OPM has said that since January, hiring has been reduced by about two-thirds, to about 7,400 a month on average. Image: Anthony Correia/Shutterstock.com
By: FEDweek StaffPresident Trump has extended through October 15 the general federal hiring freeze, in the process stressing to agencies that any filling of vacancies or creation of new positions allowed under its exceptions must be approved by senior agency leadership and must comply with recent hiring policy changes.
The general freeze, in effect since Trump took office, had been set to expire July 15, after having been extended from its original projected end in April.
Like the prior versions, it leaves exceptions for positions related to immigration enforcement, national security or public safety, and the Executive Office of the President and its components.
It also similarly states that there must be no adverse impact on the provision of Social Security, Medicare, or veterans’ healthcare or benefits. Also, OPM may continue to exceptions for other reasons; any exceptions already granted are to remain in effect unless withdrawn; and agencies may continue to reassign current employees to meet mission needs.
OPM has said that since January, hiring has been reduced by about two-thirds, to about 7,400 a month on average.
The latest memo differs, however, in adding language stressing that the filling of any vacancy, or the creation of a new position, must be approved “in writing by the executive department or independent establishment head, the executive department or independent establishment chief of staff, or an officer appointed by the President.”
Says an accompanying White House document, “This ensures democratic accountability, rather than hiring being driven by the bureaucracy, and that hiring decisions are based on agency priorities . . . This ensures the Federal workforce remains focused on essential functions and fully aligned with administration priorities.”
The new memo also states that “any hiring shall be consistent with” the “merit hiring plan” OPM issued in late May. While the primary focus of that plan is on recruiting from outside the government, many of the provisions also apply to current federal employees seeking to change positions within the government.
Among other provisions, that policy creates essay questions for positions at GS-5 and above that ask about an applicant’s commitment to Trump administration policies (see related story); ends any DEI-related considerations in recruiting, hiring, retention and promotion of federal employees; eliminates degree requirements not essential to a position; and ends self-assessments except for seasonal positions and those below GS-5.
Ruling on CFPB Job Cuts Could Affect Challenges to Other RIFs and Reorgs
OPM Calls Off Viewpoint Survey; Next Edition to be Revised
Several Federal Agencies Disavow Union Contracts, with More Likely to Follow
See also,
Should I be Shooting for a $1M TSP Balance? Depends…
What to Know About the New Federal Application Process
Attorney Schnitzer:
How to Challenge a Federal Reduction in Force (RIF) in 2025Attorney Schnitzer:
A Pre-RIF Checklist for Every Federal Employee, From a Federal Employment AttorneyTop 10 Provisions in the Big Beautiful Bill of Interest to Federal Employees
