OPM
Orders where directed actors are tied to OPM · 216 in Search.
Roles directed
- Director of the Office of Personnel Management118
- OPM Director59
- Director of OPM30
- Office of Personnel Management5
- Director of the National Background Investigations Bureau1
- Suitability Executive Agent1
- Director1
- Director of Office of Personnel Management1
- Director, Office of Personnel Management1
- Deputy Director of OPM1
- Associate Director for Administration, Office of Personnel Management1
Orders
200 shown
Ushering in the Next Frontier of Quantum Innovation
This executive order establishes a comprehensive national quantum strategy, directing multiple agencies to accelerate U.S. leadership in quantum information science and technology (QIST) through research investment, domestic supply chain development, workforce expansion, and international alliance-building. It creates the QC-ADDS program for quantum computing development, mandates security protections against adversarial threats, and requires numerous agency plans and reports with specific deadlines spanning 30 days to 5 years.
Implementing Schedule Policy/Career in the Excepted Service
This executive order implements Schedule Policy/Career in the excepted service by transferring specified senior policy-influencing positions from the competitive service, exempting them from standard adverse-action procedures while retaining merit-based hiring. It amends Civil Service Rules and prior executive orders to effectuate these transfers, directs agencies to notify affected employees within 7 days, and establishes performance award mechanisms for Schedule Policy/Career employees.
Promoting Advanced Artificial Intelligence Innovation and Security
This executive order directs federal agencies to strengthen cybersecurity defenses using advanced AI tools, establishes a voluntary framework for frontier AI model developers to collaborate with government on security assessments, creates an AI cybersecurity clearinghouse for vulnerability coordination, and prioritizes criminal enforcement against AI-enabled cyberattacks. It emphasizes collaboration with industry rather than mandatory regulation.
Adjustments of Certain Rates of Pay
This executive order adjusts federal pay rates across statutory pay systems, the Senior Executive Service, executive/legislative/judicial salaries, uniformed services, and administrative law judges for 2026. It also directs the OPM Director to assess providing up to 3.8% total increase for certain federal civilian law enforcement personnel, and supersedes the prior year's pay adjustment order (EO 14132).
Providing for the Closing of Executive Departments and Agencies of the Federal Government on December 24, 2025, and December 26, 2025
This executive order closes all federal executive departments and agencies on December 24 and December 26, 2025, excusing employees from duty on those days, while allowing agency heads to keep certain offices open for national security, defense, or other public need. It treats those dates as holidays for pay and leave purposes under existing statutes and delegates implementation to the OPM Director.
Ensuring Continued Accountability in Federal Hiring
This executive order extends federal workforce reduction policies by requiring agency-level approval for nearly all new hires and vacancies, establishing Strategic Hiring Committees, and mandating Annual Staffing Plans aligned with administration priorities. It exempts national security, immigration enforcement, public safety, and political appointees from restrictions, while prohibiting contracting to circumvent hiring limits.
Continuance of Certain Federal Advisory Committees
This executive order continues 22 federal advisory committees until September 30, 2027, and assigns FACA compliance responsibilities to designated agency heads. It supersedes the prior continuance order (EO 14109) from 2023.
Creating Schedule G in the Excepted Service
This executive order creates a new Schedule G in the federal excepted service for noncareer policy-making or policy-advocating positions that normally change with presidential transitions. It amends Civil Service Rule VI to add Schedule G alongside existing schedules (A, B, C, D, E, and Policy/Career), and specifically directs the Secretary of Veterans Affairs to consider whether appointees would be suitable exponents of the President's policies while prohibiting consideration of political affiliation.
Strengthening Probationary Periods in the Federal Service
This executive order overhauls federal employee probationary and trial periods by requiring agencies to affirmatively certify that new hires advance the public interest before their appointments become permanent. It replaces existing civil service regulations with a new Civil Service Rule XI that makes employment automatic termination the default if agencies fail to act, and mandates specific review timelines for current probationary employees.
Addressing Risks From Susman Godfrey
This executive order targets the law firm Susman Godfrey LLP by suspending security clearances for its personnel, restricting federal contracts with the firm and its business partners, limiting federal building access and official engagement with its employees, and barring their federal hiring without waivers. The order frames these measures as responses to alleged election-related litigation, DEI practices, and activities deemed contrary to national interests.
Addressing Risks From WilmerHale
This executive order targets the law firm WilmerHale, directing federal agencies to suspend security clearances held by its personnel, cease provision of government facilities and services, require contractor disclosure of business with the firm, review and terminate contracts where legally permissible, limit official access to federal buildings, and restrict hiring of WilmerHale employees without waivers. The order cites the firm's pro bono work, its hiring of former Mueller investigation prosecutors, and alleged racial discrimination as justifications.
Addressing Risks From Jenner & Block
This executive order targets Jenner & Block LLP, a major law firm, by suspending security clearances for its personnel, restricting federal contracts with the firm and its business partners, limiting its employees' access to federal buildings and officials, and barring agency hiring of Jenner employees without waivers. The order cites the firm's alleged partisan "lawfare," pro bono activities, racial discrimination in hiring, and its employment of former Mueller prosecutor Andrew Weissmann as justifications.
Strengthening the Suitability and Fitness of the Federal Workforce
This memorandum delegates to the OPM Director authority to make final suitability determinations and take removal actions against executive branch employees based on post-appointment conduct, contingent on completion of rulemaking to amend 5 CFR Part 731. It also proposes requiring agency referrals to OPM and mandates 5-work-day compliance by agency heads with OPM separation instructions.
Addressing Risks From Paul Weiss
This executive order targets the law firm Paul, Weiss, Rifkind, Wharton & Garrison LLP by suspending security clearances for its personnel, restricting government contracts with the firm and entities doing business with it, limiting federal building access for its employees, and restricting federal hiring of its personnel. The order cites the firm's pro bono litigation related to January 6, 2021, its hiring of Mark Pomerantz, and alleged racial discrimination through DEI practices as justifications.
Addressing Risks From Perkins Coie LLP
Executive Order 14230 targets the law firm Perkins Coie LLP with multiple punitive measures: suspending security clearances, ceasing government provision of goods and services, requiring contractor disclosure of business with the firm, reviewing and terminating contracts, investigating the firm and other large law firms for racial discrimination, and restricting federal employees from hiring or engaging with Perkins Coie personnel. The order frames these actions as responses to the firm's alleged role in producing the 2016 Steele dossier, election-related litigation, and DEI hiring practices.
Commencing the Reduction of the Federal Bureaucracy
This executive order directs the elimination or reduction of several federal entities and programs deemed unnecessary, including the Presidio Trust, Inter-American Foundation, US African Development Foundation, and US Institute of Peace. It also terminates multiple federal advisory committees, revokes a 1961 presidential memorandum to eliminate Federal Executive Boards, ends the Presidential Management Fellows Program, and requires White House policy aides to identify additional entities for termination within 30 days.
Implementing the President's "Department of Government Efficiency" Workforce Optimization Initiative
This executive order implements a major federal workforce reduction initiative through the 'Department of Government Efficiency' (DOGE). It establishes a 4-to-1 hiring ratio (one hire for every four departures), mandates large-scale reductions in force prioritizing non-statutorily required offices including DEI initiatives, requires DOGE Team Lead approval for career hires, and directs rulemaking to tighten federal employee suitability criteria.
Eliminating the Federal Executive Institute
This executive order eliminates the Federal Executive Institute, a federal leadership training program established in 1968. The OPM Director is directed to take all necessary steps to eliminate the program, and prior documents establishing it—including a 1968 presidential memorandum and provisions of EO 11348—are revoked.
Limiting Lame-Duck Collective Bargaining Agreements That Improperly Attempt To Constrain the New President
This memorandum blocks federal agencies from approving collective bargaining agreements executed in the 30 days before a presidential transition that create new obligations, make substantive changes, or extend existing agreements. It specifically targets a Department of Education CBA from January 17, 2025, and directs agency heads to disapprove any such pending agreements, with an exemption for law enforcement officer CBAs.
Protecting Children From Chemical and Surgical Mutilation
This executive order prohibits federal funding, sponsorship, or support for pediatric gender-affirming medical care, defining such treatments as "chemical and surgical mutilation" for individuals under 19. It directs multiple agencies to rescind supportive policies, exclude coverage from federal health programs (Medicaid, Medicare, TRICARE, FEHB/PSHB), prioritize enforcement of existing laws, and promote new legislation creating private rights of action for affected children and parents.
Hiring Freeze
This memorandum imposes an immediate freeze on hiring federal civilian employees across the executive branch, with exemptions for military personnel, immigration enforcement, national security, public safety, and certain political appointees. Within 90 days, OMB must submit a plan to reduce the federal workforce through efficiency and attrition; the freeze expires for most agencies upon that plan's issuance but remains for the IRS until the Treasury Secretary determines it should lift.
Restoring Accountability for Career Senior Executives
This memorandum directs federal agencies to strengthen presidential accountability over career Senior Executive Service (SES) officials by requiring new performance plans, reinvigorating performance evaluation systems, reassigning SES members to align with the President's agenda, and empowering agency heads to remove underperforming SES officials. It restructures Executive Resources Boards and Performance Review Boards to give noncareer political appointees majority control.
Ending Radical and Wasteful Government DEI Programs and Preferencing
This executive order terminates all federal DEI and DEIA programs, offices, and mandates across government agencies, revoking Biden-era equity initiatives. Agency heads must dismantle these programs within 60 days and report on their prior scope, while federal employment practices are barred from considering DEI factors in performance reviews.
Defending Women From Gender Ideology Extremism and Restoring Biological Truth to the Federal Government
This executive order establishes a federal policy recognizing only two immutable sexes (male and female), explicitly rejecting gender identity as a basis for federal policy. It mandates that all federal agencies use sex-based definitions in all documents and communications, rescinds multiple Biden-era executive orders and guidance documents on transgender rights, prohibits federal funding for gender-affirming medical care for inmates, directs changes to government IDs to reflect biological sex, and requires agencies to remove all materials promoting gender ideology.
Reforming the Federal Hiring Process and Restoring Merit to Government Service
This executive order directs a comprehensive reform of federal hiring practices to prioritize merit, efficiency, and ideological alignment with administration goals. It mandates development of a Federal Hiring Plan within 120 days that emphasizes skills-based assessments, reduces time-to-hire, and explicitly prohibits consideration of DEI-related factors while requiring loyalty to the Constitution and Executive Branch.
Restoring Accountability to Policy-Influencing Positions Within the Federal Workforce
This executive order reinstates and renames the controversial "Schedule F" excepted-service classification created by the Trump administration in 2020 (now called "Schedule Policy/Career"), revokes Biden-era workforce protections from EO 14003, and directs the OPM Director to rescind a 2024 civil-service protection rule. It makes policy-influencing federal employees easier to remove by exempting them from standard competitive-service adverse-action procedures, while stating they need not personally support the President but must faithfully implement administration policies.
Providing for the Appointment of Alumni of AmeriCorps to the Competitive Service
This executive order grants Non-Competitive Eligibility to AmeriCorps alumni who complete at least 1,700 hours of service, allowing federal agencies to hire them directly into competitive service positions without going through standard competitive hiring processes. The AmeriCorps CEO will certify eligible individuals, who must be appointed within one year of completing service (extendable to three years under certain circumstances).
Designation of Officials of the Office of Personnel Management To Act as Director
This memorandum establishes a new order of succession for acting Director of the Office of Personnel Management, replacing a 2020 Trump administration designation. It lists seven specific OPM officials who would assume the Director's duties if both the Director and Deputy Director become unavailable.
Providing for the Closing of Executive Departments and Agencies of the Federal Government on January 9, 2025
This executive order closes all federal executive departments and agencies on January 9, 2025, as a mark of respect for former President Jimmy Carter following his death. Agency heads may exempt certain offices and employees for national security, defense, or other public needs, and the closure will be treated as a paid holiday for federal employees under existing statutes.
Adjustments of Certain Rates of Pay
This executive order implements annual federal pay adjustments for 2025, covering civilian employees under statutory pay systems, Senior Executive Service, executive/legislative/judicial branch officials, uniformed service members, and administrative law judges. It also establishes locality-based comparability payments and supersedes the prior year's pay adjustment order.
Providing for the Closing of Executive Departments and Agencies of the Federal Government on December 24, 2024
This executive order closes all executive departments and agencies of the Federal Government on December 24, 2024, excusing federal employees from duty, while allowing agency heads to keep essential operations open for national security, defense, or other public need. It ensures affected employees receive appropriate pay and leave treatment under existing statutes.
Scaling and Expanding the Use of Registered Apprenticeships in Industries and the Federal Government and Promoting Labor-Management Forums
This executive order establishes a White House interagency working group to expand Registered Apprenticeship programs across federal agencies and their grant/procurement processes, while also revoking a 2017 Trump order to restore Labor-Management Forums for federal employee union collaboration. It requires agencies to review procurement and grants for apprenticeship opportunities, develop workforce plans incorporating apprenticeships, and submit implementation plans for labor-management forums within 180 days.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal civilian employees, senior executives, uniformed service members, judges, members of Congress, the Vice President, and administrative law judges, effective January 1, 2024 or the first applicable pay period thereafter. It also authorizes locality-based comparability payments and supersedes the previous year's pay adjustment order.
Interagency Security Committee
This executive order reestablishes the Interagency Security Committee (ISC), revoking the 1995 version, to set government-wide security policies and standards for federal facilities occupied by federal employees or contractors for nonmilitary activities. The Committee, chaired by the Secretary of Homeland Security, includes representatives from 18 agencies and 5 key officials, with duties spanning policy development, compliance monitoring, intelligence sharing, technology assessment, and biennial reporting.
Continuance of Certain Federal Advisory Committees and Amendments to Other Executive Orders
This executive order extends 37 federal advisory committees until September 30, 2025, delegates presidential FACA functions to agency heads, and amends two prior executive orders—expanding the Asian American, Native Hawaiian, and Pacific Islander commission's outreach role and increasing the President's Committee on the Arts and the Humanities membership from 25 to 30 while adding similar liaison functions.
Strengthening Access to Affordable, High-Quality Contraception and Family Planning Services
This executive order directs federal agencies to strengthen access to affordable contraception and family planning services following the Supreme Court's Dobbs decision. It instructs multiple departments to consider actions to improve contraceptive coverage under the Affordable Care Act, Medicaid, Medicare, and federal programs for service members, veterans, and federal employees, while also supporting Title X clinics and health centers.
Advancing Economic Security for Military and Veteran Spouses, Military Caregivers, and Survivors
This executive order directs federal agencies to improve economic security for military-connected families through enhanced federal hiring and retention of military spouses, caregivers, and survivors; expanded telework and remote work options; support for military spouse entrepreneurs; and expanded child care access including flexible spending accounts by January 1, 2024. It requires development of a government-wide strategic plan within 180 days, updates to hiring authorities beginning in Fiscal Year 2025, and various policy changes to reduce employment barriers tied to military life.
Increasing Access to High-Quality Care and Supporting Caregivers
This executive order directs federal agencies to use existing authorities to expand access to affordable, high-quality child care and long-term care, and to improve wages and working conditions for caregivers. It includes specific actions across HHS, Labor, Education, Veterans Affairs, and other agencies to boost compensation, increase training pathways, support family caregivers, and leverage federal infrastructure and workforce funding for care services. Most provisions are framed as considerations, guidance, or encouragement rather than mandates.
Supporting Access to Leave for Federal Employees
This memorandum directs federal agencies to expand access to unpaid leave for employees, particularly during their first year of service, for bonding with new children, caregiving, serious health conditions, military family needs, and bereavement. It also requires OPM to recommend within 180 days how to provide paid or unpaid leave for employees seeking safety from domestic violence, sexual assault, or stalking.
Adjustments of Certain Rates of Pay
This executive order implements annual federal pay adjustments for 2023, covering civilian employees under the General Schedule, Senior Executive Service, Foreign Service, VA health professionals, administrative law judges, and uniformed service members. It also sets salaries for top executive, legislative, and judicial officials and establishes locality-based comparability payments, with most schedules taking effect in the first pay period on or after January 1, 2023.
Uniform Standards for Tribal Consultation
This memorandum establishes uniform minimum standards for how federal agencies conduct Tribal consultation, building on Executive Order 13175. It mandates designated agency points of contact, 30-day notice requirements, annual training, and record-keeping for consultations with Tribal Nations. The Director of OPM must report within 180 days on progress toward developing Tribal consultation training modules.
Advancing Effective, Accountable Policing and Criminal Justice Practices To Enhance Public Trust and Public Safety
This executive order mandates comprehensive federal policing reforms including a national accountability database for officer misconduct, bans on chokeholds and restricted no-knock entries for federal law enforcement, improved use-of-force data collection, limits on military equipment transfers to local police, body-worn camera requirements, and studies on law enforcement technology impacts. It also addresses officer wellness, recruitment practices, anti-bias training, and reentry support while acknowledging that full systemic change requires congressional action.
Adjustments of Certain Rates of Pay
This executive order implements annual federal pay adjustments for 2022, including raises for civilian employees under the General Schedule, Senior Executive Service, Foreign Service, Veterans Health Administration staff, administrative law judges, uniformed service members, and top officials in the executive, legislative, and judicial branches. It also establishes locality-based pay adjustments and supersedes the prior year's pay order.
Transforming Federal Customer Experience and Service Delivery To Rebuild Trust in Government
This executive order directs federal agencies to modernize service delivery and reduce administrative burdens on the public, framing inefficient government processes as a "time tax" on citizens. It mandates specific digital upgrades across agencies—from online passport renewal to streamlined disaster assistance applications—and establishes a framework for designating High Impact Service Providers (HISPs) with ongoing accountability for customer experience improvements.
Catalyzing Clean Energy Industries and Jobs Through Federal Sustainability
This executive order directs the federal government to achieve net-zero emissions by 2050 through transforming federal procurement and operations, including 100% carbon pollution-free electricity by 2030, 100% zero-emission vehicle acquisitions by 2035, and net-zero emissions buildings by 2045. It establishes new governance structures including a Federal Chief Sustainability Officer and requires agencies to set targets, develop sustainability plans, and incorporate environmental justice considerations.
Implementation of the Infrastructure Investment and Jobs Act
This executive order establishes an Infrastructure Implementation Task Force within the Executive Office of the President to coordinate implementation of the Infrastructure Investment and Jobs Act. It directs agencies to prioritize efficient spending, domestic manufacturing, high labor standards, equitable investment through the Justice40 Initiative, climate resilience, and coordination with state/local/Tribal/territorial governments.
Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce
This executive order establishes a government-wide initiative to promote diversity, equity, inclusion, and accessibility (DEIA) in the federal workforce. It mandates strategic planning, data collection, paid internships, partnerships with minority-serving institutions, and specific equity measures for employees with disabilities, LGBTQ+ employees, and formerly incarcerated individuals.
Worker Organizing and Empowerment
This executive order establishes a White House Task Force on Worker Organizing and Empowerment, chaired by the Vice President and comprising 23+ cabinet and agency officials, to identify and recommend federal policies that promote union organizing and collective bargaining. It revokes two Trump-era workforce councils and directs the new task force to submit recommendations within 180 days.
Promoting Access to Voting
This executive order directs federal agencies to expand voter registration access and election information, particularly for historically underserved groups including people of color, people with disabilities, military personnel overseas, Native Americans, and individuals in federal custody. It mandates strategic plans, website modernization, and interagency coordination to reduce barriers to voting.
Rebuilding and Enhancing Programs To Resettle Refugees and Planning for the Impact of Climate Change on Migration
This executive order revokes Trump-era restrictions on refugee resettlement and directs a comprehensive rebuilding and expansion of the U.S. Refugee Admissions Program (USRAP). It mandates multiple reviews and reports to streamline vetting, reduce backlogs, improve protections for vulnerable groups, and address Special Immigrant Visa delays for Iraqi and Afghan allies. It also orders the first-ever U.S. government report on climate change's impact on migration.
Protecting the Federal Workforce
This executive order revokes Trump-era policies that weakened federal employee protections, including Schedule F (which would have made career civil servants easier to fire) and three 2018 executive orders restricting union activities. It also requires agencies to bargain over certain labor matters and directs OPM to recommend a $15/hour minimum wage for federal workers.
Ensuring a Data-Driven Response to COVID-19 and Future High-Consequence Public Health Threats
This executive order directs federal agencies to improve data collection, sharing, and publication of COVID-19-related information to support evidence-based pandemic response and build stronger public health infrastructure for future threats. It mandates senior data leads across multiple departments, requires reviews of public health data systems and federal hiring capabilities for data roles, and tasks OMB with issuing guidance on open data and de-identification.
Ethics Commitments by Executive Branch Personnel
This executive order establishes binding ethics pledges for all presidential appointees in executive agencies appointed on or after January 20, 2021. It imposes strict revolving door restrictions, bans on lobbyist gifts and golden parachutes, and creates enforcement mechanisms including debarment and civil penalties for violations.
Protecting the Federal Workforce and Requiring Mask-Wearing
This executive order mandates that on-duty or on-site federal employees, contractors, and visitors wear masks and follow CDC public health guidelines in federal buildings and on federal lands. It also establishes the Safer Federal Workforce Task Force to provide ongoing guidance on COVID-19 workplace safety and requires federal agencies to report on their implementation progress.
Revision of Civil Immigration Enforcement Policies and Priorities
This executive order revokes the Trump-era EO 13768 (which expanded interior immigration enforcement and threatened sanctuary jurisdictions) and directs agency heads to review and revise related policies to align with the Biden Administration's stated priorities of border security, humanitarian concerns, public health, and due process.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain officials across all three branches of government, effective January 1, 2021 or the first applicable pay period thereafter. It supersedes the prior year's pay adjustment order (EO 13901) and delegates implementation authority to the OPM Director for locality-based comparability payments.
Providing for the Closing of Executive Departments and Agencies of the Federal Government on December 24, 2020
This executive order closes all federal executive departments and agencies on December 24, 2020, excusing employees from duty, while allowing agency heads to keep essential operations open for national security or public need. It treats the day as a holiday for pay and leave purposes under existing statutes.
Providing an Order of Succession Within the Office of Personnel Management
This memorandum establishes a formal order of succession for the Office of Personnel Management (OPM) Director position, listing seven specific OPM officials who would serve as acting Director if both the Director and Deputy Director become unavailable. It revokes a 2016 Obama-era memorandum on the same subject and preserves presidential discretion to depart from this succession order.
Promoting the Use of Trustworthy Artificial Intelligence in the Federal Government
This executive order establishes principles for trustworthy AI use across federal civilian agencies, requiring inventories of AI use cases, public roadmaps for policy guidance, and mechanisms to ensure AI systems respect privacy, civil rights, and civil liberties. It excludes national security and defense systems while mandating transparency, accountability, and human oversight in government AI applications.
Creating Schedule F in the Excepted Service
EO 13957 created a new 'Schedule F' classification for federal career employees in policy-making or confidential roles, moving them from competitive service to excepted service. This allowed agencies to hire and fire these employees more easily without competitive civil service procedures or chapter 75 adverse action protections. The order required agencies to review and petition to reclassify eligible positions within 90 days (preliminary) and 210 days (complete).
Combating Race and Sex Stereotyping
This executive order prohibits federal agencies, uniformed services, contractors, and grant recipients from conducting or funding workplace training that promotes certain "divisive concepts" related to race and sex stereotyping, including the ideas that the U.S. is fundamentally racist or sexist, that individuals are inherently oppressive based on race or sex, or that meritocracy is racist. It mandates contract clauses, establishes a hotline for complaints, requires agency reviews and reporting, and imposes potential debarment and adverse personnel actions for noncompliance.
Aligning Federal Contracting and Hiring Practices With the Interests of American Workers
This executive order directs federal agencies to review their 2018-2019 contracts for use of temporary foreign labor and offshoring, and requires the Labor and Homeland Security Departments to take action within 45 days to protect U.S. workers from adverse effects caused by H-1B visa holders at job sites. The order aims to prioritize American workers in federal contracting and hiring, particularly during COVID-19 economic disruption.
Modernizing and Reforming the Assessment and Hiring of Federal Job Candidates
This executive order directs the federal government to shift from degree-based to skills- and competency-based hiring for competitive service positions. It requires OPM to revise job classification and qualification standards, limits when educational requirements can be used, and mandates new candidate assessment methods that do not rely solely on educational attainment.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain officials for 2020, as authorized by the Consolidated Appropriations Act, 2020. It updates pay schedules for statutory systems including the General Schedule, Senior Executive Service, Foreign Service, Veterans Health Administration, uniformed services, and executive/legislative/judicial salaries, while superseding the prior year's pay order.
Providing for the Closing of Executive Departments and Agencies of the Federal Government on December 24, 2019
This executive order grants federal employees a day off on December 24, 2019, by closing all executive departments and agencies the day before Christmas. Agency heads may exempt certain offices and employees for national security, defense, or other public needs.
Executive Orders 13836, 13837, and 13839
This memorandum clarifies how federal agencies should handle collective bargaining agreements that were negotiated while court injunctions blocked enforcement of three 2018 executive orders (EOs 13836, 13837, 13839) aimed at reducing union bargaining power and streamlining federal employee removals. Now that an appeals court has vacated the injunction, the memorandum requires agencies to honor agreements signed during the injunction period but allows them to reject specific prohibited terms if those terms were only agreed to—not yet executed—before the court mandate took effect.
Improving Price and Quality Transparency in American Healthcare To Put Patients First
This executive order directs federal agencies to increase healthcare price and quality transparency through new regulations requiring hospitals to post prices, expand patient access to cost estimates before care, develop common quality measures across government health programs, and increase access to de-identified health data. It also seeks to expand health savings account flexibility and address surprise medical billing.
America's Cybersecurity Workforce
This executive order establishes programs to grow and strengthen the federal and national cybersecurity workforce through rotational assignments, skills assessments, competitions, and education awards. It mandates adoption of the NICE Framework for cybersecurity skills standards across government contracts and encourages its voluntary use in private-sector and academic training. The order also creates reporting mechanisms and deadlines for multiple agencies to assess workforce gaps and implement workforce development initiatives.
Transferring Responsibility for Background Investigations to the Department of Defense
This executive order transfers responsibility for federal background investigations from the Office of Personnel Management's National Background Investigations Bureau (NBIB) to the Department of Defense's newly renamed Defense Counterintelligence and Security Agency (DCSA). It establishes a phased transition with multiple deadlines through September 30, 2019, and excludes DCSA employees from collective bargaining protections under federal labor law due to national security considerations.
Adjustments of Certain Rates of Pay
This executive order implements across-the-board pay adjustments for federal employees, military personnel, judges, members of Congress, and other government officials for 2019, as authorized by the Consolidated Appropriations Act, 2019. It supersedes a prior December 2018 order and specifies effective dates for the new pay schedules.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain officials across all three branches of government, effective January 1, 2019. It updates pay schedules for the General Schedule, Senior Executive Service, uniformed services, judges, and other covered positions, superseding the previous year's order.
Providing for the Closing of Executive Departments and Agencies of the Federal Government on December 24, 2018
This executive order designates Monday, December 24, 2018 as a federal holiday, closing all executive departments and agencies and excusing employees from duty. Agency heads may exempt certain offices and employees for national security, defense, or other public needs.
Providing for the Closing of Executive Departments and Agencies of the Federal Government on December 5, 2018
This executive order closes all federal executive departments and agencies on December 5, 2018, as a mark of respect for former President George H.W. Bush following his death. Agency heads may exempt certain offices and employees for national security, defense, or other public need, and the closure is treated as a federal holiday for pay and leave purposes.
Establishing an Exception to Competitive Examining Rules for Appointment to Certain Positions in the United States Marshals Service, Department of Justice
This executive order places Deputy U.S. Marshals and Criminal Investigators in the excepted service (Schedule B), exempting them from standard competitive civil service examinations. It also allows these employees to convert to career appointments after three years of satisfactory service, aligning USMS hiring practices with other federal law enforcement agencies.
Excepting Administrative Law Judges From the Competitive Service
This executive order moves Administrative Law Judges (ALJs) from the competitive service to a new Schedule E of the excepted service, allowing agency heads to hire ALJs without competitive examination requirements. The change responds to the Supreme Court's Lucia v. SEC decision and aims to address Appointments Clause concerns while giving agencies more discretion in selecting ALJ candidates.
Developing Efficient, Effective, and Cost- Reducing Approaches To Federal Sector Collective Bargaining
This executive order directs federal agencies to renegotiate collective bargaining agreements more quickly and cheaply, with stronger management control over workplace decisions. It creates an interagency working group to develop model contract language and negotiation procedures, sets target timelines of 6 weeks for ground rules and 4-6 months for full agreements, restricts bargaining over certain management rights, and requires public posting of all labor agreements.
Ensuring Transparency, Accountability, and Efficiency in Taxpayer-Funded Union Time Use
This executive order restricts federal employees' use of "official time" (taxpayer-funded union time) by capping union time rates at 1 hour per employee annually, requiring advance written authorization for union activities, limiting non-agency business to one-quarter of paid time, and mandating public reporting of union time usage. It also prohibits using union time for most grievances, lobbying, or political activities, and bars free or discounted government resources for union purposes.
Promoting Accountability and Streamlining Removal Procedures Consistent With Merit System Principles
This executive order directs federal agencies to make it easier to remove poor-performing or misconduct-prone civilian employees by streamlining disciplinary procedures, limiting opportunity periods for improvement to 30 days, eliminating requirements for progressive discipline, and restricting union grievance procedures over removals. It mandates data collection on adverse personnel actions and requires OPM to issue implementing regulations and guidance.
Enhancing the Effectiveness of Agency Chief Information Officers
This executive order strengthens the authority of federal agency Chief Information Officers by requiring they report directly to agency heads, control IT budgets and hiring, consolidate redundant technology systems, and prioritize cybersecurity and cloud adoption. It also delegates expedited hiring authority for IT personnel and mandates OPM to issue a proposed rule within 30 days.
Enhancing Noncompetitive Civil Service Appointments of Military Spouses
This executive order directs federal agencies to actively recruit and hire military spouses using existing noncompetitive appointment authority. It requires OPM to promote this hiring authority, provide training, and collect annual data on military spouse hiring, while also exploring telework options and license portability to address employment barriers caused by frequent relocations.
Task Force on the United States Postal System
This executive order establishes a Task Force on the United States Postal Service, chaired by the Treasury Secretary, to evaluate USPS operations and finances and recommend reforms. The Task Force must submit a report within 120 days addressing USPS financial sustainability, competitive position in package delivery, and potential restructuring to avoid a taxpayer bailout.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain officials across multiple pay systems, with most schedules taking effect in early 2018. It supersedes the previous year's pay adjustment order (EO 13756) and incorporates locality-based pay adjustments and military pay increases authorized by the FY2018 NDAA.
Revocation of Executive Order Creating Labor- Management Forums
This executive order revokes a 2009 Obama-era order that created the National Council on Federal Labor-Management Relations and agency-level labor-management forums, which were intended to promote collaboration between federal management and unions. The Trump administration cited inefficient use of taxpayer dollars and managerial time as justification, and directed agencies to promptly rescind all implementing rules and policies.
Strengthening the Cybersecurity of Federal Networks and Critical Infrastructure
This executive order mandates federal agencies to adopt the NIST Cybersecurity Framework and modernize IT infrastructure, while directing multiple cabinet departments to assess and report on cybersecurity risks to critical infrastructure, deterrence strategies, international cooperation, and workforce development. It establishes accountability for agency heads in managing cybersecurity risk and requires extensive reports on federal IT modernization, botnet resilience, electricity grid vulnerabilities, and defense industrial base risks.
Ethics Commitments by Executive Branch Appointees
This executive order requires all new executive branch political appointees to sign a binding ethics pledge that imposes lobbying restrictions, gift bans, and recusal requirements. It replaces the Obama-era ethics order with new rules including a 5-year post-employment lobbying ban on the former agency and a ban on lobbying any covered executive branch official for the remainder of the Administration.
Border Security and Immigration Enforcement Improvements
This executive order directs the Department of Homeland Security to plan and construct a physical wall along the U.S.-Mexico border, expand detention facilities and immigration enforcement capacity, end the "catch and release" practice for apprehended immigrants, authorize state and local law enforcement to perform immigration officer functions, and tighten asylum and parole standards. It mandates hiring 5,000 additional Border Patrol agents and requires multiple reports on border security progress and foreign aid to Mexico.
Enhancing Public Safety in the Interior of the United States
This executive order directs aggressive interior immigration enforcement, expands deportation priorities to include charged but unconvicted individuals and those deemed risks by immigration officers, seeks to cut federal funding to sanctuary jurisdictions, authorizes 10,000 additional immigration officers, reinstates the Secure Communities program, and establishes new reporting requirements on crimes by removable aliens. It also limits Privacy Act protections for non-citizens and non-permanent residents.
Hiring Freeze
This memorandum imposes an immediate freeze on hiring federal civilian employees across the executive branch, prohibiting filling vacant positions existing at noon on January 22, 2017, and creating new positions, with limited exemptions for national security, public safety, and other necessary positions. It requires the OMB Director, in consultation with OPM, to recommend within 90 days a long-term plan to reduce the federal workforce through attrition, after which the freeze expires. The memorandum also prohibits using contractors to circumvent the freeze and exempts military personnel, political appointees, and certain other categories of hires.
Amending the Civil Service Rules, Executive Order 13488, and Executive Order 13467 To Modernize the Executive Branch-Wide Governance Structure and Processes for Security Clearances, Suitability and Fitness for Employment, and Credentialing, and Related Matters
This executive order restructures the federal government's security clearance, suitability, and credentialing systems by amending prior executive orders and Civil Service Rules. It establishes the National Background Investigations Bureau (NBIB) as the primary investigative service provider, creates a Performance Accountability Council to drive enterprise-wide reform, and designates specific executive agents (OPM for suitability/credentialing, DNI for security) to standardize vetting processes across agencies with emphasis on reciprocity, continuous vetting, and information technology modernization.
Continuing To Expand Opportunity for All Young People
This memorandum amends a 2014 Obama-era initiative by renaming the 'My Brother's Keeper' program to the 'Task Force on Improving the Lives of Boys and Young Men of Color and Underserved Youth,' expanding its membership to include 23 specified agency heads and officials, adding reporting requirements including annual status reports and biennial reviews, and broadening the scope to explicitly include 'underserved youth' alongside boys and young men of color.
Promoting Diversity and Inclusion in Our National Parks, National Forests, and Other Public Lands and Waters
This memorandum directs four land and water management agencies to promote diversity and inclusion both in their federal workforces and in public access to national parks, forests, and other public lands. It mandates specific actions including workforce development programs, unconscious bias training, public liaison identification, and action plans to reduce barriers for minority, low-income, disabled, and tribal populations.
Adjustments of Certain Rates of Pay
This executive order implements annual federal pay adjustments for 2017, updating salary schedules for civilian employees, senior executives, military personnel, judges, and elected officials. It incorporates pay raises authorized by existing statute and the FY2017 National Defense Authorization Act, with most schedules taking effect in early 2017.
Providing for the Appointment in the Competitive Service of Certain Employees of the Foreign Service
This executive order creates a noncompetitive hiring pathway into the federal civil service for Foreign Service Limited Non-Career Appointment employees who complete at least 48 months of continuous service, allowing them to be appointed to competitive service positions across executive branch agencies without going through standard competitive examinations.
Providing for the Appointment of Alumni of the Fulbright U.S. Student Program, the Benjamin A. Gilman International Scholarship Program, and the Critical Language Scholarship Program to the Competitive Service
This executive order grants Non-Competitive Eligibility (NCE) for federal competitive service appointments to alumni of three State Department international exchange programs—Fulbright U.S. Student Program, Benjamin A. Gilman International Scholarship Program, and Critical Language Scholarship Program—who are certified by the Secretary of State and pass OPM examinations. Appointments must generally occur within one year of program completion, with possible extensions up to three years for military service, higher education, or other approved activities.
Delegation of Function to the Director of the Office of Personnel Management
This executive order delegates to the OPM Director the President's authority to direct OPM to establish emergency leave transfer programs for federal employees, requiring OMB consultation and presidential notification. It does not create any enforceable rights or benefits.
Charitable Fundraising
This executive order updates the Combined Federal Campaign (CFC), the federal workplace charitable giving program, by replacing outdated terminology ('voluntary agencies' with 'voluntary health and welfare organizations'), allowing annuitants to contribute through annuity allotments, permitting unaffiliated local organizations to participate, and restructuring campaign administration with outreach coordinators and central campaign administrators under OPM direction.
Promoting Diversity and Inclusion in the National Security Workforce
This memorandum directs national security agencies to improve diversity and inclusion through data transparency, expanded demographic tracking, professional development programs, and leadership accountability measures. It requires annual public reporting on workforce demographics and inclusion metrics, with initial reports due within 90 days.
Amending Executive Order 13467 To Establish the Roles and Responsibilities of the National Background Investigations Bureau and Related Matters
This executive order establishes the National Background Investigations Bureau (NBIB) within the Office of Personnel Management as the primary federal provider of personnel background investigations, while assigning the Department of Defense responsibility for designing, operating, and securing the underlying IT systems. It also mandates governance reforms to clarify executive authorities over security, suitability, and credentialing vetting processes.
Designation of Officers of the Office of Personnel Management To Act as Director of the Office of Personnel Management
This memorandum establishes a formal order of succession for who may serve as Acting Director of the Office of Personnel Management when both the Director and Deputy Director are unavailable. It revokes a 2012 Obama-era memorandum on the same topic and specifies seven OPM positions in priority order, with exceptions for acting officials and eligibility requirements under the Federal Vacancies Reform Act.
Mental Health and Substance Use Disorder Parity Task Force
This memorandum establishes an interagency Mental Health and Substance Use Disorder Parity Task Force to coordinate implementation of federal parity protections ensuring mental health and substance use disorder coverage is comparable to medical/surgical care. The Task Force, chaired by the Domestic Policy Council Director and comprising nine agency heads, is charged with identifying best practices, addressing guidance gaps, and submitting a public report by October 31, 2016.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain senior officials effective January 1, 2016. It updates statutory pay schedules including the General Schedule, Senior Executive Service, Executive/Legislative/Judicial salaries, uniformed services pay, locality payments, and administrative law judges' pay.
Strengthening the Senior Executive Service
This executive order reforms the Senior Executive Service (SES) by creating a PMC Subcommittee to oversee changes including: capping performance award spending at 7.5%, streamlining hiring processes, requiring SES pay to exceed subordinate GS employees, establishing a 15% rotation goal for SES members, and phasing in talent management and succession planning across all agencies by FY 2018.
Half-Day Closing of Executive Departments and Agencies of the Federal Government on Thursday, December 24, 2015
This executive order grants federal executive branch employees a half-day off on Thursday, December 24, 2015, the day before Christmas. Agency heads may exempt certain offices and employees for national security, defense, or other public need reasons. The order ensures affected employees receive appropriate pay and leave treatment under existing statutes.
Continuance or Reestablishment of Certain Federal Advisory Committees
This executive order continues or reestablishes 40 federal advisory committees until September 30, 2017, transferring FACA compliance responsibilities to designated agency heads and updating administrative oversight for the National Industrial Security Program Policy Advisory Committee.
Planning for Federal Sustainability in the Next Decade
This executive order establishes comprehensive federal sustainability goals for 2015-2025, requiring agencies to reduce greenhouse gas emissions by 40 percent, increase renewable energy use, improve water and fleet efficiency, and adopt sustainable procurement practices. It creates new oversight structures including Chief Sustainability Officers at each agency and a Federal Interagency Sustainability Steering Committee.
Modernizing Federal Leave Policies for Childbirth, Adoption, and Foster Care To Recruit and Retain Talent and Improve Productivity
This memorandum directs federal agencies to modernize leave policies for childbirth, adoption, and foster care by providing up to 240 hours of advanced sick leave and maximum permitted advanced annual leave, ensuring employees are aware of all available benefits, and expanding workplace flexibilities. It requires OPM to issue guidance within 90 days and agencies to implement changes by January 1, 2016, aiming to improve federal workforce recruitment, retention, and productivity.
Adjustments of Certain Rates of Pay
This executive order implements annual cost-of-living adjustments to federal pay rates across multiple government pay systems, including the General Schedule, Senior Executive Service, military personnel, judges, and members of Congress, with most schedules taking effect in January 2015.
Closing of Executive Departments and Agencies of the Federal Government on Friday, December 26, 2014
This executive order declares Friday, December 26, 2014 a federal holiday, closing all executive branch departments and agencies with exceptions for national security, defense, and other public needs. It ensures affected employees receive appropriate pay and leave treatment under existing statutes.
Conversion Authority for Criminal Investigators (Special Agents) of the Bureau of Alcohol, Tobacco, Firearms, and Explosives
This executive order grants the Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF) authority to non-competitively convert Schedule B criminal investigators (special agents) to career civil service appointments after three years of satisfactory service, bringing ATF in line with other federal law enforcement agencies. The Office of Personnel Management is directed to issue implementing regulations.
Enhancing Workplace Flexibilities and Work-Life Programs
This 2014 memorandum directs federal agencies to expand workplace flexibilities and work-life programs for federal employees, including telework, alternative schedules, nursing mother accommodations, and various leave policies. It establishes specific deadlines for agencies to review and amend procedures, requires OPM to issue guidance and publish an annual Workplace Flexibility Index, and mandates agency reporting on barriers to these programs.
Creating and Expanding Ladders of Opportunity for Boys and Young Men of Color
President Obama established the My Brother's Keeper Task Force, an interagency initiative chaired by the Assistant to the President and Cabinet Secretary with the Deputy Secretary of Education as Executive Director, to improve life outcomes for boys and young men of color through better coordination of federal programs, data sharing, and public-private partnerships. The Task Force is directed to create assessment tools, evaluate federal policy impacts, and report back with recommendations within 90 days and a status report within one year.
Enhancing Safeguards To Prevent the Undue Denial of Federal Employment Opportunities to the Unemployed and Those Facing Financial Difficulty Through No Fault of Their Own
This memorandum prohibits federal agencies from denying employment or taking adverse action against current employees solely because they are unemployed or facing financial difficulty through no fault of their own, provided they make good-faith efforts to meet obligations. It requires agencies to review hiring practices for such biases and report findings to OPM within 90 days.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain officials across all three branches of government, effective January 1, 2014. It updates ten separate pay schedules including the General Schedule, Senior Executive Service, Foreign Service, Veterans Health Administration, Executive Schedule, Congress, federal judges, uniformed services, locality pay, and administrative law judges.
Continuance Of Certain Federal Advisory Committees
This executive order extends 26 federal advisory committees until September 30, 2015, and makes technical amendments to several prior executive orders governing the National Infrastructure Advisory Council, President's Management Advisory Board, President's Global Development Council, and President's Advisory Commission on Asian Americans and Pacific Islanders. It also delegates presidential functions under the Federal Advisory Committee Act to designated agency heads.
Expanding National Service Through Partnerships to Advance Government Priorities
This memorandum establishes an interagency Task Force on Expanding National Service, co-chaired by the CEO of the Corporation for National and Community Service (CNCS) and the Director of the Domestic Policy Council. It directs federal agencies to develop partnerships with CNCS to expand national service and volunteer opportunities aligned with the six focus areas of the Serve America Act, and requires specific reports and guidance within set timeframes.
Establishing the White House Council on Native American Affairs
This executive order creates the White House Council on Native American Affairs, chaired by the Secretary of the Interior, to coordinate federal policy across 30+ agencies to support tribal self-governance and improve quality of life for Native Americans. It establishes a formal structure for interagency coordination on economic development, healthcare, education, justice, and environmental protection while mandating three annual meetings.
Advancing Pay Equality in the Federal Government and Learning From Successful Practices
This memorandum directs the Office of Personnel Management to develop a government-wide strategy within 180 days to address gender pay gaps in the federal workforce, and requires all agencies to submit within 90 days detailed analyses of their pay-setting, promotion, and caregiver-related compensation policies. It focuses on transparency, merit system principles, and identifying best practices rather than mandating immediate pay changes.
Federal Employee Pay Schedules and Rates That Are Set by Administrative Discretion
This memorandum extends through December 31, 2013, the existing freeze on federal employee pay increases that would otherwise result from administrative discretion, continuing policies established in 2010 and 2012. The action responds to congressional denial of statutory pay adjustments in the 2013 appropriations act.
Adjustments of Certain Rates of Pay
This executive order implements statutorily-mandated pay rate adjustments for federal civilian employees, senior executives, military personnel, judges, and certain elected officials for 2013, maintaining 2010 pay levels through 2013 as required by continuing appropriations laws. It supersedes the prior December 2012 order and sets specific effective dates for military pay (January 1, 2013) and other schedules (first pay period on or after January 1, 2013).
Rulemaking Concerning the Standards for Designating Positions in the Competitive Service as National Security Sensitive and Related Matters
This memorandum directs the Director of National Intelligence and the Director of the Office of Personnel Management to jointly propose amended regulations for designating competitive service positions as national security sensitive, based on a 2010 proposed rulemaking. The directive preserves each director's existing authorities under executive orders and requires OPM to publish the memorandum in the Federal Register.
Improving Availability of Relevant Executive Branch Records to the National Instant Criminal Background Check System
This memorandum directs federal agencies to improve sharing of relevant records with the National Instant Criminal Background Check System (NICS) to prevent prohibited individuals from obtaining firearms. It establishes deadlines for DOJ guidance, agency reporting, and creates a working group to coordinate implementation of the 2007 NICS Improvement Amendments Act.
Adjustments of Certain Rates of Pay
This executive order implements statutorily authorized pay adjustments for federal civilian employees, senior executives, uniformed service members, judges, legislators, and the Vice President effective in early 2013. It sets specific pay rates across ten schedules and supersedes the previous year's pay order.
Federal Employee Pay Schedules and Rates That Are Set by Administrative Discretion
President Obama extended a federal employee pay freeze through March 27, 2013, citing a continuing appropriations resolution. The original freeze, begun in 2010, had been scheduled to expire on December 31, 2012.
Closing of Executive Departments and Agencies of the Federal Government on Monday, December 24, 2012
This executive order closes all executive branch departments and agencies on Monday, December 24, 2012, excusing federal employees from duty for the day before Christmas. Agency heads may exempt certain offices and employees for national security, defense, or other public needs.
Ensuring the Uniformed Services Employment and Reemployment Rights Act (USERRA) Protections
This memorandum directs federal agencies to strengthen compliance with USERRA, which protects service members from employment discrimination and ensures their reemployment rights. It establishes an interagency working group, mandates new guidance on data collection and best practices, and sets specific deadlines for reporting and implementation.
Designation of Officers of the Office of Personnel Management To Act as Director of the Office of Personnel Management
This memorandum establishes the order of succession for acting Director of the Office of Personnel Management when both the Director and Deputy Director are unable to serve. It supersedes a 2005 memorandum on the same topic and lists ten OPM officials in priority order to assume acting duties.
Establishing Policies for Addressing Domestic Violence in the Federal Workforce
This memorandum directs federal agencies to develop policies addressing domestic violence in the federal workforce. It requires OPM to issue government-wide guidance within 240 days, and agencies to create or update their own policies within specific timelines after that guidance is issued.
Adjustments of Certain Rates of Pay
This executive order adjusts federal pay rates for 2012, implementing a pay freeze for civilian federal employees at 2010 levels through 2012 as mandated by Congress, while setting updated rates for the General Schedule, Senior Executive Service, military personnel, judges, and other federal pay systems. It also phases in locality pay adjustments for non-foreign areas and supersedes the previous year's pay order.
Continuance of Certain Federal Advisory Committees
This executive order extends the lifespan of seven federal advisory committees until September 30, 2013, one committee until September 30, 2012, and amends the termination date of the President's Advisory Council on Financial Capability to January 29, 2013. It also delegates FACA compliance functions to agency heads rather than the President.
Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce
This executive order establishes a coordinated, government-wide initiative to promote diversity and inclusion in the federal workforce. It directs OPM and OMB to develop a Government-wide Diversity and Inclusion Strategic Plan within 90 days, requires agencies to create their own agency-specific plans within 120 days of that plan's issuance, and mandates regular reporting on progress.
Recruiting and Hiring Students and Recent Graduates
This executive order establishes the Pathways Programs to help federal agencies recruit and hire students and recent graduates by creating exceptions to competitive hiring rules. It creates three programs—Internship, Recent Graduates, and Presidential Management Fellows—under a new Schedule D excepted service category, while revoking several predecessor programs.
Memorandum for the Heads of Executive Departments and Agencies
This memorandum directs executive department and agency heads to freeze federal employee pay schedules and rates that are set by administrative discretion for calendar years 2011-2012, supplementing a statutory pay freeze enacted by Congress. The freeze covers discretionary pay system adjustments, general increases including locality pay, and requires proportional reductions in performance-based increases.
Adjustments of Certain Rates of Pay
This executive order implements the federal pay raise authorized by the Continuing Appropriations and Surface Transportation Extensions Act, 2011, adjusting pay rates for civilian federal employees, senior executives, uniformed service members, judges, members of Congress, the Vice President, and administrative law judges. It supersedes the previous year's pay adjustment order (EO 13525) and sets specific effective dates for the new pay schedules.
Delegation of Certain Functions and Authorities
This memorandum delegates presidential authority under 5 U.S.C. § 7301 to the Director of the Office of Personnel Management (OPM) regarding workplace accommodations for nursing mothers who are executive branch civilian employees. It directs OPM to establish appropriate policies without specifying particular requirements.
Freeze on Discretionary Awards, Bonuses, and Similar Payments for Federal Political Appointees
President Obama froze discretionary cash awards, bonuses, quality step increases, and similar payments for all politically appointed federal employees from August 3, 2010 through September 30, 2011 (end of Fiscal Year 2011). The Office of Personnel Management was directed to issue implementation guidance in consultation with OMB, while a broader salary freeze for senior political appointees was proposed as requiring congressional legislation.
Increasing Federal Employment of Individuals With Disabilities
This executive order directs federal agencies to increase recruitment, hiring, and retention of individuals with disabilities, with specific numerical goals and mandatory training programs. It revives implementation of a 2000 Clinton-era hiring target of 100,000 additional workers with disabilities over 5 years, requires agency-specific plans with performance targets, and mandates improvements to return-to-work programs for injured federal employees.
Extension of Benefits to Same-Sex Domestic
This memorandum directs federal agencies to extend a range of employment benefits to same-sex domestic partners of federal employees and their children, including child-care subsidies, employee assistance programs, travel benefits, and family leave, to the extent permitted by existing law. It also establishes ongoing obligations for future benefits and requires annual reporting on implementation progress.
Improving the Federal Recruitment and Hiring Process
This 2010 memorandum directs federal agencies to overhaul civilian hiring by eliminating essay-style initial applications, allowing resumes and simple applications, adopting category rating instead of the "rule of 3," and holding managers accountable for hiring. It tasks OPM with establishing performance tracking, developing diversity plans, evaluating internship programs, and improving USAJOBS, with most agency actions due by November 1, 2010, and OPM actions due within 90 days.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain officials for 2010. It sets new rates for statutory pay systems, senior executives, executive/legislative/judicial salaries, uniformed services, locality pay, and administrative law judges, with most schedules taking effect on the first day of the first applicable pay period beginning on or after January 1, 2010.
Creating Labor-Management Forums to Improve Delivery of Government Services
This executive order establishes the National Council on Federal Labor-Management Relations and requires federal agencies to create labor-management forums for collaborative problem-solving. It mandates pre-decisional union involvement in workplace matters, requires implementation plans within 90 days, and creates pilot programs for bargaining over permissive subjects under 5 U.S.C. 7106(b)(1).
Employment of Veterans in the Federal Government
This executive order establishes a government-wide initiative to increase veteran hiring in the federal workforce by creating an interagency Council on Veterans Employment, requiring agencies to develop operational plans and designate veterans employment offices, and mandating training for HR personnel and hiring managers on veterans' preferences and special hiring authorities.
Federal Leadership in Environmental, Energy, and Economic Performance
This executive order mandates federal agencies to reduce greenhouse gas emissions, improve energy and water efficiency, eliminate waste, and adopt sustainable practices in buildings, fleets, and procurement. It establishes a comprehensive framework with specific reduction targets, reporting requirements, and oversight mechanisms through the Council on Environmental Quality and Office of Management and Budget.
Federal Leadership On Reducing Text Messaging While Driving
This executive order prohibits federal employees from text messaging while driving government vehicles, privately-owned vehicles on official business, or when using government-supplied electronic equipment. It also directs federal agencies to encourage contractors and grant recipients to adopt similar bans, and requires agencies to implement compliance measures within 90 days.
Continuance of Certain Federal Advisory Committees
This executive order continues 15 federal advisory committees for two years until September 30, 2011, superseding a prior Bush administration order. It also delegates presidential functions under the Federal Advisory Committee Act to the heads of designated departments and agencies.
Federal Benefits and Non-Discrimination
This memorandum directs federal agencies to extend available employment benefits to same-sex domestic partners of federal employees where legally authorized, requires a 90-day review of additional benefits that could be extended, and mandates OPM guidance within 90 days on compliance with non-discrimination laws for federal workplaces.
Government Contracting
This March 4, 2009 memorandum directs the OMB Director, in collaboration with other agency heads, to develop government-wide guidance by July 1, 2009 and September 30, 2009 to reduce noncompetitive and cost-reimbursement contracts, increase fixed-price contracts, strengthen contract oversight, and clarify when outsourcing of inherently governmental functions is inappropriate. It responds to sharp increases in sole-source and cost-reimbursement contracting since 2001 and aims to improve value for taxpayers.
Ethics Commitments by Executive Branch Personnel
This executive order requires all executive branch appointees hired on or after January 20, 2009, to sign a binding ethics pledge that imposes a two-year revolving door ban between lobbying and government service, prohibits gifts from registered lobbyists, bars departing appointees from lobbying the administration, and mandates merit-based hiring decisions. The order establishes enforcement mechanisms including civil penalties and debarment, with waiver authority vested in the OMB Director.
Granting Reciprocity on Excepted Service and Federal Contractor Employee Fitness and Reinvestigating Individuals in Positions of Public Trust
This executive order streamlines federal personnel vetting by requiring agencies to recognize prior fitness and suitability determinations for excepted service and contractor employees when criteria are equivalent. It also mandates periodic reinvestigation of individuals in positions of public trust under standards set by the Office of Personnel Management.
Adjustments of Certain Rates of Pay
This executive order implements annual federal pay adjustments for 2009, covering civilian employees under statutory pay systems, Senior Executive Service, executive/legislative/judicial branch officials, uniformed military personnel, and administrative law judges. It sets new pay rates via attached schedules and authorizes locality-based comparability payments, with most schedules taking effect on the first day of the first applicable pay period beginning on or after January 1, 2009.
Facilitation of a Presidential Transition
This executive order establishes a Presidential Transition Coordinating Council to facilitate the 2008-2009 presidential transition, requiring federal agencies to prepare briefing materials, coordinate orientation activities, and provide information equally to major party candidates. It supersedes the previous transition EO from 2000 and automatically expires on February 20, 2009 unless extended.
To Authorize Certain Noncompetitive Appointments in the Civil Service for Spouses of Certain Members of the Armed Forces
This executive order grants federal agencies authority to make noncompetitive appointments to competitive civil service positions for spouses of active-duty military members relocating on permanent change of station orders, spouses of totally disabled retired or separated service members, and unremarried widows or widowers of service members killed on active duty. The policy aims to support military recruitment and retention by easing employment barriers for military families.
Reforming Processes Related to Suitability for Government Employment, Fitness for Contractor Employees, and Eligibility for Access to Classified National Security Information
This executive order reforms and aligns the federal government's processes for determining whether individuals are suitable for government employment, fit for contractor work, or eligible for access to classified information. It establishes a Performance Accountability Council, designates executive agents for suitability (OPM) and security (DNI), mandates reciprocity between agencies, and introduces continuous evaluation for security clearances.
Adjustments of Certain Rates of Pay
This executive order implements annual federal pay adjustments for 2008, covering civilian employees, senior executives, military personnel, judges, members of Congress, the Vice President, and administrative law judges. It sets specific effective dates for military pay (January 1, 2008) and other federal pay systems (first pay period on or after January 1, 2008), while superseding the previous year's pay order.
Assignment of Reporting Function
This memorandum assigns the President's reporting function under 5 U.S.C. § 9003(d)(3) to the Director of the Office of Personnel Management (OPM). It is a routine administrative delegation of a statutory reporting duty with no policy changes or substantive directives.
National Security Professional Development
This executive order establishes a framework to improve national security workforce capabilities by requiring a National Strategy for professional development, creating an interagency Steering Committee chaired by OPM, and directing agency heads to enhance education, training, and cross-government assignment opportunities for security professionals. It specifically assigns implementation roles to Defense, State, Intelligence, and Homeland Security for their respective personnel systems.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal civilian employees, military personnel, and certain high-ranking officials including members of Congress, judges, and the Vice President. It sets specific effective dates for different pay schedules and supersedes the previous year's pay adjustment order.
Assignment of Certain Pay-Related Functions
This executive order delegates specific presidential pay-setting authorities under title 5 of the U.S. Code to the Director of the Office of Personnel Management. It also revokes and renumbers sections of two prior executive orders (12748 and 12828) that had previously assigned these functions.
Improving Assistance for Disaster Victims
This executive order establishes an interagency Task Force on Disaster Assistance Coordination to develop a plan streamlining federal disaster assistance delivery. The plan must include a centralized application process, a clearinghouse for assistance information, reduced duplication, and fraud controls, with phased implementation by December 31, 2008. The Secretary of Homeland Security must submit the plan to the President by March 1, 2007, with quarterly progress reports thereafter until implementation is complete.
Responsibilities of Federal Departments and Agencies With Respect to Volunteer Community Service
This executive order requires every federal agency to designate a senior-level liaison for volunteer community service within 20 days, charged with promoting employee volunteering, coordinating with the USA Freedom Corps, and submitting annual reports with performance metrics. It revokes a 1992 predecessor order and establishes a reporting structure to measure agency volunteer service activities.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees across multiple pay systems, including the General Schedule, Senior Executive Service, military personnel, federal judges, members of Congress, and the Vice President. The pay increases take effect January 1, 2006, or the first applicable pay period thereafter, superseding the previous year's order.
Strengthening Processes Relating to Determining Eligibility for Access to Classified National Security Information
This executive order directs the OMB Director to centralize and standardize security clearance processes across federal agencies, with authority to assign, supervise, and issue guidelines for determining eligibility to access classified national security information, including SCI and special access programs. The order includes a built-in expiration mechanism and requires a progress report to the President.
Designation of Officers of the Office of Personnel Management to Act as Director of the Office of Personnel Management
This memorandum establishes the order of succession for acting Director of the Office of Personnel Management when both the Director and Deputy Director are unable to serve, listing 11 OPM officers in priority order. It supersedes a 2003 memorandum on the same topic and preserves presidential discretion to depart from this order under the Federal Vacancies Reform Act.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, judges, members of Congress, and other government officials effective January 1, 2005, as authorized by various statutes. It supersedes the previous year's pay adjustment order (EO 13332) and attaches detailed pay schedules for ten different compensation categories.
Individuals With Disabilities in Emergency Preparedness
This executive order establishes a federal policy requiring agencies to consider the unique needs of individuals with disabilities in emergency preparedness planning for disasters and terrorism. It creates an Interagency Coordinating Council within the Department of Homeland Security to coordinate implementation, review agency actions, and submit annual reports to the President on progress and best practices.
Incentives for the Use of Health Information Technology and Establishing the Position of the National Health Information Technology Coordinator
This executive order creates the position of National Health Information Technology Coordinator within HHS to lead development of a nationwide interoperable health IT infrastructure. It mandates multiple reports within 90 days on incentives for health IT adoption and directs the Coordinator to produce a strategic plan for reducing medical errors and improving care quality through technology.
Further Adjustment of Certain Rates of Pay
This executive order adjusts federal pay rates across multiple government pay systems, including the General Schedule, Senior Executive Service, military personnel, judges, and members of Congress, with schedules effective January 1, 2004 or the first pay period thereafter. It supersedes a prior pay adjustment order from December 2003 and delegates implementation authority to the Office of Personnel Management for locality-based payments.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, judges, and other government officials effective in early 2004. It supersedes the previous year's pay order and establishes new salary schedules across ten categories of federal compensation.
Presidential Management Fellows Program
This executive order establishes the Presidential Management Fellows (PMF) Program to recruit outstanding graduate-degree holders and experienced professionals into federal public sector management. It replaces the earlier Presidential Management Intern Program (Executive Order 12364), sets eligibility criteria, appointment rules, and a two-year fellowship structure with possible one-year extension, and directs OPM to manage the transition and prescribe implementing regulations.
Delegation of Authority Under Section 204(a) of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (Public Law 107-174)
This memorandum delegates presidential authority under Section 204(a) of the No FEAR Act to the OPM Director, requiring that regulations account for agencies' mission needs including diplomatic, military, intelligence, law enforcement, security, and protective functions, with mandatory consultation of the Attorney General.
Designation of Officers of the Office of Personnel Management to Act as Director of the Office of Personnel Management
This memorandum establishes the order of succession for acting Director of the Office of Personnel Management when both the Director and Deputy Director are unavailable. It lists eleven OPM officers in priority order and preserves presidential discretion to depart from this succession order under the Federal Vacancies Reform Act.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees across multiple pay systems, including the General Schedule, Senior Executive Service, Executive Schedule, Vice President and Congress, judges, uniformed services, and administrative law judges. It also establishes locality-based comparability payments and supersedes the previous year's pay adjustment order.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, judges, and members of Congress effective January 1, 2002, as authorized by the National Defense Authorization Act for Fiscal Year 2002 and other statutes. It supersedes the previous year's pay adjustment order and directs the Office of Personnel Management to implement locality-based pay adjustments.
Implementing Government Reform
This memorandum establishes Chief Operating Officers in federal agencies, creates the President's Management Council to coordinate government reform, and revokes a 1993 Clinton administration management reform memorandum. It directs agencies to implement citizen-centered, results-oriented, market-based management reforms.
21st Century Workforce Initiative
This executive order establishes the Office of the 21st Century Workforce within the Department of Labor and a 13-member presidential advisory council to study workforce challenges including technological change, globalization, and skills gaps. The Council is tasked with assessing workforce trends and recommending policy changes, but terminates automatically after two years unless extended by the President. The order also amends a prior Clinton-era training technology advisory committee and revokes another Clinton commission on economic change.
Revocation of Executive Order and Presidential Memorandum Concerning Labor-Management Partnerships
This executive order revokes the Clinton-era Executive Order 12871 and a related 1999 memorandum that had established labor-management partnerships across federal agencies, immediately dissolving the National Partnership Council. It directs agencies to rescind implementing rules and policies, while explicitly protecting existing collective bargaining agreements.
Governmentwide Accountability for Merit System Principles; Workforce Information
This executive order amends Civil Service Rules to strengthen federal workforce accountability by adding new rules requiring executive agencies to report workforce information to OPM and establishing agency accountability systems for merit system principles. It also removes a provision on preference eligibles from Rule V and streamlines Rule VII on hiring discretion.
Federal Interagency Task Force on the District of Columbia
This executive order formally establishes the Federal Interagency Task Force on the District of Columbia, chaired by the OMB Director and composed of 18 cabinet-level and agency heads, to coordinate federal assistance for D.C.'s financial stability, economic growth, and self-governance. It continues and institutionalizes interagency work begun in 1995 to support the nation's capital through improved federal-local coordination.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, judges, and members of Congress, effective January 1, 2001 or the first applicable pay period thereafter. It supersedes the previous year's pay adjustment order (EO 13144) and delegates publication authority to the OPM Director.
Facilitation of a Presidential Transition
This executive order establishes a Presidential Transition Coordinating Council to facilitate the transfer of power from the Clinton administration to the incoming Bush administration following the 2000 election. It mandates coordination of orientation activities, creation of a transition directory and catalogue of presidential appointee positions, and preparation of orientation materials for new political appointees.
Hispanic Employment in the Federal Government
This executive order directs federal agencies to establish programs recruiting and developing Hispanic employees to address their underrepresentation in the federal workforce (6.4% vs. roughly 13% of the civilian labor force). It mandates specific agency actions including eliminating systemic barriers, improving outreach, and tying executive performance to diversity goals, while requiring OPM to issue regulations, create an interagency task force, and report annually on progress.
Increasing the Opportunity for Individuals With Disabilities To Be Employed in the Federal Government
This executive order directs federal agencies to increase hiring of individuals with disabilities, setting a goal of 100,000 hires over 5 years through expanded outreach and reasonable accommodations. Agencies must submit implementation plans to the Office of Personnel Management within 60 days.
Federal Career Intern Program
This executive order establishes the Federal Career Intern Program to recruit and develop exceptional talent for federal public service careers. Career Interns are appointed to excepted service positions for up to two years (extendable to three) with formal training, and may receive competitive civil service status upon satisfactory completion. The Office of Personnel Management is authorized to develop merit-based procedures and oversee the program.
Further Amendment to Executive Order 11478, Equal Employment Opportunity in Federal Government
This executive order amends federal equal employment policy to prohibit discrimination based on 'status as a parent' in addition to existing protections for race, color, religion, sex, national origin, disability, age, and sexual orientation. It defines 'status as a parent' broadly to include biological, adoptive, foster, step-parents, legal custodians, those in loco parentis, and those actively seeking custody or adoption.
Federal Workforce Transportation
This executive order requires federal agencies to implement tax-free commuting benefits for mass transit and vanpool use by October 1, 2000, with a mandatory transit pass program for National Capital Region agencies and a three-year pilot program for the Departments of Transportation, EPA, and Energy. The order aims to reduce traffic congestion and air pollution from federal employee commuting while expanding transportation alternatives.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, judges, members of Congress, and the Vice President as authorized by statute. It sets forth specific pay schedules effective January 1, 2000, or the first applicable pay period thereafter, and supersedes the prior year's pay adjustment order.
Continuance of Certain Federal Advisory Committees
This executive order extends 16 federal advisory committees until September 30, 2001, revokes several executive orders for completed committees, and makes technical amendments to existing orders including adding the Department of Energy to the President's Export Council, expanding an interagency Coast Guard task force, and updating the structure of committees on arts/humanities and physical fitness.
Amending the Civil Service Rules Relating To Federal Employees With Psychiatric Disabilities
This executive order amends Civil Service Rules to give federal employees with psychiatric disabilities the same hiring and career conversion opportunities as those with severe physical disabilities or mental retardation. Previously, only the latter two groups could convert from excepted service to competitive status after two years of satisfactory service; this order extends that same pathway to individuals with psychiatric disabilities.
Using Technology To Improve Training Opportunities for Federal Government Employees
This executive order establishes a presidential task force and advisory committee to promote technology-based training for federal employees. It directs agencies to designate representatives, develop training technology standards, create online training databases, and explore individual training accounts for workers.
Adjustments of Certain Rates of Pay and Delegation of a Federal Pay Administration Authority
This executive order adjusts federal pay rates for civilian employees, senior executives, judges, members of Congress, the Vice President, and uniformed service members for 1999. It also delegates authority to the Office of Personnel Management to administer locality-based pay adjustments and supersedes the previous year's pay order.
Increasing Employment of Adults With Disabilities
This executive order establishes a National Task Force on Employment of Adults with Disabilities, chaired by the Secretary of Labor, to develop coordinated federal policy recommendations for increasing employment rates of adults with disabilities. It mandates multiple agency reports and reviews due by November 15, 1998, with subsequent Task Force reports through 2002.
Adjustments of Certain Rates of Pay
This executive order adjusts federal pay rates across multiple government pay systems, including the General Schedule, Senior Executive Service, Executive Schedule, Vice President and congressional salaries, judicial pay, uniformed services, and locality-based comparability payments. It supersedes the previous year's pay adjustment order and specifies effective dates for implementation.
Continuance of Certain Federal Advisory Committees and Amendments to Executive Orders 13038 and 13054
This executive order continues 15 federal advisory committees until September 30, 1999; revokes five executive orders for terminated committees; supersedes Executive Order 12974; and amends two other executive orders—expanding the President's Council on Sustainable Development from 15 to 22 members (EO 13038) and allowing noncompetitive federal employment for family members of civilian employees who transferred to the American Institute in Taiwan (EO 13054).
Eligibility of Certain Overseas Employees for Noncompetitive Appointments
This executive order grants noncompetitive appointment eligibility to U.S. citizen family members of federal civilian employees who left federal service to work for the American Institute in Taiwan, allowing them to gain competitive service status upon return. The Office of Personnel Management is directed to issue implementing regulations. The order took effect upon Federal Register publication on July 10, 1997.
Internal Revenue Service Management Board
This executive order establishes a permanent Internal Revenue Service Management Board within the Treasury Department to assist the Secretary in overseeing IRS management and operations. The Board includes senior Treasury officials, OMB representatives, and other agency designees, with responsibility for reviewing strategic modernization decisions, budgetary issues, and performance metrics, and reporting semiannually to the President and Congress.
Executive Order 13033 of December 27, 1996
This executive order adjusts federal pay rates for civilian employees, senior executives, political officeholders, judges, and uniformed service members for 1997. It implements congressionally authorized pay adjustments through updated schedules and specifies effective dates for military pay (January 1, 1997) and other federal pay systems (first pay period on or after January 1, 1997).
Maintaining Unofficial Relations With the People on Taiwan
This executive order delegates presidential functions under the Taiwan Relations Act to the Secretary of State and OPM Director, specifies procurement law exemptions for the American Institute on Taiwan, and formally determines that TECRO (formerly CCNAA) is Taiwan's authorized representative instrumentality. It supersedes EO 12143 from 1979.
Educational Technology: Ensuring Opportunity for All Children in the Next Century
This executive order streamlines the donation of surplus federal computer equipment to schools and nonprofit educational organizations, with priority given to disadvantaged communities. It also encourages federal employees with technical expertise to volunteer time assisting teachers with technology integration and classroom connectivity.
Adjustments of Certain Rates of Pay and Allowances
This executive order adjusts pay rates for federal civilian employees, senior executives, judges, members of Congress, the Vice President, and uniformed service members for 1996. It implements statutory pay adjustments through eight attached schedules, with most taking effect on the first day of the first applicable pay period beginning on or after January 1, 1996.
Actions Required of all Executive Agencies To Facilitate Payment of Child Support
This executive order directs all federal agencies, including the Uniformed Services, to become model employers in facilitating child support enforcement. It mandates specific actions including wage withholding compliance, service of legal process cooperation, data sharing with state child support agencies, and requires multiple reports and reviews within 60-180 days.
Adjustments of Certain Rates of Pay and Allowances
This executive order adjusts federal pay rates across multiple government pay systems effective January 1, 1995, including the General Schedule, Senior Executive Service, Executive Schedule, congressional and judicial salaries, uniformed services pay and allowances, and interim geographic adjustments for certain federal employees.