Restore Merit to Government Service Act of 2025
The Restore Merit to Government Service Act of 2025 would overhaul how the federal government hires for jobs across major agencies. It seeks to restore what it characterizes as merit-based, highly skilled recruitment driven by dedication to the Constitution and the rule of law, reducing or eliminating appointment factors tied to race, sex, religion, or gender identity. The bill requires a new Federal Hiring Plan to be created within 120 days of enactment, emphasizing faster hiring (aiming for a hiring timeline under 80 days from when a position is listed), enhanced use of assessments (including technical and alternative assessments), better candidate communication, and the use of data analytics and digital platforms to improve recruitment and selection. It also calls for clearer accountability through metrics and regular reporting overseen by the Office of Personnel Management (OPM). Note: the bill’s drafting uses unusual terminology (e.g., “Administrator” and “U.S. DOGE Service Temporary Organization”) that appear to be drafting placeholders; the substantive intent is to reform standards and processes for federal hiring, with a strong emphasis on merit and constitutional fidelity.
Key Points
- 1Federal Hiring Plan: Within 120 days of enactment, the administration, in coordination with OMB, OPM, and the designated Administrator, must develop and distribute a Federal Hiring Plan to all agencies that focuses on merit, efficiency, and fidelity to the Constitution.
- 2Merit and Non-discrimination standpoints: The Plan prioritizes applicants who are committed to improving government efficiency and upholding the rule of law, and it prohibits appointments based on race, sex, or religion, or of individuals unwilling to defend the Constitution.
- 3Assessments and timelines: Agencies should use technical and alternative assessments to evaluate merit, and the time to appoint a candidate to a position should be less than 80 days from the date the position first appears publicly.
- 4Modernization and transparency: The Plan requires the use of data analytics and digital platforms to improve recruitment and candidate engagement, and mandates regular updates to applicants about status and decisions.
- 5Accountability and oversight: The Director of OPM must establish performance metrics for the Plan, regularly request analyses from agency heads, and consult with stakeholders to monitor progress and ensure the Plan meets needs of candidates and agencies.