This Presidential Order aims to restructure the federal workforce to enhance efficiency and reduce government size. It mandates a hiring ratio of 1:4 (one new hire for every four departures), requires agencies to develop data-driven hiring plans, authorizes large-scale reductions in force, initiates rulemaking to revise suitability criteria for federal employment, and directs agencies to submit reorganization plans.
Exemptions are allowed for national security and public safety roles, and the order clarifies that it does not create any new legal rights.
Arguments For
- Intended benefits: Increased government efficiency and reduced costs through workforce optimization.
- Evidence cited: The order cites the need to "restore accountability to the American public" and eliminate waste, bloat, and insularity in the federal bureaucracy.
- Implementation methods: The order specifies actions such as a hiring freeze, reduction-in-force preparations, and changes to hiring approval processes.
- Legal/historical basis: The order is issued under the authority vested in the President by the Constitution and the laws of the United States.
Arguments Against
- Potential impacts: Potential negative impacts on government services due to reduced workforce and hiring restrictions, particularly in high-need areas.
- Implementation challenges: Difficulty in achieving the desired workforce reductions while maintaining essential government functions and adhering to legal requirements.
- Alternative approaches: Alternative strategies for improving government efficiency that don't involve large-scale workforce reductions could be explored.
- Unintended effects: Potential for unintended consequences, such as decreased morale among federal employees, increased workload for remaining staff, and difficulties in attracting and retaining qualified talent.
By the authority vested in me as President by the Constitution and the laws of the United States of America, it is hereby ordered:
Section 1. Purpose. To restore accountability to the American public, this order commences a critical transformation of the Federal bureaucracy. By eliminating waste, bloat, and insularity, my Administration will empower American families, workers, taxpayers, and our system of Government itself.
Sec. 2. Definitions. (a) “Agency” has the meaning given to it in section 3502 of title 44, United States Code, except that such term does not include the Executive Office of the President or any components thereof. (b) “Agency Head” means the highest-ranking official of an agency, such as the Secretary, Administrator, Chairman, or Director, unless otherwise specified in this order. (c) “DOGE Team Lead” means the leader of the Department of Government Efficiency (DOGE) Team at each agency, as defined in Executive Order 14158 of January 20, 2025 (Establishing and Implementing the President’s “Department of Government Efficiency”). (d) “Employee” has the meaning given to it by section 2105 of title 5, United States Code, and includes individuals who serve in the executive branch and who qualify as employees under that section for any purpose. (e) “Immigration enforcement” means the investigation, enforcement, or assisting in the investigation or enforcement of Federal immigration law, including with respect to Federal immigration law that penalizes a person’s presence in, entry, or reentry to, or employment in, the United States, but does not include assisting individuals in applying for immigration benefits or efforts to prevent enforcement of immigration law or to prevent deportation or removal from the United States. (f) “Law enforcement” means: (i) engagement in or supervision of the prevention, detection, investigation, or prosecution of, or the incarceration of any person for, any violation of law; or (ii) the protection of Federal, State, local, or foreign government officials against threats to personal safety. (g) “Temporary employee” has the meaning given to it in 5 C.F.R. part 316. (h) “Reemployed annuitant” has the meaning given to it in 5 C.F.R. part 837.
This section establishes the order's purpose and defines key terms used throughout the document.
The purpose is to reform the federal bureaucracy, increasing efficiency and accountability.
The definitions clarify the meaning of terms like 'Agency,' 'Agency Head,' 'DOGE Team Lead,' and 'Employee', ensuring consistent understanding and application of the order's provisions.
Specific definitions are provided for 'immigration enforcement' and 'law enforcement', along with references to relevant sections of the United States Code and Code of Federal Regulations.
Sec. 3. Reforming the Federal Workforce to Maximize Efficiency and Productivity. (a) Hiring Ratio. Pursuant to the Presidential Memorandum of January 20, 2025 (Hiring Freeze), the Director of the Office of Management and Budget shall submit a plan to reduce the size of the Federal Government’s workforce through efficiency improvements and attrition (Plan). The Plan shall require that each agency hire no more than one employee for every four employees that depart, consistent with the plan and any applicable exemptions and details provided for in the Plan. This order does not affect the standing freeze on hiring as applied to the Internal Revenue Service. This ratio shall not apply to functions related to public safety, immigration enforcement, or law enforcement. Agency Heads shall also adhere to the Federal Hiring Plan that will be promulgated pursuant to Executive Order 14170 of January 20, 2025 (Reforming the Federal Hiring Process and Restoring Merit to Government Service). (b) Hiring Approval. Each Agency Head shall develop a data-driven plan, in consultation with its DOGE Team Lead, to ensure new career appointment hires are in highest-need areas. (i) This hiring plan shall include that new career appointment hiring decisions shall be made in consultation with the agency’s DOGE Team Lead, consistent with applicable law. (ii) The agency shall not fill any vacancies for career appointments that the DOGE Team Lead assesses should not be filled, unless the Agency Head determines the positions should be filled. (iii) Each DOGE Team Lead shall provide the United States DOGE Service (USDS) Administrator with a monthly hiring report for the agency. (c) Reductions in Force. Agency Heads shall promptly undertake preparations to initiate large-scale reductions in force (RIFs), consistent with applicable law, and to separate from Federal service temporary employees and reemployed annuitants working in areas that will likely be subject to the RIFs. All offices that perform functions not mandated by statute or other law shall be prioritized in the RIFs, including all agency diversity, equity, and inclusion initiatives; all agency initiatives, components, or operations that my Administration suspends or closes; and all components and employees performing functions not mandated by statute or other law who are not typically designated as essential during a lapse in appropriations as provided in the Agency Contingency Plans on the Office of Management and Budget website. This subsection shall not apply to functions related to public safety, immigration enforcement, or law enforcement. (d) Rulemaking. Within 30 days of the date of this order, the Director of the Office of Personnel Management (OPM) shall initiate a rulemaking that proposes to revise 5 C.F.R. 731.202(b) to include additional suitability criteria, including: (i) failure to comply with generally applicable legal obligations, including timely filing of tax returns; (ii) failure to comply with any provision that would preclude regular Federal service, including citizenship requirements; (iii) refusal to certify compliance with any applicable nondisclosure obligations, consistent with 5 U.S.C. 2302(b)(13), and failure to adhere to those compliance obligations in the course of Federal employment; and (iv) theft or misuse of Government resources and equipment, or negligent loss of material Government resources and equipment. (e) Developing Agency Reorganization Plans. Within 30 days of the date of this order, Agency Heads shall submit to the Director of the Office of Management and Budget a report that identifies any statutes that establish the agency, or subcomponents of the agency, as statutorily required entities. The report shall discuss whether the agency or any of its subcomponents should be eliminated or consolidated. (f) Within 240 days of the date of this order, the USDS Administrator shall submit a report to the President regarding implementation of this order, including a recommendation as to whether any of its provisions should be extended, modified, or terminated.
This section details the plan to reform the federal workforce.
It introduces a 1:4 hiring ratio, requiring agencies to obtain approval for new hires from their DOGE Team Leads.
It also mandates preparations for reductions in force (RIFs), prioritizing non-statutory functions.
Further, it directs a rulemaking process for stricter suitability standards for federal employees and requires agencies to review their structures for potential elimination or consolidation.
A final report on the order's implementation is to be submitted within 240 days.
Sec. 4. Exclusions. (a) This order does not apply to military personnel. (b) Agency Heads may exempt from this order any position they deem necessary to meet national security, homeland security, or public safety responsibilities. (c) The Director of OPM may grant exemptions from this order where those exemptions are otherwise necessary and shall assist in promoting workforce reduction.
This section outlines exceptions to the order's requirements.
Military personnel are excluded, and agency heads can exempt positions critical for national security, homeland security, or public safety.
The Office of Personnel Management (OPM) Director can also grant necessary exemptions to facilitate workforce reduction.
Sec. 5. General Provisions. (a) Nothing in this order shall be construed to impair or otherwise affect: (i) the authority granted by law to an executive department, agency, or the head thereof; or (ii) the functions of the Director of the Office of Management and Budget relating to budgetary, administrative, or legislative proposals. (b) This order shall be implemented consistent with applicable law and subject to the availability of appropriations. (c) This order is not intended to, and does not, create any right or benefit, substantive or procedural, enforceable at law or in equity by any party against the United States, its departments, agencies, or entities, its officers, employees, or agents, or any other person.
This section clarifies that the order does not supersede existing laws or the authority of other government bodies.
Implementation is conditioned on legal compliance and budget availability.
The order also specifies that it does not establish any new legal rights or benefits.