Read twice and referred to the Committee on Homeland Security and Governmental Affairs.
The Restore Merit to Government Service Act of 2025 requires the Assistant to the President for Domestic Policy, with OMB, OPM, and a designated Administrator, to create a Federal Hiring Plan within 120 days to speed and standardize federal hiring. The Plan prioritizes candidates committed to efficiency, rule of law, and "ideals of the United States," requires time-to-hire under 80 days, expands technical assessments and modern hiring technology, directs agency heads to participate in hiring decisions, and directs OPM to set performance metrics and monitor implementation.
Progressives emphasize threats to DEI and LGBTQ protections
Administrative focus and no large spending make floor passage feasible where ideology aligns, but partisan text raises opposition.
The Restore Merit to Government Service Act of 2025 requires the Assistant to the President for Domestic Policy, with OMB, OPM, and a designated Administrator, to create a Federal Hiring Plan within 120 days to speed and standardize federal hiring.
The Plan prioritizes candidates committed to efficiency, rule of law, and "ideals of the United States," requires time-to-hire under 80 days, expands technical assessments and modern hiring technology, directs agency heads to participate in hiring decisions, and directs OPM to set performance metrics and monitor implementation.
The bill's findings criticize use of "equity" and "gender identity" in appointment practices and states appointments must not be made based on race, sex, or religion, while implementation is subject to appropriations and existing law.
Narrow administrative reach helps prospects, but high ideological salience, likely opposition from affected stakeholders, and absence of compromise features lower odds.
How solid the drafting looks.
Progressives emphasize threats to DEI and LGBTQ protections
These are examples from the analysis, not a ranked list of the most-affected groups.
Progressives emphasize threats to DEI and LGBTQ protections
Overall likely skeptical or opposed.
While supportive of modernizing and speeding hiring, this persona would be concerned the bill targets diversity, equity, and inclusion efforts and could enable ideological litmus tests, particularly through vague language about "ideals" and opposing "gender identity." They would want stronger protections for civil rights and workers.
A pragmatic view: supportive of efficiency and accountability goals but wary of the bill's ambiguous language and politicized findings.
Sees value in reduced hiring delays and better metrics, but wants legal clarity so improvements don't produce unintended discrimination or loyalty-testing.
Generally supportive.
Appreciates emphasis on merit, opposition to appointments based on race or religion, and curbing equity-driven hiring.
Values focus on constitutional fidelity, faster appointments, and stronger executive oversight in staffing decisions.
Reached or meaningfully advanced
Reached or meaningfully advanced
Still ahead
Still ahead
Still ahead
Narrow administrative reach helps prospects, but high ideological salience, likely opposition from affected stakeholders, and absence of compromise features lower odds.
The bill has not accumulated any surfaced votes yet.
Progressives emphasize threats to DEI and LGBTQ protections
Narrow administrative reach helps prospects, but high ideological salience, likely opposition from affected stakeholders, and absence of co…
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