Federal Hiring Overhaul: 'Restore Merit to Government Service Act' Aims for 80-Day Hiring, Prioritizes 'American Ideals'

The "Restore Merit to Government Service Act of 2025" is a new bill focused on completely reshaping how the federal government hires. The core idea? Making sure every new hire is based on merit, a commitment to the Constitution, and the ability to get the job done efficiently. The bill explicitly states that factors like race, sex, or religion should not be considered in the hiring process (SEC. 4).

Shaking Up the System

The bill orders the creation of a new "Federal Hiring Plan" within 120 days of the Act becoming law (SEC. 4). This plan, developed by top administration officials, will be the blueprint for all federal agencies under the executive branch, including big names like the EPA, SBA, and SSA (SEC.2). The goal is to streamline the hiring process, aiming for a maximum of 80 days from job posting to offer (SEC. 4). The plan will also emphasize using technology and data analytics to find and select candidates (SEC. 4).

Real-World Ripple Effects

So, what does this mean in practice? Imagine a software engineer applying for a job at the Department of Energy. Under this bill, their technical skills and experience, along with their demonstrated commitment to the job and the Constitution, would be the primary focus. The bill wants agencies to use "technical and alternative assessments" to judge candidates, suggesting a move away from traditional, and sometimes subjective, interview processes. (SEC.4). The bill also wants to improve communication with candidates, and to ensure that agency heads are actively involved in the appointment process. (SEC.4)

For a veteran applying for a position at the Department of Veterans Affairs, this bill could mean a faster, more transparent hiring process. The emphasis on "upholding the rule of law and the Constitution" (SEC. 4) might resonate with those who have served in the military. The bill's requirement for regular progress reports and accountability measures (SEC. 5) could, in theory, help ensure the new system is working as intended.

The Fine Print & Potential Challenges

While the bill emphasizes efficiency and a commitment to core American values, it also raises some questions. For example, the bill prioritizes recruiting individuals committed to "American ideals" (SEC.4), but it's not entirely clear how that will be defined and measured in practice. The bill also aims to prevent appointments based on "the invented concept of gender identity over sex" (SEC.3). It is important to note that the bill does not interfere with the Federal Reserve System's monetary policy activities.(SEC.6)

This plan means a shift in how Senior Executive Service positions are allocated, aiming to better support "democratic leadership" (SEC. 4). Best practices for human resources functions within each agency are also part of the plan, to be implemented by agency heads with advice from the Administrator (SEC. 4). The bill also makes clear that it doesn't create any new legal rights that could be used to sue the government (SEC. 6). This means the changes are largely internal to how the government operates.