Implementing the President's "Department of Government Efficiency" Workforce Optimization Initiative
Executive Order 14210, signed February 10–11, 2025, directs a sweeping modernization of the federal workforce under the President’s “Department of Government Efficiency” initiative. The order establishes a Department of Government Efficiency (DOGE) concept inside each agency, with a DOGE Team Lead to guide hiring, workforce planning, and efficiency efforts. Its stated aim is to reduce waste and bloat in the federal bureaucracy, restore accountability, and reallocate personnel toward higher-need areas while pursuing large-scale reductions in force (RIFs) where appropriate. It couples hiring controls, stricter suitability standards, and planned reorganizations with mandatory reporting to the Office of Management and Budget (OMB) and the President. Key mechanics include a new hiring rule (a 1-for-4 hiring ratio, with several statutory and policy exemptions), a data-driven hiring process overseen by DOGE Team Leads, a pathway to RIFs prioritizing non-mandated functions, and a rulemaking push to tighten suitability criteria for hires. The order also requires rapid planning for agency reorganizations and a formal USDS (U.S. Department of Government Efficiency Service) assessment within 240 days of enactment. Several exemptions exist (notably for military personnel and certain national security/public safety roles), and the order emphasizes implementation in line with existing law and appropriations.
Key Points
- 1Hiring ratio and plan: Agencies must pursue a plan to hire no more than one career-appointment employee for every four departures, with exemptions for public safety, immigration enforcement, or law enforcement. The plan must align with a Federal Hiring Plan and involve the DOGE Team Lead in hiring decisions; IRS hiring is exempt from the ratio.
- 2DOGE Team Lead and data-driven hiring: Each agency must have a DOGE Team Lead who coordinates with the agency on hiring and workforce optimization. Hiring decisions for career positions must involve consultation with the DOGE Team Lead, and the DOGE Team Lead must receive monthly hiring reports from the agency to the USDS Administrator.
- 3Reductions in Force (RIFs) and prioritization: Agencies should prepare for large-scale RIFs, prioritizing positions not mandated by statute or law, including functions such as diversity, equity, and inclusion initiatives, suspended or closed agency initiatives, and non-essential components. The RIFs exclude functions related to public safety, immigration enforcement, and law enforcement.
- 4Rulemaking to tighten suitability criteria: Within 30 days, the Director of OPM must initiate rulemaking to revise 5 C.F.R. 731.202(b) to add new suitability criteria, including tax compliance, citizenship requirements, nondisclosure obligations, and theft or misuse of government resources.
- 5Agency reorganization plans and reporting: Within 30 days, agency heads must report to the OMB Director on any statutes that establish the agency or subcomponents as statutorily required and discuss whether to eliminate or consolidate those elements. The USDS Administrator must report to the President within 240 days on implementation and whether any provisions should be extended, modified, or terminated.