Government Transparency & Ethics
Presidential Executive Orders
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January 20, 2025 (W.H. Link) - The memorandum orders a freeze on hiring Federal civilian employees throughout the executive branch as of noon on January 20, 2025. Vacant positions may not be filled, and new positions cannot be created, except as specified in the memorandum or applicable law. Exceptions include military personnel, roles related to immigration enforcement, national security, public safety, and positions necessary for providing Social Security, Medicare, or Veterans’ benefits.
The Director of the Office of Personnel Management (OPM) may grant exemptions, and within 90 days, the Director of the Office of Management and Budget (OMB), in consultation with OPM and USDS, must submit a plan to reduce the Federal workforce through efficiency and attrition. The freeze will expire upon the issuance of this plan, except for the IRS, where it remains in effect until lifted by the Treasury Secretary in consultation with OMB and USDS.
Contracting to bypass the freeze is prohibited. Departments must reallocate resources efficiently to maintain essential services and national security. The freeze does not apply to Presidential or Senate-confirmed appointments, certain non-career roles, or hiring under temporary authority where required by law. Collective bargaining agreements in effect remain unaffected.
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January 20, 2025 (W.H. Link) - Requires executive branch department and agency heads to terminate remote work arrangements and require employees to return to in-person work at their duty stations full-time. Exemptions may be granted at the discretion of department and agency heads as deemed necessary.
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January 20, 2025 (W.H. Link) - The order aims to address and correct alleged misuse of federal law enforcement and intelligence agencies by the previous administration to target political opponents and suppress constitutionally protected rights.
The Attorney General and the Director of National Intelligence are instructed to review federal enforcement and intelligence activities from the past four years to identify misconduct or issues and recommend corrective actions.
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January 20, 2025 (W.H. Link) - The order seeks to protect First Amendment rights by addressing past government actions that allegedly censored Americans’ speech on online platforms.
The order commits the U.S. government to securing the right to constitutionally protected speech; preventing government officers or resources from unconstitutionally abridging free speech; and correcting past government misconduct related to censorship.
The Attorney General, with input from agency heads, is instructed to investigate censorship-related activities from the past four years and recommend remedial actions.
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January 20, 2025 (W.H. Link) - The order specifically outlines the President’s constitutional authority under Article II to remove subordinates to ensure the laws are faithfully executed.
To restore accountability and enhance the ‘Senior Executive Service’ system, the order directs the following actions:
Performance Plans: OPM and OMB must issue standardized SES performance plans within 30 days.
Accountability: Agency heads must use all available tools to strengthen the SES system and ensure accountability.
Reassignments: Agency heads should realign SES members’ roles to align with the President’s agenda.
Executive Resources Boards: Agencies must restructure these boards with noncareer officials as a majority.
Performance Review Boards: Membership must be revamped to prioritize rigorous performance evaluations.
Immediate Actions: Agencies must address underperforming or unsuitable SES officials, including removal when necessary.
These measures aim to reinforce a government that serves the people with efficiency and integrity, advancing national priorities effectively.
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January 20, 2025 (W.H. Link) - This executive order reinstates and amends Executive Order 13957, originally issued in October 2020, to improve accountability and professionalism in the federal civil service, particularly for policy-influencing roles. It emphasizes the President’s constitutional authority to manage the executive branch and addresses perceived challenges in maintaining accountability within the civil service.
Key Provisions:
Purpose and Accountability:
The order asserts the President's authority over the federal workforce to ensure effective governance and accountability.
It highlights a lack of confidence among supervisors in addressing misconduct or poor performance and notes cases of resistance by federal employees to executive directives.
Accountability is deemed especially critical for policy-related positions, which significantly impact the nation and operate under authority delegated by the President.
Reinstatement and Amendments to Executive Order 13957:
Schedule F Renamed: The term "Schedule F" is replaced with "Schedule Policy/Career" throughout the order.
Policy Clarifications: Adds provisions requiring employees in Schedule Policy/Career positions to faithfully implement administration policies, with failure to do so constituting grounds for dismissal. However, personal or political support for the President is not required.
Expanded Criteria for Schedule Policy/Career: Broadens the scope of positions eligible for inclusion under the schedule and requires recommendations to the President for placements.
Regulatory Adjustments:
The Director of the Office of Personnel Management (OPM) is instructed to rescind regulations introduced in 2024 that conflict with the reinstated executive order.
Until these changes are finalized, specific civil service rules that impede the order are suspended.
Consideration of Additional Positions:
Within 30 days, the OPM Director must issue guidance on other categories of positions for potential inclusion under Schedule Policy/Career.
Revocation of Prior Executive Orders:
Executive Order 14003 (Protecting the Federal Workforce), issued in 2021, is revoked. Associated policies and rules are to be suspended, revised, or rescinded.
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January 20, 2025 (W.H. Link) - This executive order addresses alleged abuses of public trust by former intelligence officials and a former National Security Advisor, focusing on the misuse of security clearances and the inappropriate politicization of intelligence.
The order cites concerns over a 2020 letter signed by 51 former intelligence officials, which it claims was politically coordinated with the Biden campaign to discredit reporting on Hunter Biden's laptop by suggesting it was Russian disinformation. This is framed as undermining public trust and democratic institutions.
Key Actions
Revocation of Security Clearances:
Security clearances of the 51 intelligence officials and John R. Bolton are revoked, effective immediately. This includes high-profile figures such as James Clapper, John Brennan, and Leon Panetta.
Two deceased signatories are excluded.
Investigation and Recommendations:
Within 90 days, the Director of National Intelligence, in consultation with the CIA Director, must report on additional inappropriate activities related to the letter; recommendations to prevent Intelligence Community personnel from influencing domestic elections; and disciplinary actions, including security clearance terminations, for those involved in inappropriate conduct.
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January 20, 2025 (W.H. Link) - This Executive Order establishes the Department of Government Efficiency (DOGE) to implement the President’s DOGE Agenda, focusing on modernizing federal technology, software, and information systems to maximize government efficiency and productivity. The United States Digital Service (USDS) is renamed the United States DOGE Service and placed under the Executive Office of the President. A temporary organization, the U.S. DOGE Service Temporary Organization, is created within USDS to advance the 18-month DOGE Agenda, set to terminate on July 4, 2026. Each federal agency is required to establish a DOGE Team, consisting of a lead, an engineer, a human resources specialist, and an attorney, to coordinate with USDS and advise agency heads on implementation.
The USDS Administrator will lead a Software Modernization Initiative to improve federal software, network infrastructure, and IT systems, prioritizing interoperability, data integrity, and responsible data collection across agencies. Agency heads are directed to grant USDS full and prompt access to unclassified records and systems, ensuring adherence to rigorous data protection standards. The order overrides prior executive orders and regulations that may hinder USDS access to necessary systems and records. The USDS Administrator reports to the White House Chief of Staff, ensuring centralized coordination of modernization efforts across government.
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January 20, 2025 (W.H. Link) - This executive order reforms the federal hiring process to prioritize merit, efficiency, and dedication to constitutional principles, while eliminating considerations based on race, sex, or other factors. Key provisions include:
Federal Hiring Plan Development:
Within 120 days, a Federal Hiring Plan will be developed by the Assistant to the President for Domestic Policy, in consultation with key officials, to streamline recruitment and focus on hiring individuals committed to efficiency, American values, and constitutional principles.
The plan will prioritize technical and alternative assessments, align with the Chance to Compete Act of 2024, reduce time-to-hire to under 80 days, and improve candidate engagement through modern technology and clear communication.
Agency leadership will be actively involved in implementing these processes, particularly in optimizing Senior Executive Service positions across critical agencies.
Hiring Principles:
Prohibits hiring based on race, sex, or religion.
Ensures candidates are committed to upholding the Constitution and serving the Executive Branch faithfully.
Focuses on technical skills, passion for public service, and alignment with American democratic values.
Modernization and Efficiency:
Incorporates technology like data analytics and digital platforms to identify hiring gaps, enhance engagement, and streamline the application process.
Promotes best practices for human resources functions within federal agencies, with guidance from the Department of Government Efficiency (DOGE).
Accountability and Metrics:
The Office of Personnel Management (OPM) will establish performance metrics, conduct regular evaluations, and ensure progress through consultations with agencies, labor organizations, and stakeholders.
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January 20, 2025 (W.H. Link) - The order asserts that the previous administration implemented unpopular and harmful practices, including embedding "diversity, equity, and inclusion" (DEI) into Federal institutions, which it claims undermines merit and equality. It criticizes open border policies for straining resources and climate policies for driving inflation and overregulation. Relevant executive orders revoked include:
Executive Order 13989 of January 20, 2021 (Ethics Commitments by Executive Branch Personnel).
Executive Order 14023 of April 9, 2021 (Establishment of the Presidential Commission on the Supreme Court of the United States).
The Presidential Memorandum of January 3, 2025 (Designation of Officials of the Office of Personnel Management to Act as Director).
The order mandates the immediate termination of Federal implementation of "unlawful and radical DEI ideology" by agency heads (SEE RELATED EXECUTIVE ORDER). It further directs the Directors of the Domestic Policy Council (DPC) and National Economic Council (NEC) to review actions taken under previous administration directives, recommending within 45 days which should be rescinded, replaced, or amended to "enhance American prosperity." Additionally, the National Security Advisor (NSA) must review all National Security Memoranda (NSMs) issued between January 20, 2021, and January 20, 2025, to identify any harm to national security, domestic resilience, or American values, and provide recommendations for rescission within the same timeframe.
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January 21, 2025 (W.H. Link) - This presidential action focuses on reinforcing federal civil-rights laws by eliminating race- and sex-based preferences, policies, and mandates associated with diversity, equity, inclusion (DEI), and accessibility (DEIA). It argues such initiatives violate civil-rights laws, undermine national unity, and prioritize identity over individual merit and hard work. The publication aims to:
Policy Changes in Federal Government:
Terminate all federal DEI/DEIA policies deemed discriminatory or illegal.
Revoke previous executive orders promoting diversity and inclusion in the federal workforce and related areas.
Reform federal contracting to emphasize compliance with anti-discrimination laws and prohibit workforce balancing based on identity.
SPECIFICALLY: Agency leadership is directed to include in every contract/grant award terms requiring recipients to certify that they do not operate any programs promoting DEI that violate any applicable Federal anti-discrimination laws.
Private Sector Impact: This section directs federal agencies, with the Attorney General’s assistance, to promote policies emphasizing individual initiative, excellence, and hard work in the private sector.
The Attorney General must submit a report within 120 days outlining strategies to enforce civil-rights laws and eliminate illegal discrimination and preferences in DEI programs.
The report should include:
Key sectors of concern for each agency.
The most discriminatory DEI practitioners.
Steps to deter illegal DEI-related discrimination, including identifying up to nine potential investigations of large corporations, nonprofits, foundations, professional associations, and wealthy universities.
Strategies to encourage compliance with civil-rights laws.
Possible litigation for federal lawsuits or interventions.
Regulatory and policy guidance to address DEI-related discrimination.
Educational Guidance:
Provide guidelines to state/local educational agencies and higher education institutions to comply with recent Supreme Court rulings on admissions practices.
Exceptions:
Preferences for veterans and groups protected under specific laws remain lawful.
First Amendment protections and academic advocacy on these topics are preserved.
The order asserts a commitment to civil rights, individual merit, and equal opportunity while eliminating what it identifies as harmful identity-based practices in public and private sectors.
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January 23, 2025 (W.H. Link) - This order mandates the full release of federal records related to the assassinations of President John F. Kennedy, Senator Robert F. Kennedy, and Reverend Dr. Martin Luther King Jr.
The order asserts that continued withholding of information on these assassinations is no longer in the public interest. The 1992 JFK Records Act required full disclosure by 2017, but past administrations (2017-2023) allowed redactions and delayed releases, citing the need for further review.
Declassification Plan:
JFK Assassination Records: A plan for full release must be presented within 15 days.
RFK and MLK Assassination Records: A plan for full release must be presented within 45 days.
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January 31, 2025 (W.H. Link) - The President issued an executive memorandum to restrict last-minute collective bargaining agreements (CBAs) made in the final days of a previous administration. The policy aims to prevent outgoing administrations from imposing binding agreements that hinder the new President’s ability to manage federal agencies effectively.
Key Provisions:
Policy Justification:
The prior administration allegedly finalized CBAs to extend its policies and limit the new administration’s authority.
Example: A CBA signed on January 17, 2025, by the Department of Education restricted the agency from requiring remote employees to return to in-person work.
Restrictions on CBAs (Section 2):
Federal agencies cannot finalize CBAs in the 30 days before a new President takes office if they:
Introduce new contractual obligations.
Make significant changes to existing agreements.
Extend the duration of an agreement.
Agreements that automatically renew under existing terms are exempt.
Any CBA violating these rules but still awaiting agency approval must be disapproved.
Exception: The rule does not apply to CBAs covering law enforcement officers.
Implementation & Legal Considerations (Section 3):
The memorandum does not override existing legal authorities of agencies.
It will be enforced in compliance with applicable laws and funding availability.
If a court invalidates the exception for law enforcement CBAs, that provision will be severed without affecting the rest of the memorandum.
The memorandum does not create legal rights enforceable against the government.
The Office of Personnel Management (OPM) is instructed to publish it in the Federal Register for official record-keeping.
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February 10, 2025 (W.H. Link) - This executive order eliminates the Federal Executive Institute (FEI), a leadership training program for federal employees established during President Lyndon B. Johnson’s administration. The order argues that FEI has contributed to the expansion of the Washington, D.C., managerial class rather than benefiting American families. As part of a broader effort to reduce government programs that do not directly serve taxpayers or national interests, the administration seeks to refocus federal resources on competence, efficiency, and constitutional governance rather than bureaucratic self-preservation.
To implement this policy, the order directs the Office of Personnel Management (OPM) to take all necessary steps to eliminate the FEI, revoke previous executive actions that established or required its existence, and ensure compliance with legal and budgetary constraints. The order affirms that its provisions do not create new legal rights and must be implemented within existing laws and appropriations. This move reflects the administration’s commitment to streamlining government operations and reducing spending on programs it deems unnecessary.
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February 11, 2025 (W.H. Link) This executive order initiates a major restructuring of the federal workforce, aiming to reduce bureaucracy, enhance efficiency, and eliminate non-essential programs. It mandates a strict hiring ratio of one new employee for every four departures, except for roles in public safety, immigration enforcement, and law enforcement. Federal agencies must develop data-driven hiring plans in consultation with the Department of Government Efficiency (DOGE) Team Leads and are required to prioritize high-need positions while eliminating unnecessary roles. Agencies must also prepare for large-scale reductions in force (RIFs), targeting offices and initiatives that are not mandated by law, including diversity, equity, and inclusion programs and operations suspended or closed by the administration.
Additionally, the order directs the Office of Personnel Management (OPM) to propose new suitability criteria for federal employment, including tax compliance, citizenship requirements, adherence to nondisclosure obligations, and responsible use of government resources. Agencies must submit reorganization plans identifying whether subcomponents should be eliminated or consolidated. The United States DOGE Service (USDS) Administrator will report on the progress and impact of these measures within 240 days. The order excludes military personnel and allows agency heads to exempt positions necessary for national security, homeland security, or public safety. These reforms aim to streamline the federal workforce, reduce waste, and realign government functions to better serve taxpayers and national priorities.
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February 18th, 2025 (W.H. Link) - The United States Government spends too much money on programs, contracts, and grants that do not promote the interests of the American people. For too long, taxpayers have subsidized ideological projects overseas and domestic organizations engaged in actions that undermine the national interest. The American people have seen their tax dollars used to fund the passion projects of unelected bureaucrats rather than to advance the national interest. The American people have a right to see how the Federal Government has wasted their hard-earned wages.
I therefore direct the heads of executive departments and agencies (agencies) to take all appropriate actions to make public, to the maximum extent permitted by law and as the heads of agencies deem appropriate to promote the policies of my Administration, the complete details of every terminated program, cancelled contract, terminated grant, or any other discontinued obligation of Federal funds. Agencies shall ensure that such publication occurs in accordance with all applicable laws, regulations, and the terms and conditions of the underlying contract, grant, or other award.