Section 1. Policy.
A professional, non-partisan, and merit-based civil service is fundamental to the effective and impartial functioning of the United States Government. The Federal workforce must be composed of highly qualified individuals selected and retained based on their skills, experience, and dedication to public service, free from political interference. Undermining civil service protections jeopardizes government effectiveness, erodes public trust, and risks politicizing the delivery of essential services to the American people. It is the policy of my Administration to protect, defend, and strengthen the federal merit system.
Sec. 2. Revocation of Executive Orders and Directives Undermining Civil Service Protections.
To ensure the integrity and non-partisanship of the federal civil service, any and all Executive Orders, Presidential Memoranda, or other directives issued by the Executive Branch that create new categories of federal employees outside of established civil service protections, or that otherwise undermine the merit system principles, are hereby revoked. This includes, but is not limited to, any directive that establishes a new "Schedule F" or similar classification designed to strip career federal employees of due process and appeal rights, thereby converting them to at-will employment.
Sec. 3. Reaffirmation of Merit System Principles.
The Office of Personnel Management (OPM) and all executive departments and agencies shall reaffirm and rigorously adhere to the merit system principles as set forth in 5 U.S.C. ยง 2301. These principles include:
- Recruiting, selecting, and advancing employees on the basis of their relative ability, knowledge, and skills.
- Ensuring fair and equitable treatment in all aspects of personnel management without regard to political affiliation, race, color, religion, national origin, sex, marital status, age, or handicapping condition.
- Protecting employees from arbitrary action, personal favoritism, or political coercion.
- Maintaining high standards of integrity, conduct, and concern for the public interest.
- Ensuring effective and efficient use of the Federal workforce.
Sec. 4. Guidance and Implementation.
The Director of the Office of Personnel Management, in consultation with the heads of other relevant agencies, shall:
- Issue guidance to all executive departments and agencies within 60 days of the date of this order to ensure full compliance with the principles and directives set forth herein.
- Review existing regulations and policies to identify any provisions that are inconsistent with the merit system principles and propose necessary revisions.
- Develop and implement training programs for federal managers and employees on the importance of the merit-based civil service and the protections afforded to career employees.
- Strengthen whistleblower protections for federal employees who report waste, fraud, or abuse, or who disclose actions that undermine the merit system.
Sec. 5. General Provisions.
- Nothing in this order shall be construed to impair or otherwise affect:
- the authority granted by law to an executive department or agency, or the head thereof; or
- the functions of the Director of the Office of Management and Budget relating to budgetary, administrative, or legislative proposals.
- This order shall be implemented consistent with applicable law and subject to the availability of appropriations.
- This order is not intended to, and does not, create any right or benefit, substantive or procedural, enforceable at law or in equity by any party against the United States, its departments, agencies, or entities, its officers, employees, or agents, or any other person.
Sec. 6. Reporting.
Within 90 days of the date of this order, the Director of the Office of Personnel Management shall submit a report to the President, through the Chief of Staff, detailing the steps taken to implement this order and any recommendations for further legislative or administrative action to strengthen the federal civil service.
[PRESIDENT'S SIGNATURE]
THE WHITE HOUSE,
JULY 7, 2025