Referred to the House Committee on Oversight and Government Reform.
The bill limits special Government employee (SGE) status to 130 days in any 365-day period and requires agencies to reclassify individuals who exceed that limit. It creates a public, searchable SGE Database listing covered SGEs’ names, titles, pay, agency, component, and appointment/termination dates, and requires agencies to publish financial disclosure reports for covered SGEs (with limited exceptions).
Transparency and conflict‑of‑interest prevention versus staffing flexibility.
Relative to its intended legislative type, this bill sets clear substantive changes to SGE usage and imposes new transparency requirements with specific mechanisms and timelines, and it integrates with existing statutory regimes.
The bill limits special Government employee (SGE) status to 130 days in any 365-day period and requires agencies to reclassify individuals who exceed that limit.
It creates a public, searchable SGE Database listing covered SGEs’ names, titles, pay, agency, component, and appointment/termination dates, and requires agencies to publish financial disclosure reports for covered SGEs (with limited exceptions).
The Office of Personnel Management must build the database within 210 days, audit agency submissions, and report to Congress within three years.
Modest, administratively focused bill with limited fiscal footprint could pass committee; Senate and executive-branch implementation concerns lower odds.
Relative to its intended legislative type, this bill sets clear substantive changes to SGE usage and imposes new transparency requirements with specific mechanisms and timelines, and it integrates with existing statutory regimes. However, it omits funding/resourcing provisions and lacks detailed enforcement and metrics, which weakens the practical implementability of the reforms.
Transparency and conflict‑of‑interest prevention versus staffing flexibility.
These are examples from the analysis, not a ranked list of the most-affected groups.
Transparency and conflict‑of‑interest prevention versus staffing flexibility.
Likely supportive: the bill increases transparency and closes a common loophole for long-term outside workers.
It aligns with concerns about industry influence and strengthens public access to financial disclosures and personnel data.
Moderately favorable but cautious: the bill improves transparency and reduces classification circumvention, yet raises practical questions about workforce flexibility and administrative burden.
Would seek measured implementation and clarity on reclassification procedures.
Skeptical to opposed: while nominally promoting transparency, the bill imposes new federal restrictions and reporting burdens.
It likely undermines agencies’ ability to obtain outside expertise and expands administrative overhead.
Reached or meaningfully advanced
Reached or meaningfully advanced
Still ahead
Still ahead
Still ahead
Modest, administratively focused bill with limited fiscal footprint could pass committee; Senate and executive-branch implementation concerns lower odds.
The bill has not accumulated any surfaced votes yet.
Transparency and conflict‑of‑interest prevention versus staffing flexibility.
Modest, administratively focused bill with limited fiscal footprint could pass committee; Senate and executive-branch implementation concer…
Relative to its intended legislative type, this bill sets clear substantive changes to SGE usage and imposes new transparency requirements with specific mechanisms and timelines, and it integrates with existing statutor…
Go beyond the headline summary with full stakeholder mapping, legislative design analysis, passage barriers, and lens-by-lens tradeoff breakdowns.