OPM
Orders where directed actors are tied to OPM · 26 in Trump 47 · 216 all terms.
Roles directed
Orders
26 shown · Trump 47
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.