“A bill to reform the Federal hiring process, to restore merit to Government service, and for other purposes.”
No CRS summary available for this bill.
This section defines key terms for purposes of the Act, including: (1) Administrator, as the head of the U.S. DOGE Service Temporary Organization (or successor organization); (2) agency, to mean each of the 15 Executive departments (as listed in 5 U.S.C. §101), the Environmental Protection Agency, Office of Management and Budget, Small Business Administration, Social Security Administration, National Science Foundation, Office of Personnel Management, and General Services Administration; (3) Executive departments, as provided in 5 U.S.C. §101; (4) Plan, as the Federal Hiring Plan developed under section 4(a); and (5) Senior Executive Service position, as provided in 5 U.S.C. §3132(a).
This section declares congressional findings that (1) the people of the United States deserve an excellent and efficient federal workforce attracting civil servants committed to constitutional principles of freedom, prosperity, and democratic rule; (2) current federal appointment practices are broken, insular, and outdated, lacking focus on merit, practical skill, and dedication to the Constitution; (3) federal appointments should not prioritize impermissible factors such as illegal racial discrimination under the guise of "equity" or "gender identity" over sex; and (4) incorporating such factors subverts the will of the people, risks critical government functions, and deters the best-qualified candidates.
This section directs 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, to develop and submit to the head of each federal agency, not later than 120 days after enactment, a Federal Hiring Plan to recruit only highly skilled U.S. citizens dedicated to U.S. ideals, values, and interests. The plan must (1) prioritize recruitment of individuals committed to improving federal efficiency, upholding the rule of law and Constitution, and passionate about U.S. ideals; (2) prohibit appointments based on race, sex, or religion, or of those unwilling to defend the Constitution or faithfully serve the executive branch; (3) implement technical and alternative assessments under 5 U.S.C. §3304(c)(2) to the greatest extent possible; (4) reduce time to appointment to less than 80 days from position listing; (5) improve candidate communication with regular updates, timelines, and feedback; (6) integrate modern technology such as data analytics and digital platforms; (7) require active participation by agency heads or designees; (8) include agency-specific plans to allocate Senior Executive Service positions for democratic leadership; and (9) provide best practices for agency human resources functions.
This section directs the Director of the Office of Personnel Management to (1) establish clear performance metrics to evaluate the success of the Plan; (2) regularly request analyses from agency heads to perform those evaluations; and (3) consult with agency heads, labor organizations, and other stakeholders to monitor Plan implementation progress and ensure it meets the needs of candidates and agencies.
This section states that the Act does not impair the functions of the Director of the Office of Management and Budget (OMB) relating to budgetary, administrative, or legislative proposals, or the functions of the Board of Governors of the Federal Reserve System or the Federal Open Market Committee relating to monetary policy; requires implementation consistent with applicable law and subject to the availability of appropriations; and clarifies that the Act creates no enforceable rights or benefits, substantive or procedural, against the United States, its agencies, employees, agents, or other persons.