- Evaluate existing performance standards and consider aligning them with federal practices to remain competitive or compliant, especially if serving as government contractor.
- Update remote work policies to ensure clarity and consistency, addressing eligibility, performance expectations, and flexibility in response to potential federal shifts.
The Trump administration’s federal workforce overhaul mandates in-person work, a hiring freeze, streamlined removal of underperforming executives, and merit-based reforms under the Department of Government Efficiency’s (DOGE’s) Workforce Optimization Initiative.
These changes have created challenges, as federal workers have been terminated at varying rates across agencies and pay levels. Lawsuits have been filed by terminated individuals, state attorneys general, unions representing federal workers, and others. The U.S. Supreme Court blocked a lower court order that would have reinstated thousands of probationary federal workers, allowing the administration to keep them on paid administrative leave as the case proceeds.
Meanwhile, roughly 150,000 federal employees have accepted deferred resignation offers and will continue to receive pay and benefits through Sept. 30, highlighting the legal complexity and impact on workforce stability.
The Executive Actions
Restoring Accountability for Career Senior Executives
President Donald Trump issued a memorandum Jan. 20 directing executive departments and agencies to strengthen accountability and performance for Senior Executive Service (SES) officials, ensuring alignment with his policy priorities. Within 30 days, the director of the Office of Personnel Management, in coordination with the director of the Office of Management and Budget, is required to issue SES Performance Plans that agencies are required to adopt.
Restoring Accountability to Policy-Influencing Positions Within the Federal Workforce
This executive order (EO) reinstates and amends EO 13957 (Creating Schedule F in the Excepted Service) “to maintain professionalism and accountability within the civil service.” Certain policy-related positions will be reclassified to allow easier removal of underperforming or noncompliant employees. The order replaces the letter “F” with “Policy/Career” for the excepted service schedule and treats the date of this order as the effective date of the original EO 13957.
Return to In-Person Work
This memorandum directs the heads of all executive branch departments and agencies to end remote work and require employees to return to in-person duty. Exemptions may be granted as deemed necessary by the respective agency heads.
Reforming the Federal Hiring Process and Restoring Merit to Government Service
This executive order reforms federal hiring to prioritize merit, skills, and dedication to “the furtherance of American ideals, values, and interests” among employees while eliminating bias and inefficiencies. The Federal Hiring Plan aims to attract talented individuals, improve government efficiency, and reduce the governmentwide time-to-hire to under 80 days.
Implementing the President’s “Department of Government Efficiency” Workforce Optimization Initiative
This executive order directs agency heads to follow Department of Government Efficiency (DOGE) hiring standards and reduce the federal workforce, excluding military and key national security or public safety positions. Each agency must develop a data-driven plan, in consultation with its DOGE Team Lead, to prioritize new career appointments in high-need areas and create Agency Reorganization Plans.
Workplace Impact
The federal workforce overhaul may influence private-sector trends, particularly for government contractors who could feel pressure to adopt similar performance standards and in-person work policies. The mass departure of federal employees may temporarily expand the talent pool, intensifying competition for skilled professionals. HR leaders should monitor these developments, as changes in federal policy could affect hiring practices, workplace expectations, and set precedents for private-sector return-to-office initiatives.
Action Items for Employers
Prepare for a potential influx of skilled workers leaving the federal sector by assessing the talent pool and refining hiring practices to attract high-quality candidates.
- In response to the federal mandate for in-person work, evaluate whether a shift toward more in-person or hybrid work arrangements is appropriate for your organization.
- Set clear expectations regarding in-office days, remote work, and performance standards to ensure smooth transitions and alignment with emerging industry trends.
- Foster a supportive workplace culture during transitions by offering additional training, leadership development, and professional growth opportunities.
- Regularly check in with employees to gauge feedback on workplace changes, providing flexibility and support during adjustments to work arrangements.
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News & Updates
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