Executive Order 14170 establishes a comprehensive overhaul of federal hiring practices, which the order characterizes as "broken, insular, and outdated." The order claims current hiring processes no longer focus on merit, practical skill, and dedication to the Constitution, and asserts that factors such as "commitment to illegal racial discrimination under the guise of 'equity'" or "commitment to the invented concept of 'gender identity' over sex" have compromised the federal workforce quality. It positions these reforms as necessary to ensure federal workers are dedicated to "achieving American greatness" and providing citizens with the services they deserve from what it aims to be "the highest-skilled Federal workforce in the world."
The order directs the Assistant to the President for Domestic Policy, in consultation with OMB, OPM, and the new Department of Government Efficiency (DOGE), to develop a Federal Hiring Plan within 120 days. This plan must include seven specific components: prioritizing recruitment of individuals committed to government efficiency and constitutional principles; preventing hiring based on race, sex, or religion; implementing technical and alternative assessments as required by the Chance to Compete Act of 2024; decreasing government-wide time-to-hire to under 80 days; improving communication with candidates; integrating modern technology into the recruitment process; and ensuring agency leadership participation throughout the hiring process. Additionally, the plan must address the allocation of Senior Executive Service positions across specified agencies.
Implementation responsibility falls primarily to the Office of Personnel Management, which must establish performance metrics to evaluate the success of these reforms and request regular agency analysis. OPM is also directed to consult with federal agencies, labor organizations, and other stakeholders to monitor progress. The order makes clear that agency heads will be responsible for implementing specific best practices for human resources functions, with advice from DOGE as appropriate. While introducing significant changes to federal hiring philosophy and processes, the order includes standard provisions noting it must be implemented consistent with applicable law, is subject to available appropriations, and creates no enforceable rights or benefits against the United States.