Reforming the Federal Hiring Process and Restoring Merit to Government Service

Executive Order 14170 of January 20, 2025

Reforming the Federal Hiring Process and
Restoring Merit to Government Service

By the authority vested in me as President by the
Constitution and the laws of the United States of
America, including sections 3301, 3302, and 7511 of
title 5, United States Code, it is hereby ordered:

Section 1. Policy. American citizens deserve an
excellent and efficient Federal workforce that attracts
the highest caliber of civil servants committed to
achieving the freedom, prosperity, and democratic rule
that our Constitution promotes. But current Federal
hiring practices are broken, insular, and outdated.
They no longer focus on merit, practical skill, and
dedication to our Constitution. Federal hiring should
not be based on impermissible factors, such as one's
commitment to illegal racial discrimination under the
guise of “equity,” or one's commitment to the
invented concept of “gender identity” over sex.
Inserting such factors into the hiring process subverts
the will of the People, puts critical government
functions at risk, and risks losing the best-qualified
candidates.

By making our recruitment and hiring processes more
efficient and focused on serving the Nation, we will
ensure that the Federal workforce is prepared to help
achieve American greatness, and attracts the talent
necessary to serve our citizens effectively. By
significantly improving hiring principles and
practices, Americans will receive the Federal resources
and services they deserve from the highest-skilled
Federal workforce in the world.

Sec. 2. Federal Hiring Plan. (a) Within 120 days of the
date of this order, the Assistant to the President for
Domestic Policy, in consultation with the Director of
the Office of Management and Budget, the Director of
the Office of Personnel Management, and the
Administrator of the Department of Government
Efficiency (DOGE), shall develop and send to agency
heads a Federal Hiring Plan that brings to the Federal
workforce only highly skilled Americans dedicated to
the furtherance of American ideals, values, and
interests.

    (b) This Federal Hiring Plan shall:

(i) prioritize recruitment of individuals committed to improving the
efficiency of the Federal government, passionate about the ideals of our
American republic, and committed to upholding the rule of law and the
United States Constitution;

(ii) prevent the hiring of individuals based on their race, sex, or
religion, and prevent the hiring of individuals who are unwilling to defend
the Constitution or to faithfully serve the Executive Branch;

(iii) implement, to the greatest extent possible, technical and alternative
assessments as required by the Chance to Compete Act of 2024;

(iv) decrease government-wide time-to-hire to under 80 days;

(v) improve communication with candidates to provide greater clarity
regarding application status, timelines, and feedback, including regular
updates on the progress of applications and explanations of hiring
decisions where appropriate;

(vi) integrate modern technology to support the recruitment and selection
process, including the use of data analytics to identify trends, gaps, and

opportunities in hiring, as well as leveraging digital platforms to improve
candidate engagement; and

(vii) ensure Department and Agency leadership, or their designees, are
active participants in implementing the new processes and throughout the
full hiring process.

    (c) This Federal Hiring Plan shall include specific
agency plans to improve the allocation of Senior
Executive Service positions in the Cabinet agencies,
the Environmental Protection Agency, the Office of
Management and Budget, the Small Business
Administration, the Social Security Administration, the
National Science Foundation, the Office of Personnel
Management, and the General Services Administration, to
best facilitate democratic leadership, as required by
law, within each agency.
    (d) The Federal Hiring Plan shall provide specific
best practices for the human resources function in each
agency, which each agency head shall implement, with
advice and recommendations as appropriate from DOGE.

Sec. 3. Accountability and Reporting. (a) The Director
of the Office of Personnel Management shall establish
clear performance metrics to evaluate the success of
these reforms, and request agency analysis on a regular
basis.

    (b) The Office of Personnel Management shall
consult with Federal agencies, labor organizations, and
other stakeholders to monitor progress and ensure that
the reforms are meeting the needs of both candidates
and agencies.

Sec. 4. 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;

(ii) the functions of the Director of the Office of Management and Budget
relating to budgetary, administrative, or legislative proposals; or

(iii) the functions of the Board of Governors of the Federal Reserve System
or the Federal Open Market Committee relating to its conduct of monetary
policy.

    (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.

    (Presidential Sig.)

THE WHITE HOUSE,

    January 20, 2025.