM\u2019s reasoning is set out more fully in its survey guidance and public statements. OPM, _Annual Employee Survey Administration Requirements\u20142026 and Beyond_ (July 9, 2026), _https:// www.opm.gov/chcoc/latest-memos/ annual-employee-surveyadministration-requirements-2026-andbeyond.pdf;_ OPM, _Measure What Matters_ , Secrets of OPM (July 1, 2026), _https://usopm.substack.com/p/measurewhat-matters_ .\n\nAs OPM has explained, it believes strongly in well-designed employee engagement surveys\u2014surveys that help managers understand whether the organization is aligned around the right objectives, whether employees understand how their work contributes to those objectives, whether managers hold team members accountable, reward excellence, and develop top performers, and whether employees can report wrongdoing without fear of reprisal. But a single, centrally administered annual instrument is poorly suited to those ends: objectives and priorities shift during the year, a \u2018\u2018one and done\u2019\u2019 survey becomes a checkbox exercise, and organizations as large and managerially distributed as Federal agencies are not served equally well by one Governmentwide ritual. Survey data are actionable only when collected at the right level of detail, reviewed by the managers closest to the work, and used to diagnose and correct real problems\u2014 which requires agencies to own their\n\nsurveys. The prescribed common questions preserve OPM\u2019s visibility into Governmentwide trends so that systemic challenges can still be identified centrally.\n\n_Core Survey Question Set_", "headingPath": [ "Rules and Regulations", "Annual Employee Surveys" ], "pageStart": 7, "pageEnd": 7, "chunkIndex": 35, "charCount": 1752, "approxTokens": 438, "chunkCount": 77, "citation": "2026-22093.pdf, p. 7" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Several organizational comments (0006, 0007, 0008, 0009), along with comment 0003, objected to reducing the number of items from sixteen questions to ten, and several\u2014most pointedly comment 0007 and comment 0008\u2014 argued this violates the statutory mandate that the survey address specific topics, including work environment, rewards and recognition, and professional development.\n\nIt is OPM\u2019s position that the statute underlying the annual employee survey requires OPM to prescribe common questions \u2018\u2018to allow comparison across agencies\u2019\u2019 and requires that results be made public. It does not require that OPM itself administer every agency\u2019s survey instrument, dictate a single Governmentwide field period, or otherwise control agency-level survey logistics. The final rule preserves the statutorily required mechanism for comparability\u2014a common core of required questions appearing on every agency\u2019s survey\u2014while returning survey administration to the agencies that are closest to their own workforce populations and best positioned to tailor supplemental content to their missions. This is consistent with, not contrary to, the statutory design.\n\nFor additional context, the items required in regulation have changed before; in December 2016 the regulation was modified to change the number from 45 to 16 items. This reduction in the number of required items allowed the larger FEVS to adapt and meet new needs. The survey, either the FEVS or the AES items, was never meant to be permanent, but allowed to change as the workforce and workplace needed. While OPM acknowledges there are benefits to being able to trend results over time, there are also benefits to refreshing the content to meet the current needs.", "headingPath": [ "Rules and Regulations", "Annual Employee Surveys" ], "pageStart": 7, "pageEnd": 7, "chunkIndex": 36, "charCount": 1716, "approxTokens": 429, "chunkCount": 77, "citation": "2026-22093.pdf, p. 7" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Commenters contended that the proposed survey items do not meet the requirements of the statute regarding content areas that must be addressed (comments 0006, 0007) and that some of the items have some technical faults in their design like unclear wording or response choices (comments 0004, 0007, 0008). OPM respectfully disagrees.\n\nSection 1128(a) requires each agency to conduct an annual survey of its employees\u2014expressly \u2018\u2018including survey questions unique to the agency and questions prescribed under subsection (b)\u2019\u2019\u2014to assess (1) leadership\n\nand management practices that contribute to agency performance and (2) employee satisfaction with leadership policies and practices; the work environment; rewards and recognition for professional accomplishment and personal contributions to achieving organizational mission; opportunity for professional development and growth; and opportunity to contribute to achieving organizational mission.\n\nThe content areas Congress enumerated therefore attach to the agency\u2019s survey as a whole, which the statute defines to include the agency\u2019s own questions, and not solely to the subset of items OPM prescribes by regulation. Subsection (b) directs OPM to prescribe questions that should appear on all agency surveys \u2018\u2018in order to allow a comparison across agencies.\u2019\u2019 It does not direct OPM to prescribe a separate item for each content area, to prescribe any particular number of items, or to require that an item use the word \u2018\u2018satisfaction\u2019\u2019 or a satisfaction response scale. Section 250.302(a)(1) preserves each agency\u2019s ability to include questions unique to the agency, and the prescribed items accordingly operate as a floor rather than a ceiling.", "headingPath": [ "Rules and Regulations", "Annual Employee Surveys" ], "pageStart": 7, "pageEnd": 8, "chunkIndex": 37, "charCount": 1698, "approxTokens": 424, "chunkCount": 77, "citation": "2026-22093.pdf, p. 7-8" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "The prescribed items nonetheless reach each of the statutory content areas. Leadership and management practices that contribute to agency performance are addressed by items (i), (v), (ix), and (x); leadership policies and practices by items (i), (iv), and (v); the work environment by items (ii) and (viii); rewards and recognition for professional accomplishment and personal contributions to achieving organizational mission by item (iii); opportunity for professional development and growth by item (iv); and opportunity to contribute to achieving organizational mission by items (vi) and (vii). Assessing these conditions through agreement-scaled items is an accepted measurement practice and is consistent with the approach used for the Annual Employee Survey items as administered through the FEVS. An employee\u2019s reported agreement that differences in performance are recognized in a meaningful way, or that a supervisor provides ongoing feedback to help the employee succeed and progress in a career, is a direct measure of that employee\u2019s assessment of the agency in the corresponding content area. OPM does not read the statute to require that a content area be assessed only by an item that recites the statutory phrasing.\n\nAs to the technical concerns about item wording and response options, OPM has considered each of them and", "headingPath": [ "Rules and Regulations", "Annual Employee Surveys" ], "pageStart": 8, "pageEnd": 8, "chunkIndex": 38, "charCount": 1339, "approxTokens": 335, "chunkCount": 77, "citation": "2026-22093.pdf, p. 8" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "concludes that they reflect differences in professional judgment about survey design and item construction rather than defects that would prevent the items from assessing the statutory content areas. Agencies retain discretion to supplement the prescribed items where they determine that additional or differently constructed items would better serve their workforce, and OPM will continue to support agencies through guidance such as the Employee Survey Playbook (OPM, _Employee Survey Playbook: A Guide for Federal Agencies_ (July 2026), _https:// www.opm.gov/chcoc/latest-memos/ employee-survey-playbook.pdf_ ) and OPM\u2019s annual survey administration requirements. OPM, _Annual Employee Survey Administration Requirements\u2014 2026 and Beyond_ (July 9, 2026), _https:// www.opm.gov/chcoc/latest-memos/ annual-employee-surveyadministration-requirements-2026-andbeyond.pdf._ OPM is making no changes to the proposed survey items in this final rule.", "headingPath": [ "Rules and Regulations", "Annual Employee Surveys" ], "pageStart": 8, "pageEnd": 8, "chunkIndex": 39, "charCount": 944, "approxTokens": 236, "chunkCount": 77, "citation": "2026-22093.pdf, p. 8" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _Survey Methodology, Timing, and Public Disclosure_\n\nSome comments claim that a smaller survey or distributed survey effort would be detrimental, or would lack control and standardization (comments 0003, 0006, 0008). As mentioned, part of the reason the FEVS was discontinued was because its one-size-fits-all approach makes it difficult for agencies to assess their own needs without also doing their own survey in addition to participating in the FEVS.\n\nIn fact, it was this need for customization that led three large agencies to discontinue participating in the FEVS altogether in years prior to 2025\u2014National Aeronautics and Space Administration, the Department of Veterans Affairs, and the Securities and Exchange Commission all decided to do their own surveys as the FEVS could not meet their needs. While the FEVS did allow agencies to add their own agencyspecific survey items, the number of those items was limited and had to be asked to the entirety of the agency, which may not be appropriate if only a portion of the agency needed to be addressed.\n\nBy returning the responsibility of surveying their employees to the agency and decreasing the total number of survey items required, plus giving options for the methodologies that best suits them, agencies will be able to craft survey items and whole surveys that better serve their specific needs. Using these flexibilities, agencies can continue or even expand on content that the FEVS promoted, such as assessing\n\nemployee engagement. OPM will continue to assist agencies by providing guidance and expert advice to meet their obligations, such as the Employee Survey Playbook which provides information and considerations for administering a proper survey.", "headingPath": [ "Rules and Regulations", "_Survey Methodology, Timing, and Public Disclosure_" ], "pageStart": 8, "pageEnd": 8, "chunkIndex": 40, "charCount": 1724, "approxTokens": 431, "chunkCount": 77, "citation": "2026-22093.pdf, p. 8" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Comment 0008 objected that revised \u00a7 250.303(a) removes the current regulation\u2019s enumerated categories of required public disclosure and permits each agency to determine the specific content of its public release, which the commenter argued could allow selective or incomplete reporting. OPM does not intend, and the final rule does not permit, disclosure that misrepresents survey results. The governing statute requires that the results of the annual survey be made available to the public, and \u00a7 250.303(a) carries that command forward: each agency must make the results of its annual survey available to the public and post them on its website, subject only to the narrow national security exception stated in the rule.\n\nOPM will address the content of public releases\u2014including publication of the survey instrument, response rates, and item-level results for the prescribed questions\u2014in implementation guidance, and agencies must submit complete results to OPM and OMB under \u00a7 250.303(c), which preserves centralized oversight and enables OPM to publish Governmentwide comparisons. OPM has concluded that this combination of a statutory disclosure floor, annual administration requirements, and centralized reporting better accommodates variation in agency size and structure than a single enumerated list, and OPM therefore declines to retain the prior list in regulatory text.", "headingPath": [ "Rules and Regulations", "_Survey Methodology, Timing, and Public Disclosure_" ], "pageStart": 8, "pageEnd": 8, "chunkIndex": 41, "charCount": 1383, "approxTokens": 346, "chunkCount": 77, "citation": "2026-22093.pdf, p. 8" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Comment 0008 also expressed concern that agency-by-agency administration could weaken respondent confidentiality and, with it, employee trust and candor, particularly at small components. OPM agrees that confidentiality is essential to reliable measurement. The Employee Survey Playbook addresses anonymity, confidentiality, minimum reporting thresholds, and data-handling practices, and OPM\u2019s annual administration requirements will continue to set confidentiality expectations for agency surveys. Agencies also remain bound by the Privacy Act of 1974, 5 U.S.C. 552a, in collecting and maintaining survey records. OPM will monitor response rates across agencies and will revisit these safeguards in future administration requirements if participation data indicate an erosion of employee trust.\n\nComments 0006 and 0009 recommended that OPM publish a bridge or crosswalk analysis relating the prior sixteen prescribed items to the ten items adopted in this final rule, so that agencies can maintain trend analysis across the transition, and comment 0009 further recommended adding a prescribed item measuring perceived pathways into senior executive positions. OPM agrees that measurement continuity has value and will publish a crosswalk discussing the relationship between retiring and incoming items as part of its implementation guidance. OPM declines to add an eleventh prescribed item in this final rule; an agency whose leadership pipeline warrants it may add such an item as an agency-specific question, and OPM will consider leadership-pipeline content in future updates to the prescribed set.", "headingPath": [ "Rules and Regulations", "_Survey Methodology, Timing, and Public Disclosure_" ], "pageStart": 8, "pageEnd": 9, "chunkIndex": 42, "charCount": 1602, "approxTokens": 400, "chunkCount": 77, "citation": "2026-22093.pdf, p. 8-9" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Comment 0008 further objected that OPM guidance issued during this rulemaking directed agencies to implement elements of the proposed framework for the 2026 survey cycle before a final rule took effect. The annual survey obligation rests on each agency by force of section 1128 regardless of who administers the instrument, and OPM\u2019s decision to discontinue centralized administration of the FEVS was a programmatic decision committed to OPM\u2019s discretion; it did not require rulemaking. OPM confirms that agencies remain bound by the survey regulations in effect at the time a survey is administered, and this final rule operates prospectively from its effective date.", "headingPath": [ "Rules and Regulations", "_Survey Methodology, Timing, and Public Disclosure_" ], "pageStart": 9, "pageEnd": 9, "chunkIndex": 43, "charCount": 668, "approxTokens": 167, "chunkCount": 77, "citation": "2026-22093.pdf, p. 9" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Conforming Amendments**\n\nAs proposed, OPM is making conforming amendments to 5 CFR part 250 as reflected in the regulatory text below. References to the Human Capital Operating Plan (HCOP), Human Capital Reviews (HCR), and HRStat quarterly reviews are replaced or consolidated consistent with this final rule. Crossreferences within part 250 are updated accordingly. Additionally, OPM proposed the revised strategic human capital planning and reporting processes to implement Executive Order 14356, which applies to \u2018\u2018all executive departments and agencies.\u2019\u2019 Although the proposed rule explained the purpose and scope of the proposed revisions in the preamble, OPM did not adjust 5 CFR 250.201, _Coverage and purpose,_ and is now making a conforming edit to align Subpart B with the agencies to which E.O. 14356 applies. The final rule revises \u00a7 250.201 to apply to agencies covered by 5 U.S.C. 306(f), which is the\n\nsame population of agencies already submitting Annual Staffing Plans to OPM and OMB under E.O. 14356. OPM acknowledges that this revision to \u00a7 250.201 was not included in the proposed regulatory text. The revision does not make any operative legal change or impose a new substantive obligation. It simply allows the regulation to reflect the existing requirements of E.O. 143566 and the scope the proposed rule described. OPM therefore finds, pursuant to 5 U.S.C. 553(b)(B), that good cause exists to finalize this conforming revision without additional notice and opportunity for comment, which would be unnecessary.", "headingPath": [ "Rules and Regulations", "Conforming Amendments" ], "pageStart": 9, "pageEnd": 9, "chunkIndex": 44, "charCount": 1540, "approxTokens": 385, "chunkCount": 77, "citation": "2026-22093.pdf, p. 9" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Expected Impact of This Rulemaking**\n\n## _A. Statement of Need_\n\nOPM issues this rule pursuant to 5 U.S.C. 1103(a)(5), 1103(c), 1401, and 1402, and, as to subpart C, section 1128 of the National Defense Authorization Act for Fiscal Year 2004, Public Law 108\u2013136, div. A, tit. XI (5 U.S.C. 7101 note). Three deficiencies warrant action. The Human Capital Operating Plan, Human Capital Reviews, and HRStat quarterly reviews overlap in content and are produced on schedules unsynchronized with the budget and performance cycles under OMB Circular A\u201311; GAO has designated strategic human capital management a high-risk area since 2001, and the area remains on GAO\u2019s High-Risk List as of 2025. GAO, _High-Risk Series: An Update,_ GAO\u201301\u2013 263 (Jan. 2, 2001), _https://www.gao.gov/ products/gao-01-263;_ GAO, _High-Risk Series: Heightened Attention Could Save Billions More and Improve Government Efficiency and Effectiveness,_ GAO\u201325\u2013107743 (Feb. 2025). Chief Human Capital Officers frequently lack the authority that 5 U.S.C. 1401 and 1402 presuppose, and the current regulations supply no means of verification. GAO, _Human Capital: Strategies to Help Agencies Meet Their Missions in an Era of Highly Constrained Resources,_ GAO\u201314\u2013168, at 10\u201311 (May 7, 2014), _https:// www.gao.gov/products/gao-14-168._ And the annual survey framework no longer serves its statutory purpose: the statute requires common questions permitting comparison across agencies, not a single Governmentwide instrument, and the Federal Employee Viewpoint Survey grew too long and too general to be useful before OPM discontinued it in 2026.\n\nOPM received nine comments, none identifying a basis for withdrawal, but several identifying respects in which the proposed rule addressed these", "headingPath": [ "Rules and Regulations", "Expected Impact of This Rulemaking" ], "pageStart": 9, "pageEnd": 9, "chunkIndex": 45, "charCount": 1762, "approxTokens": 440, "chunkCount": 77, "citation": "2026-22093.pdf, p. 9" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "deficiencies imprecisely. In response, the final rule defines the Annual Staffing Plan as the operational workforce plan for an agency\u2019s strategic human capital strategy rather than a substitute for it (\u00a7 250.202), ties its development to the OMB Circular A\u201311, Part 6 cycle (\u00a7 250.205(a)(1)), and permits integration of quarterly review into existing reviews under the Government Performance and Results Act Modernization Act of 2010 (\u00a7 250.207). Because comment 0009 correctly observed that the proposed CHCO provision stated an obligation without a means of verifying compliance, OPM adopts in this final rule, in response to that comment, an agency-head certification identifying any gaps in CHCO authority with a remediation timeline (\u00a7 250.206), as a means of verifying compliance with proposed \u00a7 250.204(e), which was itself subject to notice and comment, and requires coordination with the Chief Financial Officer, Chief Operating Officer, and senior leadership (\u00a7 250.205), while leaving agencies discretion over internal structure.", "headingPath": [ "Rules and Regulations", "_A. Statement of Need_" ], "pageStart": 9, "pageEnd": 9, "chunkIndex": 46, "charCount": 1041, "approxTokens": 260, "chunkCount": 77, "citation": "2026-22093.pdf, p. 9" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "Comments further warned that the proposed Strategic Hiring Committee and the proposed removal of diversity references could themselves conflict with merit system principles. The final rule confirms that the Committee\u2019s oversight of agency hiring is a governance and workforce-planning function, that the final rule confers no examining, rating, or certification authority on the Committee, and that its members remain subject to 5 U.S.C. 2301 and 2302 in connection with any personnel action they recommend or approve (\u00a7 250.204(f)). The final rule also adopts, as proposed, the removal of nonstatutory references to a \u2018\u2018diverse\u2019\u2019 workforce in \u00a7 250.203 and confirms that the removal does not disturb the statutory obligations that remain, including the merit system principle at 5 U.S.C. 2301(b)(1). As to political-tocareer conversions, OPM declines to restate in part 250 obligations already imposed through OPM\u2019s existing preappointment review, and declines, as outside the scope of this rulemaking, the recommendation to prescribe Governmentwide consent and justification procedures for details and reassignments. OPM concludes that the deficiencies identified above warrant regulatory action and that the final rule addresses them while preserving merit system protections and agency flexibility.", "headingPath": [ "Rules and Regulations", "_A. Statement of Need_" ], "pageStart": 9, "pageEnd": 9, "chunkIndex": 47, "charCount": 1302, "approxTokens": 326, "chunkCount": 77, "citation": "2026-22093.pdf, p. 9" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _B. Impact_\n\nThe final rule consolidates duplicative human capital planning and\n\nreview requirements, reducing compliance burden on agency HR staff. The consolidation of the HCOP, HCR, and HRStat quarterly review into the Annual Staffing Plan, Annual Staffing Review, and Quarterly Staffing Plan Performance Review framework is intended to free CHCO offices to focus on substantive workforce management rather than compliance paperwork, as the Senior Executives Association recommended.\n\nThe strengthening of CHCO authority, including the new certification requirement, is expected to improve the visibility and effectiveness of agency human capital leadership\u2014addressing a persistent gap documented by GAO.", "headingPath": [ "Rules and Regulations", "_B. Impact_" ], "pageStart": 9, "pageEnd": 10, "chunkIndex": 48, "charCount": 710, "approxTokens": 178, "chunkCount": 77, "citation": "2026-22093.pdf, p. 9-10" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _C. Costs_\n\nThis final rule affects Federal agencies subject to 5 CFR part 250. The consolidation of planning and review requirements is expected to reduce, not increase, ongoing administrative costs relative to the current framework by eliminating duplicative HCOP, HCR, and HRStat reporting. Implementation costs are expected to be modest and largely one-time, consisting of the work required to review and update agency delegations, policies, and procedures to align with the new framework. This rule affects over 80 Federal agencies, ranging from cabinet-level departments to small independent agencies. For purposes of this analysis, OPM assumes that the work will be performed by employees at the GS\u201314, step 5 level under the 2026 Washington, DC, locality pay table ($163,104 annual locality rate; $78.15 hourly locality rate), and that the total dollar value of labor, including wages, benefits, and overhead, equals 200 percent of the wage rate, for an assumed labor cost of $156.30 per hour. OPM estimates that, in the first year following publication of this final rule, implementation will require an average of 100 hours per agency, resulting in estimated first-year costs of approximately $15,630 per agency and approximately $1,250,400 Governmentwide.\n\nComment 0009 stated that this estimate likely understates the resources agencies will need, particularly because agencies are implementing this rule during the same period as the Strategic Hiring Committee and Annual Staffing Plan requirements of Executive Order 14356 and the Merit Hiring Plan, and recommended a phased implementation with a transition year and dedicated training resources. OPM has considered that comment and retains its estimate as a reasonable central estimate while acknowledging uncertainty in both directions. Even if first-year", "headingPath": [ "Rules and Regulations", "_C. Costs_" ], "pageStart": 10, "pageEnd": 10, "chunkIndex": 49, "charCount": 1824, "approxTokens": 456, "chunkCount": 77, "citation": "2026-22093.pdf, p. 10" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "implementation burden were triple OPM\u2019s estimate\u2014300 hours per agency\u2014first-year costs of approximately $46,890 per agency and $3.8 million Governmentwide would remain modest and far below the threshold for a regulatory impact analysis.\n\nOPM has also estimated ongoing costs. Preparing the Annual Staffing Plan, participating in the Annual Staffing Review, and conducting Quarterly Staffing Plan Performance Reviews are estimated to require approximately 120 hours per agency per year, or approximately $18,756 per agency and $1,500,480 Governmentwide under the same labor-cost assumptions. Those activities replace, rather than supplement, the Human Capital Operating Plan, Human Capital Review, and HRStat processes they consolidate, which OPM estimates required at least as many staff hours annually; the net ongoing effect is accordingly expected to be a modest reduction in administrative cost. Agencies will also assume responsibility for administering their own annual employee surveys. Those costs will vary with the administration approach each agency selects, are mitigated by OPM-provided guidance, templates, and the Employee Survey Playbook, and are offset by the discontinuation of agency-side coordination of the Governmentwide FEVS and of the centralized administration costs OPM previously incurred.\n\nOPM does not anticipate that the final rule will impose significant new costs on agencies. The primary regulatory burden\u2014Quarterly Staffing Plan Performance Reviews\u2014builds on existing quarterly performance review obligations under the GPRA Modernization Act and is expected to reduce duplicative reporting.", "headingPath": [ "Rules and Regulations", "_C. Costs_" ], "pageStart": 10, "pageEnd": 10, "chunkIndex": 50, "charCount": 1624, "approxTokens": 406, "chunkCount": 77, "citation": "2026-22093.pdf, p. 10" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _D. Benefits_\n\nThe final rule is expected to improve the efficiency and effectiveness of Federal human capital management by: (1) consolidating and streamlining planning and review requirements and synchronizing them with OMB Circular A\u201311 budget and performance planning timelines, freeing CHCO offices for substantive workforce management and eliminating duplication across planning, budgeting, and performance management activities; (2) strengthening CHCO institutional authority and accountability with a verifiable compliance mechanism; (3) better positioning agencies through a decentralized survey process to design and administer surveys because they understand their own missions,\n\nstructures, workforces, and management challenges, while a common set of required questions preserves the ability to track Governmentwide trends; and (4) aligning Federal human capital planning with Executive branch priorities while preserving the statutory obligations and merit system protections that govern Federal hiring.\n\nThese benefits are difficult to quantify with precision, but their potential scale is large relative to the rule\u2019s costs: Federal civilian personnel costs exceed $300 billion annually, so even fractional improvements in time-to-hire, hiring quality, or retention of high performers in mission-critical occupations would yield benefits many times the implementation costs estimated above. The rule\u2019s expected recruitment and morale effects, and OPM\u2019s response to comments predicting harm in those areas, are discussed in the Workforce Recruitment, Retention, and Morale section of this preamble.", "headingPath": [ "Rules and Regulations", "_D. Benefits_" ], "pageStart": 10, "pageEnd": 10, "chunkIndex": 51, "charCount": 1616, "approxTokens": 404, "chunkCount": 77, "citation": "2026-22093.pdf, p. 10" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _E. Regulatory Alternatives_\n\nAn alternative to this rulemaking is to retain the current HCOP, HCR, and HRStat framework without consolidation. OPM considered this alternative but determined that the existing framework creates duplicative reporting that diverts CHCO office resources from substantive work. Retaining the current framework would also leave workforce planning unsynchronized with the strategic planning and budget formulation cycle under OMB Circular A\u201311 and with the Annual Staffing Plan process established by Executive Order 14356, forcing agencies to maintain two parallel planning vocabularies and documentation streams for the same activity. Nor has the status quo produced results: strategic human capital management has remained on GAO\u2019s High-Risk List for a quarter century under the existing regulatory architecture. OPM also considered a narrower variation\u2014retaining the Human Capital Operating Plan while adjusting its timing and content requirements\u2014and rejected it for the same reasons: incremental adjustment would preserve the duplication that is the central defect of the current framework.\n\nAnother alternative is to continue a centralized survey administration. OPM considered this alternative but determined that a decentralized administration positions agencies better by giving them the flexibility and customizability of administering their own surveys while incorporating the items OPM issues in regulation to ensure comparability across agencies. In", "headingPath": [ "Rules and Regulations", "_E. Regulatory Alternatives_" ], "pageStart": 10, "pageEnd": 10, "chunkIndex": 52, "charCount": 1493, "approxTokens": 373, "chunkCount": 77, "citation": "2026-22093.pdf, p. 10" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "evaluating this alternative, OPM also considered the variant urged by several commenters: retaining centralized administration while shortening the instrument and expanding agencyspecific supplements. That approach would preserve the cost of central administration and a single Governmentwide field period while still denying agencies control over timing, methodology, and level of reporting detail\u2014the limitations that led the National Aeronautics and Space Administration, the Department of Veterans Affairs, and the Securities and Exchange Commission to leave the FEVS even before 2025. The final rule instead secures comparability through the common prescribed items and the centralized submission of complete results to OPM and OMB under \u00a7 250.303(c), while leaving administration with the agencies where the results must be acted upon. Finally, OPM considered delaying the effective date or phasing the new framework in over multiple years, as comment 0009 recommended. However, OPM determined that a delayed effective date would postpone the benefits of consolidation without materially reducing transition costs, because agencies are already required to prepare Annual Staffing Plans under Executive Order 14356 regardless of when this rule takes effect.", "headingPath": [ "Rules and Regulations", "_E. Regulatory Alternatives_" ], "pageStart": 11, "pageEnd": 11, "chunkIndex": 53, "charCount": 1262, "approxTokens": 316, "chunkCount": 77, "citation": "2026-22093.pdf, p. 11" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _F. Severability_\n\nIf any provision of this rule is held to be invalid or unenforceable by its terms, or as applied to any person or circumstance, it shall be severable from its respective section or sections and shall not affect the remainder thereof or the application of the provision to other persons not similarly situated or to other dissimilar circumstances.", "headingPath": [ "Rules and Regulations", "_F. Severability_" ], "pageStart": 11, "pageEnd": 11, "chunkIndex": 54, "charCount": 368, "approxTokens": 92, "chunkCount": 77, "citation": "2026-22093.pdf, p. 11" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Regulatory Compliance**\n\n## _A. Regulatory Flexibility Act_\n\nThe Director of OPM certifies that this rulemaking will not have a significant economic impact on a substantial number of small entities because it applies only to Federal agencies and employees.\n\n## _B. Regulatory Review_\n\nOPM has examined the impact of this rule as required by Executive Orders 12866 and 13563, which direct agencies to assess all costs and benefits of available regulatory alternatives and, if regulation is necessary, to select regulatory approaches that maximize net benefits (including potential economic, environmental, public, health, and safety effects, distributive\n\nimpacts, and equity). A regulatory impact analysis must be prepared for rules with effects of $100 million or more in any one year. This rulemaking does not reach that threshold but has otherwise been designated as a \u2018\u2018significant regulatory action\u2019\u2019 under section 3(f) of Executive Order 12866. This rule is not considered an Executive Order 14192 regulatory action because it imposes no more than de minimis costs.", "headingPath": [ "Rules and Regulations", "Regulatory Compliance" ], "pageStart": 11, "pageEnd": 11, "chunkIndex": 55, "charCount": 1076, "approxTokens": 269, "chunkCount": 77, "citation": "2026-22093.pdf, p. 11" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _C. Federalism_\n\nThis regulation will not have substantial direct effects on the States, on the relationship between the National Government and the States, or on the distribution of power and responsibilities among the various levels of Government. Therefore, in accordance with Executive Order 13132, OPM has determined that this rulemaking does not have sufficient federalism implications to warrant the preparation of a federalism summary impact statement.", "headingPath": [ "Rules and Regulations", "_C. Federalism_" ], "pageStart": 11, "pageEnd": 11, "chunkIndex": 56, "charCount": 463, "approxTokens": 116, "chunkCount": 77, "citation": "2026-22093.pdf, p. 11" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _D. Civil Justice Reform_\n\nThis regulation meets the applicable standards set forth in section 3(a) and (b)(2) of Executive Order 12988.\n\n_E. Unfunded Mandates Reform Act of 1995_\n\nSection 202 of the Unfunded Mandates Reform Act of 1995 requires that agencies assess anticipated costs and benefits before issuing any rule that would impose spending costs on State, local, or tribal governments in the aggregate, or on the private sector, of $100 million in 1995 dollars in any one year, updated annually for inflation. That threshold is currently approximately $206 million. This rule applies only to Federal agencies and employees and therefore does not impose spending costs on State, local, or Tribal governments or the private sector.", "headingPath": [ "Rules and Regulations", "_D. Civil Justice Reform_" ], "pageStart": 11, "pageEnd": 11, "chunkIndex": 57, "charCount": 741, "approxTokens": 185, "chunkCount": 77, "citation": "2026-22093.pdf, p. 11" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _F. Congressional Review Act_\n\nThe Office of Management and Budget\u2019s Office of Information and Regulatory Affairs has determined this rule does not meet the criteria listed in 5 U.S.C. 804(2). In addition, this is a rule relating to agency management or personnel and does not come within the meaning of the term \u2018\u2018rule\u2019\u2019 as used in 5 U.S.C. 804(3)(C). Therefore, the reporting requirement of 5 U.S.C. 801 does not apply.", "headingPath": [ "Rules and Regulations", "_F. Congressional Review Act_" ], "pageStart": 11, "pageEnd": 11, "chunkIndex": 58, "charCount": 424, "approxTokens": 106, "chunkCount": 77, "citation": "2026-22093.pdf, p. 11" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## _G. Paperwork Reduction Act_\n\nThis rule contains a collection of information subject to the Paperwork Reduction Act of 1995, 44 U.S.C. chapter 35. Section 250.302(a)(2) prescribes 10 Governmentwide\n\nquestions for annual employee surveys, and \u00a7 250.303(c) requires agencies to submit survey results to OPM and OMB. Under 5 CFR 1320.3(c)(3), a collection of information includes questions posed to employees of the United States where the results are to be used for general statistical purposes. OPM published a 60-day Paperwork Reduction Act notice (91 FR 40599, July 2, 2026) requesting comment on a new common form agencies may use for this collection titled _Annual Employee Survey._ OPM subsequently published a 30-day notice (91 FR 58921, September 17, 2026) concurrent with OMB review. OMB reviewed and approved the information collection and has assigned OMB control number 3206\u20130284. Additional information regarding this collection of information\u2014including all background materials\u2014can be found at: _https:// www.reginfo.gov/public/do/PRAMain_ by using the search function to enter the title of the collection or the OMB control number. The certification requirement added to \u00a7 250.206 is an internal agency management function and does not constitute information collection subject to the Paperwork Reduction Act.", "headingPath": [ "Rules and Regulations", "_G. Paperwork Reduction Act_" ], "pageStart": 11, "pageEnd": 11, "chunkIndex": 59, "charCount": 1325, "approxTokens": 331, "chunkCount": 77, "citation": "2026-22093.pdf, p. 11" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **List of Subjects in 5 CFR Part 250**\n\nAuthority delegations (Government agencies), Government employees.\n\n## **Signing Statement**\n\nThe Director of OPM, Scott Kupor, reviewed and approved this document and has authorized the undersigned to electronically sign and submit this document to the Office of the Federal Register for publication.\n\nOffice of Personnel Management.", "headingPath": [ "Rules and Regulations", "List of Subjects in 5 CFR Part 250" ], "pageStart": 11, "pageEnd": 11, "chunkIndex": 60, "charCount": 377, "approxTokens": 94, "chunkCount": 77, "citation": "2026-22093.pdf, p. 11" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "### **Jerson Matias,**\n\n_Federal Register Liaison._\n\nAccordingly, for the reasons stated in the preamble, OPM amends 5 CFR part 250 as follows:\n\n## **PART 250\u2014PERSONNEL MANAGEMENT IN AGENCIES**\n\n\u25a0 1. The authority citation for part 250 is revised to read as follows:\n\n**Authority:** 5 U.S.C. 105, 1101 note, 1103(a)(5), 1103(c), 1104, 1302, 3301, 3302; 7101 note (sec. 1128, Pub. L. 108\u2013136). E.O. 10577, 12 FR 1259, 3 CFR, 1954\u20131958 Comp., p. 218; E.O. 13197, 66 FR 7853, 3 CFR, 2001 Comp., p. 748; E.O. 14356, 90 FR 48387. Subpart B also issued under 5 U.S.C. 1103(a)(7); 5 U.S.C. 1401 and 1401 note (Pub. L. 107\u2013296); 5 U.S.C. 1402; 5 U.S.C. 5105 note (Pub. L. 111\u2013352); 31 U.S.C. 901(b)(1); 31 U.S.C. 1115(a)(3), (f), and note (Pub. L. 103\u201362); 31 U.S.C. 1116(c)(5); 5 CFR 10.2.", "headingPath": [ "Rules and Regulations", "Signing Statement", "Jerson Matias," ], "pageStart": 11, "pageEnd": 11, "chunkIndex": 61, "charCount": 782, "approxTokens": 196, "chunkCount": 77, "citation": "2026-22093.pdf, p. 11" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Subpart A\u2014Authority for Personnel Actions in Agencies**\n\n\u25a0 2. Revise \u00a7 250.102 to read as follows:\n\n### **\u00a7 250.102 Delegated authorities.**\n\n(a) OPM may delegate its authority, including authority for competitive examinations, to agencies, under 5 U.S.C. 1104(a)(2), through a delegation agreement. The delegation agreement developed with the agency must specify the conditions for applying the delegated authorities. The agreement must also set minimum standards of performance and describe the system of oversight by which the agency and OPM will monitor the use of each delegated authority.\n\n(b) At the request of an agency to whom a function has been delegated under paragraph (a) of this section, OPM may provide assistance to the agency performing such function.\n\n(c) To the extent determined appropriate by OPM, an agency must reimburse OPM through payments to the revolving fund established under 5 U.S.C. 1304(e) for work performed by OPM pursuant to paragraph (b) of this section.", "headingPath": [ "Rules and Regulations", "Subpart A\u2014Authority for Personnel Actions in Agencies" ], "pageStart": 12, "pageEnd": 12, "chunkIndex": 62, "charCount": 996, "approxTokens": 249, "chunkCount": 77, "citation": "2026-22093.pdf, p. 12" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Subpart B\u2014[Amended]**\n\n\u25a0 3. Amend subpart B by removing the authority citation.\n\n\u25a0 4. Revise \u00a7 250.201 to read as follows:\n\n### **\u00a7 250.201 Coverage and purpose.**\n\nPursuant to 5 U.S.C 1103(c), this subpart defines a set of systems, including standards and metrics, for assessing the management of human capital by Federal agencies. These regulations apply to agencies covered by 5 U.S.C. 306(f) and support the performance planning and reporting that is required by 31 U.S.C. 1115(a)(3) and (f) and 1116(d)(5).\n\n\u25a0 5. Amend \u00a7 250.202 by: \u25a0 a. Adding in alphabetical order definitions for \u2018\u2018Annual Staffing Plan\u2019\u2019 and \u2018\u2018Annual Staffing Review\u2019\u2019; \u25a0 b. Removing the definitions of \u2018\u2018HRStat\u2019\u2019, \u2018\u2018Human Capital Evaluation Framework\u2019\u2019, \u2018\u2018Human Capital Operating Plan (HCOP)\u2019\u2019, and \u2018\u2018Human Capital Review (HCR)\u2019\u2019; and \u25a0 c. Adding in alphabetical order definitions for \u2018\u2018President\u2019s Management Agenda\u2019\u2019 and \u2018\u2018Quarterly Staffing Plan Performance Review\u2019\u2019.\n\nThe additions read as follows:", "headingPath": [ "Rules and Regulations", "Subpart B\u2014[Amended]" ], "pageStart": 12, "pageEnd": 12, "chunkIndex": 63, "charCount": 983, "approxTokens": 246, "chunkCount": 77, "citation": "2026-22093.pdf, p. 12" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "### **\u00a7 250.202 Definitions.**\n\n_Annual Staffing Plan (ASP)_ means an agency\u2019s operational workforce planning document which includes metrics for evaluating current and future workforce\n\nstaffing needs, the effectiveness of staffing actions, and specific plans and goals for improvements across each of the four Human Capital Framework systems and standards, in alignment with the Agency Strategic Plan, Annual Performance Plan, budget formulation process, and the President\u2019s Management Agenda.\n\n_Annual Staffing Review (ASR)_ means the annual evaluation of an agency\u2019s implementation and effectiveness of its Annual Staffing Plan conducted by OPM and the Office of Management and Budget (OMB).\n\n* * * * *\n\n_President\u2019s Management Agenda_ means the Governmentwide management priorities and initiatives issued by OMB that establish strategic direction for improving Federal management functions, including human capital management, across executive branch agencies.\n\n_Quarterly Staffing Plan Performance Review_ means a review conducted pursuant to \u00a7 250.207. * * * * *", "headingPath": [ "Rules and Regulations", "Subpart B\u2014[Amended]", "\u00a7 250.202 Definitions." ], "pageStart": 12, "pageEnd": 12, "chunkIndex": 64, "charCount": 1069, "approxTokens": 267, "chunkCount": 77, "citation": "2026-22093.pdf, p. 12" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "### **\u00a7 250.203 [Amended]**\n\n\u25a0 6. Amend \u00a7 250.203 by: \u25a0 a. In paragraph (b), removing the words \u2018\u2018and diverse\u2019\u2019; and \u25a0 b. In paragraph (c), removing \u2018\u2018diverse,\u2019\u2019 in both places it appears. \u25a0 7. Amend \u00a7 250.204 as follows: \u25a0 a. In paragraph (a)(1), remove the words \u2018\u2018Federal Workforce Priorities Report\u2019\u2019 and add in their place \u2018\u2018President\u2019s Management Agenda\u2019\u2019; \u25a0 b. In paragraph (c)(2), remove the words \u2018\u2018Federal Workforce Strategic Priorities Report\u2019\u2019 and add in their place \u2018\u2018President\u2019s Management Agenda\u2019\u2019; \u25a0 c. In paragraph (c)(3), remove the words \u2018\u2018HRStat reviews\u2019\u2019 and add in their place \u2018\u2018Quarterly Staffing Plan Performance Reviews\u2019\u2019;\n\n\u25a0 d. In paragraph (d)(7): \u25a0 i. Remove the words \u2018\u2018Federal Workforce Priorities Report, which is published by OPM every four years\u2019\u2019 and add in their place \u2018\u2018President\u2019s Management Agenda and Agency Strategic Plan\u2019\u2019; and\n\n\u25a0 ii. Remove the words \u2018\u2018HRStat quarterly data-driven reviews of human capital performance\u2019\u2019 and add in their place \u2018\u2018Quarterly Staffing Plan Performance Reviews\u2019\u2019.\n\n\u25a0 e. Adding paragraphs (e) and (f). The additions read as follows:", "headingPath": [ "Rules and Regulations", "Subpart B\u2014[Amended]", "\u00a7 250.203 [Amended]" ], "pageStart": 12, "pageEnd": 12, "chunkIndex": 65, "charCount": 1102, "approxTokens": 276, "chunkCount": 77, "citation": "2026-22093.pdf, p. 12" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "### **\u00a7 250.204 Agency roles and responsibilities.**\n\n* * * * * (e) Each agency must ensure that its internal delegations, organizational\n\nstructure, internal policies, and technological systems enable the agency\u2019s Chief Human Capital Officer to have sufficient visibility, oversight and control so as to allow the Chief Human Capital Officer to:\n\n(1) Fulfill his or her responsibilities under 5 U.S.C. 1401 and 1402(a); and\n\n(2) Efficiently access the information described in 5 U.S.C. 1402(b).\n\n(f) Each agency must establish and maintain a Strategic Hiring Committee to oversee hiring within the agency. The Strategic Hiring Committee must ensure that agency hiring is consistent with the agency\u2019s mission needs and the agency\u2019s Annual Staffing Plan. The Strategic Hiring Committee must include the agency\u2019s Deputy Secretary, or equivalent, the chief of staff to the agency head, and the agency\u2019s Chief Human Capital Officer.\n\n\u25a0 8. Revise \u00a7 250.205 to read as follows:", "headingPath": [ "Rules and Regulations", "Subpart B\u2014[Amended]", "\u00a7 250.204 Agency roles and responsibilities." ], "pageStart": 12, "pageEnd": 12, "chunkIndex": 66, "charCount": 971, "approxTokens": 243, "chunkCount": 77, "citation": "2026-22093.pdf, p. 12" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "### **\u00a7 250.205 Annual Staffing Plans and quarterly updates.**\n\n(a) Each agency must develop an Annual Staffing Plan that aligns with the Agency Strategic Plan, Annual Performance Plan, Agency Budget, President\u2019s Management Agenda, and the HCF. The plan must identify workforce priorities, hiring goals, and staffing strategies necessary to support mission accomplishment.\n\n(1) The Annual Staffing Plan must be developed on a timeline consistent with the agency\u2019s strategic planning and budget formulation cycle under the Office of Management and Budget Circular A\u201311, Part 6.\n\n(2) The Chief Human Capital Officer must coordinate the Annual Staffing Plan with their agency\u2019s Chief Financial Officer, Chief Operating Officer, and senior leadership.\n\n(b) Each agency\u2019s Annual Staffing Plan must:\n\n(1) Include metrics, frameworks, and criteria for evaluating the agency\u2019s current and future workforce and staffing needs;\n\n(2) Target the agency\u2019s hiring to address skills gaps, enhance service delivery, enable succession planning, and ensure that new appointments in the upcoming year are in the highestneed areas; and\n\n(3) Include specific plans and goals for improvements regarding the four HCF systems and standards, including measurable performance targets.\n\n(c) Each agency\u2019s Annual Staffing Plan also must consider potential efficiencies that may be derived from organizational restructuring; elimination of unnecessary management layers; elimination of duplicative or nonessential functions and positions;\n\nconsolidation of administrative functions; reduction of unnecessary or low-value contractor positions; performance management of employees; internal reassignments; redistribution of workload across positions with similar duties and skill sets; process improvement; and adoption of technology.", "headingPath": [ "Rules and Regulations", "Subpart B\u2014[Amended]", "\u00a7 250.205 Annual Staffing Plans and quarterly updates." ], "pageStart": 12, "pageEnd": 13, "chunkIndex": 67, "charCount": 1803, "approxTokens": 451, "chunkCount": 77, "citation": "2026-22093.pdf, p. 12-13" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "(d) Each agency must prepare an Annual Staffing Plan at the start of the fiscal year in coordination with OPM and OMB. Each agency may, in coordination with OPM and OMB, update its Annual Staffing Plan during the course of the fiscal year based on enactment of relevant appropriations or authorizing legislation or otherwise amend their plans.\n\n(e) Each agency must submit updates to OPM and OMB at the beginning of each quarter, showing progress in implementing their Annual Staffing Plan, and explaining any significant variances from the Annual Staffing Plan.\n\n\u25a0 9. Revise \u00a7 250.206 to read as follows:", "headingPath": [ "Rules and Regulations", "Subpart B\u2014[Amended]", "\u00a7 250.205 Annual Staffing Plans and quarterly updates." ], "pageStart": 13, "pageEnd": 13, "chunkIndex": 68, "charCount": 605, "approxTokens": 151, "chunkCount": 77, "citation": "2026-22093.pdf, p. 13" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "### **\u00a7 250.206 Annual Staffing Reviews.**\n\n(a) Each agency must participate in an Annual Staffing Review conducted by OPM and OMB to evaluate implementation of the agency\u2019s Annual Staffing Plan and assess progress toward workforce goals.\n\n(b) As part of each Annual Staffing Review, each agency must submit a written statement to OPM signed by the agency head certifying that the agency\u2019s Chief Human Capital Officer has the visibility, oversight, and control required under \u00a7 250.204(e). If the certification identifies any gap in the Chief Human Capital Officer\u2019s visibility, oversight, or control, the agency must document the gap and include a timeline for remediation.\n\n\u25a0 10. Revise \u00a7 250.207 to read as follows:", "headingPath": [ "Rules and Regulations", "Subpart B\u2014[Amended]", "\u00a7 250.206 Annual Staffing Reviews." ], "pageStart": 13, "pageEnd": 13, "chunkIndex": 69, "charCount": 718, "approxTokens": 180, "chunkCount": 77, "citation": "2026-22093.pdf, p. 13" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "### **\u00a7 250.207 Quarterly Staffing Plan Performance Reviews.**\n\nThe Chief Human Capital Officer must coordinate Quarterly Staffing Plan Performance Reviews with the agency Performance Improvement Officer and the Strategic Hiring Committee to evaluate implementation of the agency\u2019s Annual Staffing Plan and assess progress toward workforce goals. Findings from quarterly reviews must be incorporated into the quarterly updates to the agency\u2019s Annual Staffing Plan described in \u00a7 250.205(e). Agencies may integrate the Quarterly Staffing Plan Performance Reviews into their existing quarterly performance review processes where practicable.", "headingPath": [ "Rules and Regulations", "Subpart B\u2014[Amended]", "\u00a7 250.207 Quarterly Staffing Plan Performance Reviews." ], "pageStart": 13, "pageEnd": 13, "chunkIndex": 70, "charCount": 639, "approxTokens": 160, "chunkCount": 77, "citation": "2026-22093.pdf, p. 13" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Subpart C\u2014[Amended]**\n\n\u25a0 11. Amend subpart C by removing the authority citation.\n\n\u25a0 12. Amend \u00a7 250.302 by revising paragraph (a)(2) to read as follows:\n\n**\u00a7 250.302 Survey requirements.**\n\n- (a) * * *\n\n(2) The 10 prescribed survey\n\nquestions are listed below:\n\n(i) Managers clearly communicate the goals of the organization.\n\n(ii) The people I work with cooperate to get the job done.\n\n(iii) In my work unit, differences in performance are recognized in a meaningful way.\n\n(iv) My supervisor provides ongoing feedback to help me succeed and progress in my career.\n\n(v) My supervisor holds my team accountable for achieving results.\n\n(vi) I know how my work relates to the agency\u2019s goals. (vii) I feel empowered to get things done at my organization.\n\n(viii) I can disclose a suspected violation of any law, rule or regulation without fear of reprisal.\n\n(ix) In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.\n\n(x) In my work unit, poor performers usually (select all that apply): Remain in the work unit and improve their performance over time;\n\nRemain in the work unit and continue to underperform;\n\nLeave the work unit\u2014removed or transferred;\n\nLeave the work unit\u2014quit; There are no poor performers in my work unit.\n\n\u25a0 13. Amend \u00a7 250.303 by revising paragraph (a) and adding paragraph (c) to read as follows:", "headingPath": [ "Rules and Regulations", "Subpart C\u2014[Amended]" ], "pageStart": 13, "pageEnd": 13, "chunkIndex": 71, "charCount": 1361, "approxTokens": 340, "chunkCount": 77, "citation": "2026-22093.pdf, p. 13" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "### **\u00a7 250.303 Availability of results.**\n\n(a) Each agency will make the results of its annual survey available to the public and post the results on its website unless the agency head determines that doing so would jeopardize or negatively impact national security. Each agency may determine the specific content of its public disclosure of its annual survey results.\n\n* * * * *\n\n(c) Each agency must submit survey results to OPM and OMB no later than 90 days after completion of survey administration.\n\n[FR Doc. 2026\u201322093 Filed 10\u201328\u201326; 8:45 am] **BILLING CODE 6325\u201339\u2013P**", "headingPath": [ "Rules and Regulations", "Subpart C\u2014[Amended]", "\u00a7 250.303 Availability of results." ], "pageStart": 13, "pageEnd": 13, "chunkIndex": 72, "charCount": 577, "approxTokens": 144, "chunkCount": 77, "citation": "2026-22093.pdf, p. 13" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **DEPARTMENT OF AGRICULTURE**\n\n## **Rural Housing Service**\n\n## **7 CFR Part 3555**\n\n### **[Docket No. RHS\u201326\u2013SFH\u20130100]**\n\n## **Single Family Housing Guaranteed Loan Program\u2014Income Producing Accessory Dwelling Unit (ADU) Provisions**\n\n**AGENCY:** Rural Housing Service, USDA. **ACTION:** Final rule.\n\n**SUMMARY:** The Rural Housing Service (RHS or the Agency), a Rural Development (RD) agency of the United States Department of Agriculture (USDA), is amending the Single Family Housing Guaranteed Loan Program (SFHGLP) regulation to permit the financing of single family homes with income producing Accessory Dwelling Units (ADUs) and clarify the eligibility of properties with features designed to accommodate home-based operations using non-commercial real estate features.\n\n**DATES:** This final rule is effective December 28, 2026.", "headingPath": [ "Rules and Regulations", "DEPARTMENT OF AGRICULTURE" ], "pageStart": 13, "pageEnd": 13, "chunkIndex": 73, "charCount": 838, "approxTokens": 210, "chunkCount": 77, "citation": "2026-22093.pdf, p. 13" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "#### **FOR FURTHER INFORMATION CONTACT:**\n\nStephanie Freeman, Finance & Loan Analyst, Single Family Housing Guaranteed Loan Division, Rural Development, U.S. Department of Agriculture, STOP 0784, Room 2250, South Agriculture Building, 1400 Independence Avenue SW, Washington, DC 20250\u20130784. Telephone: (314) 457\u2013 6413; or email: _stephanie.freeman@ usda.gov._", "headingPath": [ "Rules and Regulations", "Single Family Housing Guaranteed Loan Program\u2014Income Producing Accessory Dwelling Unit (ADU) Provisions", "FOR FURTHER INFORMATION CONTACT:" ], "pageStart": 13, "pageEnd": 13, "chunkIndex": 74, "charCount": 359, "approxTokens": 90, "chunkCount": 77, "citation": "2026-22093.pdf, p. 13" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "#### **SUPPLEMENTARY INFORMATION:**\n\n## **Abbreviations**\n\nADU Accessory Dwelling Unit CFR Code of Federal Regulations FNMA Fannie Mae FHA Federal Housing Administration FR Federal Register FHLMC Freddie Mac HUD Department of Housing and Urban Development\n\nRHS Rural Housing Service RD Rural Development \u00a7 Section SEQ. Sequentes SFHGLP Single Family Housing Guaranteed Loan Program UMRA Unfunded Mandates Reform Act of 1995\n\nU.S.C. United States Code USDA U.S. Department of Agriculture VA The Department of Veterans Affairs", "headingPath": [ "Rules and Regulations", "Single Family Housing Guaranteed Loan Program\u2014Income Producing Accessory Dwelling Unit (ADU) Provisions", "FOR FURTHER INFORMATION CONTACT:", "SUPPLEMENTARY INFORMATION:" ], "pageStart": 13, "pageEnd": 13, "chunkIndex": 75, "charCount": 524, "approxTokens": 131, "chunkCount": 77, "citation": "2026-22093.pdf, p. 13" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:39:50+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 13, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "text": "## **Statutory Authority**\n\nThe SFHGLP is authorized by Section 502(h) of the Housing Act of 1949 (42 U.S.C. 1472(h)), as amended, and implemented by 7 CFR part 3555.", "headingPath": [ "Rules and Regulations", "Statutory Authority" ], "pageStart": 13, "pageEnd": 13, "chunkIndex": 76, "charCount": 166, "approxTokens": 42, "chunkCount": 77, "citation": "2026-22093.pdf, p. 13" }, { "url": "https://www.nist.gov/", "docId": "c967af2ec578", "processedAt": "2026-10-29T18:39:50+00:00", "error": "Not a PDF (content-type: text/html; charset=UTF-8)" } ]

[ { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:38:16+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 3, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "subject": null, "creationDate": "D:20261029155643Z", "toc": [], "wordCount": 3000, "markdown": "**68013**\n\n# **Rules and Regulations**\n\n### **Federal Register**\n\nVol. 91, No. 208\n\nThursday, October 29, 2026\n\nThis section of the FEDERAL REGISTER contains regulatory documents having general applicability and legal effect, most of which are keyed to and codified in the Code of Federal Regulations, which is published under 50 titles pursuant to 44 U.S.C. 1510.\n\nThe Code of Federal Regulations is sold by the Superintendent of Documents.\n\n## **OFFICE OF PERSONNEL MANAGEMENT**\n\n**5 CFR Part 250 [Docket ID: OPM\u20132026\u20130368] RIN 3206\u2013AO77**\n\n## **Personnel Management in Agencies: Strategic Human Capital Management**\n\n**AGENCY:** Office of Personnel Management. **ACTION:** Final rule.\n\n**SUMMARY:** The Office of Personnel Management (OPM) is issuing a final rule to modernize the framework governing personnel management and strategic human capital management in Federal agencies. This rule amends the regulatory framework for personnel management in Federal agencies to streamline human capital planning and reporting requirements, strengthen the authority of agency Chief Human Capital Officers (CHCOs), update employee survey requirements, and align the regulatory framework with Executive branch priorities for a highperforming Federal workforce. OPM carefully considered all public comments received on the proposed rule and has made targeted revisions in response.\n\n**DATES:** Effective November 30, 2026. **FOR FURTHER INFORMATION CONTACT:** Jeanne Jacobson, Acting Deputy Associate Director, Center for Workforce Strategy, Design, and Insights, Office of Personnel Management, 1900 E Street NW, Washington, DC 20415; email: _workforce@opm.gov;_ phone (202) 606\u2013 1800.\n\n#### **SUPPLEMENTARY INFORMATION:**\n\n## **Background**\n\nThe Civil Service Reform Act (CSRA) of 1978 established the foundational framework for merit-based personnel management in the Federal Government. Pursuant to the CSRA and subsequent statutory authority, OPM is\n\nresponsible for promulgating Governmentwide regulations governing Federal human capital management, including the systems and standards by which agencies plan, implement, and evaluate their human capital strategies.\n\nPart 250 of title 5 of the Code of Federal Regulations establishes the regulatory framework for personnel management in Federal agencies. Subpart A sets standards for agency personnel actions and delegation agreements. Subpart B\u2014Strategic Human Capital Management\u2013defines the systems, standards, and metrics agencies must use to manage human capital, currently organized around the Human Capital Framework (HCF) and the Human Capital Operating Plan (HCOP), Human Capital Reviews (HCR), and HRStat quarterly reviews. Subpart C\u2014Employee Surveys\u2014governs the administration and public disclosure of annual Federal employee surveys and establishes a core set of 16 required survey questions.\n\nOn July 2, 2026, OPM published a proposed rule (91 FR 40435) to amend 5 CFR part 250 to modernize strategic human capital management across the Federal Government. The proposed rule proposed to: (1) consolidate and streamline human capital planning requirements by replacing the HCOP, HCR, and HRStat framework with Annual Staffing Plans (ASPs) and associated review processes; (2) strengthen CHCO authority and visibility; (3) require each agency to establish a Strategic Hiring Committee to oversee hiring within the agency; (4) revise the employee survey framework under subpart C, including changes to the Governmentwide core question set and survey administration; and (5) remove references to workforce diversity from the regulatory text.\n\nIn response to public comments, OPM has made targeted revisions to the proposed rule. Key changes from the proposed rule include: (1) clarifying the terminology distinguishing strategic human capital planning from operational staffing planning and tying Annual Staffing Plan development to the budget formulation cycle under the annual Office of Management and Budget (OMB) Circular A\u201311, Preparation, Submission, and Execution of the Budget, Part 6 (OMB, Circular No. A\u201311, Preparation, Submission, and Execution of the Budget (Aug. 29, 2025),\n\n_https://www.whitehouse.gov/wpcontent/uploads/2025/08/a11.pdf_ ); (2) adding an annual agency-headcertification requirement to ensure CHCO visibility, oversight, and control; and (3) permitting agencies to integrate Quarterly Staffing Plan Performance Reviews into existing performance review processes. Each of these changes is discussed in detail in the commentresponse section below.\n\nIn response to comments, OPM also clarifies several matters that do not change the regulatory text, including the effect of the removal of nonstatutory references to a \u2018\u2018diverse\u2019\u2019 workforce and the scope of the Strategic Hiring Committee\u2019s role; those clarifications are addressed in the same section.\n\n## **Digest of Public Comments**\n\nIn response to the proposed rule, OPM received nine comments during the 30-day public comment period ending August 3, 2026. These responses came from a range of sources: individual citizens; nonprofit and professional organizations; and a former Federal employee writing in a private capacity. All nine comments are substantive and have been considered in full. All comments were posted and made available to the public in the docket. A reference to a comment provides the location of the item in the public record ( _i.e.,_ the four-digit number associated with the location in the docket) at _https://www.regulations.gov/comment/ OPM-2026-0368-nnnn._ The comments are summarized below, together with OPM\u2019s responses, including where OPM has adopted, partially adopted, or declined commenter suggestions, along with OPM\u2019s reasoning. The comments are organized by issue category.\n\n## **General Comments**\n\nComment 0010 expressed general support for the proposed rule, noting it \u2018\u2018will strengthen accountability, improve hiring practices, and enhance morale and recruitment across the federal workforce.\u2019\u2019 Comment 0010 offered additional recommendations to strengthen protections against politicalto-career conversions (\u2018\u2018burrowing in\u2019\u2019), discussed further below.\n\nComments 0002 and 0005 expressed broad opposition to the rule. Comment 0002 argued the rule lacks the required cost-benefit analysis and would negatively affect employee retention and hiring quality. Comment 0005 urged\n\n**Federal Register** / Vol. 91, No. 208 / Thursday, October 29, 2026 / Rules and Regulations\n\n**68014**\n\nOPM to abandon the rule, citing concerns about administrative burden, potential for politicization of the civil service, and anticipated harm to scientific, diversity, equity, and inclusion-related roles, to include harmful impacts to sexual and gender orientation focused roles.\n\nComment 0002 argued that the proposed rule \u2018\u2018does not seem to be in compliance with various regulatory requirements\u2019\u2019 because it lacks a costbenefit analysis. OPM disagrees. The Office of Information and Regulatory Affairs designated this rulemaking a significant regulatory action under section 3(f) of Executive Order 12866, Regulatory Planning and Review, 58 FR 51735 (Oct. 4, 1993), and OPM has assessed its costs and benefits accordingly. A full regulatory impact analysis is required only for an action with an annual effect on the economy of $100 million or more, or one that otherwise materially and adversely affects the economy or a sector of it. This rule governs the internal planning, review, and survey processes agencies use to manage their own workforces; it does not regulate the public or the private sector, and its estimated Governmentwide implementation cost, set out in the Costs section of this preamble, falls well below that threshold.\n\nExecutive Orders 12866 and 13563 direct agencies to assess costs and benefits in proportion to the significance of the action, and OPM has done so: the Expected Impact section of this preamble states the need for the rule, quantifies first-year and ongoing implementation costs, describes the rule\u2019s anticipated benefits, and discusses regulatory alternatives, including retaining the existing framework. The comment\u2019s premise that no cost-benefit analysis exists is therefore mistaken. As to the comment\u2019s prediction that the rule will increase costs by harming employee retention and candidate quality, OPM addresses workforce recruitment, retention, and morale in a dedicated section of this preamble and concludes, for the reasons stated there, that the rule is more likely to strengthen than to weaken the Government\u2019s competitive position for talent.\n\nComment 0005 further asserted that the rule would harm scientific positions and positions focused on sexual and gender orientation. OPM disagrees. This rule does not create, abolish, classify, or reclassify any position, and it directs no agency to eliminate any occupation or occupational category. Subparts A and B govern how agencies plan, document, and review their human capital\n\nmanagement, and subpart C governs the annual employee survey. Decisions about which positions an agency establishes and fills remain the agency\u2019s, made under the authorities governing position management and staffing and subject to applicable law. The requirement that an Annual Staffing Plan direct hiring to an agency\u2019s highest-needed positions is a planning requirement; it does not prescribe which occupations an agency must treat as high-need.\n\nNor does the removal of nonstatutory references to a \u2018\u2018diverse\u2019\u2019 workforce, discussed below, alter any agency\u2019s obligations under the merit system principles at 5 U.S.C. 2301, the prohibited personnel practices at 5 U.S.C. 2302, or the equal employment opportunity requirements applicable to Federal employment under 42 U.S.C. 2000e\u201316. To the extent the comment addresses agency staffing decisions taken outside this rulemaking, those decisions are beyond the scope of this rule.\n\nOPM appreciates all comments received. As discussed throughout this preamble, OPM has carefully considered concerns about administrative burden and the integrity of the merit system and has made targeted revisions in response. OPM is committed to a nonpartisan, merit-based civil service and believes the final rule, as modified, reflects that commitment.\n\n## **Workforce Planning Framework**\n\nComments 0006 and 0003 raised concerns about the proposed replacement of the Human Capital Operating Plan (HCOP) framework with Annual Staffing Plans. Comment 0006 expressed support for the rule\u2019s emphasis on forward-looking workforce planning but cautioned that designating the primary planning document as a \u2018\u2018staffing plan\u2019\u2019 may create unintended confusion between two distinct activities: (1) strategic human capital planning, which accounts for alignment with administration priorities, budget, organizational performance, and longterm talent needs; and (2) operational staffing planning, which addresses specific FTE needs, skills needs, and near-term staffing challenges within bureaus and program offices.\n\nComment 0006 recommended that the final rule delineate between these two types of planning and revise terminology to avoid conflation. Comment 0006 further recommended that agency staffing plans be led by the CHCO in coordination with the Chief Financial Officer (CFO), Chief Operating Officer (COO), and senior leadership to ensure that all offices have the people\n\nand skills needed to execute their missions.\n\nOPM agrees that clear terminology is important and that strategic human capital planning should be distinguished from operational staffing planning. In response to these comments, OPM has revised the final rule to clarify the relationship between the consolidated Annual Staffing Plan and the agency\u2019s broader strategic human capital management obligations, as reflected in the definition of Annual Staffing Plan at \u00a7 250.202. The final rule makes clear that Annual Staffing Plans are the operational implementation mechanism for the agency\u2019s strategic human capital strategy and are not a substitute for aligning human capital to the agency\u2019s strategic plan, Annual Performance Plan, and administration priorities. OPM agrees that the CHCO should coordinate the Annual Staffing Plan with the CFO, COO, and senior leadership, and has added language to \u00a7 250.205 to reflect this expectation.\n\n## _Succession Planning_\n\nComment 0003 objected more broadly, arguing that replacing the HCOP with Annual Staffing Plans forces a short-term mentality onto Federal agencies designed for long-term national stability. Comment 0003 stated that managing human capital on a strict year-to-year basis makes it impossible to build and retain specialized talent pipelines and will trigger severe retention crises and skill gaps. Likewise, comment 0009 expressed concern that consolidating the planning and review framework could dilute attention to leadership succession planning. The commenter stated that multi-year investment in developing a bench of qualified career executives is \u2018\u2018different in kind from annual hiring and staffing metrics, and it can be crowded out\u2019\u2019 if not explicitly addressed in the rule. The commenter recommended that the final rule includes explicit multi-year succession planning language to ensure succession planning is not subordinated to short-term staffing metrics.\n\nOPM does not agree that the consolidated planning framework imposes an inappropriately short-term mentality on Federal agencies. Under the final rule, \u00a7 250.205(b)(2) specifically includes language that says the Annual Staffing Plan \u2018\u2018must . . . enable succession planning\u2019\u2019 and the Annual Staffing Plan must support the four Human Capital Framework systems, of which Talent Management is one of the four systems and encompasses succession management. The final rule\u2019s systems and standards under \u00a7 250.203(b) (Talent Management)\n\n**Federal Register** / Vol. 91, No. 208 / Thursday, October 29, 2026 / Rules and Regulations\n\n**68015**\n\nobliges agencies to engage in designing and implementing strategies that will \u2018\u2018attract, acquire, develop, promote, and retain quality talent.\u2019\u2019 Developing, promoting, and retaining talent are all implicitly long-term goals for any human capital management system.\n\nIn addition, succession planning for leadership and management is also covered by 5 CFR part 412, subpart B. Further, \u00a7 250.204(a)(4) and (5) specifically mention these are responsibilities for the agencies in addition to \u00a7 250.204(a)(6) requiring a \u2018\u2018knowledge management process to ensure continuity in knowledge sharing.\u2019\u2019 As noted in Executive Order 14356, _Ensuring Continued Accountability in Federal Hiring_ , 90 FR 48387 (Oct. 20, 2025), the Annual Staffing Plan is intended as a dynamic implementation document that is reviewed and updated on an ongoing basis, not a rigid annual snapshot. The final rule also clarifies that the Annual Staffing Plan must be developed on a timeline consistent with the agency\u2019s strategic planning and budget formulation cycle under the OMB Circular A\u201311, Part 6, so that workforce planning, resource allocation, and performance planning decisions are coordinated rather than sequenced.\n\n## _Administrative Burden of Quarterly Reviews_\n\nComments 0003, 0005, and 0002 raised concerns about the administrative burden created by the proposed Quarterly Staffing Plan Performance Reviews. Comment 0003 argued that forcing human resources staff into quarterly review cycles diverts resources from substantive recruiting and onboarding. Comment 0005 stated that, given recent reductions in Federal agency capacity, agencies do not have the capacity to absorb additional compliance requirements. Comment 0002 argued the rule lacks a cost-benefit analysis demonstrating that the benefits of additional oversight requirements outweigh the costs.\n\nOPM acknowledges these concerns but does not agree that the final rule adds a review requirement. Agencies are already required to conduct quarterly human capital reviews. Current \u00a7 250.207 requires HRStat quarterly data-driven reviews of human capital performance, led by the Chief Human Capital Officer in coordination with the agency Performance Improvement Officer. This rule does not create a new review cycle; it modifies the existing one, reorienting the quarterly review from HRStat reporting to implementation of the agency\u2019s Annual Staffing Plan.\n\nThe Expected Impact section of this preamble addresses the cost-benefit analysis. The quarterly cadence is a necessary component of effective human capital oversight and is consistent with the Government Performance and Results Act Modernization Act of 2010 performance review framework, which agencies already administer on a quarterly basis through their Performance Improvement Officers. By consolidating the Human Capital Operating Plan, Human Capital Review, and HRStat quarterly review into a single framework, the final rule reduces required reporting rather than adding to it.\n\nThe existing HRStat process has been used to monitor, evaluate, and align agency strategic planning and evaluation systems as part of the Human Capital Framework. OPM intends for the Quarterly Staffing Plan Performance Reviews to build upon existing agency review processes rather than create duplicative burdens, and OPM will issue guidance to minimize compliance overhead. The agency Performance Improvement Officer supports the quarterly priority progress reviews that 31 U.S.C. 1121(c) requires of the agency head and Chief Operating Officer, and current \u00a7 250.207 already requires the Chief Human Capital Officer to conduct the quarterly human capital review in coordination with that same Performance Improvement Officer. The two processes therefore already share a participant and a quarterly cadence. The final rule accordingly makes clear that agencies may integrate the Staffing Plan Performance Review into their existing quarterly reviews where practicable, rather than convening a separate meeting.\n\nComment 0009 supported that integration but recommended that OPM specify a minimum standing agenda allocation for workforce metrics so that workforce issues are not crowded out by competing agenda items. OPM acknowledges the concern and may address these matters in implementation guidance.\n\n_Workforce Recruitment, Retention, and Morale_\n\nComments 0002, 0003, and 0005 asserted that the rule will harm workforce recruitment, retention, and employee morale. Comment 0002 argued that the changes would negatively affect employee retention and hiring efforts, resulting in higher costs and lower-quality candidates. Comment 0003 predicted that year-to-year staffing planning would trigger \u2018\u2018severe retention crises and skill gaps\u2019\u2019 and warned that a workforce that feels\n\nsilenced and ignored will suffer from low morale, driving talented civil servants out of public service. Comment 0006 likewise emphasized that workload and morale measures should inform staffing plans, observing that persistent, widespread unreasonable workloads can lead to errors and mishaps, including in high-stakes environments such as emergency response.\n\nOPM has considered these comments carefully and does not agree that the rule will impair the Government\u2019s ability to recruit and retain a highquality workforce; OPM expects the opposite effect. The final rule requires each agency to direct its hiring to its highest-need positions, to address skills gaps, and to enable succession planning (\u00a7 250.205(b)(2)), and it synchronizes workforce planning with the budget formulation cycle so that agencies can commit to hiring decisions when resources are known rather than after opportunities have passed.\n\nSlow, diffuse, and poorly prioritized hiring\u2014not disciplined planning\u2014is what costs agencies top candidates: applicants who wait months for a certificate or a final offer frequently accept employment elsewhere. A staffing plan that concentrates hiring capacity on the positions agencies need most and is reviewed quarterly for progress should shorten that cycle and improve both the speed and the quality of Federal hiring. OPM\u2019s recently issued Guidance on Annual Staffing Plans implements this approach for the FY 2027 cycle, directing agencies to conduct bottom-up workforce planning that reserves billets and budget for mission-critical, technology, and earlycareer hires; to recruit through pooled hiring actions and shared certificates; and to assess every external hire using a validated technical or alternative assessment rather than a self-assessment questionnaire alone\u2014measures aimed squarely at improving the speed and quality of Federal recruitment. OPM, _Guidance on Annual Staffing Plans_ (July 30, 2026), _https://www.opm.gov/ chcoc/latest-memos/guidance-onannual-staffing-plans.pdf_ .\n\nThe commenters\u2019 contrary predictions that the rule will hurt recruitment rest largely on the premise that the rule adds administrative burden. But, as explained above, the rule consolidates three overlapping requirements into a single framework and permits integration with existing quarterly reviews.\n\nNor does the rule diminish the Government\u2019s attention to morale. The final rule retains a Governmentwide requirement that every agency survey its", "markdownTruncated": false } ]

[ { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:38:09+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 3, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "pageNumber": 1, "ocr": false, "markdown": "**68013**\n\n# **Rules and Regulations**\n\n### **Federal Register**\n\nVol. 91, No. 208\n\nThursday, October 29, 2026\n\nThis section of the FEDERAL REGISTER contains regulatory documents having general applicability and legal effect, most of which are keyed to and codified in the Code of Federal Regulations, which is published under 50 titles pursuant to 44 U.S.C. 1510.\n\nThe Code of Federal Regulations is sold by the Superintendent of Documents.\n\n## **OFFICE OF PERSONNEL MANAGEMENT**\n\n**5 CFR Part 250 [Docket ID: OPM\u20132026\u20130368] RIN 3206\u2013AO77**\n\n## **Personnel Management in Agencies: Strategic Human Capital Management**\n\n**AGENCY:** Office of Personnel Management. **ACTION:** Final rule.\n\n**SUMMARY:** The Office of Personnel Management (OPM) is issuing a final rule to modernize the framework governing personnel management and strategic human capital management in Federal agencies. This rule amends the regulatory framework for personnel management in Federal agencies to streamline human capital planning and reporting requirements, strengthen the authority of agency Chief Human Capital Officers (CHCOs), update employee survey requirements, and align the regulatory framework with Executive branch priorities for a highperforming Federal workforce. OPM carefully considered all public comments received on the proposed rule and has made targeted revisions in response.\n\n**DATES:** Effective November 30, 2026. **FOR FURTHER INFORMATION CONTACT:** Jeanne Jacobson, Acting Deputy Associate Director, Center for Workforce Strategy, Design, and Insights, Office of Personnel Management, 1900 E Street NW, Washington, DC 20415; email: _workforce@opm.gov;_ phone (202) 606\u2013 1800.\n\n#### **SUPPLEMENTARY INFORMATION:**\n\n## **Background**\n\nThe Civil Service Reform Act (CSRA) of 1978 established the foundational framework for merit-based personnel management in the Federal Government. Pursuant to the CSRA and subsequent statutory authority, OPM is\n\nresponsible for promulgating Governmentwide regulations governing Federal human capital management, including the systems and standards by which agencies plan, implement, and evaluate their human capital strategies.\n\nPart 250 of title 5 of the Code of Federal Regulations establishes the regulatory framework for personnel management in Federal agencies. Subpart A sets standards for agency personnel actions and delegation agreements. Subpart B\u2014Strategic Human Capital Management\u2013defines the systems, standards, and metrics agencies must use to manage human capital, currently organized around the Human Capital Framework (HCF) and the Human Capital Operating Plan (HCOP), Human Capital Reviews (HCR), and HRStat quarterly reviews. Subpart C\u2014Employee Surveys\u2014governs the administration and public disclosure of annual Federal employee surveys and establishes a core set of 16 required survey questions.\n\nOn July 2, 2026, OPM published a proposed rule (91 FR 40435) to amend 5 CFR part 250 to modernize strategic human capital management across the Federal Government. The proposed rule proposed to: (1) consolidate and streamline human capital planning requirements by replacing the HCOP, HCR, and HRStat framework with Annual Staffing Plans (ASPs) and associated review processes; (2) strengthen CHCO authority and visibility; (3) require each agency to establish a Strategic Hiring Committee to oversee hiring within the agency; (4) revise the employee survey framework under subpart C, including changes to the Governmentwide core question set and survey administration; and (5) remove references to workforce diversity from the regulatory text.\n\nIn response to public comments, OPM has made targeted revisions to the proposed rule. Key changes from the proposed rule include: (1) clarifying the terminology distinguishing strategic human capital planning from operational staffing planning and tying Annual Staffing Plan development to the budget formulation cycle under the annual Office of Management and Budget (OMB) Circular A\u201311, Preparation, Submission, and Execution of the Budget, Part 6 (OMB, Circular No. A\u201311, Preparation, Submission, and Execution of the Budget (Aug. 29, 2025),\n\n_https://www.whitehouse.gov/wpcontent/uploads/2025/08/a11.pdf_ ); (2) adding an annual agency-headcertification requirement to ensure CHCO visibility, oversight, and control; and (3) permitting agencies to integrate Quarterly Staffing Plan Performance Reviews into existing performance review processes. Each of these changes is discussed in detail in the commentresponse section below.\n\nIn response to comments, OPM also clarifies several matters that do not change the regulatory text, including the effect of the removal of nonstatutory references to a \u2018\u2018diverse\u2019\u2019 workforce and the scope of the Strategic Hiring Committee\u2019s role; those clarifications are addressed in the same section.\n\n## **Digest of Public Comments**\n\nIn response to the proposed rule, OPM received nine comments during the 30-day public comment period ending August 3, 2026. These responses came from a range of sources: individual citizens; nonprofit and professional organizations; and a former Federal employee writing in a private capacity. All nine comments are substantive and have been considered in full. All comments were posted and made available to the public in the docket. A reference to a comment provides the location of the item in the public record ( _i.e.,_ the four-digit number associated with the location in the docket) at _https://www.regulations.gov/comment/ OPM-2026-0368-nnnn._ The comments are summarized below, together with OPM\u2019s responses, including where OPM has adopted, partially adopted, or declined commenter suggestions, along with OPM\u2019s reasoning. The comments are organized by issue category.\n\n## **General Comments**\n\nComment 0010 expressed general support for the proposed rule, noting it \u2018\u2018will strengthen accountability, improve hiring practices, and enhance morale and recruitment across the federal workforce.\u2019\u2019 Comment 0010 offered additional recommendations to strengthen protections against politicalto-career conversions (\u2018\u2018burrowing in\u2019\u2019), discussed further below.\n\nComments 0002 and 0005 expressed broad opposition to the rule. Comment 0002 argued the rule lacks the required cost-benefit analysis and would negatively affect employee retention and hiring quality. Comment 0005 urged" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:38:09+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 3, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "pageNumber": 2, "ocr": false, "markdown": "**Federal Register** / Vol. 91, No. 208 / Thursday, October 29, 2026 / Rules and Regulations\n\n**68014**\n\nOPM to abandon the rule, citing concerns about administrative burden, potential for politicization of the civil service, and anticipated harm to scientific, diversity, equity, and inclusion-related roles, to include harmful impacts to sexual and gender orientation focused roles.\n\nComment 0002 argued that the proposed rule \u2018\u2018does not seem to be in compliance with various regulatory requirements\u2019\u2019 because it lacks a costbenefit analysis. OPM disagrees. The Office of Information and Regulatory Affairs designated this rulemaking a significant regulatory action under section 3(f) of Executive Order 12866, Regulatory Planning and Review, 58 FR 51735 (Oct. 4, 1993), and OPM has assessed its costs and benefits accordingly. A full regulatory impact analysis is required only for an action with an annual effect on the economy of $100 million or more, or one that otherwise materially and adversely affects the economy or a sector of it. This rule governs the internal planning, review, and survey processes agencies use to manage their own workforces; it does not regulate the public or the private sector, and its estimated Governmentwide implementation cost, set out in the Costs section of this preamble, falls well below that threshold.\n\nExecutive Orders 12866 and 13563 direct agencies to assess costs and benefits in proportion to the significance of the action, and OPM has done so: the Expected Impact section of this preamble states the need for the rule, quantifies first-year and ongoing implementation costs, describes the rule\u2019s anticipated benefits, and discusses regulatory alternatives, including retaining the existing framework. The comment\u2019s premise that no cost-benefit analysis exists is therefore mistaken. As to the comment\u2019s prediction that the rule will increase costs by harming employee retention and candidate quality, OPM addresses workforce recruitment, retention, and morale in a dedicated section of this preamble and concludes, for the reasons stated there, that the rule is more likely to strengthen than to weaken the Government\u2019s competitive position for talent.\n\nComment 0005 further asserted that the rule would harm scientific positions and positions focused on sexual and gender orientation. OPM disagrees. This rule does not create, abolish, classify, or reclassify any position, and it directs no agency to eliminate any occupation or occupational category. Subparts A and B govern how agencies plan, document, and review their human capital\n\nmanagement, and subpart C governs the annual employee survey. Decisions about which positions an agency establishes and fills remain the agency\u2019s, made under the authorities governing position management and staffing and subject to applicable law. The requirement that an Annual Staffing Plan direct hiring to an agency\u2019s highest-needed positions is a planning requirement; it does not prescribe which occupations an agency must treat as high-need.\n\nNor does the removal of nonstatutory references to a \u2018\u2018diverse\u2019\u2019 workforce, discussed below, alter any agency\u2019s obligations under the merit system principles at 5 U.S.C. 2301, the prohibited personnel practices at 5 U.S.C. 2302, or the equal employment opportunity requirements applicable to Federal employment under 42 U.S.C. 2000e\u201316. To the extent the comment addresses agency staffing decisions taken outside this rulemaking, those decisions are beyond the scope of this rule.\n\nOPM appreciates all comments received. As discussed throughout this preamble, OPM has carefully considered concerns about administrative burden and the integrity of the merit system and has made targeted revisions in response. OPM is committed to a nonpartisan, merit-based civil service and believes the final rule, as modified, reflects that commitment.\n\n## **Workforce Planning Framework**\n\nComments 0006 and 0003 raised concerns about the proposed replacement of the Human Capital Operating Plan (HCOP) framework with Annual Staffing Plans. Comment 0006 expressed support for the rule\u2019s emphasis on forward-looking workforce planning but cautioned that designating the primary planning document as a \u2018\u2018staffing plan\u2019\u2019 may create unintended confusion between two distinct activities: (1) strategic human capital planning, which accounts for alignment with administration priorities, budget, organizational performance, and longterm talent needs; and (2) operational staffing planning, which addresses specific FTE needs, skills needs, and near-term staffing challenges within bureaus and program offices.\n\nComment 0006 recommended that the final rule delineate between these two types of planning and revise terminology to avoid conflation. Comment 0006 further recommended that agency staffing plans be led by the CHCO in coordination with the Chief Financial Officer (CFO), Chief Operating Officer (COO), and senior leadership to ensure that all offices have the people\n\nand skills needed to execute their missions.\n\nOPM agrees that clear terminology is important and that strategic human capital planning should be distinguished from operational staffing planning. In response to these comments, OPM has revised the final rule to clarify the relationship between the consolidated Annual Staffing Plan and the agency\u2019s broader strategic human capital management obligations, as reflected in the definition of Annual Staffing Plan at \u00a7 250.202. The final rule makes clear that Annual Staffing Plans are the operational implementation mechanism for the agency\u2019s strategic human capital strategy and are not a substitute for aligning human capital to the agency\u2019s strategic plan, Annual Performance Plan, and administration priorities. OPM agrees that the CHCO should coordinate the Annual Staffing Plan with the CFO, COO, and senior leadership, and has added language to \u00a7 250.205 to reflect this expectation.\n\n## _Succession Planning_\n\nComment 0003 objected more broadly, arguing that replacing the HCOP with Annual Staffing Plans forces a short-term mentality onto Federal agencies designed for long-term national stability. Comment 0003 stated that managing human capital on a strict year-to-year basis makes it impossible to build and retain specialized talent pipelines and will trigger severe retention crises and skill gaps. Likewise, comment 0009 expressed concern that consolidating the planning and review framework could dilute attention to leadership succession planning. The commenter stated that multi-year investment in developing a bench of qualified career executives is \u2018\u2018different in kind from annual hiring and staffing metrics, and it can be crowded out\u2019\u2019 if not explicitly addressed in the rule. The commenter recommended that the final rule includes explicit multi-year succession planning language to ensure succession planning is not subordinated to short-term staffing metrics.\n\nOPM does not agree that the consolidated planning framework imposes an inappropriately short-term mentality on Federal agencies. Under the final rule, \u00a7 250.205(b)(2) specifically includes language that says the Annual Staffing Plan \u2018\u2018must . . . enable succession planning\u2019\u2019 and the Annual Staffing Plan must support the four Human Capital Framework systems, of which Talent Management is one of the four systems and encompasses succession management. The final rule\u2019s systems and standards under \u00a7 250.203(b) (Talent Management)" }, { "url": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "docId": "8f8c064373fc", "processedAt": "2026-10-29T18:38:09+00:00", "finalUrl": "https://www.govinfo.gov/content/pkg/FR-2026-10-29/pdf/2026-22093.pdf", "fileName": "2026-22093.pdf", "title": null, "author": null, "pageCount": 13, "pagesProcessed": 3, "ocrPages": 0, "sha256": "d5fc37cf88b8f71582c0f4414b116dedbf2ebd1b085935f53b6f36d6ba142939", "markdownUrl": "file:///workspace/apify-actors/pdf-to-markdown-rag/storage/key_value_stores/default/doc-8f8c064373fc.md", "pageNumber": 3, "ocr": false, "markdown": "**Federal Register** / Vol. 91, No. 208 / Thursday, October 29, 2026 / Rules and Regulations\n\n**68015**\n\nobliges agencies to engage in designing and implementing strategies that will \u2018\u2018attract, acquire, develop, promote, and retain quality talent.\u2019\u2019 Developing, promoting, and retaining talent are all implicitly long-term goals for any human capital management system.\n\nIn addition, succession planning for leadership and management is also covered by 5 CFR part 412, subpart B. Further, \u00a7 250.204(a)(4) and (5) specifically mention these are responsibilities for the agencies in addition to \u00a7 250.204(a)(6) requiring a \u2018\u2018knowledge management process to ensure continuity in knowledge sharing.\u2019\u2019 As noted in Executive Order 14356, _Ensuring Continued Accountability in Federal Hiring_ , 90 FR 48387 (Oct. 20, 2025), the Annual Staffing Plan is intended as a dynamic implementation document that is reviewed and updated on an ongoing basis, not a rigid annual snapshot. The final rule also clarifies that the Annual Staffing Plan must be developed on a timeline consistent with the agency\u2019s strategic planning and budget formulation cycle under the OMB Circular A\u201311, Part 6, so that workforce planning, resource allocation, and performance planning decisions are coordinated rather than sequenced.\n\n## _Administrative Burden of Quarterly Reviews_\n\nComments 0003, 0005, and 0002 raised concerns about the administrative burden created by the proposed Quarterly Staffing Plan Performance Reviews. Comment 0003 argued that forcing human resources staff into quarterly review cycles diverts resources from substantive recruiting and onboarding. Comment 0005 stated that, given recent reductions in Federal agency capacity, agencies do not have the capacity to absorb additional compliance requirements. Comment 0002 argued the rule lacks a cost-benefit analysis demonstrating that the benefits of additional oversight requirements outweigh the costs.\n\nOPM acknowledges these concerns but does not agree that the final rule adds a review requirement. Agencies are already required to conduct quarterly human capital reviews. Current \u00a7 250.207 requires HRStat quarterly data-driven reviews of human capital performance, led by the Chief Human Capital Officer in coordination with the agency Performance Improvement Officer. This rule does not create a new review cycle; it modifies the existing one, reorienting the quarterly review from HRStat reporting to implementation of the agency\u2019s Annual Staffing Plan.\n\nThe Expected Impact section of this preamble addresses the cost-benefit analysis. The quarterly cadence is a necessary component of effective human capital oversight and is consistent with the Government Performance and Results Act Modernization Act of 2010 performance review framework, which agencies already administer on a quarterly basis through their Performance Improvement Officers. By consolidating the Human Capital Operating Plan, Human Capital Review, and HRStat quarterly review into a single framework, the final rule reduces required reporting rather than adding to it.\n\nThe existing HRStat process has been used to monitor, evaluate, and align agency strategic planning and evaluation systems as part of the Human Capital Framework. OPM intends for the Quarterly Staffing Plan Performance Reviews to build upon existing agency review processes rather than create duplicative burdens, and OPM will issue guidance to minimize compliance overhead. The agency Performance Improvement Officer supports the quarterly priority progress reviews that 31 U.S.C. 1121(c) requires of the agency head and Chief Operating Officer, and current \u00a7 250.207 already requires the Chief Human Capital Officer to conduct the quarterly human capital review in coordination with that same Performance Improvement Officer. The two processes therefore already share a participant and a quarterly cadence. The final rule accordingly makes clear that agencies may integrate the Staffing Plan Performance Review into their existing quarterly reviews where practicable, rather than convening a separate meeting.\n\nComment 0009 supported that integration but recommended that OPM specify a minimum standing agenda allocation for workforce metrics so that workforce issues are not crowded out by competing agenda items. OPM acknowledges the concern and may address these matters in implementation guidance.\n\n_Workforce Recruitment, Retention, and Morale_\n\nComments 0002, 0003, and 0005 asserted that the rule will harm workforce recruitment, retention, and employee morale. Comment 0002 argued that the changes would negatively affect employee retention and hiring efforts, resulting in higher costs and lower-quality candidates. Comment 0003 predicted that year-to-year staffing planning would trigger \u2018\u2018severe retention crises and skill gaps\u2019\u2019 and warned that a workforce that feels\n\nsilenced and ignored will suffer from low morale, driving talented civil servants out of public service. Comment 0006 likewise emphasized that workload and morale measures should inform staffing plans, observing that persistent, widespread unreasonable workloads can lead to errors and mishaps, including in high-stakes environments such as emergency response.\n\nOPM has considered these comments carefully and does not agree that the rule will impair the Government\u2019s ability to recruit and retain a highquality workforce; OPM expects the opposite effect. The final rule requires each agency to direct its hiring to its highest-need positions, to address skills gaps, and to enable succession planning (\u00a7 250.205(b)(2)), and it synchronizes workforce planning with the budget formulation cycle so that agencies can commit to hiring decisions when resources are known rather than after opportunities have passed.\n\nSlow, diffuse, and poorly prioritized hiring\u2014not disciplined planning\u2014is what costs agencies top candidates: applicants who wait months for a certificate or a final offer frequently accept employment elsewhere. A staffing plan that concentrates hiring capacity on the positions agencies need most and is reviewed quarterly for progress should shorten that cycle and improve both the speed and the quality of Federal hiring. OPM\u2019s recently issued Guidance on Annual Staffing Plans implements this approach for the FY 2027 cycle, directing agencies to conduct bottom-up workforce planning that reserves billets and budget for mission-critical, technology, and earlycareer hires; to recruit through pooled hiring actions and shared certificates; and to assess every external hire using a validated technical or alternative assessment rather than a self-assessment questionnaire alone\u2014measures aimed squarely at improving the speed and quality of Federal recruitment. OPM, _Guidance on Annual Staffing Plans_ (July 30, 2026), _https://www.opm.gov/ chcoc/latest-memos/guidance-onannual-staffing-plans.pdf_ .\n\nThe commenters\u2019 contrary predictions that the rule will hurt recruitment rest largely on the premise that the rule adds administrative burden. But, as explained above, the rule consolidates three overlapping requirements into a single framework and permits integration with existing quarterly reviews.\n\nNor does the rule diminish the Government\u2019s attention to morale. The final rule retains a Governmentwide requirement that every agency survey its" } ]

{ "actorSpecification": 1, "name": "pdf-to-markdown-rag", "title": "PDF to Markdown & RAG Chunks — OCR, Tables, Page Citations", "description": "Convert PDF URLs into clean LLM-ready Markdown (headings, tables) or heading-aware RAG chunks with page numbers and citations. Automatic OCR for scanned pages. No external AI APIs or token costs. Great for RFPs, regulations, reports and manuals. $1.50 per 1,000 pages.", "version": "1.0", "buildTag": "latest", "input": "./input_schema.json", "storages": { "dataset": "./dataset_schema.json" }, "dockerfile": "../Dockerfile", "minMemoryMbytes": 1024, "maxMemoryMbytes": 4096, "output": "./output_schema.json" }

{ "actorSpecification": 1, "fields": {}, "views": { "overview": { "title": "Chunks / pages", "transformation": { "fields": [ "fileName", "title", "pageStart", "pageEnd", "headingPath", "approxTokens", "text", "url" ] }, "display": { "component": "table", "properties": { "fileName": { "label": "File" }, "title": { "label": "Title" }, "pageStart": { "label": "From p." }, "pageEnd": { "label": "To p." }, "headingPath": { "label": "Section" }, "approxTokens": { "label": "~Tokens", "format": "number" }, "text": { "label": "Text" }, "url": { "label": "Source", "format": "link" } } } }, "documents": { "title": "Documents", "transformation": { "fields": [ "fileName", "title", "pageCount", "pagesProcessed", "ocrPages", "wordCount", "markdownUrl", "error", "url" ] }, "display": { "component": "table", "properties": { "markdownUrl": { "label": "Markdown", "format": "link" }, "url": { "label": "Source", "format": "link" } } } } } }

{ "title": "PDF to Markdown input", "type": "object", "schemaVersion": 1, "properties": { "startUrls": { "title": "PDF URLs", "type": "array", "editor": "requestListSources", "description": "Public http(s) links to PDF files, e.g. https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf. Non-PDF and failed URLs return an error item and are not charged.", "prefill": [ { "url": "https://nvlpubs.nist.gov/nistpubs/CSWP/NIST.CSWP.29.pdf" } ] }, "outputMode": { "title": "Output", "type": "string", "editor": "select", "enum": [ "chunks", "pages", "document" ], "enumTitles": [ "RAG chunks (one item per chunk, with page citations)", "Pages (one item per page)", "Document (one item per PDF, full Markdown)" ], "default": "chunks", "description": "'chunks' = one dataset item per RAG chunk with headingPath, page range and citation (best for vector DBs). 'pages' = one item per page. 'document' = one item per PDF with full Markdown. The full Markdown is always also saved to the key-value store." }, "chunkSizeChars": { "title": "Chunk size (characters)", "type": "integer", "default": 2000, "minimum": 200, "maximum": 20000, "description": "Target maximum characters per chunk in 'chunks' mode (~4 characters ≈ 1 token; 2000 ≈ 500 tokens)." }, "chunkOverlapChars": { "title": "Chunk overlap (characters)", "type": "integer", "default": 200, "minimum": 0, "maximum": 5000, "description": "Characters repeated between consecutive chunks when a long section must be split." }, "ocrMode": { "title": "OCR", "type": "string", "editor": "select", "enum": [ "auto", "off", "force" ], "enumTitles": [ "Auto (OCR only pages without a text layer)", "Off", "Force OCR on every page" ], "default": "auto", "description": "'auto' OCRs only pages without a text layer (recommended). 'off' never OCRs. 'force' OCRs every page. Each OCR'd page costs $0.004 extra." }, "tableFormat": { "title": "Table format", "type": "string", "editor": "select", "enum": [ "markdown", "html" ], "enumTitles": [ "Markdown tables", "HTML tables (better for merged cells)" ], "default": "markdown", "description": "How detected tables are rendered." }, "maxPagesPerDocument": { "title": "Max pages per document", "type": "integer", "default": 300, "minimum": 1, "maximum": 5000, "description": "Only the first N pages of each PDF are converted. Pages beyond this are skipped and not charged." }, "maxFileSizeMb": { "title": "Max file size (MB)", "type": "integer", "default": 100, "minimum": 1, "maximum": 500, "description": "Larger files are skipped." }, "removeHeadersFooters": { "title": "Remove page headers & footers", "type": "boolean", "default": true, "description": "Drop running headers, footers and page numbers so chunks contain only body text." } }, "required": [ "startUrls" ] }

{ "actorOutputSchemaVersion": 1, "title": "Output of pdf-to-markdown-rag", "properties": { "results": { "type": "string", "title": "Converted documents", "description": "Markdown documents, pages or RAG chunks, one item per output unit.", "template": "{{links.apiDefaultDatasetUrl}}/items?view=overview" }, "files": { "type": "string", "title": "Full Markdown files", "description": "Full Markdown file per document (linked from each item's markdownUrl).", "template": "{{links.apiDefaultKeyValueStoreUrl}}/keys" } } }

1"""Heading-aware Markdown chunking with page citations.""" 2from __future__ import annotations 3 4import re 5 6HEADING = re.compile(r"^(#{1,6})\s+\**(.+?)\**\s*$") 7 8 9def _split_long(text: str, max_chars: int, overlap: int) -> list[str]: 10 if len(text) <= max_chars: 11 return [text] 12 parts, start = [], 0 13 while start < len(text): 14 end = min(len(text), start + max_chars) 15 if end < len(text): 16 cut = max(text.rfind("\n\n", start, end), text.rfind(". ", start, end)) 17 if cut > start + max_chars // 2: 18 end = cut + 1 19 parts.append(text[start:end].strip()) 20 if end >= len(text): 21 break 22 start = max(end - overlap, start + 1) 23 return [p for p in parts if p] 24 25 26def chunk_pages(pages: list[dict], max_chars: int = 2000, overlap: int = 200) -> list[dict]: 27 """pages: [{'page': n, 'markdown': str}] -> chunks with headingPath and pageStart/pageEnd.""" 28 blocks: list[tuple[int, list[str], str]] = [] # (page, headingPath, paragraph) 29 stack: list[tuple[int, str]] = [] # (level, title) of open headings 30 path: list[str] = [] 31 for pg in pages: 32 for para in re.split(r"\n\s*\n", pg["markdown"]): 33 para = para.strip() 34 if not para: 35 continue 36 m = HEADING.match(para.splitlines()[0]) 37 if m: 38 level = len(m.group(1)) 39 while stack and stack[-1][0] >= level: 40 stack.pop() 41 stack.append((level, m.group(2).strip())) 42 path = [h for _, h in stack] 43 blocks.append((pg["page"], list(path), para)) 44 45 chunks: list[dict] = [] 46 buf: list[tuple[int, str]] = [] 47 buf_path: list[str] = [] 48 49 def flush(): 50 if not buf: 51 return 52 text = "\n\n".join(t for _, t in buf) 53 pages_ = [p for p, _ in buf] 54 for piece in _split_long(text, max_chars, overlap): 55 chunks.append({"text": piece, "headingPath": buf_path, "pageStart": min(pages_), "pageEnd": max(pages_)}) 56 buf.clear() 57 58 for page, hpath, para in blocks: 59 is_heading = bool(HEADING.match(para.splitlines()[0])) 60 size = sum(len(t) for _, t in buf) 61 if buf and (is_heading and size > min(300, max_chars // 4) or size + len(para) > max_chars): 62 flush() 63 if not buf: 64 buf_path = hpath 65 buf.append((page, para)) 66 flush() 67 for i, c in enumerate(chunks): 68 c["chunkIndex"] = i 69 c["charCount"] = len(c["text"]) 70 c["approxTokens"] = round(len(c["text"]) / 4) 71 return chunks

1"""PDF to Markdown & RAG chunks (with OCR) - Apify Actor.""" 2from __future__ import annotations 3 4import asyncio 5import hashlib 6import re 7from datetime import datetime, timezone 8from urllib.parse import unquote, urlparse 9 10import httpx 11import pymupdf 12import pymupdf4llm 13from apify import Actor 14 15from .chunking import chunk_pages 16from .threads import N_THREADS 17import time 18 19UA = "Mozilla/5.0 (compatible; apify-actor-pdf-to-markdown/1.0; +https://apify.com)" 20MAX_INLINE_MD = 1_000_000 21 22 23def convert(data: bytes, max_pages: int, ocr_mode: str, table_html: bool, strip_hf: bool) -> dict: 24 doc = pymupdf.open(stream=data, filetype="pdf") 25 if doc.needs_pass: 26 raise ValueError("PDF is password-protected") 27 n = min(doc.page_count, max_pages) 28 # Pages without a usable text layer are the ones that get OCR'd. 29 scanned = [i for i in range(n) if len(doc[i].get_text("text").strip()) < 25 and doc[i].get_images()] 30 kw: dict = {"page_chunks": True, "pages": list(range(n))} 31 if ocr_mode == "off" or (ocr_mode == "auto" and not scanned): 32 # No page lacks a text layer: skip OCR engine start-up (saves ~20 s on small instances). 33 kw["use_ocr"] = False 34 elif ocr_mode == "force": 35 kw["force_ocr"] = True 36 if table_html: 37 kw["table_output"] = "html" 38 if strip_hf: 39 kw["header"] = False 40 kw["footer"] = False 41 res = pymupdf4llm.to_markdown(doc, **kw) 42 pages = [] 43 for idx, p in enumerate(res): 44 num = (p.get("metadata") or {}).get("page_number") or idx + 1 45 md = re.sub(r"[ \t]+\n", "\n", p.get("text") or "").strip() 46 pages.append({"page": num, "markdown": md, "ocr": (num - 1) in scanned or ocr_mode == "force"}) 47 meta = doc.metadata or {} 48 return {"pageCount": doc.page_count, "pages": pages, 49 "ocrPages": sum(1 for p in pages if p["ocr"]) if ocr_mode != "off" else 0, 50 "title": meta.get("title") or None, "author": meta.get("author") or None, 51 "subject": meta.get("subject") or None, "creationDate": meta.get("creationDate") or None, 52 "toc": [{"level": l, "title": t, "page": pg} for l, t, pg in doc.get_toc()][:500]} 53 54 55async def download(client: httpx.AsyncClient, url: str, max_bytes: int) -> tuple[bytes, str]: 56 async with client.stream("GET", url) as r: 57 r.raise_for_status() 58 if int(r.headers.get("content-length") or 0) > max_bytes: 59 raise ValueError(f"File larger than limit ({max_bytes // 1_000_000} MB)") 60 buf = bytearray() 61 async for chunk in r.aiter_bytes(): 62 buf.extend(chunk) 63 if len(buf) > max_bytes: 64 raise ValueError(f"File larger than limit ({max_bytes // 1_000_000} MB)") 65 data = bytes(buf) 66 if not data.lstrip()[:5].startswith(b"%PDF"): 67 raise ValueError(f"Not a PDF (content-type: {r.headers.get('content-type')})") 68 return data, str(r.url) 69 70 71def within_limit(event: str, count: int) -> int: 72 try: 73 mgr = Actor.get_charging_manager() 74 return min(count, int(mgr.calculate_max_event_charge_count_within_limit(event))) 75 except Exception: # noqa: BLE001 - local runs / non-PPE 76 return count 77 78 79async def main() -> None: 80 async with Actor: 81 inp = await Actor.get_input() or {} 82 urls = [] 83 for s in inp.get("startUrls") or []: 84 u = s.get("url") if isinstance(s, dict) else s 85 if u and u.strip(): 86 urls.append(u.strip()) 87 if not urls: 88 await Actor.fail(status_message="Provide at least one PDF URL in 'startUrls'.") 89 return 90 mode = inp.get("outputMode", "chunks") 91 chunk_size = int(inp.get("chunkSizeChars", 2000)) 92 overlap = int(inp.get("chunkOverlapChars", 200)) 93 ocr_mode = inp.get("ocrMode", "auto") 94 max_pages = int(inp.get("maxPagesPerDocument", 300)) 95 max_bytes = int(inp.get("maxFileSizeMb", 100)) * 1_000_000 96 table_html = inp.get("tableFormat", "markdown") == "html" 97 strip_hf = bool(inp.get("removeHeadersFooters", True)) 98 kvs = await Actor.open_key_value_store() 99 now = datetime.now(timezone.utc).isoformat(timespec="seconds") 100 ok = failed = 0 101 102 async with httpx.AsyncClient(timeout=120, follow_redirects=True, headers={"User-Agent": UA}) as client: 103 for url in dict.fromkeys(urls): 104 doc_id = hashlib.sha1(url.encode()).hexdigest()[:12] 105 base = {"url": url, "docId": doc_id, "processedAt": now} 106 try: 107 if within_limit("document", 1) < 1: 108 Actor.log.info("Max charge reached; stopping.") 109 break 110 data, final_url = await download(client, url, max_bytes) 111 remaining = within_limit("page", max_pages) 112 if remaining < 1: 113 break 114 _t0 = time.monotonic() 115 result = await asyncio.to_thread(convert, data, remaining, ocr_mode, table_html, strip_hf) 116 _t1 = time.monotonic() 117 except Exception as e: # noqa: BLE001 118 failed += 1 119 Actor.log.warning(f"Failed {url}: {e}") 120 await Actor.push_data({**base, "error": str(e)[:500]}) 121 continue 122 123 pages = result.pop("pages") 124 full_md = "\n\n".join(p["markdown"] for p in pages) 125 md_key = f"doc-{doc_id}.md" 126 await kvs.set_value(md_key, full_md, content_type="text/markdown; charset=utf-8") 127 try: 128 md_url = await kvs.get_public_url(md_key) 129 except Exception: # noqa: BLE001 130 md_url = None 131 file_name = unquote(urlparse(final_url).path.rsplit("/", 1)[-1]) or None 132 doc_info = {**base, "finalUrl": final_url, "fileName": file_name, "title": result["title"], 133 "author": result["author"], "pageCount": result["pageCount"], 134 "pagesProcessed": len(pages), "ocrPages": result["ocrPages"], 135 "sha256": hashlib.sha256(data).hexdigest(), "markdownUrl": md_url} 136 137 if mode == "document": 138 await Actor.push_data({**doc_info, "subject": result["subject"], "creationDate": result["creationDate"], 139 "toc": result["toc"], "wordCount": len(full_md.split()), 140 "markdown": full_md[:MAX_INLINE_MD], 141 "markdownTruncated": len(full_md) > MAX_INLINE_MD}) 142 elif mode == "pages": 143 await Actor.push_data([{**doc_info, "pageNumber": p["page"], "ocr": p["ocr"], 144 "markdown": p["markdown"]} for p in pages]) 145 else: 146 chunks = chunk_pages(pages, chunk_size, overlap) 147 total = len(chunks) 148 await Actor.push_data([{**doc_info, **c, "chunkCount": total, 149 "citation": f"{result['title'] or file_name}, p. {c['pageStart']}" 150 + (f"-{c['pageEnd']}" if c['pageEnd'] != c['pageStart'] else "")} 151 for c in chunks]) 152 153 await Actor.charge("document", count=1) 154 await Actor.charge("page", count=len(pages)) 155 if result["ocrPages"]: 156 await Actor.charge("ocr-page", count=result["ocrPages"]) 157 ok += 1 158 Actor.log.info(f"OK {url} [{round(_t1 - _t0, 1)} s, threads={N_THREADS}]: {len(pages)} pages ({result['ocrPages']} OCR)") 159 await Actor.set_status_message(f"Done: {ok} documents converted, {failed} failed")

1"""Limit native thread pools to the container's real CPU quota. 2 3On Apify the container sees all host cores (os.cpu_count()) but only gets a fraction of a CPU 4(1 CPU per 4 GB of memory). ONNX Runtime / BLAS then spawn dozens of threads and thrash. 5Must be imported before onnxruntime, numpy, pymupdf or rapidocr. 6""" 7import math 8import os 9 10 11def cpu_quota() -> int: 12 try: 13 quota, period = open("/sys/fs/cgroup/cpu.max").read().split()[:2] 14 if quota != "max": 15 return max(1, math.ceil(int(quota) / int(period))) 16 except Exception: # noqa: BLE001 17 pass 18 try: 19 q = int(open("/sys/fs/cgroup/cpu/cpu.cfs_quota_us").read()) 20 p = int(open("/sys/fs/cgroup/cpu/cpu.cfs_period_us").read()) 21 if q > 0: 22 return max(1, math.ceil(q / p)) 23 except Exception: # noqa: BLE001 24 pass 25 mem_mb = int(os.environ.get("ACTOR_MEMORY_MBYTES", "0") or 0) 26 if mem_mb: 27 return max(1, mem_mb // 4096) 28 return os.cpu_count() or 1 29 30 31N_THREADS = cpu_quota() 32for var in ("OMP_NUM_THREADS", "MKL_NUM_THREADS", "OPENBLAS_NUM_THREADS", "NUMEXPR_NUM_THREADS"): 33 os.environ.setdefault(var, str(N_THREADS)) 34 35import onnxruntime as _ort # noqa: E402 36 37_Orig = _ort.SessionOptions 38 39 40class _LimitedSessionOptions(_Orig): 41 def __init__(self, *a, **k): 42 super().__init__(*a, **k) 43 self.intra_op_num_threads = N_THREADS 44 self.inter_op_num_threads = 1 45 46 47_ort.SessionOptions = _LimitedSessionOptions 48_OrigSession = _ort.InferenceSession 49 50 51class _LimitedSession(_OrigSession): 52 def __init__(self, path_or_bytes, sess_options=None, *a, **k): 53 super().__init__(path_or_bytes, sess_options or _LimitedSessionOptions(), *a, **k) 54 55 56_ort.InferenceSession = _LimitedSession

1import pymupdf 2import pymupdf4llm 3 4doc = pymupdf.open() 5page = doc.new_page() 6page.insert_text((72, 72), "Warm up OCR models", fontsize=24) 7pix = page.get_pixmap(dpi=100) 8scan = pymupdf.open() 9p = scan.new_page() 10p.insert_image(p.rect, pixmap=pix) 11print(pymupdf4llm.to_markdown(scan)[:80])