Director of OPM
Executive orders directing the Director of OPM · 37 in Search.
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Orders
37 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.
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.
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.
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.
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.
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.
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.
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).
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
Integrity and Efficiency in Federal Programs
This executive order establishes the President's Council on Integrity and Efficiency as an interagency committee to coordinate government-wide efforts against fraud, waste, and abuse in federal programs. It also creates a Coordinating Conference to extend these efforts to additional agencies with audit and investigative resources, while revoking the previous EO 12301 from 1981.
Federal procurement reforms
This 1982 executive order directs federal agencies to reform procurement practices by reducing administrative burdens, strengthening competition, simplifying small purchases, ensuring timely contractor payments, and creating professional procurement workforces. It mandates completion of a unified Federal Acquisition Regulation (FAR) by year-end 1982 and assigns coordination roles to OMB, OPM, and the Defense/GSA/NASA triumvirate.