Federal Jobs for STARs Act of 2026
- Sponsor
- Rep. Krishnamoorthi, Raja [D-IL-8]
- Committees
- Oversight and Government Reform Committee (primary)
- Last action
- Jul 6, 2026
Bottom line
The Federal Jobs for STARs Act aims to broaden access to federal employment by prioritizing skills and experience over traditional four-year degrees, while also exploring career development opportunities for these workers.
What it actually does
This bill directs the Office of Personnel Management (OPM) to remove educational attainment as a mandatory qualification for federal jobs unless a specific degree is deemed absolutely necessary for the position's skills. It mandates OPM to establish alternative qualification regulations, audit agencies for compliance, and create a dedicated hiring path on USAJOBS for 'STARs'—individuals skilled through alternative routes like community college, apprenticeships, military service, or on-the-job experience. Additionally, it requires a feasibility study on training and education pathways for STAR federal employees.
Proponents argue
Supporters argue that this bill will open federal job opportunities to a wider, more diverse talent pool, ensuring that the government can recruit the best-qualified individuals based on their actual skills and experience, rather than arbitrary credential requirements. They contend it will modernize federal hiring practices, address workforce shortages, and promote economic mobility for millions of Americans who have developed valuable skills outside of traditional higher education.
Opponents contend
Critics might express concerns that reducing reliance on traditional degrees could potentially lower the overall quality or perceived prestige of the federal workforce, or that it could create administrative complexities for OPM and agencies in objectively evaluating diverse alternative qualifications. Some may argue that certain federal roles inherently require the foundational knowledge and critical thinking skills typically gained through a bachelor's degree.
The bill is very short and easily digestible, allowing for quick evaluation of its core proposals.
Section 2
Definition of STAR Workers
This section defines 'STAR' as an individual who is active in the labor force, has not obtained a bachelor's or higher degree, and has developed job-related skills through alternative routes. These routes can include community college, apprenticeships, bootcamps, military service, partial college completion, other training programs, or on-the-job experience. This definition is central to identifying the target beneficiaries of the bill's reforms.
Supporters argue
Proponents argue that clearly defining 'STAR' workers ensures the bill's focus on a specific, often overlooked, segment of the workforce, making the legislative intent unambiguous and facilitating targeted policy implementation.
Critics contend
No specific opposition is typically raised against definitions themselves, though debates may arise over the breadth or specificity of the included alternative routes.
Tradeoffs
The definition aims to be inclusive of various skill-building pathways while providing enough clarity to guide policy. The tension lies in balancing broad applicability with precise criteria.
Section 3(1)
Restricting Mandatory Degree Requirements
This provision prohibits the head of an executive agency from requiring a minimum educational attainment (like a bachelor's degree) as a qualification for a position. This prohibition stands unless the Director of the Office of Personnel Management (OPM) specifically determines that such educational attainment is absolutely necessary for the position, based on skills that can only be obtained through that particular degree. This aims to dismantle arbitrary degree barriers.
Section 3(2)
Establishing Alternative Qualification Regulations
This section directs the Office of Personnel Management (OPM) to prescribe regulations for executive agencies regarding alternative qualifications. These regulations will outline how agencies can accept qualifications other than traditional educational attainment that still meet the necessary knowledge, skills, and abilities (KSAs) for a given position. This aims to provide clear guidance for agencies to implement skills-based hiring.
Section 3(3)
Auditing Educational Requirements
This provision mandates that the Office of Personnel Management (OPM) will review the addition of educational requirements for employees during its regular audits of hiring actions within executive agencies. This serves as an oversight mechanism to ensure agencies comply with the bill's intent to reduce reliance on minimum degree requirements.
Section 3(4)
Dedicated STAR Hiring Path on USAJOBS
This provision directs the Office of Personnel Management (OPM) to establish a dedicated hiring path on usajobs.gov (or any successor website) specifically for positions where STAR workers are eligible to apply. It also requires OPM to direct executive agencies to clearly identify job postings that fall within this new hiring path. The goal is to make it easier for STAR workers to find and apply for relevant federal jobs.
Section 4
Feasibility Study for STAR Employee Training Programs
This section mandates a joint feasibility study by the Director of OPM, the Deputy Director for Management of OMB, and other relevant executive agencies. The study will assess the resources required to establish a program offering STAR employees pathways for further training and higher education, including fellowships, scholarships, apprenticeships, and tuition assistance. A report on the findings must be submitted to relevant Congressional committees within 180 days of the Act's enactment.