OPM Director
Executive orders directing the OPM Director · 70 in Search.
Related departments
Orders
70 shown
Addressing Risks From Susman Godfrey
This executive order targets the law firm Susman Godfrey LLP by suspending security clearances for its personnel, restricting federal contracts with the firm and its business partners, limiting federal building access and official engagement with its employees, and barring their federal hiring without waivers. The order frames these measures as responses to alleged election-related litigation, DEI practices, and activities deemed contrary to national interests.
Addressing Risks From WilmerHale
This executive order targets the law firm WilmerHale, directing federal agencies to suspend security clearances held by its personnel, cease provision of government facilities and services, require contractor disclosure of business with the firm, review and terminate contracts where legally permissible, limit official access to federal buildings, and restrict hiring of WilmerHale employees without waivers. The order cites the firm's pro bono work, its hiring of former Mueller investigation prosecutors, and alleged racial discrimination as justifications.
Addressing Risks From Jenner & Block
This executive order targets Jenner & Block LLP, a major law firm, by suspending security clearances for its personnel, restricting federal contracts with the firm and its business partners, limiting its employees' access to federal buildings and officials, and barring agency hiring of Jenner employees without waivers. The order cites the firm's alleged partisan "lawfare," pro bono activities, racial discrimination in hiring, and its employment of former Mueller prosecutor Andrew Weissmann as justifications.
Addressing Risks From Paul Weiss
This executive order targets the law firm Paul, Weiss, Rifkind, Wharton & Garrison LLP by suspending security clearances for its personnel, restricting government contracts with the firm and entities doing business with it, limiting federal building access for its employees, and restricting federal hiring of its personnel. The order cites the firm's pro bono litigation related to January 6, 2021, its hiring of Mark Pomerantz, and alleged racial discrimination through DEI practices as justifications.
Addressing Risks From Perkins Coie LLP
Executive Order 14230 targets the law firm Perkins Coie LLP with multiple punitive measures: suspending security clearances, ceasing government provision of goods and services, requiring contractor disclosure of business with the firm, reviewing and terminating contracts, investigating the firm and other large law firms for racial discrimination, and restricting federal employees from hiring or engaging with Perkins Coie personnel. The order frames these actions as responses to the firm's alleged role in producing the 2016 Steele dossier, election-related litigation, and DEI hiring practices.
Commencing the Reduction of the Federal Bureaucracy
This executive order directs the elimination or reduction of several federal entities and programs deemed unnecessary, including the Presidio Trust, Inter-American Foundation, US African Development Foundation, and US Institute of Peace. It also terminates multiple federal advisory committees, revokes a 1961 presidential memorandum to eliminate Federal Executive Boards, ends the Presidential Management Fellows Program, and requires White House policy aides to identify additional entities for termination within 30 days.
Providing for the Appointment of Alumni of AmeriCorps to the Competitive Service
This executive order grants Non-Competitive Eligibility to AmeriCorps alumni who complete at least 1,700 hours of service, allowing federal agencies to hire them directly into competitive service positions without going through standard competitive hiring processes. The AmeriCorps CEO will certify eligible individuals, who must be appointed within one year of completing service (extendable to three years under certain circumstances).
Providing for the Closing of Executive Departments and Agencies of the Federal Government on January 9, 2025
This executive order closes all federal executive departments and agencies on January 9, 2025, as a mark of respect for former President Jimmy Carter following his death. Agency heads may exempt certain offices and employees for national security, defense, or other public needs, and the closure will be treated as a paid holiday for federal employees under existing statutes.
Adjustments of Certain Rates of Pay
This executive order implements annual federal pay adjustments for 2025, covering civilian employees under statutory pay systems, Senior Executive Service, executive/legislative/judicial branch officials, uniformed service members, and administrative law judges. It also establishes locality-based comparability payments and supersedes the prior year's pay adjustment order.
Providing for the Closing of Executive Departments and Agencies of the Federal Government on December 24, 2024
This executive order closes all executive departments and agencies of the Federal Government on December 24, 2024, excusing federal employees from duty, while allowing agency heads to keep essential operations open for national security, defense, or other public need. It ensures affected employees receive appropriate pay and leave treatment under existing statutes.
Scaling and Expanding the Use of Registered Apprenticeships in Industries and the Federal Government and Promoting Labor-Management Forums
This executive order establishes a White House interagency working group to expand Registered Apprenticeship programs across federal agencies and their grant/procurement processes, while also revoking a 2017 Trump order to restore Labor-Management Forums for federal employee union collaboration. It requires agencies to review procurement and grants for apprenticeship opportunities, develop workforce plans incorporating apprenticeships, and submit implementation plans for labor-management forums within 180 days.
Adjustments of Certain Rates of Pay
This executive order implements annual federal pay adjustments for 2023, covering civilian employees under the General Schedule, Senior Executive Service, Foreign Service, VA health professionals, administrative law judges, and uniformed service members. It also sets salaries for top executive, legislative, and judicial officials and establishes locality-based comparability payments, with most schedules taking effect in the first pay period on or after January 1, 2023.
Implementation of the Infrastructure Investment and Jobs Act
This executive order establishes an Infrastructure Implementation Task Force within the Executive Office of the President to coordinate implementation of the Infrastructure Investment and Jobs Act. It directs agencies to prioritize efficient spending, domestic manufacturing, high labor standards, equitable investment through the Justice40 Initiative, climate resilience, and coordination with state/local/Tribal/territorial governments.
Protecting the Federal Workforce and Requiring Mask-Wearing
This executive order mandates that on-duty or on-site federal employees, contractors, and visitors wear masks and follow CDC public health guidelines in federal buildings and on federal lands. It also establishes the Safer Federal Workforce Task Force to provide ongoing guidance on COVID-19 workplace safety and requires federal agencies to report on their implementation progress.
Revision of Civil Immigration Enforcement Policies and Priorities
This executive order revokes the Trump-era EO 13768 (which expanded interior immigration enforcement and threatened sanctuary jurisdictions) and directs agency heads to review and revise related policies to align with the Biden Administration's stated priorities of border security, humanitarian concerns, public health, and due process.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain officials across all three branches of government, effective January 1, 2021 or the first applicable pay period thereafter. It supersedes the prior year's pay adjustment order (EO 13901) and delegates implementation authority to the OPM Director for locality-based comparability payments.
Providing for the Closing of Executive Departments and Agencies of the Federal Government on December 24, 2020
This executive order closes all federal executive departments and agencies on December 24, 2020, excusing employees from duty, while allowing agency heads to keep essential operations open for national security or public need. It treats the day as a holiday for pay and leave purposes under existing statutes.
Promoting the Use of Trustworthy Artificial Intelligence in the Federal Government
This executive order establishes principles for trustworthy AI use across federal civilian agencies, requiring inventories of AI use cases, public roadmaps for policy guidance, and mechanisms to ensure AI systems respect privacy, civil rights, and civil liberties. It excludes national security and defense systems while mandating transparency, accountability, and human oversight in government AI applications.
Creating Schedule F in the Excepted Service
EO 13957 created a new 'Schedule F' classification for federal career employees in policy-making or confidential roles, moving them from competitive service to excepted service. This allowed agencies to hire and fire these employees more easily without competitive civil service procedures or chapter 75 adverse action protections. The order required agencies to review and petition to reclassify eligible positions within 90 days (preliminary) and 210 days (complete).
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain officials for 2020, as authorized by the Consolidated Appropriations Act, 2020. It updates pay schedules for statutory systems including the General Schedule, Senior Executive Service, Foreign Service, Veterans Health Administration, uniformed services, and executive/legislative/judicial salaries, while superseding the prior year's pay order.
Providing for the Closing of Executive Departments and Agencies of the Federal Government on December 24, 2019
This executive order grants federal employees a day off on December 24, 2019, by closing all executive departments and agencies the day before Christmas. Agency heads may exempt certain offices and employees for national security, defense, or other public needs.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain officials across all three branches of government, effective January 1, 2019. It updates pay schedules for the General Schedule, Senior Executive Service, uniformed services, judges, and other covered positions, superseding the previous year's order.
Providing for the Closing of Executive Departments and Agencies of the Federal Government on December 24, 2018
This executive order designates Monday, December 24, 2018 as a federal holiday, closing all executive departments and agencies and excusing employees from duty. Agency heads may exempt certain offices and employees for national security, defense, or other public needs.
Providing for the Closing of Executive Departments and Agencies of the Federal Government on December 5, 2018
This executive order closes all federal executive departments and agencies on December 5, 2018, as a mark of respect for former President George H.W. Bush following his death. Agency heads may exempt certain offices and employees for national security, defense, or other public need, and the closure is treated as a federal holiday for pay and leave purposes.
Establishing an Exception to Competitive Examining Rules for Appointment to Certain Positions in the United States Marshals Service, Department of Justice
This executive order places Deputy U.S. Marshals and Criminal Investigators in the excepted service (Schedule B), exempting them from standard competitive civil service examinations. It also allows these employees to convert to career appointments after three years of satisfactory service, aligning USMS hiring practices with other federal law enforcement agencies.
Developing Efficient, Effective, and Cost- Reducing Approaches To Federal Sector Collective Bargaining
This executive order directs federal agencies to renegotiate collective bargaining agreements more quickly and cheaply, with stronger management control over workplace decisions. It creates an interagency working group to develop model contract language and negotiation procedures, sets target timelines of 6 weeks for ground rules and 4-6 months for full agreements, restricts bargaining over certain management rights, and requires public posting of all labor agreements.
Ensuring Transparency, Accountability, and Efficiency in Taxpayer-Funded Union Time Use
This executive order restricts federal employees' use of "official time" (taxpayer-funded union time) by capping union time rates at 1 hour per employee annually, requiring advance written authorization for union activities, limiting non-agency business to one-quarter of paid time, and mandating public reporting of union time usage. It also prohibits using union time for most grievances, lobbying, or political activities, and bars free or discounted government resources for union purposes.
Promoting Accountability and Streamlining Removal Procedures Consistent With Merit System Principles
This executive order directs federal agencies to make it easier to remove poor-performing or misconduct-prone civilian employees by streamlining disciplinary procedures, limiting opportunity periods for improvement to 30 days, eliminating requirements for progressive discipline, and restricting union grievance procedures over removals. It mandates data collection on adverse personnel actions and requires OPM to issue implementing regulations and guidance.
Revocation of Executive Order Creating Labor- Management Forums
This executive order revokes a 2009 Obama-era order that created the National Council on Federal Labor-Management Relations and agency-level labor-management forums, which were intended to promote collaboration between federal management and unions. The Trump administration cited inefficient use of taxpayer dollars and managerial time as justification, and directed agencies to promptly rescind all implementing rules and policies.
Enhancing Public Safety in the Interior of the United States
This executive order directs aggressive interior immigration enforcement, expands deportation priorities to include charged but unconvicted individuals and those deemed risks by immigration officers, seeks to cut federal funding to sanctuary jurisdictions, authorizes 10,000 additional immigration officers, reinstates the Secure Communities program, and establishes new reporting requirements on crimes by removable aliens. It also limits Privacy Act protections for non-citizens and non-permanent residents.
Amending the Civil Service Rules, Executive Order 13488, and Executive Order 13467 To Modernize the Executive Branch-Wide Governance Structure and Processes for Security Clearances, Suitability and Fitness for Employment, and Credentialing, and Related Matters
This executive order restructures the federal government's security clearance, suitability, and credentialing systems by amending prior executive orders and Civil Service Rules. It establishes the National Background Investigations Bureau (NBIB) as the primary investigative service provider, creates a Performance Accountability Council to drive enterprise-wide reform, and designates specific executive agents (OPM for suitability/credentialing, DNI for security) to standardize vetting processes across agencies with emphasis on reciprocity, continuous vetting, and information technology modernization.
Providing for the Appointment in the Competitive Service of Certain Employees of the Foreign Service
This executive order creates a noncompetitive hiring pathway into the federal civil service for Foreign Service Limited Non-Career Appointment employees who complete at least 48 months of continuous service, allowing them to be appointed to competitive service positions across executive branch agencies without going through standard competitive examinations.
Providing for the Appointment of Alumni of the Fulbright U.S. Student Program, the Benjamin A. Gilman International Scholarship Program, and the Critical Language Scholarship Program to the Competitive Service
This executive order grants Non-Competitive Eligibility (NCE) for federal competitive service appointments to alumni of three State Department international exchange programs—Fulbright U.S. Student Program, Benjamin A. Gilman International Scholarship Program, and Critical Language Scholarship Program—who are certified by the Secretary of State and pass OPM examinations. Appointments must generally occur within one year of program completion, with possible extensions up to three years for military service, higher education, or other approved activities.
Delegation of Function to the Director of the Office of Personnel Management
This executive order delegates to the OPM Director the President's authority to direct OPM to establish emergency leave transfer programs for federal employees, requiring OMB consultation and presidential notification. It does not create any enforceable rights or benefits.
Charitable Fundraising
This executive order updates the Combined Federal Campaign (CFC), the federal workplace charitable giving program, by replacing outdated terminology ('voluntary agencies' with 'voluntary health and welfare organizations'), allowing annuitants to contribute through annuity allotments, permitting unaffiliated local organizations to participate, and restructuring campaign administration with outreach coordinators and central campaign administrators under OPM direction.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain senior officials effective January 1, 2016. It updates statutory pay schedules including the General Schedule, Senior Executive Service, Executive/Legislative/Judicial salaries, uniformed services pay, locality payments, and administrative law judges' pay.
Half-Day Closing of Executive Departments and Agencies of the Federal Government on Thursday, December 24, 2015
This executive order grants federal executive branch employees a half-day off on Thursday, December 24, 2015, the day before Christmas. Agency heads may exempt certain offices and employees for national security, defense, or other public need reasons. The order ensures affected employees receive appropriate pay and leave treatment under existing statutes.
Closing of Executive Departments and Agencies of the Federal Government on Friday, December 26, 2014
This executive order declares Friday, December 26, 2014 a federal holiday, closing all executive branch departments and agencies with exceptions for national security, defense, and other public needs. It ensures affected employees receive appropriate pay and leave treatment under existing statutes.
Conversion Authority for Criminal Investigators (Special Agents) of the Bureau of Alcohol, Tobacco, Firearms, and Explosives
This executive order grants the Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF) authority to non-competitively convert Schedule B criminal investigators (special agents) to career civil service appointments after three years of satisfactory service, bringing ATF in line with other federal law enforcement agencies. The Office of Personnel Management is directed to issue implementing regulations.
Adjustments of Certain Rates of Pay
This executive order implements statutorily-mandated pay rate adjustments for federal civilian employees, senior executives, military personnel, judges, and certain elected officials for 2013, maintaining 2010 pay levels through 2013 as required by continuing appropriations laws. It supersedes the prior December 2012 order and sets specific effective dates for military pay (January 1, 2013) and other schedules (first pay period on or after January 1, 2013).
Closing of Executive Departments and Agencies of the Federal Government on Monday, December 24, 2012
This executive order closes all executive branch departments and agencies on Monday, December 24, 2012, excusing federal employees from duty for the day before Christmas. Agency heads may exempt certain offices and employees for national security, defense, or other public needs.
Recruiting and Hiring Students and Recent Graduates
This executive order establishes the Pathways Programs to help federal agencies recruit and hire students and recent graduates by creating exceptions to competitive hiring rules. It creates three programs—Internship, Recent Graduates, and Presidential Management Fellows—under a new Schedule D excepted service category, while revoking several predecessor programs.
Adjustments of Certain Rates of Pay
This executive order implements the federal pay raise authorized by the Continuing Appropriations and Surface Transportation Extensions Act, 2011, adjusting pay rates for civilian federal employees, senior executives, uniformed service members, judges, members of Congress, the Vice President, and administrative law judges. It supersedes the previous year's pay adjustment order (EO 13525) and sets specific effective dates for the new pay schedules.
Increasing Federal Employment of Individuals With Disabilities
This executive order directs federal agencies to increase recruitment, hiring, and retention of individuals with disabilities, with specific numerical goals and mandatory training programs. It revives implementation of a 2000 Clinton-era hiring target of 100,000 additional workers with disabilities over 5 years, requires agency-specific plans with performance targets, and mandates improvements to return-to-work programs for injured federal employees.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, and certain officials for 2010. It sets new rates for statutory pay systems, senior executives, executive/legislative/judicial salaries, uniformed services, locality pay, and administrative law judges, with most schedules taking effect on the first day of the first applicable pay period beginning on or after January 1, 2010.
Federal Leadership in Environmental, Energy, and Economic Performance
This executive order mandates federal agencies to reduce greenhouse gas emissions, improve energy and water efficiency, eliminate waste, and adopt sustainable practices in buildings, fleets, and procurement. It establishes a comprehensive framework with specific reduction targets, reporting requirements, and oversight mechanisms through the Council on Environmental Quality and Office of Management and Budget.
Granting Reciprocity on Excepted Service and Federal Contractor Employee Fitness and Reinvestigating Individuals in Positions of Public Trust
This executive order streamlines federal personnel vetting by requiring agencies to recognize prior fitness and suitability determinations for excepted service and contractor employees when criteria are equivalent. It also mandates periodic reinvestigation of individuals in positions of public trust under standards set by the Office of Personnel Management.
Adjustments of Certain Rates of Pay
This executive order implements annual federal pay adjustments for 2009, covering civilian employees under statutory pay systems, Senior Executive Service, executive/legislative/judicial branch officials, uniformed military personnel, and administrative law judges. It sets new pay rates via attached schedules and authorizes locality-based comparability payments, with most schedules taking effect on the first day of the first applicable pay period beginning on or after January 1, 2009.
To Authorize Certain Noncompetitive Appointments in the Civil Service for Spouses of Certain Members of the Armed Forces
This executive order grants federal agencies authority to make noncompetitive appointments to competitive civil service positions for spouses of active-duty military members relocating on permanent change of station orders, spouses of totally disabled retired or separated service members, and unremarried widows or widowers of service members killed on active duty. The policy aims to support military recruitment and retention by easing employment barriers for military families.
Reforming Processes Related to Suitability for Government Employment, Fitness for Contractor Employees, and Eligibility for Access to Classified National Security Information
This executive order reforms and aligns the federal government's processes for determining whether individuals are suitable for government employment, fit for contractor work, or eligible for access to classified information. It establishes a Performance Accountability Council, designates executive agents for suitability (OPM) and security (DNI), mandates reciprocity between agencies, and introduces continuous evaluation for security clearances.
National Security Professional Development
This executive order establishes a framework to improve national security workforce capabilities by requiring a National Strategy for professional development, creating an interagency Steering Committee chaired by OPM, and directing agency heads to enhance education, training, and cross-government assignment opportunities for security professionals. It specifically assigns implementation roles to Defense, State, Intelligence, and Homeland Security for their respective personnel systems.
Assignment of Certain Pay-Related Functions
This executive order delegates specific presidential pay-setting authorities under title 5 of the U.S. Code to the Director of the Office of Personnel Management. It also revokes and renumbers sections of two prior executive orders (12748 and 12828) that had previously assigned these functions.
Responsibilities of Federal Departments and Agencies With Respect to Volunteer Community Service
This executive order requires every federal agency to designate a senior-level liaison for volunteer community service within 20 days, charged with promoting employee volunteering, coordinating with the USA Freedom Corps, and submitting annual reports with performance metrics. It revokes a 1992 predecessor order and establishes a reporting structure to measure agency volunteer service activities.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees across multiple pay systems, including the General Schedule, Senior Executive Service, military personnel, federal judges, members of Congress, and the Vice President. The pay increases take effect January 1, 2006, or the first applicable pay period thereafter, superseding the previous year's order.
Strengthening Processes Relating to Determining Eligibility for Access to Classified National Security Information
This executive order directs the OMB Director to centralize and standardize security clearance processes across federal agencies, with authority to assign, supervise, and issue guidelines for determining eligibility to access classified national security information, including SCI and special access programs. The order includes a built-in expiration mechanism and requires a progress report to the President.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, judges, members of Congress, and other government officials effective January 1, 2005, as authorized by various statutes. It supersedes the previous year's pay adjustment order (EO 13332) and attaches detailed pay schedules for ten different compensation categories.
Further Adjustment of Certain Rates of Pay
This executive order adjusts federal pay rates across multiple government pay systems, including the General Schedule, Senior Executive Service, military personnel, judges, and members of Congress, with schedules effective January 1, 2004 or the first pay period thereafter. It supersedes a prior pay adjustment order from December 2003 and delegates implementation authority to the Office of Personnel Management for locality-based payments.
Revocation of Executive Order and Presidential Memorandum Concerning Labor-Management Partnerships
This executive order revokes the Clinton-era Executive Order 12871 and a related 1999 memorandum that had established labor-management partnerships across federal agencies, immediately dissolving the National Partnership Council. It directs agencies to rescind implementing rules and policies, while explicitly protecting existing collective bargaining agreements.
Governmentwide Accountability for Merit System Principles; Workforce Information
This executive order amends Civil Service Rules to strengthen federal workforce accountability by adding new rules requiring executive agencies to report workforce information to OPM and establishing agency accountability systems for merit system principles. It also removes a provision on preference eligibles from Rule V and streamlines Rule VII on hiring discretion.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, judges, and members of Congress, effective January 1, 2001 or the first applicable pay period thereafter. It supersedes the previous year's pay adjustment order (EO 13144) and delegates publication authority to the OPM Director.
Federal Career Intern Program
This executive order establishes the Federal Career Intern Program to recruit and develop exceptional talent for federal public service careers. Career Interns are appointed to excepted service positions for up to two years (extendable to three) with formal training, and may receive competitive civil service status upon satisfactory completion. The Office of Personnel Management is authorized to develop merit-based procedures and oversee the program.
Adjustments of Certain Rates of Pay
This executive order implements annual pay adjustments for federal employees, military personnel, judges, members of Congress, and the Vice President as authorized by statute. It sets forth specific pay schedules effective January 1, 2000, or the first applicable pay period thereafter, and supersedes the prior year's pay adjustment order.
Adjustments of Certain Rates of Pay
This executive order adjusts federal pay rates across multiple government pay systems, including the General Schedule, Senior Executive Service, Executive Schedule, Vice President and congressional salaries, judicial pay, uniformed services, and locality-based comparability payments. It supersedes the previous year's pay adjustment order and specifies effective dates for implementation.
Eligibility of Certain Overseas Employees for Noncompetitive Appointments
This executive order grants noncompetitive appointment eligibility to U.S. citizen family members of federal civilian employees who left federal service to work for the American Institute in Taiwan, allowing them to gain competitive service status upon return. The Office of Personnel Management is directed to issue implementing regulations. The order took effect upon Federal Register publication on July 10, 1997.
Executive Order 13033 of December 27, 1996
This executive order adjusts federal pay rates for civilian employees, senior executives, political officeholders, judges, and uniformed service members for 1997. It implements congressionally authorized pay adjustments through updated schedules and specifies effective dates for military pay (January 1, 1997) and other federal pay systems (first pay period on or after January 1, 1997).
Maintaining Unofficial Relations With the People on Taiwan
This executive order delegates presidential functions under the Taiwan Relations Act to the Secretary of State and OPM Director, specifies procurement law exemptions for the American Institute on Taiwan, and formally determines that TECRO (formerly CCNAA) is Taiwan's authorized representative instrumentality. It supersedes EO 12143 from 1979.
Actions Required of all Executive Agencies To Facilitate Payment of Child Support
This executive order directs all federal agencies, including the Uniformed Services, to become model employers in facilitating child support enforcement. It mandates specific actions including wage withholding compliance, service of legal process cooperation, data sharing with state child support agencies, and requires multiple reports and reviews within 60-180 days.
Productivity improvement program for the Federal Government
This executive order establishes a government-wide program requiring all executive departments and agencies to improve productivity by 3 percent annually in functions that provide services to the public, with full coverage required by 1991. Agencies must submit annual productivity plans to OMB, include quality and timeliness goals in manager performance appraisals, and report progress through a structured review process.
Noncompetitive conversion to career status of certain employees in professional and administrative career positions
This executive order creates a pathway for certain Schedule B professional and administrative career employees to be converted noncompetitively to permanent career status at the GS-9 level, contingent on meeting OPM qualifications and passing a formal performance evaluation by their employing agency.
Charitable fund-raising
This executive order establishes the Combined Federal Campaign (CFC), an annual workplace solicitation program allowing voluntary health and welfare agencies to raise funds from federal employees and uniformed service members. The OPM Director sets eligibility criteria, ensures voluntary participation without coercion, and may authorize local organizations to manage campaigns. It revokes the prior Executive Order 10927 while allowing its directives to continue temporarily.