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Executive Order 14170
Reforming the Federal Hiring Process and Restoring Merit to Government Service
Signed January 20, 2025, printed at 90 FR 8621. 3 sections of substance, 915 words.
This order changes how the government hires. It says skill should matter most. Degree rules are loosened and tests come back.
Sec. 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 But current Federal hiring practices are broken, insular, and outdated.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.
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 But current Federal hiring practices are broken, insular, and outdated.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.
This sets out the case the order makes. It says federal hiring is slow and closed. It says it no longer turns on merit or skill. It says equity and gender identity should play no part. It says that risks losing the best people. It says better hiring would serve the country.
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 [[Page 8622]] 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.
(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 [[Page 8622]] 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.
This calls for a hiring plan in 120 days. A White House aide must write it. Three other offices help, including DOGE. The plan goes to every agency head. It must favor people who back the Constitution. It must bar hiring by race, sex or religion.
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.
(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.
This is about tracking the change. The staffing office must set clear measures. Those measures test whether the reform works. It must ask agencies for analysis often. It must also consult unions and others. The aim is to see that both sides are served.
Sec. 4. General Provisions
Every order carries this. It is not what the order does.
(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. [[Page 8623]] (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. <GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT> (Presidential Sig.) THE WHITE HOUSE, January 20, 2025. [FR Doc. 2025-02094 Filed 1-29-25; 11:15 am] Billing code 3395-F4-P </pre></body> </html>
(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. [[Page 8623]] (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. <GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT> (Presidential Sig.) THE WHITE HOUSE, January 20, 2025. [FR Doc. 2025-02094 Filed 1-29-25; 11:15 am] Billing code 3395-F4-P </pre></body> </html>
This is the closing clause that nearly every order carries. It says the order does not change what the law already allows. It also says no one can sue to enforce it.
Rules That Name This Order
- Recruitment and Relocation Incentive WaiversPersonnel Management Office · December 15, 2025
- Reinvigorating Merit-Based Hiring Through Candidate Ranking in the Competitive and Excepted Service (Rule of Many)Personnel Management Office · September 8, 2025
2 final rules published since name this order in its own summary or preamble. Naming it is not the same as carrying it out, and no reading of what each rule does about it is recorded here.
- The order itself
Executive Order 14170, “Reforming the Federal Hiring Process and Restoring Merit to Government Service,” signed January 20, 2025, 90 FR 8621 (January 30, 2025).
https://www.federalregister.gov/documents/2025/01/30/2025-02094/reforming-the-federal-hiring-process-and-restoring-merit-to-government-service - This page
Executive Order 14170, quoted section by section. Read the Mandate, https://readthemandate.org/orders/eo-14170/ (retrieved October 8, 2026).
Cite the document when the claim is about what the document says. Cite this page when the indexing, the wording or the record of what has happened is what is being relied on.
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