Director of the Office of Personnel Management
Executive orders directing the Director of the Office of Personnel Management · 28 in Trump 45 · 185 all terms.
Related departments
Orders
28 shown · Trump 45
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.
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.
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.
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.
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.